BIM and its impact upon project success outcomes from a Facilities Management perspective

The uptake of Building Information Modelling (BIM) has been increasing, but some of its promoted potential benefits have been slow to materialise. In particular, claims that BIM will revolutionise facilities management (FM) creating efficiencies in the whole-life of building operations have yet to be achieved on a wide scale, certainly in comparison to tangible progress made for the prior design and construction phases. To attempt to unravel the factors at play in the adoption of BIM during the operational phase, and in particular, understand if adoption by facilities managers (FMs) is lagging behind other disciplines, this study aims to understand if current BIM processes can ease the challenges in this area faced by facilities management project stakeholders. To do this, success from a facilities management viewpoint is considered and barriers to facilities management success are explored, with focused BIM use proposed as a solution to these barriers. Qualitative research was undertaken, using semi structured interviews to collect data from a non-probability sample of 7 project- and facilities- management practitioners. Key results from this study show that the main barrier to BIM adoption by facilities managers is software interoperability, with reports that facilities management systems are unable to easily import BIM data produced during the design and construction stages. Additionally, facilities managers were not treated as salient stakeholders by Project Managers, further negatively affecting facilities management project success outcomes. A µresistance to change was identified as another barrier, as facilities managers were sceptical of the ability of current BIMenabled systems promoted as being FM compatible to be able to replicate their existing Computer Aided Facility Management (CAFM) legacy software and its user required capabilities. The results of this study highlight that more work is needed to ensure that BIM benefits the end user, as there was no reported use of BIM data for dedicated facilities management purposes. Further investigation into the challenges of interoperability could add significant value to this developing research area.The uptake of Building Information Modelling (BIM) has been increasing, but some of its promoted potential benefits have been slow to materialise. In particular, claims that BIM will revolutionise facilities management (FM) creating efficiencies in the whole-life of building operations have yet to be achieved on a wide scale, certainly in comparison to tangible progress made for the prior design and construction phases. To attempt to unravel the factors at play in the adoption of BIM during the operational phase, and in particular, understand if adoption by facilities managers (FMs) is lagging behind other disciplines, this study aims to understand if current BIM processes can ease the challenges in this area faced by facilities management project stakeholders. To do this, success from a facilities management viewpoint is considered and barriers to facilities management success are explored, with focused BIM use proposed as a solution to these barriers. Qualitative research was undertaken, using semi structured interviews to collect data from a non-probability sample of 7 project- and facilities- management practitioners. Key results from this study show that the main barrier to BIM adoption by facilities managers is software interoperability, with reports that facilities management systems are unable to easily import BIM data produced during the design and construction stages. Additionally, facilities managers were not treated as salient stakeholders by Project Managers, further negatively affecting facilities management project success outcomes. A µresistance to change was identified as another barrier, as facilities managers were sceptical of the ability of current BIMenabled systems promoted as being FM compatible to be able to replicate their existing Computer Aided Facility Management (CAFM) legacy software and its user required capabilities. The results of this study highlight that more work is needed to ensure that BIM benefits the end user, as there was no reported use of BIM data for dedicated facilities management purposes. Further investigation into the challenges of interoperability could add significant value to this developing research area

Centralized vs. decentralized computing : organizational considerations and management options

The long-standing debate over whether to centralize or decentralize computing is examined in terms of the fundamental organizational and economic factors at stake. The traditional debate is examined and found to focus predominantly on issues of efficiency vs. effectiveness, with solutions based on a rationalistic strategy of optimizing in this tradeoff. A more behavioralistic assessment suggests that the driving issues in the debate are the politics of organization and resources, centering on the issue of control. The economics of computing deployment decisions is presented as an important issue, but one that often serves as a field of argument that is based on more political concerns. The current situation facing managers of computing, given the advent of small and comparatively inexpensive computers, is examined in detail, and a set of management options for dealing with this persistent issue is presented

Semantic discovery and reuse of business process patterns

Patterns currently play an important role in modern information systems (IS) development and their use has mainly been restricted to the design and implementation phases of the development lifecycle. Given the increasing significance of business modelling in IS development, patterns have the potential of providing a viable solution for promoting reusability of recurrent generalized models in the very early stages of development. As a statement of research-in-progress this paper focuses on business process patterns and proposes an initial methodological framework for the discovery and reuse of business process patterns within the IS development lifecycle. The framework borrows ideas from the domain engineering literature and proposes the use of semantics to drive both the discovery of patterns as well as their reuse

