Memory forensics (or memory analysis) is a relatively new approach to digital forensics that deals exclusively with the acquisition and analysis of volatile system memory. Because each function performed by an operating system must utilize system memory, analysis of this memory can often lead to a treasure trove of useful information for forensic analysts and incident responders. Today’s forensic investigators are often subject to large case backlogs, and incident responders must be able to quickly identify the source and cause of security breaches. In both these cases time is a critical factor. Unfortunately, today’s memory analysis tools can take many minutes or even hours to perform even simple analysis tasks. This problem will only become more prevalent as RAM prices continue to drop and systems with very large amounts of RAM become more common. Due to the volatile nature of data resident in system RAM it is also desirable for investigators to be able to access non-volatile copies of system RAM that may exist on a device’s hard drive. Such copies are often created by operating systems when a system is being suspended and placed into a power safe mode. This dissertation presents work on improving the speed of memory analysis and the access to non-volatile copies of system RAM. Specifically, we propose a novel memory analysis framework that can provide access to valuable artifacts orders of magnitude faster than existing tools. We also propose two new analysis techniques that can provide faster and more resilient access to important forensic artifacts. Further, we present the first analysis of the hibernation file format used in modern versions of Windows. This work allows access to evidence in non-volatile copies of system RAM that were not previously able to be analyzed. Finally, we propose future enhancements to our memory analysis framework that should address limitations with the current design. Taken together, this dissertation represents substantial work towards advancing the field of memory forensics.

This research explores the linkages between HR practices and business sales performance in a retail bank branch network. Whilst previous research in the last two decades has generally supported the notion that when appropriately designed HR practices can help enhance organizational outcomes, there is still ongoing debate regarding how such practices can actually influence business results. In particular, academics have highlighted the importance of the quality of HR implementation, because this can affect employee day-to-day experiences of and reactions to the HR practices which can impact on variance in the business results. In effect, it is crucial for research to take up the employee lens of the implemented practices and their reactions to these, if the HR-performance relationship is to be clearly understood. This thesis contributes to this research agenda by adopting the social exchange lens to shed light on the nature of the aforementioned relationship. A multidisciplinary and multilevel HR-performance model was employed for conducting empirical tests. Specifically, the empirical model was constructed from the literature in three different fields: strategic human resources management, social exchange theory and psychological contract, with the aim of eliciting the nature of employer-employee exchange relationships in the HR process. Subsequently, the model was tested using the data obtained from 1,286 employees in 149 bank branches and analysed so as to assess the multilevel process through which HR practices can influence business sales performance. The empirical results indicate that an organization can improve branch sales performance by paying careful attention to several processes pertaining to the implementation of HR practices. That is, through the psychological contract process, employees, based on their perceptions of the quality of the received practices (i.e. HR level and breach), reciprocate the organization with their discretionary performance, i.e. commitment attitudes and organizational citizenship behaviours and these outcomes have an impact on business results. Moreover, the findings also point to a boundary condition, whereby the HR-performance relationship can be enhanced by stressing the role of the key constituencies responsible for delivering these practices, namely: senior management and the line manager. That is, respectively, through the affective and relational processes, these agents can have an impact on employee perceptions of HR level and whether there has been a breach of the psychological contract, which in turn influence employee reactions in the causal chain. In summary, having applied the social exchange perspective to elicit the employee interaction with the different quality of HR implementation across bank branches, this study has contributed to the literature by identifying the key processes including psychological contract, relational and affective processes through which HR practices can impact on business sales performance, thereby illustrating how an organization’s human resources can serve as the source of sustained business competitive advantage.

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In this study, it is aimed to derive strategies and develop a Balanced Scorecard in General Directorate of Environmental Impact Assessment and Planning in Ministry of Environment and Forestry. Firstly, the objectives of the General Directorate defined in the law are reassessed and strategies to realize the objectives are derived by making use of feedback received by conducting surveys to 4 main stakeholder groups which are the staff of the General Directorate, Provincial Directorates, companies preparing EIA reports, other public institutions, and interviews with managers. Following the determination of strategies, performance measures for each strategy are specified, replaced into internal business perspective, stakeholder perspective and learning and growth perspective in the Balanced Scorecard and and finally deployed to head of departments and branch offices.

Diss. (sammanfattning) Stockholm : Karol. inst., 2002. / Härtill 4 uppsatser.

Thesis (Ph. D.)--University of Missouri-Columbia, 2008. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Vita. "May 2008" Includes bibliographical references.

Mémoire (M.P.M.O.)--Université du Québec à Chicoutimi, 1998. / Document électronique également accessible en format PDF. CaQCU

Diss. (sammanfattning) Umeå : Umeå universitet, 2010.

Title: Analysis of choosen indicators of game prerformance of SK Slavia Praha futsal in season 2016/2017 Objectives: The aim is to analyze the pre-selected characteristics of team and individual game performance of SK Slavia Praha in the first league in the 2016/17 season. The result of games will be analysed by a set of criteria - goals, attemps, corner kicks, fouls, yellow and red cards from team performance. The analysis of productivity, time played, attempting activity, player's success in terms of time load, player discipline, and age, somatic, and positional characteristics of the players from individual game performance. Methods: Quantitative research, indirect video observation, written and graphical recording. Results: The result will be shown throught tabular, graphical and pictorial depictions of statistics seen in video recording of games. The results showed us how SK Slavia Praha and its players performed in selected characteristics of game performance against the opponent, compared to the half-time, part of the season and the specific context of each game. Slavia scored 13.3% more goals by controlled attack than by counter attack in home games and scored 9.5% more goals by controlled attack than by counter attack in away games. Keywords: game analysis, game performance, futsal,...

With the growing popularity of the Web Ontology Language (OWL) as a logic-based ontology language, as well as advancements in the language itself, the need for more sophisticated and up-to-date ontology engineering services increases as well. While, for instance, there is active focus on new reasoners and optimisations, other services fall short of advancing at the same rate (it suffices to compare the number of freely-available reasoners with ontology editors). In particular, very little is understood about how ontologies evolve over time, and how reasoners’ performance varies as the input changes. Given the evolving nature of ontologies, detecting and presenting changes (via a so-called diff) between them is an essential engineering service, especially for version control systems or to support change analysis. In this thesis we address the diff problem for description logic (DL) based ontologies, specifically OWL 2 DL ontologies based on the SROIQ DL. The outcomes are novel algorithms employing both syntactic and semantic techniques to, firstly, detect axiom changes, and what terms had their meaning affected between ontologies, secondly, categorise their impact (for example, determining that an axiom is a stronger version of another), and finally, align changes appropriately, i.e., align source and target of axiom changes (so the stronger axiom with the weaker one, from our example), and axioms with the terms they affect. Subsequently, we present a theory of reasoner performance heterogeneity, based on field observations related to reasoner performance variability phenomena. Our hypothesis is that there exist two kinds of performance behaviour: an ontology/reasoner combination can be performance-homogeneous or performance-heterogeneous. Finally, we verify that performance-heterogeneous reasoner/ontology combinations contain small, performance-degrading sets of axioms, which we call hot spots. We devise a performance hot spot finding technique, and show that hot spots provide a promising basis for engineering efficient reasoners.