Academic literature on the topic 'Attract staff'
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Journal articles on the topic "Attract staff"
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Castledine, Geroge. "Compete to attract staff urges Malone." Nursing Standard 17, no. 2 (September 25, 2002): 5. http://dx.doi.org/10.7748/ns.17.2.5.s6.
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Willis, Phil, and Margaret Hodge. "Is Labour failing to attract early years staff?" Early Years Educator 6, no. 1 (May 2004): 6–7. http://dx.doi.org/10.12968/eyed.2004.6.1.14234.
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Pritchard, Kate. "Using employee surveys to attract and retain the best talent." Strategic HR Review 13, no. 2 (February 4, 2014): 59–62. http://dx.doi.org/10.1108/shr-10-2013-0100.
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Purpose – This feature seeks to demonstrate the importance of organizations understanding how they are perceived externally as an employer, and how regularly tracking the opinions of staff can ensure the best talent are engaged and stay with an organization. Design/methodology/approach – ORC International is an expert in employee engagement research. This article incorporates findings from its global HR survey “HR Reflections”, and includes two case studies that demonstrate how regular tracking and deep analysis of staff opinions can help organizations to boost their employer brand and retain their best talent. Findings – Advanced analysis of employee surveys can predict how employees are feeling to help organizations retain their most valuable staff. Practical implications – This is a practical paper designed to give ideas and good practice to readers facing similar situations. Originality/value – The paper combines findings from a global survey with case study content to help employers to understand how to improve engagement and retention of staff through effective use of regular employee surveys.
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Lambert, Eric G., Nancy Lynne Hogan, and Shannon M. Barton. "Satisfied Correctional Staff." Criminal Justice and Behavior 29, no. 2 (April 2002): 115–43. http://dx.doi.org/10.1177/0093854802029002001.
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During the past decade, there has been increasing pressure on correctional agencies to attract and keep quality staff. Raising worker job satisfaction is seen as a fundamental way of decreasing turnover. There has been a considerable amount of research in the area of the possible causes of correctional staff job satisfaction and, to a lesser extent, the possible consequences of job satisfaction. However, due to the numerous studies, some with conflicting results, it is difficult to understand clearly the factors associated with job satisfaction. A review of the literature is presented to provide a better understanding of correctional staff job satisfaction. Based on this review, correctional administrators are urged to concentrate more on improving the work environment rather than focusing on correctional staff characteristics.
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Cohen-Vogel, Lora, and Thomas M. Smith. "Qualifications and Assignments of Alternatively Certified Teachers: Testing Core Assumptions." American Educational Research Journal 44, no. 3 (September 2007): 732–53. http://dx.doi.org/10.3102/0002831207306752.
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By analyzing data from the Schools and Staffing Survey, the authors empirically test four of the core assumptions embedded in current arguments for expanding alternative teacher certification (AC): AC attracts experienced candidates from fields outside of education; AC attracts top-quality, well-trained teachers; AC disproportionately trains teachers to teach in hard-to-staff schools; and AC alleviates out-of-field teaching. Although there are some differences in the backgrounds of alternatively and traditionally certified teachers, the findings suggest that AC programs have not substantially changed the pool from which new teachers are drawn. Findings further indicate that AC programs do not attract a disproportionate number of candidates to teach in difficult-to-staff schools, nor are they effective means for solving the problem of out-of-field teaching.
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Рогожкин and Aleksey Rogozhkin. "Experience of the formation of the staff of the Federation council." Management of the Personnel and Intellectual Resources in Russia 1, no. 1 (April 25, 2012): 25–27. http://dx.doi.org/10.12737/1716.
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Brooks, Valorie, Bobbie Rhodes, and Nicole Tefft. "When Opposites Don’t Attract: One Rehabilitation Hospital’s Journey to Improve Communication and Collaboration Between Nurses and Therapists." Creative Nursing 20, no. 2 (2014): 90–94. http://dx.doi.org/10.1891/1078-4535.20.2.90.
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Collaboration and communication are key to successful teamwork that results in positive patient outcomes. This article shares the journey of one rehabilitation hospital to improve collaboration and teamwork among the nursing and therapy staff. A year-long series of staff retreats focused on improving interprofessional communication proved successful, resulting in the revitalization of an interdisciplinary unit council.
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Kravchuk, O. I., I. O. Varis, and A. R. Tsiopa. "Digitalization of Staff Involvement through Job Portals." Business Inform 6, no. 521 (2021): 282–97. http://dx.doi.org/10.32983/2222-4459-2021-6-282-297.
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Digitalization of staff involvement stipulates improvement and automation of search and recruitment processes, talent management, etc. Digital instruments for interacting with employment sites are implemented through the vacancies software (JBS). The rapid increase in its use was due to strict restrictions, social distancing and an increase in the number of staff working from home. In the context of the COVID-19 pandemic, JBS becomes the place of direct prompt interaction between the employer (or recruiting agency) and the job seeker. It is necessary to study the processes of digitalization of staff involvement through job portals and determine their impact on the staff recruitment process; analysis of the activities of job portals in the labor market, the scale of distribution of this method of attracting candidates. The article is concerned with studying the digital technologies of attracting staff through job portals. The trends of development of staff involvement using job search websites are analyzed. The types and features of using the software to work with job ads have been generalized. The specifics of the use of the most popular international job portals are highlighted. The main possibilities of using Ukrainian job portals to attract staff are evaluated and the dynamics and structure of the labor demand and supply on the most popular ones are analyzed. Recommendations for employers on the effective use of job portals to attract staff that can be implemented in the practice of staff management have been developed. Increasing the efficiency of the use of job portals in attracting staff is possible through its digitalization. Opportunities for attracting different categories of staff and prompt closure of company vacancies depend on the labor market segment, which is covered by individual job portals.