Challenges and opportunities of introducing Internet of Things and Artificial Intelligence applications into Supply Chain Management

The study examines the challenges and opportunities of introducing Artificial Intelligence (AI) and the Internet of Things (IoT) into the Supply Chain Management (SCM). This research focuses on the Logistic Management. The central research question is “What are the key challenges and opportunities of introducing AI and IoT applications into the Supply Chain Management?” The goal of this research is to collect the most appropriate literature to help create a conceptual framework, which involves the integration of the IoT and AI applications into contemporary supply chain management with the emphasis on the logistics management. Additionally, the role of 5G Network is closely studied in order to indicate its capabilities and the processing capacity that it can provide to the AI and IoT operations. In addition, the semi-structured online interview with the top managers from several companies was conducted in order to identify the degree of readiness of the companies for the AI and IoT applications in SCM. From the retrieved results, the major challenges of integrating the IoT into SCM are the security and privacy issues, the sensitivity of the data and high costs of the implementation at an initial stage. Moreover, the research results have shown that the IoT applications can positively affect the SCM activities, in particular, the high visibility across the SC, an effective traceability and an automated data collection. Furthermore, the predictive analysis of AI programs can help the SCM to eliminate the potential errors and failures in the processes.fi=Opinnäytetyö kokotekstinä PDF-muodossa.|en=Thesis fulltext in PDF format.|sv=Lärdomsprov tillgängligt som fulltext i PDF-format

Changing practice in dementia care in the community: developing and testing evidence-based interventions, from timely diagnosis to end of life (EVIDEM)

Background Dementia has an enormous impact on the lives of individuals and families, and on health and social services, and this will increase as the population ages. The needs of people with dementia and their carers for information and support are inadequately addressed at all key points in the illness trajectory. Methods The Unit is working specifically on an evaluation of the impact of the Mental Capacity Act 2005, and will develop practice guidance to enhance concordance with the Act. Phase One of the study has involved baseline interviews with practitioners across a wide range of services to establish knowledge and expectations of the Act, and to consider change processes when new policy and legislation are implemented. Findings Phase 1, involving baseline interviews with 115 practitioners, identified variable knowledge and understanding about the principles of the Act. Phase 2 is exploring everyday decision-making by people with memory problems and their carers

Comparing the Prioritization of ERP System Effectiveness Measures by Organizational Actors: A Focus on IT Professionals and Business Managers

Modern organizations adopt Enterprise Resource Planning systems (ERP) to integrate their organizational data resources into unified systems. Researchers tend to concentrate on ERP implementation issues with only a handful studying ERP system effectiveness or success in adopting organizations. In fact, none has studied how key organizational actors prioritize or rank relevant measures or items related to the effectiveness of such systems. This study is designed to fill this gap in research as it aims at investigating how two organizational stakeholder groups, i.e. information technology (IT) professionals and business managers prioritize relevant measures related to ERP systems effectiveness. Using surveys in two European countries with a good record of ERP adoption, the study collected data from 66 respondents in 44 diverse, private, industrial organizations. Prior literature suggests that differences exist between the two organizational groups regarding how each perceives organizational-IT issues. However, this study’s findings showed that no significant statistical differences exist between the two groups on the all the measures operationalized for ERP effectiveness assessment with the exception of one dimension: the Vendor/Consultant Quality. The implications of the finding for both practice and research are discussed

Empirical study of attributes and perceived benefits of applications integration for enterprise systems

