The document discusses a study that designed, developed, and evaluated the effectiveness of the human resource management system at Kampala International University (KIU) in Uganda. The study assessed the existing HR management system in terms of usability and applicability. It found the existing system was poor. The study then designed a new HR management information system using object-oriented analysis and design. After implementing the new system, the study found it was rated as satisfactory, showing significant improvement over the existing system. The study recommends KIU adopt the new system to allow for more effective centralized management of employee records.
Prioritizing the Effecting Factors in Organisational Structure of the Iranian...inventionjournals
The purpose of this paper is to identify and investigate the relevant factors in organisational structure of the Iranian southern ports which are located at Khuzestan state such as Abadan, Khorramshahr and Imam Khomeini port. It should be noted that two stages have been carried out in terms of the required infrastructure for implementation of knowledge management. In the first stage by analyzing the research data from the questionnaire and by using the single-sample t-test the situation of the above mentioned ports in terms of the required infrastructure of knowledge management has been reviewed and the hypotheses were tested. To capitalize on knowledge management, an organization must be swift in balancing its knowledge management activities. The results of these research shows that the condition of the ports is not suitable in respect of the infrastructure to implement the knowledge management. In the second stage, by using the grey relational analysis the ports have been evaluated by considering the five effecting factors such as information technology, organisational culture, organisational structure, human resources and change management. By referring to the port grey relational factors the following ranking in organisational structure of knowledge management has been achieved for the ports: Imam Khomeini port as first rank, Khorramshahr port as second rank and finally Abadan port as third rank in this research.
A study model on the impact of various indicators in the performance of stude...eSAT Publishing House
IJRET : International Journal of Research in Engineering and Technology is an international peer reviewed, online journal published by eSAT Publishing House for the enhancement of research in various disciplines of Engineering and Technology. The aim and scope of the journal is to provide an academic medium and an important reference for the advancement and dissemination of research results that support high-level learning, teaching and research in the fields of Engineering and Technology. We bring together Scientists, Academician, Field Engineers, Scholars and Students of related fields of Engineering and Technology
Prioritizing the Effecting Factors in Organisational Structure of the Iranian...inventionjournals
The purpose of this paper is to identify and investigate the relevant factors in organisational structure of the Iranian southern ports which are located at Khuzestan state such as Abadan, Khorramshahr and Imam Khomeini port. It should be noted that two stages have been carried out in terms of the required infrastructure for implementation of knowledge management. In the first stage by analyzing the research data from the questionnaire and by using the single-sample t-test the situation of the above mentioned ports in terms of the required infrastructure of knowledge management has been reviewed and the hypotheses were tested. To capitalize on knowledge management, an organization must be swift in balancing its knowledge management activities. The results of these research shows that the condition of the ports is not suitable in respect of the infrastructure to implement the knowledge management. In the second stage, by using the grey relational analysis the ports have been evaluated by considering the five effecting factors such as information technology, organisational culture, organisational structure, human resources and change management. By referring to the port grey relational factors the following ranking in organisational structure of knowledge management has been achieved for the ports: Imam Khomeini port as first rank, Khorramshahr port as second rank and finally Abadan port as third rank in this research.
A study model on the impact of various indicators in the performance of stude...eSAT Publishing House
IJRET : International Journal of Research in Engineering and Technology is an international peer reviewed, online journal published by eSAT Publishing House for the enhancement of research in various disciplines of Engineering and Technology. The aim and scope of the journal is to provide an academic medium and an important reference for the advancement and dissemination of research results that support high-level learning, teaching and research in the fields of Engineering and Technology. We bring together Scientists, Academician, Field Engineers, Scholars and Students of related fields of Engineering and Technology
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Griffith - NATIONAL FORUM JOURNALS - www.nationalforum.comWilliam Kritsonis
NATIONAL FORUM JOURNALS (Founded 1982 (www.nationalforum.com) is a group of national and international refereed journals. NFJ publishes articles on colleges, universities and schools; management, business and administration; academic scholarship, multicultural issues; schooling; special education; teaching and learning; counseling and addiction; alcohol and drugs; crime and criminology; disparities in health; risk behaviors; international issues; education; organizational theory and behavior; educational leadership and supervision; action and applied research; teacher education; race, gender, society; public school law; philosophy and history; psychology, sociology, and much more. Dr. William Allan Kritsonis, Editor-in-Chief.
