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<p> This dissertation is a study of two water management systems and their respective potential for adaptive change. It compares the principles of traditional common-pool resource communities with the policies and practices of contemporary acequias and the Middle Rio Grande Conservancy District. A review of the biophysical environment and relevant water laws and institutions provides a historical and environmental perspective on how the two distinct systems evolved into their current forms. The respective systems' capacities to continue to function in their basic forms in the face of climate change are evaluated through the conceptual lenses of resilience theory and the adaptive change cycle. The severe and extended drought that New Mexico is experiencing is causing a sharpened focus on how to limit water use. Shortage sharing is a traditional practice in common-pool resource cultures, as are other measures to manage a limited and vital resource, including monitoring, sanctions, exclusion of free-riders, equity of use, and reliance on democratic institutions to ensure collective decisions. These principles and practices are present to varying degrees in both systems and provide solid bases upon which to innovate and adapt to new conditions. The challenge will be to mobilize the will to change sufficiently to adapt while honoring the cultural values represented in each system; in other words, to build resilience into the systems. Opportunities to do so are explored and evaluated for their potential positive effects and possible downsides</p>

I en värld som ständigt förändras och utvecklas kan det finnas ett pågående tryck hos organisationer att behålla värdefull kunskap men även att identifiera var kunskap saknas och åtgärda detta. Arbetet med detta hos organisationer kallas ofta för ”kompetensförsörjning”. Syftet med denna studie är att identifiera hur arbetet med kompetensförsörjning i vissa fall kan se ut för HR-medarbetare och chefer i en offentlig verksamhet. Studien är kvalitativ och innehåller tidigare forskning gällande Human Resources och kompetensförsörjning . I studien har fyra halvstrukturerade intervjuer genomförts med fyra respondenter som alla arbetar med HR inom offentlig sektor. Därefter har data blivit tematisk analyserat för att ge form till de olika teman som återfinns i resultatet. Resultatet påvisar att både HR-medarbetare och chefer är delaktiga i arbetet med kompetensförsörjning, men att cheferna ofta tilldelas utvalda ansvarsområden och att HR-medarbetare har det övergripande ansvaret och fungerar som en specialistfunktion. Slutsatsen påvisar att både HRmedarbetare och chefers olika kunskaper är viktiga beståndsdelar i kompetensförsörjningen men även att det finns alternativa arbetssätt som skulle vara önskvärda om tid och möjlighet funnits.

Human resource management (HRM) has paid insufficient attention to the impact of context. In this article, we outline the need for HRM to take full account of context, particularly national context, and to use both cultural theories and, particularly, institutional theories to do that. We use research publications that utilize the Cranet data to show how that can be done. From that evidence, we develop a series of proposals for further context-based research in HRM.

With Chief Human Resources Officers in Taiwanese-based Enterprises as the study of objects, this paper applies Mr. Feng-lee Lin¡¦s (2009) ¡§The Perspective of the Resource-building Mechanism¡¨ as the Theoretical framework, and researching into its functional management model in China. The purpose of this paper is to see if this position, CHO, can bring up efficiency in areas of individual, employee, and organizational performance management, and the efficiency as a whole as well. Key figures were interviewed, secondary data were collected, applied, analyzed to get the following conclusions: 1. The functionalities of CHO in Taiwanese-based Enterprises in Mainland China include: People management, Things management, and Self-management. 2.The key elements of management functions are professional knowledge, communication skill, and self-concept. The three react upon each other, and have causal relationship between them. 3. Due to the complexity in environment, regulations and policies, CHOs in Taiwanese-based Enterprises in mainland China face more challenges in inter-cultural management, enterprise management staff mobility, the uncertainty in effectiveness of enterprise performance management system and quantitative mechanism.