The access and benefit-sharing (ABS) policy process of the Convention on Biological Diversity (CBD), and wider discussions about the ethical and conservation issues arising from the commercial use of biodiversity and traditional knowledge, depend upon a well-developed understanding of the activities known broadly as 'bioprospecting'. However, the pace at which our understanding of genetic and other biological resources is accelerating, and market and industry trends are also undergoing constant change.
This book provides information and insights into current practices and trends in biodiversity research and bioprospecting, including for potential medicines, food and cosmetics. It presents background information on markets, research and development, and explores recent extraordinary developments in science and technology and their implications for ABS policy development and implementation. The authors present a brief history of the commercial use of biodiversity, and review key trends across sectors. The book continues with chapters devoted to the main industry sectors, including pharmaceuticals and healthcare, agriculture, industrial process biotechnology and food and beverages. Each chapter includes explanatory boxes to describe key technologies and concepts which are less widely understood, as well as input from various stakeholders including industry representatives, NGOs and researchers. It concludes with a review of industry awareness of and engagement with the CBD, ABS and other policy processes. It is an invaluable resource for all concerned with commercial bioprospecting and the implementation of ABS laws and regulations, particularly in light of the adoption of the Nagoya Protocol.
STEP is a job analysis-based human resource management system that was specifically developed, over more than two decades of research at the Human Resources Center of The University of Chicago, for higher-level positions in business and industrial organizations. Currently in use by major American corporations, the system is time -and cost-effective since it provides a common base for the coordination of a wide variety of human resource procedures including selection, placement, the identification of training needs, promotion, and succession planning. The system is unique in that it provides, after a single administration, estimates of potential for successful performance and assessments of the level of acquired skill in the functions to be performed, not only in the present (target) position but for all vertically and horizontally linked positions in a job classification matrix that covers the vast majority of higher-level personnel. The first chapter of the book positions the STEP system with respect to current thinking in industrial-organizational psychology, briefly describes the rationale for the two interlocking measurement subsystems on which it is based, provides an empirical definition of potential, and identifies the higher-level population to which it can be applied. Chapter 2 and 3 give a review of job analysis procedures, describe the development of a job analysis instrument for the system, and discuss its applications for human resource management. Chapters 4 and 5 follow the same pattern of review, development, and application for a managerial and professional test battery. Chapter 6 thoroughly explores the systeM's reliability and validity. Chapter 7 provides very practical instructions for a wide array of human resource applications, and Chapter 8 is devoted to one of its applications, the career counseling conference. The final chapter describes how the STEP program will help human resource professionals face the challenges of the coming decades successfully. The book should be of interest to both teaching faculty and knowledgeable practitioners in industrial-organizational psychology.
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