Human Resources Development in the Field of Electrical Engineering

Due to the limited availability of corpora in the field of Electrical Engineering and the presence of numerous specialized terms, neural machine translation (NMT) performs poorly in translating the sentence backbone information when it is applied to corpora in the field of Electrical Engineering. In response to this issue, a method to improve NMT by using the sentence backbone information is proposed in this paper. In the proposed method, the source language sentences are used as the input of the Sentence Backbone Information Extraction Model to obtain the sentence backbone information, and then the sentence backbone information are incorporated as an auxiliary during the training process of the NMT model. Furthermore, a module called the Sentence Backbone Information Enhancement Module is introduced. It utilizes the dependency parse trees of the source language sentences to generate the sentence backbone mask matrices. These matrices are then applied to the encoder to force the NMT model to pay more attention to the backbones of sentences. On the English-Chinese parallel corpus in the field of Electrical Engineering, the proposed method in this paper outperforms the Transformer baseline translation model by 1.25 BLEU points. And it outperforms the baseline model in both METEOR and ROUGE-L evaluation metrics. It indicates that the proposed method in this paper can effectively improve translation performance.

Abstract: This paper presents a case study of designing an e-learning course in the field of electrical engineering- Industrial automation program at Palestine Polytechnic University. The applied methodology consisting of few stages starting with formulating the major course objectives, extracting topics outcomes, design the appropriate teaching tools and storyboard, and as final stage the evaluation system is designed.
 On other hand, an information communication technology (ICT) questionnaire has been designed and targeting attended in the course students with purpose evaluating student ICT knowledge, knowledge leveling, and treatment their weaknesses.
 The designed topics are modified according to feedback evaluation obtained from students throughout designed for this purpose questionnaire. The observed weaknesses in course topics have been eliminated and finally the modified course was uploaded to the university e-learning platform. Electrical engineering core course with 300 level was carried out for department students, where the obtained results shows significant enhancement in teaching and learning performances of both course instructors and students.

Human Resource and Research Capacity Development as a Prerequisite of Successful Inclusion of the Republic of Croatia into the European Union

We present our process and development of a web-based system to explore the publication networks of faculty in California public universities in the fields of computer science and electrical engineering. Our project explores collaboration networks in the fields of computer science and electrical engineering with a focus on publication networks and an analysis of these collaborations with a focus on geospatial organization (which institutions are collaborating with which other institutions). We present our data gathering process, which relies on the Scopus[9] database (Scopus represents a “comprehensive overview of the world’s scientific research output across all disciplines”), and we present the development of a web-based tool using python and the Google Maps API [12] in order to allow visualizations and explorations of geospatial structures of the publications networks. These visualizations drove further network analysis, which we present here as well.

This research examines the strategic role of human resource (HR) development in supporting sustainable economic growth. Using a mixed methods approach, this study combines secondary data analysis from international organizations, comparative case studies from three countries with different levels of economic development, a Delphi survey with 20 experts, and in-depth interviews with 15 key stakeholders. The research results show a strong positive correlation between investment in human resource development and sustainable economic growth. The three main strategies identified are education system reform with a focus on 21st century skills, industry-based training through public-private partnerships, and flexible labor market policies. The impact of this strategy varies across economic sectors, with technology and renewable energy sectors showing the greatest benefits. The conceptual model developed emphasizes the importance of a holistic approach in human resource development. This study concludes that strategic investment in human resource development is the key to achieving sustainable and inclusive economic growth, especially in the face of rapid technological change. Policy implications and recommendations for future research are also discussed.

Development of new technologies, especially Internet, creates conditions for electronic education. The paper presents effect of using Internet as one of the means for taking exams or colloquia in certain subjects in the field of electrical and computer engineering at the Academy of Applied Studies of Kosovo and Metohija, Department Uroševac – Leposavić. Namely, the idea for writing this paper arose due to the fact that, to some extent, this type of communication with students already existed. After taking certain subjects in the field of electrical and computer engineering, research of students was done through a questionnaire. For purposes of this research, a survey questionnaire was used, which included a sample of 58 students. The goal of this research is to examine stances of students on perceived usefulness of the platform and its upgrade for taking exams or colloquia and for other scientific areas on all study programs used in the teaching process. At the end, obtained results were analyzed, based on which conclusion was drawn that students are satisfied with this type of communication as well as with quality of the platform itself.