Trends in Education and Information Technology in 2020 - IJMITIJMIT JOURNAL
The International Journal of Managing Information Technology (IJMIT) is a quarterly open access peer-reviewed journal that publishes articles that contribute new results in all areas of the strategic application of information technology (IT) in organizations.
Management is a process or mechanism to manage any facet or things; where the things or facet may be tangible or may be intangible in nature. In other sense, management is an art of techniques to manage the asset. The study and academic domain of management is called as Management Science. Practically management is applicable in all most all the sector or place or academic domain. In computer science, medical science and even sociology there is a full-fledged role and importance may be seen as far as management is concerned. Practically in Information Science also management deal a lead role. Traditional Information Science or computational Information Science, Management may be applied in several places. This paper is talks about management, its requirement; role of management in information science both the traditional and contemporary and future potential.
E-University Environment Based on E-managementijceronline
International Journal of Computational Engineering Research (IJCER) is dedicated to protecting personal information and will make every reasonable effort to handle collected information appropriately. All information collected, as well as related requests, will be handled as carefully and efficiently as possible in accordance with IJCER standards for integrity and objectivity.
Role of recruitment and selection of faculty inTapasya123
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
Role of Recruitment and Selection of Faculty in Technical Aducation in Rajast...professionalpanorama
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
A Study of Technology Acceptance Model (TAM) In Understanding the Efficacy of...inventionjournals
Global usage of automated system in all fields has remarkably increased in the past decades. To understand the extensive usage of the Information system, the study is undertaken where the Technology Acceptance Model (TAM) is used to see the extent to which an Information System (IS) is able to make any HR routine activity in the institution to be automated; whereby, the information obtained is effective and reliable. The study undertook in this article focuses on the reliability test in order to test the reliability of the scale and also the correlation test in order to find the rate of correlation between the various components of the TAM model – Perceived Usefulness (PU), Perceived Ease of Use (PEOU), Attitude towards change (ATU) and Behavioral Intention towards use (BIU). The study indicated that the null hypothesis is accepted where there is significant positive change in the Perceived Ease of Use, Attitude of the User and the Behavioral intention of the user towards using the HRIS tool in any organization. This led to understanding from the study that there is a very high rate of effectiveness in the usage of HRIS tool in any institutions using, which is proved using the TAM model.
EFFECTIVENESS OF E-RKAP SYSTEM IMPLEMENTATION WITH HUMAN, ORGANIZING, TECHNOL...AJHSSR Journal
ABSTRACT: This study aims to test and prove the influence of human, organizing and technology on the
effectiveness of the E-RKAP system. The hypotheses of this study are System Use affects the Effectiveness of the
E-RKAP System, User Satisfaction affects the Effectiveness of the E-RKAP System, Structural affects the
Effectiveness of the E-RKAP System, Environment affects the Effectiveness of the E-RKAPSystem, System
Quality affects the Effectiveness of the E-RKAP System, Information Quality affects the Effectiveness of the ERKAP System, Service Quality affects the Effectiveness of the E-RKAP System. The population of this study
were company employees. The sampling technique used in this study was purposive sampling which obtained a
sample of 90 people. This study shows that system use, use satisfaction, structure, environment, information
quality and service quality have no influence on the effectiveness of the E-RKAP system. System quality has an
influence on the effectiveness of the E-RKAP system.
KEYWORDS : Effectiveness, E-RKAP system, HOT Fit.