This research investigates the very essence of integration by focusing on the integration of applications for enterprise systems. Integration is a large and complex topic recognized as a key concept in a wide variety of IT domains that dates back to the dawn of the computer era. The evolution of IT integration has included integration of sub-routines of computer programs, integration of separate islands of data to create common databases, and integration of disparate applications to form enterprise systems. Perhaps the most touted characteristic and principal goal of enterprise systems is integration although virtually no research is available regarding this phenomenon. The value of integration is rarely defined either in abstract or practical terms. We generally assume that the value of integration is obvious although there is no evidence that supports this implicit view. To address the lack of evidence, this investigation began by examining the perceptions of three practitioner stakeholder groups about the characteristics and benefits of integration. These groups were senior managers, IT professionals, and end-users. In part I of the two-part study, interviews of 51 practitioners revealed 15 major themes related to practitioner perspectives of the characteristics, benefits, and downsides of applications integration. For part II, a new measure was created based on the literature and the analysis of the phase I interviews. 926 people in three organizations were surveyed. Contributions of the research included a new partially validated instrument to assess attributes and benefits of applications integration, taxonomies were created for integration attributes and perceived benefits, and a model was proposed to frame and study IT integration infrastructures. A foundation was established to evaluate the degree of applications integration for enterprise systems. Several downsides to applications integration were documented. Two new high order constructs (attributes and benefits) were established, along with four attribute dimensions and six benefit dimensions

Adoption Factors of Artificial intelligence in Human Resource Management

Tesis por compendio[ES] El mundo es testigo de nuevos avances tecnológicos que afectan significativamente a las organizaciones en diferentes departamentos. La inteligencia artificial (IA) es uno de estos avances, visto como una tecnología revolucionaria en la gestión de recursos humanos (RRHH). Profesionales y académicos han discutido el brillante papel de la IA en RRHH. Sin embargo, el análisis profundo de esta tecnología en el proceso de RRHH es aún escaso. Con todo ello, el objetivo principal de esta tesis es investigar el estado de la IA en RRHH y así identificar factores clave de implementación concretos. Primero, construyendo un marco académico para la IA en RRHH; segundo, analizar las aplicaciones de IA más utilizada en los procesos de RRHH; tercero, identificar las formas óptimas de transferir el conocimiento en los procesos de implementación de IA. La metodología utilizada para la investigación combina la revisión sistemática de la literatura y técnicas de investigación cualitativa. Como base y medida preparatoria para abordar las preguntas de investigación, se llevó a cabo un extenso análisis de la literatura en el campo AI-RRHH, con un enfoque particular en las publicaciones de algoritmos de IA en HRM, análisis de HR-Big data, aplicaciones/soluciones de IA en HRM e implementación de IA. En la misma línea, el autor publicó artículos en varias conferencias que contribuyeron a mejorar la madurez de las preguntas de investigación. Con base en este conocimiento, los estudios publicados ilustraron la brecha entre la promesa y la realidad de la IA en RRHH, teniendo en cuenta los requisitos técnicos de la implementación de la IA, así como las aplicaciones y limitaciones. Posteriormente, se entrevistó a expertos en recursos humanos y consultores de IA que ya habían adquirido experiencia de primera mano con los procesos de recursos humanos en un entorno de IA para descubrir la verdad de la aplicación de la IA dominante en el proceso de RRHH. Los principales hallazgos de esta tesis incluyen la derivación de una definición completa de IA en RRHH, así como el estado de las estrategias de adopción de aplicaciones de IA en RRHH. Como resultado adicional, se explora la utilidad y las limitaciones de los chatbots en el proceso de contratación en la India. Además, factores clave para transferir el conocimiento del proceso de implementación de IA a los gerentes y empleados de recursos humanos. Finalmente, se concluye identificando desafíos asociados con la implementación de IA en el proceso de recursos humanos y el impacto de COVID-19 en la implementación de IA.