PurposeThe purpose of this paper is to explore the concepts of national human resource development (NHRD) and human resource development (HRD) in order to demonstrate their mutually reinforcing strategic value in the nation building process of Afghanistan.Design/methodology/approachThis study conducted an analysis of the national context and organizational context of an international aid agency in relation to Afghanistan's nation building challenges.FindingsThe authors propose NHRD as an effective strategic approach to progressing Afghanistan's nation building strategy to be simultaneously used by the Afghan government and UNDP. Effective deployment of HRD principles in the selected international aid agency may further contribute to the nation building effort within Afghanistan by helping maximize organizational and workforce performances. In conjunction, these human development strategies can assist Afghan government's policy makers, and international aid agencies to successfully achieve human development goals.Practical implicationsThe authors suggest that it is increasingly important for policy makers to understand the significant contribution of NHRD in nation building and organizational development. The authors propose some recommendations toward a sustainable modernization of a nation specifically in the context of the developing country.Social implicationsThe paper advances the mutually reinforcing value of NHRD and HRD and highlights their contribution towards human development, abatement of social injustices and building democracies around the world.Originality/valueThe paper explores a complex environment such as Afghanistan in which human development challenges are a shared responsibility between the national government and the international community. The authors’ discussion can serve as an example to demonstrate the role of NHRD in other post‐war and transitioning countries. This paper is also important for HRD scholars interested in exploring new and challenging contexts as it highlights HRD's role as a valuable policy tool in the context of national and international development.

Human resource planning for ICL

The development of human resources in the public sector is inseparable from the application of “social man” hypothesis theory. At this stage, there are still many problems in the development, management, and use of human resources in the public sector. Especially in the development and use of human resources in the public sector, there are still outstanding problems such as incomplete development and inappropriate use. Apply the “social man” hypothesis theory, scientifically develop human resources in the public sector, achieve “personal and post-fit” in the introduction and selection of talents, achieve “all-round development” in the cultivation of talents, and in the management education of talents do a good job of “equal attention to grace and power”.

There is a range of challenges inherent in and surrounding line managers' involvement in human resource development, according to theoretical perspectives. At a conceptual level, the challenges include organisational commitment to human resource development; senior managers' understanding of training and development issues; and trust between line managers and human resource specialists. At a practical level the willingness and ability of line managers to carry out human resource tasks; organisational support; time pressures and workload are all challenges. The aim of this article is to explore levels and types of line manager challenges in human resource development in the context of a branded international case organisation, Hilton International hotels. The empirical work is derived from a survey of 760 of Hilton International's UK line managers on their perceptions of, and involvement in, human resource activities. With a survey yield of 328 questionnaires, the Hilton work affords an in-depth analysis of the perspectives of line managers on their interface with human resource development. In particular, the analysis reveals high levels of senior manager understanding of training and development issues, very high levels of trust in human resource specialists and high levels of personal commitment to the human resource development activities. However, also evident are issues of conceptual understanding and responsibility for the service quality strategy that shapes human resource development activities, together with the importance senior managers attach to human resource development, and workload pressures. The respondent line managers themselves make suggestions, notably in the provision of training, to improve their involvement in human resource development within Hilton International hotels.