Implementation of Decision Support Personnel Recruitment System for Laguna St...IJMIT JOURNAL
The Laguna State Polytechnic University-San Pablo City Campus viewed the hiring of possible employees as a major problem in the university because it takes time for the human resource department to facilitate the process of recruitment. The main objective of the study is to implement a web-based decision support personnel recruitment system that can screen qualified applicants, assist the human resource personnel in ranking the applicants and generate reports. The system was developed using PHP, CSS, Java Script and XHTML as programming platform and MySQL as database engine. The system design, testing and evaluation procedures were presented. Test results show that the project is secured and can be best viewed in Google Chrome, IE7+, Mozilla Firefox and Opera Mini using personal computer, laptop, tablet and mobile phone. Two questionnaires were distributed - ISO 9126 Software Quality Matrix and acceptability survey to determine whether the implementation was successful. Based from the results of evaluation conducted, the project was rated as excellent with an overall mean of 4.52. The users also agreed that the system was acceptable in terms of interface, operability, security and portability. It was recommended that the system should allow multiple applications for different job vacancies and the ranking of applicants with the same points should be tie regardless of who submitted the application first.
IMPLEMENTATION OF DECISION SUPPORT PERSONNEL RECRUITMENT SYSTEM FOR LAGUNA ST...IJMIT JOURNAL
The Laguna State Polytechnic University-San Pablo City Campus viewed the hiring of possible employees as a major problem in the university because it takes time for the human resource department to facilitate the process of recruitment. The main objective of the study is to implement a web-based decision support personnel recruitment system that can screen qualified applicants, assist the human resource personnel in ranking the applicants and generate reports. The system was developed using PHP, CSS, Java Script and XHTML as programming platform and MySQL as database engine. The system design, testing and evaluation procedures were presented. Test results show that the project is secured and can be best viewed in Google Chrome, IE7+, Mozilla Firefox and Opera Mini using personal computer, laptop, tablet and mobile phone. Two questionnaires were distributed - ISO 9126 Software Quality Matrix and acceptability survey to determine whether the implementation was successful. Based from the results of evaluation conducted, the project was rated as excellent with an overall mean of 4.52. The users also agreed that the system was acceptable in terms of interface, operability, security and portability. It was recommended that the system should allow multiple applications for different job vacancies and the ranking of applicants with the same points should be tie regardless of who submitted the application first.
Facilitation of Human Resource Information Systems on Performance of Public S...IJERA Editor
The aim of this study is to provide an introductory presentation of the concept of human recourse information system in theoretical framework and to identify the degree of satisfaction of uses Human resource information systems in Jordan. A questionnaire was justified and developed by the researcher to measure the performance of employees based on previous studies was applied to (95) employees at public sector in Jordan. The study was using SPSS to analyses data. The results indicate that employees at public sector in Jordan there were a statistically significant relationship between the planning, recruitment, training and development, performance appraisal, compensation and incentives, and career planning and performance of employees. However the sample reported a significant in the seven hypotheses and accepted but the hypotheses (Ha1, Ha2 and Hb1) is rejected. The study have recommendations should gives more attention to focus on.
https://jst.org.in/index.html
Our journal has research and development, mathematics is the universal language. Join us as we explore the elegant equations and mathematical models that underpin technological advancements and scientific breakthroughs.
https://jst.org.in/index.html
Our journal have the power to transcend geographical boundaries. Researchers from around the world can access and benefit from the knowledge shared in these publications. This global reach enhances the diversity of perspectives and promotes a more inclusive academic landscape.
https://jst.org.in/index.html
Our journal has serves as a beacon for scholars and practitioners alike, delving into the intricacies of next-generation technologies that promise to reshape the world. From artificial intelligence and renewable energy to advanced materials and beyond, we are at the forefront of engineering's evolution.
