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Journal articles on the topic 'Attract staff'
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1
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.
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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 (September 17, 2018): 199–218. http://dx.doi.org/10.24034/j25485024.y2009.v13.i2.294.
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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.
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Marsh, Zoe, Leanne Walford, Rephna Rosemary Baker, Ann-Marie Cannaby, and Baldev M. Singh. "Attracting and retaining nurses through a clinical fellowship programme." British Journal of Nursing 28, no. 18 (October 10, 2019): 1207–9. http://dx.doi.org/10.12968/bjon.2019.28.18.1207.
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Shortages in nursing are the single biggest and most urgent workforce issue that the NHS needs to address. This article sets out the early success of the Nurse Clinical Fellowship Programme established by The Royal Wolverhampton NHS Trust. The unique programme aims to attract and retain nurses by offering a staff nurse post with supported access to academia, fully funded by the NHS Trust. To date, the Trust has attracted 90 nurses (both UK and international registered nurses) to the programme. The programme is also offered internally and the Trust has a cohort of 10 internal nursing staff enrolled onto the programme completing either their BSc (top-up) or Masters, with a second cohort of 60 internal nurses due to start in September 2019. To support international registered nurses with demonstrating their competence to meet Nursing and Midwifery Council requirements the Trust has also established an objective structured clinical examination preparation course designed to embrace and enhance the existing knowledge and skills, while guiding staff in transferring these in line with UK and Trust policies and practices.
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Markhart, Albert H. "Organic Educational Opportunities at the University of Minnesota: The Role of a Student-run Organic Farm." HortTechnology 16, no. 3 (January 2006): 443–45. http://dx.doi.org/10.21273/horttech.16.3.0443.
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Although the number of students in conventional production agriculture is declining, there is increased interest and opportunity in growing organic fruits and vegetables. Land grant universities need to invest in resources to develop curricula and hands-on opportunities to attract students from varied backgrounds who may currently be enrolled in a number of non-agricultural majors. At the University of Minnesota the student organic farm Cornercopia has successfully attracted students from 12 different majors to plan, plant, harvest, and market organic produce. The enthusiasm, interest, experiential learning, and public relations were well worth the land, faculty, and staff time.
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Frankova, Helena. "Outstanding service providers: examples of best practice." Nursing and Residential Care 21, no. 7 (July 2, 2019): 398–401. http://dx.doi.org/10.12968/nrec.2019.21.7.398.
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An ‘outstanding’ rating on any of the CQC's key questions can enhance a home's status and make it easier to attract staff and service users. Helena Frankova examines two services that have recently been awarded outstanding ratings and looks at what they do right.
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Barton, S. S., J. R. Brooker, C. R. Hall, and S. C. Turner. "Review of Customer Preference Research in the Nursery and Landscape Industry." Journal of Environmental Horticulture 16, no. 2 (June 1, 1998): 118–24. http://dx.doi.org/10.24266/0738-2898-16.2.118.
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Abstract This paper outlines current, descriptive information about the retail plant customer's profile and identifies information needed to complete the profile as well as areas for continued research. Demographic studies that characterize the retail customer base vary with regional market and product lines included in the study. Mass merchandisers attract lower income customers; large, multiple outlet garden centers attract unmarried customers with higher incomes and greater value homes; and independent garden centers attract married, white females. Multiple studies support the conclusion that customers select outlets based primarily on plant quality and selection. Product quality is also the most important characteristic used by retailers when selecting a supplier. Location, price and professional staff also affect outlet selection. Mass merchandisers are selected for familiar, low-risk purchases, while independent garden centers are used for major purchases, when information is desired. The availability of trained, professional sales help is the service most desired by customers. Customers prefer to receive information in the garden center from professional staff and from nursery care tags. Customers prefer to purchase shrubs in containers. In one study, customers preferred to purchase balled and burlapped trees, while in another study trees were preferred in containers. Landscape architects prefer to purchase balled and burlapped plants.
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Minnullin, Anna, Ruslan Minnullin, Anna Kopytova, and S. Dorofeev. "Assessment of the quality of staff competence: method and application experience." E3S Web of Conferences 217 (2020): 07003. http://dx.doi.org/10.1051/e3sconf/202021707003.