[CA] El món és testimoni de nous avanços tecnològics, que afecten significativament les organitzacions en diferents departaments. La intel·ligència artificial (IA) és un d'aquests avanços que s'anuncia àmpliament com una tecnologia revolucionària en la gestió de recursos humans (HRM). Professionals i acadèmics han discutit el brillant paper de la IA en HRM. No obstant això, encara és escàs l'anàlisi profund d'aquesta tecnologia en el procés de HRM. Per tant, l'objectiu principal d'aquesta tesi és investigar l'estat de la IA en HRM i derivar factors clau d'implementació concrets. Primer, construint un marc acadèmic per a la IA en HRM; segon, analitzar l'aplicació de IA més utilitzada en el procés de recursos humans; tercer, identificar les formes òptimes de transferir el coneixement dels processos d'implementació de IA. La metodologia utilitzada per a la investigació es combina entre una revisió sistemàtica de la literatura i una tècnica d'investigació qualitativa. Com a base i mesura preparatòria per a abordar les preguntes d'investigació, es va dur a terme una extensa anàlisi de la literatura en el camp IA-HRM, amb un enfocament particular en les publicacions d'algorismes de IA en HRM, anàlisis de HR-Big data, aplicacions/soluciones de IA en HRM i implementació de IA. En la mateixa línia, l'autor va publicar articles en diverses conferències que van procedir a millorar la maduresa de les preguntes d'investigació. Amb base en aquest coneixement, els estudis publicats van illustrar la bretxa entre la promesa i la realitat de la IA en HRM, tenint en compte els requisits tècnics de la implementació de la IA, així com les aplicacions i limitacions. Posteriorment, es va entrevistar experts en recursos humans i consultors de IA que ja havien adquirit experiència de primera mà amb els processos de recursos humans en un entorn de IA per a descobrir la veritat de l'aplicació de la IA dominant en el procés de recursos humans. Les principals troballes d'aquesta tesi són la derivació d'una definició completa de IA en HRM, així com l'estat de les estratègies d'adopció d'aplicacions de IA en HRM. Com a resultat addicional, explore la utilitat i les limitacions dels chatbots en el procés de contractació a l'Índia. A més, factors clau per a transferir el coneixement del procés d'implementació de IA als gerents i empleats de recursos humans. També es van concloure els desafiaments associats amb la implementació de IA en el procés de recursos humans i l'impacte de COVID-19 en la implementació de IA.[EN] The world is witnessing new technological advancements, which significantly impacts organizations across different departments. Artificial intelligence (AI) is one of these advancements that is widely heralded as a revolutionary technology in Human Resource Management (HRM). Professionals and scholars have discussed the bright role of AI in HRM. However, deep analysis of this technology in the HR process is still scarce. Therefore, the main goal of this thesis is to investigate the status of AI in HRM and derive concrete implementation key factors. Through, first, building an academic framework for AI in HRM; second, analyzing the most commonly used AI applications in HR process; third, identifying the optimal ways to transfer the knowledge of AI implementation processes. The methodology used for the investigation combines a systematic literature review and a qualitative research technique. As a basis and preparatory measure to address the research questions, an extensive literature analysis in the AI-HRM field was carried out, with a particular focus on publications of AI in HRM, HR-Big data analysis, AI applications/solutions in HRM and AI implementation. Along similar lines, the author published papers in several conference proceedings to improve the maturity of research questions. Based on this work, the published studies illustrate the gap between the promise and reality of AI in HRM, taking into account the requirements of AI implementation as well as the applications and limitations. Subsequently, HR experts and AI consultants, who had already gained first-hand experience with HR processes in an AI environment, were interviewed to find out the truth of the dominant AI's application in HR process. The main findings of this thesis are the derivation of a complete definition of AI in HRM as well as the status of the adoption strategies of AI applications in HRM. As a further result, it explores the usefulness and limitations of chatbots in the recruitment processes in India. In addition, derived the key factors to transfer the knowledge of AI implementation process to HR managers and employees. Challenges associated with AI implementation in the HR process and the impact of COVID-19 on AI implementation were also concluded.Tuffaha, M. (2022). Adoption Factors of Artificial intelligence in Human Resource Management [Tesis doctoral]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/185909Compendi

