System Resource Management for Distributed Real-Time Systems.

1995 ◽  
Author(s):  
Michael Davis ◽  
Elin L. Klaseen ◽  
Louis C. Schreier ◽  
Alan R. Downing ◽  
Jon Peha
Keyword(s):  
Resource Management ◽  
Real Time ◽  
Real Time Systems ◽  
System Resource ◽  
Time Systems

scholarly journals Operating System for Runtime Reconfigurable Multiprocessor Systems

2011 ◽  
Vol 2011 ◽  
pp. 1-16 ◽  
Author(s):  
Diana Göhringer ◽  
Michael Hübner ◽  
Etienne Nguepi Zeutebouo ◽  
Jürgen Becker
Keyword(s):  
Operating System ◽  
Resource Management ◽  
Multiprocessor System ◽  
Task Mapping ◽  
Access Port ◽  
Novel Approach ◽  
Hardware Resource ◽  
Hardware Architectures ◽  
On Chip ◽  
Internal Configuration

Operating systems traditionally handle the task scheduling of one or more application instances on processor-like hardware architectures. RAMPSoC, a novel runtime adaptive multiprocessor System-on-Chip, exploits the dynamic reconfiguration on FPGAs to generate, start and terminate hardware and software tasks. The hardware tasks have to be transferred to the reconfigurable hardware via a configuration access port. The software tasks can be loaded into the local memory of the respective IP core either via the configuration access port or via the on-chip communication infrastructure (e.g. a Network-on-Chip). Recent-series of Xilinx FPGAs, such as Virtex-5, provide two Internal Configuration Access Ports, which cannot be accessed simultaneously. To prevent conflicts, the access to these ports as well as the hardware resource management needs to be controlled, e.g. by a special-purpose operating system running on an embedded processor. For that purpose and to handle the relations between temporally and spatially scheduled operations, the novel approach of an operating system is of high importance. This special purpose operating system, called CAP-OS (Configuration Access Port-Operating System), which will be presented in this paper, supports the clients using the configuration port with the services of priority-based access scheduling, hardware task mapping and resource management.

scholarly journals HUMAN RESOURCES: STRATEGIC MANAGEMENT ASPECTS

2010 ◽  
Vol 8 (1) ◽  
pp. 51-65 ◽  
Author(s):  
Eugenijus Chlivickas ◽  
Palmira Papšienė ◽  
Arnas Papšys
Keyword(s):  
Operating System ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Strategic Management ◽  
Human Resource ◽  
Global Market ◽  
Strategic Human Resource Management ◽  
Active Part ◽  
New Approach

The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organizational goals. In the constantly changing organization a new approach to the organization is formed. It is viewed as an operating system where company employees, i. e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organization objectives. Human resource management process cannot be separated from the strategy. Strategic human resource management is a part of strategic management concept in the organization. Theoretical provisions for the management of human resources, presented in the academic literature, confirm the influence of this functional area of management on the overall organization performance results. For the organization, which is operating in the global market, it is essential to manage existing or potential labor resources effectively. One of the main staff evaluation criteria is the effectiveness of personnel management. New tendencies encourage closer association of human resource management with organization strategy. “Four-C” model competence, commitment, compliance and cost efficiency is helpful in assessing the effectiveness of organization human resources policies conformity with its strategy.

Sign in / Sign up

Export Citation Format

Share Document