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McKenzie, Fiona Haslam. "Attracting and retaining skilled and professional staff in remote locations of Australia." Rangeland Journal 33, no. 4 (2011): 353. http://dx.doi.org/10.1071/rj11024.
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Remote Australia constitutes ~75% of the continent and is a dry, often harsh environment in which to live; consequently less than 3% of Australia’s population reside there but it is also where a substantial proportion of Australia’s export wealth is derived. It is therefore important that attention is paid to ensuring that remote locations in Australia are liveable and that innovative strategies are pursued to attract and retain a productive workforce in these places. Attracting and retaining skilled and professional staff is a problem not limited to remote, or even rural and regional locations in Australia. There is strong evidence to suggest that it is increasingly a global problem and organisations throughout the world are seeking innovative strategies to attract and develop new talent and developing other strategies to retain that talent. This paper examines population and labour mobility trends in remote Australia and the issues that have been influential on rates of staff attraction and retention, most particularly adequate housing, services and infrastructure. The second half of the paper examines a variety of recommendations and strategies developed by the public and private sectors to more effectively attract and retain skilled and professional staff to remote locations. This paper does not claim to be a rigorous analysis of all remote areas of Australia nor a comprehensive study of attraction and retention strategies. Rather, it aims to highlight the complexity, depth and interconnectedness of the issues for communities, public and private sectors and how they apply in remote locations in Australia.
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Kurnia, Kurnia. "PERBEDAAN PERSEPSI TENTANG KARIER DI KANTOR AKUNTAN PUBLIK ANTARA MAHASISWA DAN STAF KANTOR AKUNTAN PUBLIK." EKUITAS (Jurnal Ekonomi dan Keuangan) 13, no. 2 (February 2, 2017): 202. http://dx.doi.org/10.24034/j25485024.y2009.v13.i2.2136.
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The objective of this study is to examine the perception differences about a career in accounting firms between students and staffs in public accounting. It was hypothesized that there was a significant difference between student expectations about career in accounting firms and the experiences of CPA firm professionals. The survey was conducted to collect information on the differences between the job expectations of accounting students and the actual work experiences of accounting staff. To evaluate the differences between the two groups, t-tests was performed.The results indicate few significant differences between accounting students and accountant staff’ perceptions. Students expectations were higher than accountants staff experiences for almost every questions. These differences between expectations and experiences may cause employee dissatisfaction, increased turnover rate or the loss of quality people in the accounting profession. Some approaches could be taken to eliminate at least some of the differences between student perceptions and accountant staff experiences. One approach would be communicated more accurately to students the realities of the current public accounting environment. The other approach would begin changing the public accounting environment in ways that can attract the best and brightest students to chose accounting profession.
Dissertations / Theses on the topic "Attract staff"
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Asplid, Angelica, and Nina Buonassisi. "Konsten att attrahera och behålla personal i en organisation : En kvalitativ studie utifrån anställdas perspektiv." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-45103.
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Syftet är att undersöka vilka faktorer som upplevs viktiga för att behålla och i viss mån attrahera personal i en organisation utifrån anställdas perspektiv. Syftet är också att få en djupare förståelse för de olika faktorerna och dess innebörd för olika individer. Med hjälp av tidigare forskning om begreppen Employer Branding och kompetensförsörjning lades grundenför insamlingen av studiens empiriska material. Det empiriska materialet har analyserats medhjälp av ovanstående begrepp men även med inspiration av Maslows motivationsteori. Studiens empiriska material är insamlat via tio semistrukturerade intervjuer med respondenter från två olika organisationer. Båda företagen är stora företag i södra Sverige verksamma inom olika bransch och sektor. Huvudresultaten i studien visar att anställda vill erbjudas utvecklingsmöjligheter, en bra ledning och en välfungerande och tydlig kommunikation för att vilja arbeta kvar i en organisation samt för att attraheras till en eventuellt framtida arbetsgivare. Resultatet av studien visar att en bra ledning i denna studie främst syftar till en ledning som är lyhörd, erbjuder frihet under ansvar och har förtroende för de anställda. Studien visar även att värdet av ett företags rykte och anseende inte framkommer som särskilt viktigt, vilket är en stor skillnad gentemot tidigare forskning.The purpose of this study is to analyze which factors are perceived as important in order to retain and to some extent attract staff in an organization from the perspective of employees. The purpose is also to reach a deeper understanding of the various factors and their meaning for different individuals. The foundation for the collection of the empirical data of the study is based on a previous research of the concepts of Employer Branding and competence supply. The empirical material has been analyzed using the above concepts but also with inspiration from Maslow's motivation theory. The empirical material of the study was collected through ten semi-structured interviews with respondents from two different organizations. Both organizations are large companies, activein various sectors and situated in the south of Sweden. The main results of the study show that employees want to be offered development opportunities, good management and well functioning communication in order to remain in an organization and to be attracted to a possible future employer. The results of the study show that a good management in this study primarily aims at a management that is attentive, offers freedom under responsibility and has confidence in the employees. The study also shows that the value of a company's reputation does not appear to be particularly important, which is a big difference compared to previous research.