Purpose– The purpose of this research was threefold, including to provide a four-point rationale for teaching corporate crisis management as a module within a course on ethical decision-making in business and organizations; to provide evaluative data supporting this approach; and to highlight the implications of this approach for human resource development and training.Design/methodology/approach– Thirty-four undergraduates in a required course on ethical decision-making in business and organizations completed pre- and post-course assignments assessing their knowledge about crisis/management, as well as their skills in crisis recognition, evaluation and action planning. Participants also completed a survey on their perceptions of the crisis management module and its placement within the ethics course.Findings– Statistical analyses demonstrated significant knowledge acquisition on crisis/management; significant skill development on crisis recognition, evaluation and action planning; and significantly greater “true positives” and significantly fewer “false negatives” in post-course identification of crisis warning signs. Perceptions of the crisis management module and its placement within the course on ethical decision-making were positive.Research limitations/implications– Although the sample size was relatively small, small samples are associated with a greater risk of failing to detect an effect that is present, rather than the greater predicament of erroneously concluding that an absent effect is actually present. This information, coupled with the fact that the results demonstrated not only statistical significance but also large effect sizes using Cohen’s d, inspires confidence. Nonetheless, additional assessment with larger samples would allow for the possibility of convergent evidence. Similarly, additional assessment within different organizational contexts, including applications in human resource training and development is warranted. Future research should also include assessment of specific underlying teaching strategies and evaluation of whether certain models are associated with greater learning on a broader range of crisis management skills.Practical implications– Programs in business ethics education and training comprise one useful context in which to teach corporate crisis management. The program specified here addresses two training needs previously specified in the human resource development (HRD) literature on crisis management, including identifying specific methods of enhancing recognition or detection of crisis warning signs and also of providing tools and enhancing skills for assessing and containing crisis.Originality/value– Despite the centrality of both ethics and HRD to crisis management, there has been a dearth of research on whether ethics education is a useful context through which to teach this topic. This research addresses this dearth and suggests new avenues for HRD in this respect.

Background: The Ministry of Health of Timor-Leste has realized that they should work together with other stakeholders to achieve their vision and mission due to insufficient human resources and budget. Therefore, the Ministry of Health has established collaboration with AusAid and other development partners through mechanism of coordination. However, the mechanism is not yet implemented fully. Objective: To evaluate foreign aid policy in coordinating AusAid donor and development partners to fund human resource development program (in the HSSP-SP project) through the mechanism of coordination in the Ministry of Health of Timor-Leste. Method: This was a qualitative study with a case-study design. The respondents were 16 people, consisting of 13 persons from the Ministry of Health and 3 persons from AusAid, World Bank and development partners. Result and Discussion: The Department of Partnership Management had not been optimum in managing and controlling the project/program and activities of the donors and working partners. The approved action plan and budget were relevant with the proposal made by the Ministry of Health but planning for human resource development was unclear and was not based on the work force gap faced and priority in human resource development. The project had impact on human resource development but the process of staff re-placement was not in line with the principle of the right man on the right place. Regular consultative meeting could facilitate the approval of action plan and budget for human resource development. However, the mechanism of coordination was less effective because there was no specific instrument or mechanism to do alignment and harmonization and it only focused on collective gain and there was too much pressure and demand to staff from both the Ministry of Health and partners. Constraints and challenges from political aspect and human resource capacity had hampered the process of coordinating AusAid and working partners. Conclusion: The implementation of foreign aid policy to coordinate AusAid and development partners to fund human resource development (in HSSP-SP project) following the mechanism of coordination in the Ministry of Health of Timor-Leste had run well enough but still received lack of support from human resource development planning based on institutional development. Keywords: policy evaluation, mechanism of coordination, human resource development, donor agency