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The method for assessing the quality of training of energy company personnel consists in identifying criteria for assessing the quality of training energy and industrial equipment sales manager, ranking these criteria according to their importance, and determining the weights of these criteria, which will allow separating general and professional criteria of personnel for understanding the importance of basic education and subsequent experience. Approbation of the results obtained on the basis of a multi-criteria assessment allows heads of companies to attract managers with a higher professional level of training.
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Jones-Berry, Stephanie. "A flexible future: what the NHS must do to attract lapsed registrants while retaining staff too." Nursing Standard 34, no. 7 (July 8, 2019): 8–10. http://dx.doi.org/10.7748/ns.34.7.8.s6.
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Jaber, Amer Saadi, and Mohammed Shuaib Manasrah. "The Factors That Affect To Attract Deposits in Palestinian Islamic Banks." Asian Journal of Finance & Accounting 9, no. 1 (May 7, 2017): 261. http://dx.doi.org/10.5296/ajfa.v9i1.11020.
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This study aims to identify the factors that affect to attract deposits in Palestinian Islamic banks. The researcher used the descriptive approach to reach the results and recommendations of the study. The study society is a branches manager of Islamic banks operating in Palestine. The sample was the Sam of study society; because the small size of study society. It found that there is a relation between the geographical location of the branches of Islamic banks, advertising campaigns and promotion, diversification, development of services, experience of bank staff, and attracting deposits in Islamic banks in Palestine.The study recommended that the Islamic banks in Palestine continuously provide savings campaigns to increase deposits, and must choose locations based on the recommendations of branch managers and the involvement of marketing departments. In addition, they should increase investment in human resources in terms of training, qualification. And work to provide them with the necessary skills to attract customers.
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Grāvīte, Vera, and Iveta Putniņa. "STEM STUDENTS’ ENGAGEMENT TO FOSTER INTERNATIONAL MARKETING THROUGH DIGITAL CONTENT." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 1 (May 28, 2021): 163–83. http://dx.doi.org/10.17770/sie2021vol1.6489.
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This article aims to find the opportunities how to facilitate the interaction among students, university staff and future students in order to attract more and better students in the field of STEM by sharing students’ digital content on social media. As a potential student group – generation Z are already technology geeks, spend a lot of time on social media, know about the newest technologies and know how to use them it’s crucial to provide content that can impress them as future STEM students with technologies, opportunities, skilled staff and successful alumni. This paper includes the transformation and adjustment of the main aim for each stage, functions, digital content categories and subcategories, as well the interaction level among students, university staff and future students.
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Howlett, Catherine, Jo-Anne Ferreira, Monica Seini, and Christopher Matthews. "Indigenising the Griffith School of Environment Curriculum: Where to From Here?" Australian Journal of Indigenous Education 42, no. 1 (August 2013): 68–74. http://dx.doi.org/10.1017/jie.2013.7.
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This article presents a discussion on a study undertaken by academics within the Griffith School of Environment, Brisbane, Australia that sought to explore the potential of an Indigenised curriculum to attract and retain Indigenous students, and thereby facilitate greater participation of Indigenous students in science. The article highlights the need for staff to be both reflective and reflexive about the limitations their particular knowledge systems may impose on Indigenous ways of knowing and knowledge systems. The article also acknowledges the need for professional development opportunities for staff prior to any attempts towards Indigenisation of the curriculum.
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DUDIAN, MONICA, DANIELA VASILE, and MARGARETA STELA FLORESCU. "Romania’s participation in FP7 and H2020: a comparative approach in the context of the new EU member countries." Industria Textila 71, no. 02 (April 30, 2020): 193–96. http://dx.doi.org/10.35530/it.071.02.1813.
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The main objective of the paper is to provide a general overview on Romania’s ability to attract European funds for research, development and innovation. The paper compares the participation of the former communist countries of Europe in FP7 and H2020. The main conclusions of the analysis are: EU12 presents cumulative participation in the research framework programs far below Western Europe; the productivity of EU12 research staff, measured by the ability to attract European funds, has increased significantly, but there are large gaps between the countries analysed; Romania has seen an improvement in the participation in the two European programs, but remains on the last place in terms of EU contribution per inhabitant.