Books on the topic "Attract staff"
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Winget, Larry. Money stuff: How to increase prosperity, attract riches, experience abundance, and have more money! [Tulsa, Okla: Win Publications!, 1993.
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Green, Kevin. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. Kogan Page, Limited, 2019.
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Green, Kevin. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. Kogan Page, Limited, 2019.
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DevelopmentOffice, National Economic, and Tourism and Leisure Industries Sector Group., eds. Shaping your team for success: How to attract, keep and develop staff in the hotel, catering, tourism and leisure business. London: National Economic Development Office, 1991.
Find full textBook chapters on the topic "Attract staff"
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Zlobin, Alexander, Valeriy Inozemcev, Sergey Komissarenko, Igor Medveckiy, Igor Nelga, Sergey Tretyakov, and Artem Sherstyuk. "Main steps of developing chemical organophosphorus agents abroad." In ORGANOPHOSPHORUS NEUROTOXINS, 17–34. ru: Publishing Center RIOR, 2020. http://dx.doi.org/10.29039/11_017-034.
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Organophosphorus compounds (OPC) occupy a special place among chemical warfare agents (CWA). High level of toxicity, a wide range of physicochemical properties, polyapplication of action already in the 1930s attracted the close attention of foreign military experts. In 1936, the German chemist Gerhard Schrader for the first time synthesized O-ethyl-dimethylamidocyanophosphate, known today as a herd. By the beginning of the Second World War, the staff of his laboratory synthesized over two thousand new OPC. Some of these compounds were selected for further study as CW agents and subsequently were adopted as weapons by the German army. In 1938 the same Gerhard Schrader have synthesized the organophosphorus compound, closed to tabun, but more toxic: O-isopropyl methyl fluorophosphate, called sarin. In 1944 the German chemist, the 1938 Nobel laureate in chemistry Richard Kuhn synthesized soman and revealed the damaging effect of organophosphorus CWA’s. In 1941 the British chemist Bernard Saunders synthesized diisopropyl fluorophosphate. During World War II the industrial production of organophosphorus CWA’s was organized in Germany, Great Britain and in the USA. Germany produced tabun, sarin and soman, the western allies: diisopropyl fluorophosphate. Till the end of World War II the leadership in the sphere of the development of nerve agents belonged to Nazi Germany. After the end of the war the German scientists, many of whom were devoted Nazis, continued their work under the auspices of military departments of the USA and Great Britain. Subsequently phosphorylated thiocholine esters: V-series substances (VG, VM, VR, VX, EA 3148, EA3317 agents etc.) were synthesized with their participation. The wide range of organophosphorus compounds was tested on volunteers in Porton Down (Great Britain) and in the Edgewood arsenal (USA). But after the synthesis of V-series agents the work on organophosphorus CWA’s did not stop. In recent years there appeared the tendency of the transformation of real threats connected with the chemical weapons use, to propaganda sphere. In recent years, there has been a tendency toward the transformation of real threats associated with the use of chemical weapons into provocation and an advocacy field, but this does not mean that the search for new CWA in Western countries has been stopped.
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Zlobin, Alexander, Valeriy Inozemcev, Sergey Komissarenko, Igor Medveckiy, Igor Nelga, and Sergey Tretyakov. "Main steps of developing chemical organophosphorus agents abroad." In Organophosphorous Neurotoxins, 11–28. ru: Publishing Center RIOR, 2020. http://dx.doi.org/10.29039/chapter_5e4132b5e7e856.69190447.
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Organophosphorus compounds (OPC) occupy a special place among chemical warfare agents (CWA). High level of toxicity, a wide range of physicochemical properties, polyapplication of action already in the 1930s attracted the close attention of foreign military experts. In 1936, the German chemist Gerhard Schrader for the first time synthesized O-ethyl-dimethylamidocyanophosphate, known today as a herd. By the beginning of the Second World War, the staff of his laboratory synthesized over two thousand new OPC. Some of these compounds were selected for further study as CW agents and subsequently were adopted as weapons by the German army. In 1938 the same Gerhard Schrader have synthesized the organophosphorus compound, closed to tabun, but more toxic: O-isopropyl methyl fluorophosphate, called sarin. In 1944 the German chemist, the 1938 Nobel laureate in chemistry Richard Kuhn synthesized soman and revealed the damaging effect of organophosphorus CWA’s. In 1941 the British chemist Bernard Saunders synthesized diisopropyl fluorophosphate. During World War II the industrial production of organophosphorus CWA’s was organized in Germany, Great Britain and in the USA. Germany produced tabun, sarin and soman, the western allies: diisopropyl fluorophosphate. Till the end of world war ii the leadership in the sphere of the development of nerve agents belonged to Nazi Germany. After the end of the war the German scientists, many of whom were devoted Nazis, continued their work under the auspices of military departments of the USA and Great Britain. Sub consequently phosphorylated thiocholine esters: V-series substances (VG, VM, VR, VX, EA 3148, EA3317 agents etc.) were synthesized with their participation. The wide range of organophosphorus compounds was tested on volunteers in Porton Down (Great Britain) and in the Edgewood arsenal (USA). But after the synthesis of V-series agents the work on organophosphorus CWA’s did not stop. In recent years there appeared the tendency of the transformation of real threats connected with the chemical weapons use, to propaganda sphere. In recent years, there has been a tendency toward the transformation of real threats associated with the use of chemical weapons into provocation and an advocacy field, but this does not mean that the search for new CWA in Western countries has been stopped.