PurposeThe purpose of this paper is to argue that human resource development (HRD) needs to embrace and include futures and foresight learning (FFL) as a new addition to its field of theorising and practice. The question to consider is: How can FFL become a new feature of HRD? A key part of the authors’ argument is that the inclusion of FFL will enable HRD to add to the success of any organisation and make a vital contribution to the management of people at work.Design/methodology/approachThis paper firstly considers some of the debates surrounding the meaning of HRD. The authors suggest that instability of the time serves to disturb any comforts that have been created in HRD and that there is a need to consider how there might be different futures for what we still call HRD in research, practice and praxis. This paper then considers how FFL might become one possibility for expanding the existing boundaries of HRD. The authors characterise futures and foresight as a learning process, which provides new but complementary features to what is already considered as HRD. This paper will show how FFL can lead to organisation's success and the way this can be achieved.FindingsThere is a wide variety of meanings of the term HRD; however, HRD is still cast as a “weakened profession” which has to play a subservient role to others in the workplace. Over the last 15 years, the expansion of the meaning of HRD has been seen as evidence of its evolving and emerging nature and development based on a co-creation with other disciplines. This creates a space for FFL, defined as an ongoing learning process to find predictable, probable, possible and/or a variety of long-term futures. FFL embraces three key processes of scanning, futuring and reconfiguring, all of which contain a high potential for participants and others to learn as they proceed, providing outcomes at each stage. FFL has been shown to enhance organisation performance and success and HRD interventions can play a key part in implementation. This represents a significant opportunity for the HRD profession to move from weakness towards strength.Research limitations/implicationsFor HRD researchers, while FFL is not yet on its radar, the authors would argue that the uncertainties of the future require that more attention be given to what might lie ahead. Indeed, HRD researchers need to ask the question: What is the future of HRD research? In addition, if the authors’ call for FFL to be included in the practice of HRD, such practice will itself provide new pathways for HRD research. Further research questions might include: To what extent is FFL practiced in organisations and what role do HRD practitioners play in delivery? How does FFL impact on organisation behaviour and outcomes? What new products and services emerge from FFL? What new skills are required to deliver FFL? Can FFL enhance the status of HRD practitioners in the work place and its role in decision-making? and How can the HRD profession develop as a hybrid profession with respect to machine learning (ML)/artificial intelligence (AI)?Practical implicationsFFL produces outcomes that have importance for strategy, HRD practitioner can learn to facilitate FFL by action learning and in leadership development programmes. FFL offers a significant opportunity to enhance the importance of HRD in organisations and beyond. FFL offers those involved in HRD a significant opportunity to transfer ideas into practice that have an impact on organisation sustainability. HRD can play a significant role in the design and delivery of ML and AI projects.Originality/valueThis paper concludes with a call for embracing FFL as a challenging but important addition to how we talk about learning at work. The authors argue that FFL offers a significant opportunity to enhance the importance of HRD in organisations and beyond. At its centre, FFL involves learning by people, groups, organisations and machines and this has to be of concern to HRD.

The organizing committee of the 5th International Conference on Electrical Engineering, Control and Robotics (EECR 2019) aimed to facilitate interaction among participants for the latest progress and development in the fields of electrical engineering, control and robotics. Through this conference, the committee intends to enhance the sharing of individual experiences and expertise in electrical engineering, control and robotics with particular emphasis on the technical challenges associated with varied applications in these fields.The conference was held in Xihu Hotel of SCUT, Guangzhou, China, January 12-14, 2019, organized by Sichuan Institute of Electronics with the support of South China University of Technology, University of Electronic Science and Technology of China and Southwest Minzu University. Despite the high quality of most of the submissions, the final proceedings of EECR 2019 includes 62 papers, which were presented at the conference and that were selected after a thorough reviewing process. The authors of these papers come from different countries from Europe, Australia and Asia etc..The contributions of the technical program committee and the referees are deeply appreciated. Most of all, we would like to express our sincere thanks to the authors for submitting their most recent works and the organizing committee for their enormous efforts to turn this event into a smoothly running meeting.We sincerely hope that this publication will prove to be an important resource for the scientific community.Prof. Chun-Yi Su Concordia University, Canada Jan. 18, 2019

Reference implementation of Digital Twins for electrical energy conversion systems is an important and open question in the industrial domain. Digital Twins can predict the future performance, behaviour, and maintenance needs of a complex system. Today the concept of Digital Twins is not only an emulation or simulation of the physical object along with its development history but also contains much information from the respective manufacturers and services. This paper presents the current state-of-the-art of Digital Twins in relation to some interesting novel applications from different fields of electrical engineering. The objective of the paper is to give an overview of the successful application of Digital Twins in electrical energy conversion systems, such as industrial robotics and wind turbines; to discuss trends in applications like electric vehicles; and to suggest new applications, such as telescopes. Special attention is paid to the possible application of Digital Twins in faults diagnostics and prognostics of electrical energy conversion systems. Successful implementation of Digital Twins in any electrical energy conversion system diagnostics and prognostics allows for low-cost maintenance, higher utilization of the individual devices and systems, as well as lower usage of material and human resources. A SWOT analysis was performed for Digital Twin applications in electrical energy conversion systems. The latter is a useful analysis technique that explores possibilities for new achievements or solutions to existing problems and makes decisions about the best path.