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Pino, Marco. "Delivering criticism through anecdotes in interaction." Discourse Studies 18, no. 6 (October 6, 2016): 695–715. http://dx.doi.org/10.1177/1461445616668069.
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Criticising someone’s conduct is a disaffiliative action that can attract recipient objections, particularly in the form of defensive detailing by which the recipient volunteers extenuating circumstances that undermine the criticism. In Therapeutic Community (TC) meetings for clients with drug addiction, support staff regularly criticise clients’ behaviours that violate therapeutic principles or norms of conduct. This study examines cases where, rather than criticising a client’s behaviour directly, TC staff members do so indirectly through an anecdote: a case illustrating the inappropriateness of the type of conduct of which the client’s behaviour is an instantiation. TC staff members design the anecdote to convey a principle or norm of conduct which the client has putatively violated, and they systematically pursue endorsement of that principle by the client. By constructing the anecdote as an exemplary case, distanced from the individual client’s personal experience, TC staff members make it an empirically unverifiable, self-evident, and therefore hard to challenge, illustration of a norm.
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Choong, Yuen-Onn, Thiam-Yong Kuek ., and Eng-Keong Lee . "Job Satisfaction of Malaysian Nurses: A Causal Model." Journal of Economics and Behavioral Studies 4, no. 12 (December 15, 2012): 723–29. http://dx.doi.org/10.22610/jebs.v4i12.372.
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Turnover intention is a challenging issue for most of the developed and developing countries. Past studies revealed that there were two common approaches to enhance nurses’ retention. The first approach is focus on recruitment and selection activities as well as establishes more schools and colleges of nursing that will produce more nursing graduate. The second approach is to attract and retain more dedicated and quality professional nursing staff. Substantial studies have confirmed that job satisfaction as a major predictor of turnover intention. Therefore, this paper is mainly focus on identifying significant predictors of job satisfaction which will subsequently reduce turnover intention among staff nurses in Malaysia healthcare industry.
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Aldamiz-echevarria, Covadonga, and Maria Soledad Aguirre-Garcia. "A behavior model for blood donors and marketing strategies to retain and attract them." Revista Latino-Americana de Enfermagem 22, no. 3 (June 2014): 467–75. http://dx.doi.org/10.1590/0104-1169.3398.2439.
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OBJECTIVE: analyze and propose a theoretical model that describes blood donor decisions to help staff working in blood banks (nurses and others) in their efforts to capture and retain donors.METHODS: analysis of several studies on the motivations to give blood in Spain over the last six years, as well as past literature on the topic, the authors' experiences in the last 25 years in over 15 Non Governmental Organizations with different levels of responsibilities, their experiences as blood donors and the informal interviews developed during those 25 years.RESULTS: a model is proposed with different internal and external factors that influence blood donation, as well as the different stages of the decision-making process.CONCLUSION: the knowledge of the donation process permits the development of marketing strategies that help to increase donors and donations.
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Ngibe, Musawenkosi, and Lawrence Mpele Lekhanya. "Perceptions of research structures and service quality within various faculties at Durban University of Technology: staff and students perspective." Problems and Perspectives in Management 14, no. 1 (April 11, 2016): 192–200. http://dx.doi.org/10.21511/ppm.14(1-1).2016.07.
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In order to compete, retain and attract postgraduate students, and overcome the lack of postgraduate throughput, universities of technology need to be more customer orientated. Therefore, to gain competitive advantage, university management needs to identify and assess the service quality gaps in research support structures and analyze the impact they have on students and staff within the university. The purpose of the study is to investigate the perceptions of staff and postgraduate students with regard to research structures and service quality support by relevant offices with specific reference to Durban University of Technology. Data were collected from academic staff and students across six faculties at the Durban University of Technology. The sample consisted of 278 academic staff and 260 postgraduate students, using a simple random sampling. A mixed method approach of qualitative and quantitative techniques was used, with a closed and open-ended questionnaire developed, by adapting the SERVQUAL instrument developed by Parasuraman et al. (1985), to evaluate and assess the quality dimensions (gap) for reliability, responsiveness, assurance and empathy. The findings of the study indicated that staff and students were dissatisfied with the research support structures across six faculties. Further research should aim at assessing performance management of research support structures and service within the relevant research offices
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Sahl, Silke. "Introduction." International Journal of Legal Information 31, no. 2 (2003): 325–29. http://dx.doi.org/10.1017/s0731126500010659.