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Griffith - NATIONAL FORUM JOURNALS - www.nationalforum.comWilliam Kritsonis
NATIONAL FORUM JOURNALS (Founded 1982 (www.nationalforum.com) is a group of national and international refereed journals. NFJ publishes articles on colleges, universities and schools; management, business and administration; academic scholarship, multicultural issues; schooling; special education; teaching and learning; counseling and addiction; alcohol and drugs; crime and criminology; disparities in health; risk behaviors; international issues; education; organizational theory and behavior; educational leadership and supervision; action and applied research; teacher education; race, gender, society; public school law; philosophy and history; psychology, sociology, and much more. Dr. William Allan Kritsonis, Editor-in-Chief.
Trends in Education and Information Technology in 2020 - IJMITIJMIT JOURNAL
The International Journal of Managing Information Technology (IJMIT) is a quarterly open access peer-reviewed journal that publishes articles that contribute new results in all areas of the strategic application of information technology (IT) in organizations.
Management is a process or mechanism to manage any facet or things; where the things or facet may be tangible or may be intangible in nature. In other sense, management is an art of techniques to manage the asset. The study and academic domain of management is called as Management Science. Practically management is applicable in all most all the sector or place or academic domain. In computer science, medical science and even sociology there is a full-fledged role and importance may be seen as far as management is concerned. Practically in Information Science also management deal a lead role. Traditional Information Science or computational Information Science, Management may be applied in several places. This paper is talks about management, its requirement; role of management in information science both the traditional and contemporary and future potential.
E-University Environment Based on E-managementijceronline
International Journal of Computational Engineering Research (IJCER) is dedicated to protecting personal information and will make every reasonable effort to handle collected information appropriately. All information collected, as well as related requests, will be handled as carefully and efficiently as possible in accordance with IJCER standards for integrity and objectivity.
Role of recruitment and selection of faculty inTapasya123
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
Role of Recruitment and Selection of Faculty in Technical Aducation in Rajast...professionalpanorama
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
A Study of Technology Acceptance Model (TAM) In Understanding the Efficacy of...inventionjournals
Global usage of automated system in all fields has remarkably increased in the past decades. To understand the extensive usage of the Information system, the study is undertaken where the Technology Acceptance Model (TAM) is used to see the extent to which an Information System (IS) is able to make any HR routine activity in the institution to be automated; whereby, the information obtained is effective and reliable. The study undertook in this article focuses on the reliability test in order to test the reliability of the scale and also the correlation test in order to find the rate of correlation between the various components of the TAM model – Perceived Usefulness (PU), Perceived Ease of Use (PEOU), Attitude towards change (ATU) and Behavioral Intention towards use (BIU). The study indicated that the null hypothesis is accepted where there is significant positive change in the Perceived Ease of Use, Attitude of the User and the Behavioral intention of the user towards using the HRIS tool in any organization. This led to understanding from the study that there is a very high rate of effectiveness in the usage of HRIS tool in any institutions using, which is proved using the TAM model.
EFFECTIVENESS OF E-RKAP SYSTEM IMPLEMENTATION WITH HUMAN, ORGANIZING, TECHNOL...AJHSSR Journal
ABSTRACT: This study aims to test and prove the influence of human, organizing and technology on the
effectiveness of the E-RKAP system. The hypotheses of this study are System Use affects the Effectiveness of the
E-RKAP System, User Satisfaction affects the Effectiveness of the E-RKAP System, Structural affects the
Effectiveness of the E-RKAP System, Environment affects the Effectiveness of the E-RKAPSystem, System
Quality affects the Effectiveness of the E-RKAP System, Information Quality affects the Effectiveness of the ERKAP System, Service Quality affects the Effectiveness of the E-RKAP System. The population of this study
were company employees. The sampling technique used in this study was purposive sampling which obtained a
sample of 90 people. This study shows that system use, use satisfaction, structure, environment, information
quality and service quality have no influence on the effectiveness of the E-RKAP system. System quality has an
influence on the effectiveness of the E-RKAP system.