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Hernandez, Julie, Jason Thompson, and Talia Mark Brookshire. "Post-COVID Lesson Learned." In Handbook of Research on Future of Work and Education, 159–74. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8275-6.ch010.
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Reimagining diversity, equity, and inclusion (DEI) became a high priority and central in WGU's strategic plan including successes, lessons learned, and opportunities to make an even greater impact for faculty, staff, students, and communities. In this chapter, per the authors, WGU's wins, lessons learned, and opportunities to make an even greater impact for faculty, staff, students, and stakeholders are explored. Higher education institutions and businesses alike realized an inclusive workplace where employees feel they can be their authentic selves was necessary to attract the best talent and foster greater innovation. Although WGU was more uniquely positioned to host DEI initiatives, strategies, and trainings virtually, there were still many lessons to be learned.
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Sulkunen, Pekka, Thomas F. Babor, Jenny Cisneros Örnberg, Michael Egerer, Matilda Hellman, Charles Livingstone, Virve Marionneau, et al. "The effects of changing availability." In Setting Limits, 87–106. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198817321.003.0007.
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Game operators systematically attempt to attract customers and make them spend more money. The availability of gambling in terms of the ease of customers’ access to games influences both the amount of gambling and the problems arising from it. Regulations on game features, controlling access to funds and other inducements, risk awareness tools, exclusion policies, staff training, limit-setting, and marketing restrictions have been proposed as methods to counteract the effect of ready availability. In policy terms, efforts to regulate availability are usually combined with rules on game features and situational elements: when new opportunities to participate are created, game designs and situational characteristics also change, and in some cases policy changes aimed at reducing gambling activity are implemented to lower the risks for those who play.
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Bishop, Jonathan. "The Need for Separating University Management and Administration from Service Delivery." In Advances in Educational Marketing, Administration, and Leadership, 365–82. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9850-5.ch014.
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This chapter looks at how suitable the current equality policies of Wales's universities are to compete in the current economic climate and the changes needed to deliver best value to people with disabilities and all other taxpayers. The chapter makes the finding that universities are too bloated, by carrying out functions, which in Wales could be better handled by the public sector that is under direct control of the Welsh Government's education minister. This would involve learning from how the telecoms and energy companies work UK wide, so that HEFCfW becomes an infrastructure provider, Estyn would become responsible for ensuring the equality of access to higher education and ensuring the standards of university education. Universities would thus consist mainly of teaching and research staff, optimising how they use the infrastructure to attract the most students to their degrees, which are homogenised. The chapter makes clear, however, that whilst this policy would likely work in Wales, it would be unlikely to in England, perhaps allowing “clear red water” between governments.
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Britnell, Mark. "Women’s work? Altogether now." In Human: Solving the global workforce crisis in healthcare, 94–103. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780198836520.003.0012.
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Women make up a large and increasing proportion of the global healthcare workforce. As an industry, healthcare seems to welcome more women than most industries, typically ranking alongside sectors such as education and childcare in female participation rates. Nursing and clerical roles within the sector have been predominately female for some time, so much of the recent growth has been driven by a steady rise in the number of female doctors. This worldwide phenomenon, which began in the 1970s, is dubbed the ‘feminization of medicine’. Yet despite such strong female representation in the health workforce there are wide inequalities between men and women within it. In the face of acute workforce shortages, efforts to tackle these issues to attract, engage, and retain female staff will become increasingly important to both employers and governments. This chapter argues that pursuing gender equality in healthcare is a moral necessity to create a prosperous society. It also argues that there is an overwhelming business case for gender equity in the workplace—countries and companies with greater equity are better off for it.
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Manko, Katina. "“Ding Dong! Avon Calling!”." In Ding Dong! Avon Calling!, 163–208. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190499822.003.0007.
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From the 1950s to the 1970s, Avon increased its representative force from 26,000 to more than 6 million women selling products around the world, and it became a leader in both the direct sales and cosmetics industries. Avon developed its iconic advertising campaign, “Ding Dong! Avon Calling!” which promoted both the distinctive door-to-door sales service to customers as well as a recruiting message to attract women to the business opportunity. Avon became established in new white suburban neighborhoods, then expanded into the African American market in the 1960s. In the 1960s, Avon worked to uphold affirmative action and equal opportunity laws, increasing the number of minority employees in its sales staff as well as its corporate offices and manufacturing facilities. Avon named two women to the board of directors in the 1970s, turning its attention to creating a supportive workplace for women. Public relations campaigns sought to rebrand the direct selling opportunity as a business on par with new career paths opening to women during second wave feminism.
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Hongsranagon, Prathurng. "Tailor-Made Distance Education as a Retention Strategy." In Advances in Healthcare Information Systems and Administration, 167–79. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-61520-885-2.ch010.
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In rural areas of Thailand, health center personnel are responsible for primary health care. The opportunity for continuing education is imperative in the attraction and retention of these workers at their primary locations. The provision of continuing education also increases the quality and spectrum of health care available for the local people leading to better health outcomes for the Thai population. Distance education is one promising form of continuing education involving the use of advanced communication technologies to allow health center staff to continue to work and study off-campus. This chapter describes a tailor-made “Learning at the Workplace” distance education program provided to Thai rural health center personnel through the College of Public Health Sciences at Chulalongkorn University. Focus group discussions and selected quantitative research methods are recommended to evaluate the effectiveness of this learning model and determine the educational needs of health workers. Learning at the Workplace is expected to make a new contribution to the local needs of continuing education among the health care workforce in Thailand. This chapter emphasizes the potential that distance education offers to attract and retain health care personnel as well as the importance of providing a tailor-made curriculum in response to different regional and epidemiological factors.