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The IALL Board was delighted that Harvard Law School Library offered to host this additional day. The largest private academic law library in the United States, the institution was sure to attract many IALL members. I was especially pleased, since I had begun my career there seven years earlier. I knew well that the staff would provide an excellent Conference, and looked forward to be working with my former colleagues again.
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Suhartono, Christina. "Promoting PT. Woodone Integra Indonesia Using a Company Profile." K@ta Kita 6, no. 2 (November 16, 2018): 113–19. http://dx.doi.org/10.9744/katakita.6.2.113-119.
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The company where I did my internship is PT. Woodone Integra Indonesia or WII. WIIwas established in 2015 as a manufacturer of engineered wooden doors and other wood related products. The main problem WII is facing is their current ineffective company profile to promote its business to potential customers.It fails to communicate the Unique Selling Proposition or USPs of WII in a persuasive way. Additionally, the contents are not up to date and the design is not interesting enough to attract potential customers. This problem led to the inefficient tool usage for the marketing staff on events such as exhibition and clients visit. Thus, the solution to this problem is to replace the current company profile with a newer version. The content of the new tool will be better in terms of content and design as it will highlight the company’s USP. The reason it will be a good solution for the company’s issue is because the new company profile can be used to attract more potential customers by the marketing staff during said overseas exhibitions and clients visit. Furthermore, it will also benefit WII as it can help the company to introduce and promote not just their company but also their strengths, uniqueness, and credibility to ensure WII stands out from its competitors.
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Ostapenko, Roman. "How can a newly established journal attract foreign authors?" Economic Consultant 35, no. 3 (September 1, 2021): 4. http://dx.doi.org/10.46224/ecoc.2021.3.1.
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The geographical diversity of the origin of both editorial staff and authors is one of the crucial criteria in the selection of journals for international recognized databases (Scopus, Web of Science, etc.). The established world-class scientific journals, as a rule, have their own readership, regular authors, and attract new ones due to their own high indicators (Hirsch index, quartile, etc.). Many newly established periodicals aiming at international recognition face the issues of finding foreign editors and authors. It is more difficult for the journals that are not included in recognized databases to compete with more recognized ones in attracting new authors. As a result of evaluations of journals, the members of the Scopus Content Selection & Advisory Board (CSAB) indicate that journals need to significantly expand their international reach in terms of authorship and academic influence. They recommend them to consider publishing more articles in English and to attract more respected authors from other countries. The recommendation is undoubtedly valuable, but the question arises: how to attract foreign authors? In fact, the targeted e-mail distribution as a tool for finding authors and increasing publication activity is poorly effective, since authors are mainly interested in recognized journals indexed in international scientometric databases. Another recommendation from the expert is that it will be helpful if the published articles cover a wider range of research topics and issues that may directly affect an international audience. As N.V. Kirillova rightly notes: “no scientific work can be started without preliminary study and analysis of research carried out earlier on the chosen topic or taking place at present. The results of such an analysis of publications on the topic of research are reflected directly in scientific articles and published in the form of independent systematic reviews.”[1] In conjunction with the foregoing, it is important to reconsider the duties of the members of the editorial board as the direct authors of the newly established journal, who could, for example, on the instructions of the editor-in-chief write up-to-date reviews on the relevant problems and headings of the journal. Published articles can be sent directly to foreign authors, which are cited by the authors who are members of the editorial board. Alternatively, this can induce foreign authors to a scientific dialogue, and, possibly, to publish articles in a newly established journal.
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Oducado, Ryan Michael Flores. "Leader Empowering Behaviors and Psychological Empowerment as Perceived by Young Hospital Staff Nurses: A Pilot Study." Jurnal Ners 14, no. 1 (April 1, 2019): 47. http://dx.doi.org/10.20473/jn.v13i2.15056.