KEYWORDS : Effectiveness, E-RKAP system, HOT Fit.
Implementation of Decision Support Personnel Recruitment System for Laguna St...IJMIT JOURNAL
The Laguna State Polytechnic University-San Pablo City Campus viewed the hiring of possible employees as a major problem in the university because it takes time for the human resource department to facilitate the process of recruitment. The main objective of the study is to implement a web-based decision support personnel recruitment system that can screen qualified applicants, assist the human resource personnel in ranking the applicants and generate reports. The system was developed using PHP, CSS, Java Script and XHTML as programming platform and MySQL as database engine. The system design, testing and evaluation procedures were presented. Test results show that the project is secured and can be best viewed in Google Chrome, IE7+, Mozilla Firefox and Opera Mini using personal computer, laptop, tablet and mobile phone. Two questionnaires were distributed - ISO 9126 Software Quality Matrix and acceptability survey to determine whether the implementation was successful. Based from the results of evaluation conducted, the project was rated as excellent with an overall mean of 4.52. The users also agreed that the system was acceptable in terms of interface, operability, security and portability. It was recommended that the system should allow multiple applications for different job vacancies and the ranking of applicants with the same points should be tie regardless of who submitted the application first.
IMPLEMENTATION OF DECISION SUPPORT PERSONNEL RECRUITMENT SYSTEM FOR LAGUNA ST...IJMIT JOURNAL
The Laguna State Polytechnic University-San Pablo City Campus viewed the hiring of possible employees as a major problem in the university because it takes time for the human resource department to facilitate the process of recruitment. The main objective of the study is to implement a web-based decision support personnel recruitment system that can screen qualified applicants, assist the human resource personnel in ranking the applicants and generate reports. The system was developed using PHP, CSS, Java Script and XHTML as programming platform and MySQL as database engine. The system design, testing and evaluation procedures were presented. Test results show that the project is secured and can be best viewed in Google Chrome, IE7+, Mozilla Firefox and Opera Mini using personal computer, laptop, tablet and mobile phone. Two questionnaires were distributed - ISO 9126 Software Quality Matrix and acceptability survey to determine whether the implementation was successful. Based from the results of evaluation conducted, the project was rated as excellent with an overall mean of 4.52. The users also agreed that the system was acceptable in terms of interface, operability, security and portability. It was recommended that the system should allow multiple applications for different job vacancies and the ranking of applicants with the same points should be tie regardless of who submitted the application first.
Facilitation of Human Resource Information Systems on Performance of Public S...IJERA Editor
The aim of this study is to provide an introductory presentation of the concept of human recourse information system in theoretical framework and to identify the degree of satisfaction of uses Human resource information systems in Jordan. A questionnaire was justified and developed by the researcher to measure the performance of employees based on previous studies was applied to (95) employees at public sector in Jordan. The study was using SPSS to analyses data. The results indicate that employees at public sector in Jordan there were a statistically significant relationship between the planning, recruitment, training and development, performance appraisal, compensation and incentives, and career planning and performance of employees. However the sample reported a significant in the seven hypotheses and accepted but the hypotheses (Ha1, Ha2 and Hb1) is rejected. The study have recommendations should gives more attention to focus on.
https://jst.org.in/index.html
Our journal has research and development, mathematics is the universal language. Join us as we explore the elegant equations and mathematical models that underpin technological advancements and scientific breakthroughs.
https://jst.org.in/index.html
Our journal have the power to transcend geographical boundaries. Researchers from around the world can access and benefit from the knowledge shared in these publications. This global reach enhances the diversity of perspectives and promotes a more inclusive academic landscape.
https://jst.org.in/index.html
Our journal has serves as a beacon for scholars and practitioners alike, delving into the intricacies of next-generation technologies that promise to reshape the world. From artificial intelligence and renewable energy to advanced materials and beyond, we are at the forefront of engineering's evolution.