Managing people with technology : a sociomaterial perspective

The study highlights the disruptive influence of digital technologies on organizations, work structures, and the nature of work itself. While previous research has focused on the consequences of technology on HRM processes, there are limitations in understanding the complexity of technology and how it shapes HRM processes. The actual usage of technology by HRM actors is often overlooked, as well as the dynamic unfolding of e-HRM practices over time. This thesis adopts the sociomaterial perspective that recognizes the equal importance of human agency, material artifacts and social context in forming and reproducing e-HRM practices. Theories within the sociomaterial perspective view activities as dynamic and situated, which constitute and are constituted by people, actions, voices, gestures, tools, software, documents, infrastructure, hardware and other materiality. The key objective of the dissertation is to understand the role of technology in changing HRM practices and for HRM actors by shedding light on how the materiality of technology, social events, and human agency are intertwined in the HRM practice. The sociomaterial perspective is introduced in Paper 1, emphasizing the equal importance of human agency, material artifacts, and social context in shaping HRM practices. It recognizes the integral role of materiality, such as digital artifacts and physical spaces, in organizing social elements. Paper 2 applies the attention-based view to explore how technology influences the attentional engagement of line managers as HRM actors in remote performance evaluation. This offers a nuanced understanding of attention as both cognitive and context-dependent. In Paper 3, routine dynamics theory is employed to transform the conceptualization of HR roles, shifting from studying nominal roles to roles accomplished through routinized sequences of actions. These theoretical lenses align with the sociomaterial perspective and contribute to our understanding of the transformative impact of technology on HRM practices and the role of HR actors. The dissertation makes three main contributions to the research on HRM technology. It (1) theorizes HRM as sociomaterial practice and shows empirically the emergence nature of management practices around material artifacts, (2) addresses the lack of diversity of HRM actors in the literature, highlighting their agency in the enactment of technology, and (3) examines HR roles as dynamically produced and enacted through patterns of routines.Tämä väitöskirja korostaa digitaalisten teknologioiden disruptiivista vaikutusta organisaatioihin, työn rakenteisiin ja itse työn luonteeseen. Aikaisempi tutkimus on keskittynyt teknologian vaikutuksiin HRM-prosesseihin, mutta ymmärrys teknologian monimutkaisuudesta ja sen vaikutuksesta henkilöstöhallintoon on rajoittunutta. HRM-toimijoiden varsinainen teknologian käyttö jätetään usein huomioimatta, samoin kuin e-HRM-käytänteiden dynaaminen kehittyminen ajan myötä. Tässä väitöskirjassa käytetään sosiomateriaalista näkökulmaa, joka tunnistaa ihmisen toiminnan, materiaalisten artefaktien ja sosiaalisen kontekstin yhtäläisen merkityksen e-HRM-käytänteiden muodostumisessa ja toisintamises¬sa. Sosiomateriaaliseen näkökulmaan lukeutuvien teorioiden mukaan toiminnot nähdään dynaamisina ja tilannesidonnaisina, ja niihin kuuluu ja niitä muodostavat ihmiset, toimet, äänet, eleet, työkalut, ohjelmistot, asiakirjat, infrastruktuuri ja laitteisto. Väitöskirjan keskeinen tavoite on ymmärtää teknologian roolia HRM-käytänteissä ja HRM-toimijoille tuomalla selvyyttä siihen, miten teknologian materiaalisuus, sosiaaliset tapahtumat ja toimijuus kietoutuvat yhteen HRM-toiminnossa. Sosiomateriaalinen näkökulma esitellään ensimmäisessä artikkelissa, jossa korostuu toimijuuden, materiaalisten artefaktien ja sosiaalisen kontekstin yhtäläinen merkitys HRM-käytänteiden muovaamisessa. Siinä tunnistetaan materiaalisuu¬den kiinteä rooli, kuten digitaaliset artefaktit ja fyysiset tilat, sosiaalisten elementtien järjestämisessä. Toisessa artikkelissa sovelletaan huomiokeskeistä näkökulmaa (eng. attention-based view, ABV) tutkittaessa, miten teknologia vaikuttaa linjaesihenkilöiden huomion kiinnittämiseen HRM-toimijoina etäsuoriutumisenarvioinnissa. Tämä tarjoaa monisäikeisen ymmärryksen huomiosta sekä kognitiivisena että kontekstiriippuvaisena. Kolmannessa artikkelissa käytetään rutiinidynamiikan teoriaa muuttamaan käsitystä HR-rooleista e-HRM:ssä siirtymällä nimellisrooleista rooleihin, jotka saavutetaan rutiininomaisten toimien jaksojen kautta. Tämä väitöskirja tarjoaa kolme pääasiallista kontribuutiota HRM-teknologian tutkimukseen. Se (1) teoretisoi henkilöstöhallinnon olevan sosiomateriaalinen toiminto ja osoittaa empiirisesti johtamiskäytänteiden luonteen muodostuvan materiaalisista artefakteista, (2) käsittelee HRM-toimijoiden monimuotoisuuden puutetta kirjallisuudessa korostaen heidän toimijuuttaan teknologian toteuttamisessa, ja (3) tarkastelee HR-rooleja dynaamisesti tuotettuina ja toteutettuina rutiinien sarjoina.fi=vertaisarvioitu|en=peerReviewed