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Stokes, Joseph, Rachel Keegan, Mark Brown, and E. Alana James. "Digitalization of Higher Degree Research (HRD) and Its Benefit to Postgraduate Researchers." In Advances in Library and Information Science, 133–52. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7065-3.ch007.
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Graduate Schools offer supports to enhance and improve the graduate skills development of their postgraduate research community not only in their research but also in preparing them for their future careers. The European University Association Council for Doctoral Education has identified the digitalization of doctoral education as necessary to the future to fully globalize the graduate school offerings. This vision is aligned, for example, to several of the objectives in Dublin City University 2017-2022 Strategic Plan. Online supports go towards the development of DCU as a global university allowing us to attract, and to provide aid to, research students who are studying primarily outside of Ireland. The same structured support also benefits staff who are involved in the life cycle of a research student. Therefore, it is important to assess the needs of our graduate researchers in terms of online supports and to provide them with such tools to ascertain if their needs can/are being met. Hence, this chapter begins this journey by determining what online resources our doctoral community use to move their studies forward and then follows on to measure the value of one resource “DoctoralNet,” which offers comprehensive support to such students. This chapter discusses surveyed material, yielding a positive message that our doctoral education requires such digital resources to meet their (students') educational needs.
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Mencía, Beatriz López, David D. Pardo, Alvaro Hernández Trapote, and Luis A. Hernández Gómez. "Embodied Conversational Agents in Interactive Applications for Children with Special Educational Needs." In Technologies for Inclusive Education, 59–88. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2530-3.ch004.
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This chapter describes a collection of experiences and recommendations related with the design and evaluation of interactive applications integrating Embodied Conversational Agents (ECA) technology in real environments of use with children in Special Education. Benefits and challenges of using ECAs in this context are presented. These benefits and challenges have guided the creation of Special Education reinforcement applications incorporating ECAs, which have been used for extended periods of time at Infanta Elena Special Education School in Madrid. Co-design principles were applied in the development of two of the applications discussed here, with the participation of the school’s teaching staff and children with severe motor and mental disabilities (mainly with cerebral palsy). From the design experience a set of recommendations and observations were extracted, which the authors hope may serve as guidance for the scientific and educational communities when undertaking further research. For example, in an application to reinforce the learning of emotions it believe it beneficial to include ECAs that display a number of exaggerated facial expressions together with a combination of auditory and gestural reinforcements. The ECA should show its eyes and mouth clearly, in order to help the children focus their attention. These and other ECA strategies have been analysed to provide reinforcement in learning and also to attract the children’s attention when interacting with the application.
Conference papers on the topic "Attract staff"
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Jekabsone, Inga. "The internationalisation of higher education in the regions: case of Latvia." In 21st International Scientific Conference "Economic Science for Rural Development 2020". Latvia University of Life Sciences and Technologies. Faculty of Economics and Social Development, 2020. http://dx.doi.org/10.22616/esrd.2020.54.017.
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Internationalisation is set as a horizontal priority of higher education in the context of the quality assurance by the government of Latvia. However, higher education institutions (hereinafter – HEI) in Latvia find it challenging to attract talented international students and academic staff, especially in the regions, thereby the internationalisation rates in HEI differ. The internationalisation is a complex concept – it is understood not only by the attraction of international students and academic staff, but also by internationalisation of local students and staff as well as by creation of inclusive environment for both – international and local students and staff. Taking into account before mentioned, the aim of the research is to analyse the dimensions of the internationalisation of regional HEI in Latvia. During the research, six regional HEI in Latvia were analysed in the context of diverse aspects of internationalisation. Recommendations to regional HEI were developed based on the analysis of case studies. The analysis showed that the internationalisation in the regional HEI in Latvia are mainly focused on attraction of international students and on student and academic staff mobility. At the same time, some of the regional HEI set the internalisation as a priority while others focus more on local students and regional needs. However, most of regional HEI in Latvia lag behind the average EU un national internationalisation rates.
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Evermann, Joerg, Val Hooper, Pak Yoong, Janet Toland, and Eusebio Scornavacca. "The Discovery Camp: A Talent Fostering Initiative for Developing Research Capabilities among Undergraduate Students." In InSITE 2007: Informing Science + IT Education Conference. Informing Science Institute, 2007. http://dx.doi.org/10.28945/3083.
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As universities become increasingly research driven and funded on a research-basis, there is an increased need to attract graduate research students. The easiest way of doing this is to draft highly-talented undergraduate students into the research programmes. However, in a booming industrial job market, this is no easy task for Information Systems and Information Technology programmes. Recognizing that it is easier to retain than to recruit, the School of Information Management conducted an event to foster talent among students and garner interest in the graduate programmes of the school. This paper reports on the experiences of the staff members conducting the event.
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Mercier-Laurent, Eunika, and Rabih Haddad. "Decision Support Systems Aiming in Reducing Globalization Burdens in Education." In Fifth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2019. http://dx.doi.org/10.4995/head19.2019.9431.
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The potential drawbacks that globalization might have on education are increasing and becoming a main worry. The number of international students is increasing and students’ mobility is becoming a crucial phenomenon to obtain a good degree and secure a decent job. Universities have tripled their efforts to recruit and attract international students but their educational ecosystem is still missing some fundamentals. Ensuring that all international students are admitted using an adapted automated admission system, receiving assistance and decent welcome from international faculty and staff, and building their career after are factors that reduce the negative impacts of globalization in education. This paper presents our Decision Support System using knowledge management (KM) approach and AI techniques contributing to achieve those fundamentals and reduce its impacts.