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Introduction: Empowerment has become an important concept in nursing that has gained acknowledgment in theories and practice of leadership and management. A positive organization espouses empowerment to attract and retain employees. While it is not new to nursing, there is little published research on empowerment among nurses in the Philippines. This study aimed to measure young staff nurses’ perception of leader empowering behaviors and psychological empowerment.Methods: This study used a cross-sectional survey design participated by 44 conveniently chosen staff nurses in a private teaching and training hospital in Iloilo City, Philippines. The participants were asked to answer 5-point Likert scale questions utilizing adopted instruments. Descriptive and non-parametric statistical stools were used with Mann-Whitney U test to determine differences and Spearman’s rank correlation to establish relationship between variables.Results: Overall, young staff nurses perceived their leaders’ behaviors to be highly empowering (M=3.89). Staff nurses also had a high level of psychological empowerment (M=4.07). Leader empowering behaviors was significantly related to staff nurses’ perception of psychological empowerment (p=.001). Staff nurses’ level of psychological empowerment were significantly different in terms of employment status (p=.020) and years of work experience (p=.014).Conclusion: This study highlights the positive influence of the empowering behaviors of leaders in enhancing staff nurses’ level of psychological empowerment. It is vital for nurse managers to continually demonstrate leadership behaviors that empower staff nurses at the unit level.
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Oducado, Ryan Michael Flores. "Leader Empowering Behaviors and Psychological Empowerment as Perceived by Young Hospital Staff Nurses: A Pilot Study." Jurnal Ners 14, no. 1 (April 1, 2019): 47. http://dx.doi.org/10.20473/jn.v14i1.15056.
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Introduction: Empowerment has become an important concept in nursing that has gained acknowledgment in theories and practice of leadership and management. A positive organization espouses empowerment to attract and retain employees. While it is not new to nursing, there is little published research on empowerment among nurses in the Philippines. This study aimed to measure young staff nurses’ perception of leader empowering behaviors and psychological empowerment.Methods: This study used a cross-sectional survey design participated by 44 conveniently chosen staff nurses in a private teaching and training hospital in Iloilo City, Philippines. The participants were asked to answer 5-point Likert scale questions utilizing adopted instruments. Descriptive and non-parametric statistical stools were used with Mann-Whitney U test to determine differences and Spearman’s rank correlation to establish relationship between variables.Results: Overall, young staff nurses perceived their leaders’ behaviors to be highly empowering (M=3.89). Staff nurses also had a high level of psychological empowerment (M=4.07). Leader empowering behaviors was significantly related to staff nurses’ perception of psychological empowerment (p=.001). Staff nurses’ level of psychological empowerment were significantly different in terms of employment status (p=.020) and years of work experience (p=.014).Conclusion: This study highlights the positive influence of the empowering behaviors of leaders in enhancing staff nurses’ level of psychological empowerment. It is vital for nurse managers to continually demonstrate leadership behaviors that empower staff nurses at the unit level.
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Sidorcuka, Irina, and Anna Chesnovicka. "METHODS OF ATTRACTION AND RETENTION OF GENERATION Z STAFF." CBU International Conference Proceedings 5 (September 23, 2017): 807–14. http://dx.doi.org/10.12955/cbup.v5.1030.
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The contemporary job market is facing the arrival of new type of employee –generation Z representatives, known as “digital natives”, who are described as technological, social, global and developed, the most connected, clever and educated generation thatever existed before, driven by social media, influenced by brands and musical culture. At the moment, this generation is considered to be two billion big.This study is looking at the existing methods of generation Z staff attraction and retention in the company Evolution (Latvia), where they make a majority. Further analyzing which of the methods are perceived as most efficient and which values of this generation are met by the company. Methods include company literature review, questionnaires and interviews. It was concluded the Gen Z have specific preferences in communication and can be reached through a variety of social platforms and special events provided by the company. As potential and current employees, they are not looking for life-long employment, put forward their specific values and expect the potential employer to attract them by meeting their needs in terms of flexible working hours, flexible (varied) jobs where their individuality can be applied, company excellent reputation, innovation, speed of change, platform for educational and promotional advancement, specific fringe benefits.
