electronic equipment in commercial and industrial applications. Since most of the electronic equipments are nonlinear in nature these will induce harmonics in the system‚ which affect the sensitive loads to be fed from the system. One among the many compensating devices is Unified Power Quality Conditioner (UPQC) which specifically aims at the integration of series-active and shunt-active power filters to mitigate any type of voltage and current fluctuations and power factor correction in a power distribution
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phase output voltages whose phase‚ magnitude and frequency can be controlled [2]. The converter generates the reactive power needed while the taking active power from the energy storage. The energy storage can be different depending on the needs of compensating. The DVR often has limitations on the depth and duration of the voltage sag that it can compensate. The DVR expected time response is about 25millisecond and which is less than some of the traditional methods of voltage correction such as tap-changing
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Competency Based Talent Management Does Competency Based Talent Management effectively contribute to the success of an organization? In spite of the time and money required to apply a competency Based Talent Management in any organization‚ many companies nowadays are adopting a Competency Based Talent Management approach believing of its direct impact on achieving the company’s goals and boosting the performance of their human capital. This paper will explore this approach from different
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commitments. Core or Flexible Workforce- In its attempt to create a cultivatable workforce‚ Tanglewood would benefit best by creating a core workforce that utilizes both full and part-time employees. At this time Tanglewood would lose a competitive edge to the cost of a the rotated training schedual of a flexible workforce because its products are specialized and its service customized. A key element to Tanglewoods success is its knowledgeable staff and this can be lost in a flexible uncommitted
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businessdictionary.com/definition/theory-Z.html) 9.Name and describe some flexible scheduling strategies. How can flexible schedules help motivate workers? Many U.S. workers work a traditional 40-hour work week consisting of 5 to 8 hour days with fixed starting and ending times. Facing problems of poor morale and high absenteeism as well as a diverse workforce with changing needs‚ many managers have turned to flexible scheduling strategies such as flextime‚ compressed work weeks‚ job sharing
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discrimination or violating a law‚ especially with connection to employment. Gerapetritis (2011‚25) writes that it is a program ‚ in which is a management tool is intended to assure equal opportunity in hiring‚ recruiting‚ promoting‚ training‚ and compensating individuals. Affirmative action programs distinguish broadly in the extent to which they strive to stop discrimination. Some programs might solely associate reviews of the hiring process for minorities‚ women‚ and other affected groups. While other
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Wind energy is intermittent by its nature; it is very consistent on an annual basis but varies significantly over shorter time scales and as a result it is necessary to have flexible back up generation sources on standby to cover any sudden drops or increases in its output which adds significant cost to the running of a stable electricity grid (Kessides and Wade 2011) (Hirth and Ziegenhagen 2015). This is because of instantaneous electrical generation and the consumption must remain balanced at all
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strongly towards a majority of the workforce being predominately made up of Millennials. Compared to other generations (Baby Boomers or Generation X)‚ we see a drastic difference in their work philosophy‚ especially regarding use of technology and work-life balance. In a five-year long research report released by MBO Partners on the independent workforce in America‚ they found that Millennial independents are growing at a rate of 18% annually‚ compared to 8% workforce growth overall. By 2020‚ 45% of
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countries such as Japan and those in Western Europe will have a population age 60 and above more than 40 percent (Rob Norton‚ 2010). The United States has similar demographic attributes as Japan and Europe however high rates of immigration are compensating the trend toward aging. From 1950 to 2010‚ the global population nearly tripled‚ and the U.S. population doubled. However‚ population growth from 2010 to 2050 is estimated to be much slower and is expected to increase for the oldest age groups
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In conclusion‚ a position is made of which HRM is better and aspects to be included in a universal definition of this concept. INTRODUCTION Human Resources Management (HRM) is an American concept that emerged from the dire need to create a workforce free from conflict where employers and employees work together to achieve the same goals in the early 1980’s. In the UK it became prominent as a result of recession‚ globalization‚ technology and increased competition (Beardwell & Holden‚ 1994).
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