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Goranova, Penka. "CHALLENGES TO HUMAN RESOURCES MANAGEMENT IN AGRIBUSINESS." In AGRIBUSINESS AND RURAL AREAS - ECONOMY, INNOVATION AND GROWTH 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/ara2021.123.
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World practice shows that human resources in agribusiness are subject to management and this is an extremely effective and useful way to combine with other resources of the company to achieve its goals. Moreover, when we talk about human resources, we mean the perspective of their development, while when we talk about staff, we mean the one available in an agricultural company. Human resource management is a targeted impact on the object "people" to transform their suitability and motivation on the product, on productivity, profitability, efficiency, market position, profit, growth. We can point out that this is both a strategy and current management, which sets the framework for how to attract, support and motivate people in their activities. The purpose of the report is to highlight the differences in perceptions of personnel management and human resources management in certain directions and to outline the potential opportunities, the chances for success of agricultural firms at the present stage.
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Bryukhova, Olga. "The Formation of an Attractive HR-Brand of a Transport Company's Target Audience of 'Young People'." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-60.
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The article is dedicated to studying the HR-brand of a vehicle company, and seeks ways to improve it further. Theoretical and methodological aspects of shaping the image of an organisation as an employer are now widely reflected in the works of domestic and foreign researchers in the field of human resource management. However, the applied aspects of branding in relation to specific employers from different sectors of the economy remain relevant for the study. The practical interest of the company in question is due to the high turnover rate (15%) and the shortage of young workers. For the purpose of studying the formed corporate HR-brand, the author uses an analysis of local regulations on staff management, employee questionnaires, the assessment of the employer’s value proposition, a reputational audit of the company regarding the Internet environment, etc. The analysis of the internal and external image of the employer concludes that the attractiveness of the HR brand of the enterprise among the target audience ‘young people’ needs to be improved. The successful achievement of this goal is possible through the introduction of career management practices, organising participation in professional competitions; for young promising employees already in the company, developing and implementing a preliminary programme and promoting the company on social media: for potential candidates. Forming an attractive HR brand for young people based on the implementation of a value proposition that takes into account the specifics of this target audience, using new channels and formats to promote the employer brand externally, including in the online environment, will optimise staff turnover, attract and retain talented young people and strengthen the company’s position in the market.
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Crespo, Begoña, and Angela Llanos Tojeiro. "EMI Teacher Training at the University of A Coruña." In Fourth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/head18.2018.8117.
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TThe aim of this paper is to offer an overview of how an EMI (English as a Medium of Instruction) programme was designed at the University of A Coruña (Spain) to implement courses taught in English by its teaching staff. The final goals of this initiative were twofold: to attract an increasing number of foreign students through mobility or as new admissions; and to promote internationalisation at home for both students and lecturers. Some of the steps taken in this process (from coaching to EMI) are explained as well as the principles on which a particular teaching methodology for non-native speakers of English is based. Content knowledge and a B2 level of English is presupposed, but a further level of teacher professionalism is aspired to, involving commitment, reflection, responsibility. A shift in focus, from teacher- to student-centred learning is required. Instructors should show their students how to learn and guide them along their learning paths. This implies a shift in the original mindset that is strongly rooted in particular teaching traditions. Communicative competence is also a key factor: knowing how to transmit and communicate is at least as important as the material content itself, and lecturers should be good communicators.
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George Saadé, Raafat, and James Wan. "Proposing an Integrated Change Management Model for the United Nations." In InSITE 2017: Informing Science + IT Education Conferences: Vietnam. Informing Science Institute, 2017. http://dx.doi.org/10.28945/3776.
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Aim/Purpose: Using United Nations as the backdrop, this article present a theory-based conceptual model. The results of this empirical study also identify the most influence factors to the success of change management to the United Nations. Background: In 2000, the issue of management reform started taking center stage in the United Nations, and change efforts were presented to various governing bodies regularly as an indicator of organizational performance. However, existing change theories put many efforts on addressing the institutional management and behavior problems. Only a few answered the phenomenon existing in the U.N. context. Methodology: Using the data collected from seven United Nations organizations, we assess the psychometric properties of validated survey items, followed by EFA and then CFA. Contribution: Change management in the United Nations context is rarely being studied. Fifteen items in five constructs describing impact factors for current change process in the United Nations are derived. Findings This article identified five factors, including Communication, Transparency, Culture, Participation, and Resistance, that are the most influence factors with implication to change and change management in the United Nations. Recommendations for Practitioners: To United Nations management professionals, they should not only emphasize on the implementations of the change process, but also, as our findings clearly show, on institutional pressures such as culture. However, the results of this study also show that putting efforts on clear organization’s objectives and procedure, smooth improvement process in place, transparency with the encouragement of staff participation, will significantly reduce such impact from the resistance of staff. Recommendation for Researchers: The U.N. context is changing today at a faster rate. The U.N. is rarely being studied. Organizational theories applied to management frameworks provide great opportunity for research. These studies can also investigate management theories as they apply to the various types of U.N. organizations such specialized ones and other NGOs. Impact on Society: As one of the biggest players in the international political and economic stage with a significant influence on the stability of global society, this study introduces an understanding of this political nature body that does not only benefit the knowledge of the organization but also indirectly impacts on the sustainability of the global community in the long run. Future Research: This research makes significant implications for future studies in the change management theory from an integrated view in the context of the United Nations. That could attract more attention further on an integration of strategic management, the cohesive methodology of project management practices as well as assimilated performance management research from within the U.N. system.