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Avdullahi, Ajtene, and Qazim Tmava. "PUBLIC-PRIVATE WAGE GAP: THE EFFORT OF THE PRIVATE SECTOR TO ATTRACT, MOTIVATE AND RETAIN QUALIFIED STAFF IN KOSOVO." Eurasian Journal of Economics and Finance 6, no. 3 (September 2018): 59–71. http://dx.doi.org/10.15604/ejef.2018.06.03.005.
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Bikava, Ieva, and Andris Skride. "Health care accessibility and disparities in medical staff availability in Latvia." SHS Web of Conferences 68 (2019): 02003. http://dx.doi.org/10.1051/shsconf/20196802003.
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The Health care accessibility for inhabitants, especially in rural regions, is related to the problem of the medical staff availability in state and municipal hospitals and ambulatory institutions as well as for General Practitioners. Despite the fact, that there are two state Universities – University of Latvia and Rıga Stradiņš University, as well as colleges, that educate medical staff – there is a lack of human resources in health care institutions in Latvia. The Ministry of Health and municipalities had several initiatives to solve this problem – changes in regulations for Residency students, programme financed by European Funds with obtainable funding in the amount of 10 million euro, as well as different stimuli and programmes from municipalities. The research explores the current situation with staff availability and, basing on interviews and outcomes, analyzes the effectiveness of the available programmes to attract human resources, and predict the impact and outcomes of those activities. The results showed that all the programmes had some fragmented positive impact and partially solve the problem, but those activities will not provide sufficient outcomes and the problem of medical staff availability will still be the urgent topic in future.
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Starling, S., and J. Robertson. "A CAREER DEVELOPMENT STRATEGY FOR ASUSTAINABLE, SAFE AND COMPETITIVEAUSTRALIAN ENERGY INDUSTRY." APPEA Journal 44, no. 1 (2004): 873. http://dx.doi.org/10.1071/aj03049.
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The Australian upstream oil and gas industry faces many staffing challenges, including:shortages of skilled personnel to staff new developments and expansion projects;retirement of an aging workforce with consequent loss of experience; andlow enrolments in university courses predicting a diminished pool of geologists, engineers and technical staff.APPEA’s Workplace Competency Initiative has been addressing these challenges by devising and promoting a career development strategy to encourage the recruitment and retention of staff. This career development strategy also addresses the competent workforce provisions and duty of care requirements of APPEA’s safety case guidelines. The principle components of the career development strategies are;competency standards—the development of competency standards for production operators and drilling crews;career guide—a promotional publication to attract new recruits, retain current staff, and to promote life-long learning;coach’s handbook—a manual for team leaders, supervisors and managers to encourage staff coaching, competency-based training and career development;coach the coach courses—practical one day sessions to promote staff coaching, competency formation and career development;group training scheme—an industry sponsored scheme to recruit, place and train production operators; anda competency register—development of a competency register to encourage and record workforce safety certificates, workplace inductions and vocational qualifications.Ultimately this career development strategy will create a sustainable pool of skilled workers, contribute to safer workplaces, and improve the competitiveness of the Australian petroleum industry.
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Emanuel, Lindsay, Gayle Ito-Hamerling, Nicole Boutros, and Finly Zachariah. "Engaging staff in advance care planning during National Healthcare Decisions Week at a major cancer hospital." Journal of Clinical Oncology 35, no. 31_suppl (November 1, 2017): 19. http://dx.doi.org/10.1200/jco.2017.35.31_suppl.19.