EMR Design as Socio-Technical Mosaic: A Multi-Lens Approach to Emergency Depa...juliahaines
The purpose of this paper is to draw focus to how HIT systems design, and particularly systems for the emergency department (ED) can benefit from socio-technical thinking.
Factors Affecting Organizations Adopting Human Resource Information Systems: ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
Exploring the Relationship between MIS and Decision-Making Process at Al-Huss...Dr. Amarjeet Singh
This study aims to identify the role of management information systems (MIS) towards decision-making in Al-Hussein Bin Talal University (AHU). To accomplish the objective of the study, the following hypotheses were formulated: There are NO statistically significant differences between MIS and the effectiveness of the decision-making process (DMP) at AHU. There are NO statistically significant differences in the attitudes of employees at AHU on the role of MIS in the effectiveness of (DMP) due to their demographic variables (gender, age, marital status, job experience, and scientific qualification). The study followed the analytical descriptive approach, a questionnaire was designed to collect the data, it was distributed to a sample of (180) managerial and academic staff of decision-makers at AHU with a recovery rate of (89%). The most important results are: There is a statistically significant relationship between MIS and the decision-making process effectiveness in AHU, The results also showed there are statistically significant differences between the role of management information systems in making decisions due to the variables (age, job experience, and scientific qualification). While there are no statistically significant differences of (gender and marital status) variables, the study recommend the need to increase the support of senior management at AHU for users of information systems, the need to provide training and development programs for them and the need to increase attention to MIS through regular maintenance, continuous development, protection of information, and building an integrated electronic system at the level of all Jordanian universities that guarantees participation as well as safe and effective information exchange between them.
The key differences between the MDR and IVDR in the EUAllensmith572606
In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
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Management information system design on human resource management of kampala international
1. Information and Knowledge Management www.iiste.org
ISSN 2224-5758 (Paper) ISSN 2224-896X (Online)
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Management Information System Design on Human Resource
Management of Kampala International University: Design and
Implementation.
Achola A.* Rose School postgraduate and Research Box 20000,Kampala, Uganda
The study designed, developed, implemented and determined the effectiveness of the human resource
management of KIU, identifies the profile of the respondents in terms of age, gender, and highest educational
attainments, number of years in present position and designation, Assessed the existing human resource
management systems(EHRMS) at KIU in terms of usability and applicability by academic and non academic
staffs, established significant difference in the level of assessment on the EHRMS, between the male and
female users, distinguished significant differences in the perceived characteristics of a designed and
implemented HRMIS, determined assessment of the users on the Designed human resource management
information system (DHRMIS), established significant difference in the level of assessment of the Designed
human resource management information system (DHRMIS) between male and female users , distinguished
significant difference in the assessment before and after the implementation of the Human resource management
information system (HRMIS).
Quasi-experimental method was applied Utilizing Sloven’s formula and the sample size of 350 and Purposive
sampling technique was employed; data were collected from KIU’s 360 academic staffs, 198 non academic
staffs, 177 administrators and 5 users of HRMS. Data were analyzed using descriptive statistics and inferential
statistics.
The EHRMIS was perceived as being poor (1.85) which implied that there was a room for improvement. Since
the Academic; non academic and administrative Staff do not directly interact with the system, their perception
did not differ from that of the Users
The Designed system was evaluated as satisfactory (2.86) as compared to (2.84) a significant change in the
HRMIS.
The study recommends that, the KIU management requires to put in place new software for DHRMIS to
facilitate HR department to effectively manage human resource information and records.
