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The human resource is unique and may bring performance for organizations if these may know from time if it is valuable, rare, inimitable, or non-substitutable. To determine its value, the organizations must implement some specific programs, economical, statistical, and mathematical, as VRIN architecture. To calculate its value, there were used integral calculations, due to their graphic resambling (the exponential increasing for VRIN elements). The study is presenting the literature in the field, the importance of VRIN architecture and then is made a research based on using a mathematical function which may help practitioners and HR specialists to determine the value of human resources, to motivate and develop these resources. The advantages of using these two models are very important, cost-efficient and may contribute of growing individual and organizational performance. [ABSTRACT FROM AUTHOR]

In this new environment where the competition grow faster than ever before and the fight for attracting, retaining and gaining new customers became harder than ever, to survive in these conditions and to obtain competitive advantage, the organizations must adapt to different trends and challenges existing in this new environment. One of these challenges, on which organization must adapt, is implementing new technology, in order to satisfy customers' needs faster, cheaper and better. In this article, we proposed to present the evolution of e-business, and its advantages and disadvantages for organizations and for customers. We also developed a mathematical model, in which we show that there is a direct and positive relationship between e-business/e-commerce and some important factors having direct influence on these online processes. [ABSTRACT FROM AUTHOR]

Social dysfunctions are appearing inevitably in any organization, but if they are continuously monitored and controlled by the human resources specialists and managers, then these specialists may correct the gap between the obtained results and the proposed performance. To make these corrections are necessary some simulation techniques. In this article we propose to forecast social dysfunctions by diminishing these gaps or eliminate them using simulation and mathematical modeling based on prediction (Markov chains) and on use of IT programs (MATLAB and Excel). [ABSTRACT FROM AUTHOR]

Any organization makes assessments to achieve improvements in employee activity or in those processes that do not bring the desired performance. If, through various methods used to determine the degree of fulfillment of performance by employees, these performances are met, then the employees should be rewarded financial or nonfinancial, and if they are not fulfilled, employees must be sent to various training programs, learning or development processes in order to improve their performance. In this article we analyze some methods and models to assess performance and we are also present the advantages and disadvantages of their use in organizations. We have also realized a case study in an organization that uses as evaluation method, the Gauss method, showing its importance by using simulation process, and showing its benefits and disadvantages of using such a method of performance evaluation. [ABSTRACT FROM AUTHOR]

Due to continuous changing environment, individuals and organizations increasingly want to develop and build resources in order to achieve competitive advantage. To cope with these changes, the organization is trying to achieve new skills, competencies, and individuals and organizational knowledge, which can influence performance achievement. In this article we show that continuous development helps employees and organizations to reach their goals and achieve performance. Also, we demonstrate that applying a model of simulation organization could perceive a not too distant future, could compute performance, perceive risks and may determine the role of human capital in obtaining competitive advantage. Using simulation (a regression function) and a computer program (MATLAB) organizations can improve its processes, not necessarily by increasing the number of employees, but through their development (seen not as an expense but as an investment on long term). [ABSTRACT FROM AUTHOR]

The human factor is known as being one of the key factors through which the organization may obtain success [1]. Only attracticng, recruiting and maintaining those right candidates, with proper skills, knowledge and competencies, an organization may obtain performance in a global competiting environmet, dynamic and in continuos change [2]. Performance of a recruitment and selection process depends on the internal and external (IE) factors, which are analyzed in our article. We implemented the Kalman filter on a new area, that of HR recruitment and selection, because is well known that this model has been used in engineering, or in finance. This will help us to find new solutions, to develop new strategies, to improve forecast accuracy, to improve communication in recruitment and selection processes, to know its limits and to overcome its inefficiecies and also, to establish in what measure each factor, internal or external, will influence our analyzed processes. [ABSTRACT FROM AUTHOR]