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19 Background: In a 2014 study of US adults, “lack of awareness” was the most commonly reported reason for not having an advance directive (AD). Medical staff have opportunities to increase AD awareness for patients at key touchpoints in the cancer treatment trajectory. At City of Hope National Medical Center (COH), the Department of Supportive Care Medicine with administrative support and significant institutional collaboration created a patient-and-staff-centric Advance Care Planning program and marketing awareness campaign titled “Plan Today for Tomorrow.” Methods: Efforts were made to increase staff comfortability with and personal completion of ADs. General education was provided through staff in-services, medical grand rounds, and new employee orientation, all with opportunities to complete personal ADs. In addition, education and training were provided to staff at key patient touchpoints, including new patient services and the pre-anesthesia testing clinic. Most recently, during the 2017 National Healthcare Decisions Week, one day was tailored specifically to increasing the number of staff who have completed their own advance directive. A five dollar Starbucks incentive was made available for non-physician staff who completed their own AD. Free notary services and AD support were made available at multiple locations on the main COH campus and satellites clinics. Results: On the day dedicated to staff outreach and completion of personal ADs during the COH 2017 National Healthcare Decisions week, 109 staff members completed their own AD. Staff participants reported increased comfort with the AD conversation, relief of personal burden by completing AD, increased understanding of the document and the importance of completion, and a sense of “practicing what they preach” to patients. Conclusions: Targeted efforts to engage staff in advance care planning can be successful. Nominal incentives may be helpful to attract staff to explore advance care planning personally. Further work is needed to embed advance care planning and advance directive completion in the culture of healthcare institutions.
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Kuzmina, E. Yu, and I. V. Soklakova. "OUTSOURCING AS AN EFFECTIVE FORM OF RECRUITMENT." Scientific Journal ECONOMIC SYSTEMS 13, no. 2 (2020): 111–18. http://dx.doi.org/10.29030/2309-2076-2020-13-2-111-118.
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This article discusses the possibilities of using modern organization outsourcing in the field of HR. The article analyzes the company’s ability to attract temporary specialists. The example of a production company shows the influence of various factors on the recruitment of personnel, such as seasonal demand, the actions of competitors, the needs of the company itself in specialists of different profiles. The advantages and disadvantages of using outsourcing are highlighted. The effectiveness of outsourcing practices in hiring staff is proved. It is emphasized that such important goals of outsourcing are achieved as improving the quality of goods and services, increasing the financial stability of the enterprise while maintaining its core activities. Self-employment creates additional risks associated with non-compliance with professional qualifications, lack of necessary experience, and unfair performance of official duties. The comparison of budgets for self-employment and outsourcing, which take into account the additional costs of finding and hiring temporary employees, as well as their training, concludes that it is profitable to attract temporary employees, if it is possible to conclude an outsourcing contract. But in terms of reducing costs and oversupply of the labor market, it is possible to hire on their own, since this does not require additional training of temporary staff, the salary Fund and payments to the budget will decrease, and the lack of requirements for high qualification of the necessary workers will significantly simplify their search and hiring.
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Zhang, Cheng. "The Design and Implementation of Corporate Human Resources Management Information System." Advanced Materials Research 998-999 (July 2014): 1670–73. http://dx.doi.org/10.4028/www.scientific.net/amr.998-999.1670.
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The paper discusses the current application status of enterprise human resource management information system (EHRMIS), and presents the design objective and function structure of the EHRMIS. A practical solution is designed for the implementation of system function based on modularization. The successful implementation of this human resource management system realizes the seamless coalescence with OA system, effectively integrates company's resource, and improves informatization of company's human resource management. In addition, it also facilitates the company to attract and retain talent, and make the training of staff and performance assessment more convenient.
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Meneghella, Karl, John Walsh, and Ousanee Sawagvudcharee. "Strategies to Maximise Staff Retention Among Millennial Teachers in Bangkok International Schools." Asian Social Science 15, no. 8 (July 23, 2019): 70. http://dx.doi.org/10.5539/ass.v15n8p70.
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Changes to the education landscape in recent times include increased globalisation, evolving national curricula, the need for a more global education, attracting and retaining value-adding faculty members and the increased competition to attract students. Schools also need to deal with a shrinking pool of available teachers as enrolment by young people into teacher education degrees are falling and many mature teachers are retiring from teaching. These changes in the teaching landscape are all having an impact on the ways schools conduct business, and it is particularly true in the international school setting. A significant proportion of teachers in international schools are less than 40 years old (aka millennials). Millennials have been the focus of some research of late, and initial findings would indicate that there are a lot of unknowns and misconceptions surrounding their expectations, their world view, and how to best utilise them in the workforce. Following these lines of inquiry, it is believed that identifying some of these potential generational differences in needs and wants will assist schools in developing sustainable strategies for the attraction, development and retention of young teachers, in turn creating increased efficiency and competitive advantage for the school.
