New Dimensions in Human Population

Kavanagh, Thomas C.

doi:10.1111/j.1749-6632.1975.tb43314.x

Cited by 2 publications

(5 citation statements)

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“…According to El Ouirdi et al (2015), Leino et al (2012) stated that the social media tools facilitate workplace learning by creating interaction, peer support and immediate feedback. Kavanagh and Thite (2009) also affirm that a strong virtual learning environment plays a pivotal role in the learning of its internal stakeholders. Its design is required to be employee centric so that they may get maximum out of it.…”

Section: Propositionsmentioning

confidence: 54%

“…According to Kavanagh and Thite (2009), all the HR functions are being computerized for reaping maximum out of them. HR information systems benefit the organizations in effective information management regarding HR functions.…”

Section: Propositionsmentioning

confidence: 99%

“…Employees are very keen to develop professional relationship for efficient and productive working in the form of virtual teams (Brown et al , 2007). The importance of employment relationship in any business environment has also been critically emphasized by Kavanagh and Thite (2009). Employees not only share their knowledge but also support each other in solving their day-to-day job-related problems.…”

Section: Propositionsmentioning

confidence: 99%

“…Web 2.0 technologies are creating marginal benefits for almost all the major HR practices as Riemsdijk et al (2005) quoted HR planning (HRP), recruitment and selection (R&S), training and development (T&D), performance management (PM), employee reward management, employee career development (ECD) and employee relationship management (ERM). According to Kavanagh and Thite (2009), the prime reason of using technology in HR functions is its features (i.e. cheaper and more powerful).…”

Section: Introductionmentioning

confidence: 99%

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HR 2.0: linking Web 2.0 and HRM functions

Azeem

Yasmin

2016

JOCM

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Purpose The purpose of this paper is to identify the possible gaps in use of Web 2.0 tools and human resource (HR) functional performance, and to identify the potential areas of future research for the upcoming researcher and industry practitioners. Design/methodology/approach By having a thorough literature review on the said Web 2.0 and HR functions’ concepts, the study develops a conceptual model with seven propositions that assist in answering two major research questions, i.e., whether Web 2.0 tools can benefit the four major functions of human resource management (HRM), and to what extent Web 2.0 tools help HR Managers to reap maximum (efficiently and effectively) out of four major functions of HRM. By identifying the possible gaps in use of Web 2.0 tools and HR functional performance, the study identifies potential areas of future research for the upcoming researcher and industry practitioners. Findings HR 2.0 regime (right alignment of Web 2.0 tools and HR functions) will allow both the ends (employee and employer) to drive the organization toward sustainable, long-term business success. Excellence in HR functions following the HR 2.0 concept, can lead the organizations get best desired HR and business outcomes across sectors and industries. Though using Web 2.0 tools in HR functions can encounter various challenges as management of bulky information, time wastage, personal conflicts, threats of losing information confidentiality, etc., but these potential threats can be made less risky by transforming organization culture. Research limitations/implications As the scope of the study was limited to the use of Web 2.0 tools in HR practices, the study provided a generic view of the use of Web 2.0 tools in HR domain. Thus the findings should be used only in HR domain in a variety of contexts. Practical implications The current study adds value to in the exploration of the link between Web 2.0 and HRM in a systematic way because of the fact that Web 2.0 tools as drivers or facilitating tools can play a vital role in execution of HR practices and processes in a secure, effective and efficient manner. The current study also paves the way for the HR practitioners and researcher to extract manifold benefits from the use of Web 2.0 tools in all of its functions with the right understanding. Critical role of HR can be favorably facilitated by Web 2.0 in favor of both, i.e., employees and the employers which could ultimately enable them to create a competitive edge in the market place. The organizations in general (whether private or public, manufacturing or public, small and medium enterprises or MNEs) can extract the real benefits from the right use of Web 2.0 while performing any of their HR function. Enhanced decision making may also be gained using the right mix of Web 2.0 tools and HR practices in any organization. The study also provides a track to the researchers to excavate more associations among the said constructs and to test these relationships in different industries so that maximum HR challenges may be addressed related to the employee and the HR process. Social implications Social implications of the current study can be derived as the main focus is HR practices which are executed by the employees, who if are positively addressed, may gain economic and social up gradations. As for the employers use of Web 2.0 tools in their HR functions not only will bring economic prosperity for themselves but for the employees and the society. Originality/value Conceptual analysis of links between the use of Web 2.0 tools and HR functions to draw the attention of HR practitioners to benefit both employers and employees. Though the use of Web 2.0 is being popular in various other business areas but not for internal employees regarding HR functions. Paper provides the conceptual link of Web 2.0 applications, i.e., blogs, wikis, folksonomies, RSS, podcasts and online social networks with human resource functions.