1.Introduction
Human Resource Management Information System (HRMIS) is a concept concerning the utilization of
Information Technology (IT) development and characteristics for effective managing of the Human Resource
(HR) functions and applications. HRMIS is a systematic procedure for collecting, storing, maintaining, and
recovering data required by the organizations about their human resources (HR) personnel activities and
organizational characteristics (Kovach et al., 2002). Kovach and Cathcart (1999) argue that HRIS vary among
organizations in relation to their size and functions; they can be informal as the payroll records and time cardsin
a small organization
In the context of Kampala International University, HRMIS and the types of IT and their practitioners use have
largely been a concern. Human resource department use filling system to manage all human resource activities,
while office applications are used in handling all their work for example, the HR department use Microsoft word
to process word documents, Microsoft Excel to prepare staff payments, without any centralized system that can
be used to handle all records and other related activities, the existing system does not allow KIU employees to
interact with HR department online by the help of the world wide Web. Because of these factors mentioned, the
application of HRIS in Kampala International University confronts many challenges as it is applied recently such
as lack efficient and effective delivery of services to the employees and total lack of employee and HR
department interaction within the system. Thus this study will bridge the gap by designing and developing a
human resource management information system for KIU (Human Resource 2010) Kampala International
University.
1.2 Review of related literature
A Management information system is not just a technical artifact but a conception referring to a collection of
interdependent components such as human beings (including their actions and behavior), organizational
structures, work procedures, communication lines, computers, databases, and so on (Laudon, & Laudon,. 2010).
Being an organizational system and an organisation being a social system, an information system cannot
completely be formalized. We all know that, for example, the flow of communication between two human
beings does not only depend on the communication line or technical interface they share but also on the degree
of sympathy and respect they pay to each other. Any attempt to formalize (and thus determine) this part of their
2. Information and Knowledge Management www.iiste.org
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communication has to fail since it would affect the fundamental human attitude of behaving autonomously and
being constrained only by personal responsibilities.
On the other view (O’Brien, 2008) asserts that the most characteristic aspect of the Actor- model is the
interaction. The model precisely, examines the role of the various actors in it, the nature of the information they
act upon, what they exchange when interacting and what characterizes the systems assisting in acquiring and
disseminating information. A quick reaction to these aspects is: that action is undertaken on the basis of some
special knowledge - called information; that the latter is shared out by a special process of interaction - called
communication; in the course of which (often symbolic) messages are exchanged - called sign carriers or
representations, and that the set-up of the world under consideration and its information providing arrangements
may be viewed as displaying a special form of cohesion - called system
1.3 HUMAN RESORCE MANAGEMENT INFORMATION SYSTEM
Human Resource Information System (HRIS), is the systems and processes at the intersection between
human resource management (HRM) and information technology. It merges as a discipline and in particular it’s
basic HR activities and processes with the Information technology field such as financial software, Human
resource software. Reh et al ( 2007)
Susan. (2009), defines Human Resources Information System, as a system that lets you keep track of all your
employees and information about them. It is usually done in a database or, more often, in a series of inter-
related databases, he further states that, human resource information system (HRIS) is a systematic procedure
for gathering, storing, maintaining, retrieving, and revising human resource data
1.4 Null Hypotheses
There is no significant difference in the level of assessment of the designed and implemented management
information system between male and female users.
There is no significant difference in the level of assessment of system by the users before and after
1.5 Methodology
The quasi-experimental method was uti lizlised especially before and after design or pretest (assessment of the
existing human resource system) post test design (after the implementation of the proposed human resource
management information system (DHRMIS). The quasi- experimental is one where the treatment variable is
manipulated but the groups are not equated prior to manipulation of the independent variable. The quasi-
experimental method has three distinct characteristics namely, manipulation, randomization, natural setting and
single test group (experimental group) or area hence no control group is needed (Kothari, 2004). However this
study went ahead to carry out filed experiment in Kampala International University as the area of the study so
that features of the experimental design are explored under the normal working situations.