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Mountain, Jeffrey R., and Angela D. Riddick. "Process Control System Design Experiences: A Real World Approach." In ASME 2005 International Mechanical Engineering Congress and Exposition. ASMEDC, 2005. http://dx.doi.org/10.1115/imece2005-80306.
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Hands-on, design oriented experiences have been shown to increase the visibility of the engineering profession; inspiring pre-college students to better prepare in math and science, and pursue an engineering degree. Most of these programs are successful, but they primarily focus on the creative aspects of highly specialized industries with little regard to the detail process of real world engineering design. Many students enroll in engineering programs believing the profession is solely focused on creativity and “building stuff” from a provided set of components. Once faced with the analysis and detail-oriented aspects of engineering practice, or the reality that most engineers are not employed by NASA or in robotics related industries, many students abandon engineering programs for other degree plans. The University of Texas at Tyler is using process control systems design as a theme to expose pre-college and college-level students to “common” engineering practices. This outreach program is part of a National Science Foundation funded project to provide hands-on opportunities to design, build, and test thermal/fluid based process control systems in an effort to attract and retain increased numbers of engineering students. This paper describes the proof of concept Process Control Breadboard System developed to provide a broad spectrum of students with exposure to the design of “common” engineering systems. Pre-college students come to realize that a wide range of engineering disciplines including: agricultural, chemical, electrical, mechanical, and petroleum engineering, consider process controls a part of their discipline. In addition, middle school students get exposed to the detail oriented aspects of real world engineering design; gaining experience in CAD modeling and producing bills of material prior to the hands-on build and test of their systems. Results from a variety of outreach and university level curriculum integration activities, conducted during the first two years of grant funding, will be presented, along with a summary of lessons learned and plans for future activities.
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Liu, G. R. "On Smoothed Finite Element Methods." In ASME 2013 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/imece2013-62239.
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The paper presents an overview of the smoothed finite element methods (S-FEM) which are formulated by combining the existing standard FEM with the strain smoothing techniques used in the meshfree methods. The S-FEM family includes five models: CS-FEM, NS-FEM, ES-FEM, FS-FEM and α-FEM (a combination of NS-FEM and FEM). It was originally formulated for problems of linear elastic solid mechanics and found to have five major properties: (1) S-FEM models are always “softer” than the standard FEM, offering possibilities to overcome the so-called overly-stiff phenomenon encountered in the standard the FEM models; (2) S-FEM models give more freedom and convenience in constructing shape functions for special purposes or enrichments (e.g, various degree of singular field near the crack-tip, highly oscillating fields, etc.); (3) S-FEM models allow the use of distorted elements and general n-sided polygonal elements; (4) NS-FEM offers a simpler tool to estimate the bounds of solutions for many types of problems; (5) the αFEM can offer solutions of very high accuracy. With these properties, the S-FEM has rapidly attracted interests of many. Studies have been published on theoretical aspects of S-FEMs or modified S-FEMs or the related numerical methods. In addition, the applications of the S-FEM have been also extended to many different areas such as analyses of plate and shell structures, analyses of structures using new materials (piezo, composite, FGM), limit and shakedown analyses, geometrical nonlinear and material nonlinear analyses, acoustic analyses, analyses of singular problems (crack, fracture), and analyses of fluid-structure interaction problems.
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Schneider, Jerry, Jeffrey Wagner, and Judy Connell. "Restoring Public Trust While Tearing Down Site in Rural Ohio." In The 11th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2007. http://dx.doi.org/10.1115/icem2007-7319.
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In the mid-1980s, the impact of three decades of uranium processing near rural Fernald, Ohio, 18 miles northwest of Cincinnati, became the centre of national public controversy. When a series of incidents at the uranium foundry brought to light the years of contamination to the environment and surrounding farmland communities, local citizens’ groups united and demanded a role in determining the plans for cleaning up the site. One citizens’ group, Fernald Residents for Environmental Safety and Health (FRESH), formed in 1984 following reports that nearly 300 pounds of enriched uranium oxide had been released from a dust-collector system, and three off-property wells south of the site were contaminated with uranium. For 22 years, FRESH monitored activities at Fernald and participated in the decision-making process with management and regulators. The job of FRESH ended on 19 January this year when the U.S. Secretary of Energy Samuel Bodman and U.S. Environmental Protection Agency Administrator Stephen Johnson — flanked by local, state, and national elected officials, and citizen-led environmental watchdog groups including FRESH — officially declared the Fernald Site clean of all nuclear contamination and open to public access. It marked the end of a remarkable turnaround in public confidence and trust that had attracted critical reports from around the world: the Cincinnati Enquirer; U.S. national news programs 60 Minutes, 20/20, Nightline, and 48 Hours; worldwide media outlets from the British Broadcasting Company and Canadian Broadcasting Company; Japanese newspapers; and German reporters. When personnel from Fluor arrived in 1992, the management team thought it understood the issues and concerns of each stakeholder group, and was determined to implement the decommissioning scope of work aggressively, confident that stakeholders would agree with its plans. This approach resulted in strained relationships with opinion leaders during the early months of Fluor’s contract. To forge better relationships, the U.S. Department of Energy (DOE) who owns the site, and Fluor embarked on three new strategies based on engaging citizens and interested stakeholder groups in the decision-making process. The first strategy was opening communication channels with site leadership, technical staff, and regulators. This strategy combined a strong public-information program with two-way communications