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Section: Propositionsmentioning

confidence: 54%

Section: Propositionsmentioning

confidence: 99%

Section: Propositionsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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HR 2.0: linking Web 2.0 and HRM functions

Azeem

Yasmin

2016

JOCM

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“…In vitro Activity [20,21] The in vitro antibacterial activity of the synthesized cephalosporins in comparison with a few antibiotic preparations of the second and the third generation is demonstrated in Table 4.…”

Section: Antibacterial Activitymentioning

confidence: 99%

Synthesis of cephalosporins carrying isoxazolyl acetamido and related side chains

Sztaricskai

Batta

Dinya

et al. 1998

Chem Heterocycl Compd

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Starting from 3,5-dimethylisoxazole the carboxylic acids I and V, the amino adds VIII CL,-) and IX (D-), and the ureido adds X (L-) and XI (D-) were prepared, which were used for the synthesis of the new cephalosporins XVIIb, XXa--c (L-), and XXIb (D-). The/n v/tro antibacterial activity of these semi-synthetic antibiotics was studied. The resorption of XVIIb was investigated in mice.During the past decades numerous semi-synthetic cephalosporins carrying an alkyl-, alkenyl-, or a heteroarylthioacetamido sidechain have been synthesized [1][2][3][4][5][6][7], and the preparation of oxa-analogues with a related structure has also been reported [4]. Of these semi-synthetic antibiotics only Cefotetan is introduced to medicinal therapy ('Ihble 1). It is surprising, however, that relatively less cephalosporin molecules fuuctionalized with an oxazolyl- [8, 9] or isor, azolyl group [10, 11] at positions 3 or 7 have been prepared, despite the fact that the therapeutic value of similar semi-synthetic penicillins (e.g. Oxacillin, etc.) has been long recognized.To fdl in this gap, the present paper reports our studies on the chemical synthesis and in vitro structure-antibacterial activity relationship of new, diversely substituted isoxazolylacetamido-and thioacetamido cephalosporins. CHEMISTRYThe preparation of 3,5-dimethylisoxazol-4-ylacetic acid (I), suitable for the acylation of the cephalosporin nucleus, was carried out [12] in three steps (Scheme 1) from 3,5-dimethylisoxazole (II), and the product was identical with that reported by March in 1901 [13]. Besides the 1H-NMR data [200 MHz, CDC13, 8 ppm: 2.25 and 2.38 (3H, s, 3-and 5-CH3); 3.38 (2H, s, --CH2--); 8.80 (1H, br, COOH)], the structure of acid I was also supported by transformation into the crystalline 3,5-dimethylisoxazol-4-ylacetic acid N-hydroxysuccinimine ester III in excellent yield, which was then used for the acylation.5-Bromgmethyl-4-chloro-3-methylisoxazole (IV), required for the introduction of various isoxazol-5-ylthioacetamido side chains, was also obtained from II [14]. Treatment of bromide IV with thioglycolic acid in 80% aqueous acetone in the presence of triethylamine (20~ 24 h) readily furnished 5-(carboxymethylthio)methyl-4-chloro-3-methylisoxazole which was isolated in form of the potassium salt V. Oxidation of the latter with hydrogen peroxide in glacial acetic acid afforded 5-(carboxymethylsulfonyl)methyl-4-chloro-3-methylisoxazole (VI).The reaction of IV with L-cysteine (VII; R 2 = R 3 = H) and D-penicillamine (VII; R 2 = R 3 = CH3) was carried out in abs. ethanol in the presence of sodium methoxide (20 ~ 1 h), and the new amino acids VIII (L-) and IX (D-), respectively, were isolated after acidification (pH -5) of the reaction mixture. Treatment of acids VIII and IX with potassium cyanide in refluxing water at pH -2 gave the highly crystalline a-ureido compounds X (L-) and XI (D-), respectively. The reaction of VIII with Boc20 (20~ 2 h) [15] yielded the N-Boc-amino acid XII as a brown syrup, which was used without further purification. ...

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New Dimensions in Human Population

Cited by 2 publications

References 0 publications

HR 2.0: linking Web 2.0 and HRM functions

HR 2.0: linking Web 2.0 and HRM functions

Synthesis of cephalosporins carrying isoxazolyl acetamido and related side chains

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