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1.6 Findings
Demographic Characteristics of the Academic and Administrative staff
N=180
Frequency Percentage (%)
Age
20-39 (Early adulthood) 223 63.7
40-59 (Middle adulthood) 126 36.0
60 and above (Late adulthood) 1 3
Total 350 100
Gender
Male 224 64
Female 126 36
Total 104 100
Highest Educational Qualifications
Certificate 23 6.6
Diploma
Bachelors 111 31.7
Masters 205 58.6
PhD 11 3.1
Total 104 100
Number of Years working in KIU
1 11 3.1
2 100 28.6
3 122 34.9
4 37 10.6
5 26 7.4
6 42 12.0
7 and above 12 3.4
Total 104 100
Marital Status
Single 144 41.1
Married 206 58.9
Total 350 100
Designation
Laboratory attendant 49 14.0
lecturer 157 44.9
Head of department 65 18.6
administrator 65 18.6
Teaching Assistant 10 6.4
Total 104 100
Table 3A shows majority of the academic and administrative as male (64%), most of who have master’s
degree 58.6%) and fall under the age bracket of early adulthood (63.7%). It also suggests that most academic and
administrative staff are married (58.9%) and have worked for KIU for three (34.9) and two years (28.6). The
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table further suggests that majority of academic and administrative staffs are of Ugandan origin (72.4) most of
who are at the level of lecturer (44.9).
The results in Table 3A where majority of the respondents were male was attributed to the general
tendency of their female counterparts to take up junior positions; still, most people struggle to have a Masters
degree because a bachelors is considered ‘cheap’ and PhD is quite expensive.
1.7 Summary On Level of Assessment Human Resource System
Indicator Mean Interpretation Rank
users
Utilizability 2.83 Satisfactory 1
Applicability 2.78 Satisfactory 2
Academic, non academic & administrative staff
Utilizability 1.90 Poor 3
Applicability 2.96 Satisfactory 4
General Mean 2.84 Satisfactory 5
1.8 Summary On Characteristics of the Existing Human Resource Management Information System
Indicators Mean Interpretation Rank
Utilizability 1.90 Poor 1
Applicability 2.84 Satisfactory 3
Total mean 2.37 Satisfactory
1.9 Summary On Level of Assessment of the Designed Human Resource Management Information System
Indicator Mean Interpretation Rank
Utilizability 2.78 Satisfactory 1
Applicability 3.60 Very satisfactory 2
Total mean
2.86
Satisfactory 3
Significant Difference in the Level of Assessment on the Human Resource Management Information System
10 Designed Human Resource (DHRMIS) between Male and Female Users
Variables Gender Mean t-value Sig Value Interpretation
of Difference
Decision
on Ho
Utilizability male 1.8682 -1.406 0.161 Significant
difference
Rejected
female 1.9647
Applicability male 2.4812 1.147 0.252 Significant
difference
Rejected
female 2.3857
10.1 Significant Difference In The Level Of Assessment Of The Proposed Human Resource Management
System Before And After The Implementation Of The System By The Users
Category
Mean
Computed
t-value
Computed
Sig value
Mean std
Dev
Interpretation
of Difference
Decision on
Ho
Level of
Assessment On
HRMIS
11.23 0.45 0.11 Significant
difference
Rejected
Before
After
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11 SYSTEM DESIGN AND IMPLEMENTATIONS
The proposed system was web based; it was designed with Object-oriented analysis and design (OOAD) is a
software engineering approach that models a system as a group of interacting objects. Each object represents
some entity of interest in the system being modeled, and is characterized by its class, its state (data elements),
and its behavior.
12 CONCLUSION
The existing Human Resource management system was perceived as being poor which implied that a room of
improvement suffices. Since the Academic; non academic and administrative Staff don’t directly interact with
the system, their perception does not differ from the Users, further suggesting more effort to be invested in
improving the existing human resource management information system.
13 RECOMMENDATIONS
Based on the findings of the study, the following are recommended
Kampala international university management should adopt and implement the newly developed system, for
effective and efficient human resource performance, this will further allow centralized record management
systems for the employees at KIU.
Human resource management information system will be easily utilized and accessed by different users, since
this system will be Web base, controlling all employees of KIU branch within the main campus in the
university Database, the new systems will allow all employees will track their records at any time they want
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