between management and the community, soliciting and encouraging stakeholder participation early in the decision-making process. Fluor’s public-participation strategy exceeded the “check-the-box” approach common within the nuclear-weapons complex, and set a national standard that stands alone today. The second stakeholder-engagement strategy sprang from mending fences with the regulators and the community. The approach for dispositioning low-level waste was a 25-year plan to ship it off the site. Working with stakeholders, DOE and Fluor were able to convince the community to accept a plan to safely store waste permanently on site, which would save 15 years of cleanup and millions of dollars in cost. The third strategy addressed the potentially long delays in finalizing remedial action plans due to formal public comment periods and State and Federal regulatory approvals. Working closely with the U.S. and Ohio Environmental Protection Agencies (EPA) and other stakeholders, DOE and Fluor were able to secure approvals of five Records of Decision on time – a first for the DOE complex. Developing open and honest relationships with union leaders, the workforce, regulators and community groups played a major role in DOE and Fluor cleaning up and closing the site. Using lessons learned at Fernald, DOE was able to resolve challenges at other sites, including worker transition, labour disputes, and damaged relationships with regulators and the community. It took significant time early in the project to convince the workforce that their future lay in cleanup, not in holding out hope for production to resume. It took more time to repair relationships with Ohio regulators and the local community. Developing these relationships over the years required constant, open communications between site decision makers and stakeholders to identify issues and to overcome potential barriers. Fluor’s open public-participation strategy resulted in stakeholder consensus of five remedial-action plans that directed Fernald cleanup. This strategy included establishing a public-participation program that emphasized a shared-decision making process and abandoned the government’s traditional, non-participatory “Decide, Announce, Defend” approach. Fernald’s program became a model within the DOE complex for effective public participation. Fluor led the formation of the first DOE site-specific advisory board dedicated to remediation and closure. The board was successful at building consensus on critical issues affecting long-term site remediation, such as cleanup levels, waste disposal and final land use. Fluor created innovative public outreach tools, such as “Cleanopoly,” based on the Monopoly game, to help illustrate complex concepts, including risk levels, remediation techniques, and associated costs. These innovative tools helped DOE and Fluor gain stakeholder consensus on all cleanup plans. To commemorate the outstanding commitment of Fernald stakeholders to this massive environmental-restoration project, Fluor donated $20,000 to build the Weapons to Wetlands Grove overlooking the former 136-acre production area. The grove contains 24 trees, each dedicated to “[a] leader(s) behind the Fernald cleanup.” Over the years, Fluor, through the Fluor Foundation, also invested in educational and humanitarian projects, contributing nearly $2 million to communities in southwestern Ohio, Kentucky and Indiana. Further, to help offset the economic impact of the site’s closing to the community, DOE and Fluor promoted economic development in the region by donating excess equipment and property to local schools and townships. This paper discusses the details of the public-involvement program — from inception through maturity — and presents some lessons learned that can be applied to other similar projects.
Reports on the topic "Attract staff"
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Bano, Masooda, and Zeena Oberoi. Embedding Innovation in State Systems: Lessons from Pratham in India. Research on Improving Systems of Education (RISE), December 2020. http://dx.doi.org/10.35489/bsg-rise-wp_2020/058.
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The learning crisis in many developing countries has led to searches for innovative teaching models. Adoption of innovation, however, disrupts routine and breaks institutional inertia, requiring government employees to change their way of working. Introducing and embedding innovative methods for improving learning outcomes within state institutions is thus a major challenge. For NGO-led innovation to have largescale impact, we need to understand: (1) what factors facilitate its adoption by senior bureaucracy and political elites; and (2) how to incentivise district-level field staff and school principals and teachers, who have to change their ways of working, to implement the innovation? This paper presents an ethnographic study of Pratham, one of the most influential NGOs in the domain of education in India today, which has attracted growing attention for introducing an innovative teaching methodology— Teaching at the Right Level (TaRL) – with evidence of improved learning outcomes among primary-school students and adoption by a number of states in India. The case study suggests that while a combination of factors, including evidence of success, ease of method, the presence of a committed bureaucrat, and political opportunity are key to state adoption of an innovation, exposure to ground realities, hand holding and confidence building, informal interactions, provision of new teaching resources, and using existing lines of communication are core to ensuring the co-operation of those responsible for actual implementation. The Pratham case, however, also confirms existing concerns that even when NGO-led innovations are successfully implemented at a large scale, their replication across the state and their sustainability remain a challenge. Embedding good practice takes time; the political commitment leading to adoption of an innovation is often, however, tied to an immediate political opportunity being exploited by the political elites. Thus, when political opportunity rather than a genuine political will creates space for adoption of an innovation, state support for that innovation fades away before the new ways of working can replace the old habits. In contexts where states lack political will to improve learning outcomes, NGOs can only hope to make systematic change in state systems if, as in the case of Pratham, they operate as semi-social movements with large cadres of volunteers. The network of volunteers enables them to slow down and pick up again in response to changing political contexts, instead of quitting when state actors withdraw. Involving the community itself does not automatically lead to greater political accountability. Time-bound donor-funded NGO projects aiming to introduce innovation, however large in scale, simply cannot succeed in bringing about systematic change, because embedding change in state institutions lacking political will requires years of sustained engagement.