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Petrova, Nataliya, and Sarkis Pogosyan. "About the problem of personnel management in healthcare (on nursing staff example)." Vestnik of Saint Petersburg University. Medicine 15, no. 3 (2020): 203–7. http://dx.doi.org/10.21638/spbu11.2020.305.
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It is noted in the article that the problem of nursing staff shortage is relevant to all healthcare organizations. According to the study performed in the basic institutions (the municipal hospital and polyclinic) the staffing level is about 70 % without large changes in dynamics. In addition, a significant portion of nurses (especially in the polyclinic) are the persons of pre-retirement and retirement age. Only 28.9 % of nurses did not think about the possibility of changing the location and nature of their work. The factors that can affect the ability to attract and retain personnel were analyzed using the nurses’ survey. It was found that 82.2 % of respondents believe that their workload is high; 58.3 % of them told that their work does not fully correspond to the functional responsibilities. There are the problems in the relationship in the team (including doctors and managers). Respondents consider that it is necessary to improve the organization of the labor process in the institution, the system of wage and motivation as a whole, to work for increasing the prestige of the profession. A number of measures aimed to improve the personnel management in health care organization are proposed.
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Fardellone, Christine, Jennifer Meyer, and Launette Woolforde. "RN Perception of a Staff-Driven Professional Development Program." Advances in Social Sciences Research Journal 8, no. 8 (August 29, 2021): 320–30. http://dx.doi.org/10.14738/assrj.88.10715.
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Nurses who participate in the clinical ladder professional development program have an opportunity to grow at the bedside, gain experience, and improve in the care they provide to their patients. Learning more about the clinical ladder members and how to attract additional members is necessary. The clinical ladder program was developed to promote personal growth and professional development of bedside nurses. Clinical ladder programs have become increasingly well known for the ability to promote job satisfaction, improve employee engagement, and strengthen the quality of nursing care. The theoretical framework of the clinical ladder program is based on Patricia Benner’s Model, “Novice to Expert”. This study will evaluate registered nurses’ perceptions of the effectiveness of the clinical ladder program and the importance of financial compensation. Effectiveness of the program is defined as providing an environment that recognizes clinical excellence and enables nurses to grow in their clinical ability. A convenience sample of 341 staff clinical ladder nurses employed in the Northwell Health System responded to the demographic questionnaire and the Clinical Ladder Assessment Tool survey. The data from the subjective responses were analyzed. Clinical ladder nurses scored 32/36 (89%) responses as positive. Overall, the program was effectively orchestrated. More than 50% of the nurses scored financial compensation as greatest importance. Statistical significance was reported in the perceived effectiveness of the clinical ladder program based on ladder level. The clinical ladder program continues to empower nurses to participate in professional and self-development. The clinical ladder program provides opportunities for collaborating, mentoring, developing new knowledge, engaging in the decision-making process, and acting as advocates and leaders for patient care. Organizations who continue to support professional development of bedside nurses will experience innovations which influence all levels of the health care system.
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Dafouz, Emma. "Repositioning English-Medium Instruction in a Broader International Agenda: Insights from a Survey on Teacher Professional Development." Revista Alicantina de Estudios Ingleses, no. 34 (January 29, 2021): 15. http://dx.doi.org/10.14198/raei.2021.34.08.
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As a result of the internationalization of higher education across the globe, many programmes in non-Anglophone countries are shifting to English-medium instruction (EMI) to attract international students and staff, develop global skills in the home student body and increase employability (Dafouz and Smit 2020). Against this background, the purpose of this article is to argue for the need to reposition EMI teacher professional development (TPD) in a broader engagement portfolio, one that aligns more directly with the internationalization strategies of universities and that incorporates all the agencies involved. Adopting an applied linguistic angle, this study focused specifically on the Strategic Action Plan for TPD implemented between 2016-2019 at a large Spanish university. Methodologically, the study drew on an intra-university survey addressed to academic staff (n=2091) as a needs-analysis to tap into lecturers’ views of internationalization and EMI. The results will be useful for universities wishing to develop EMI TPD initiatives from an international perspective. The study closes with a reflection on the implications for the stakeholders involved, from university management, to academic staff, EMI educational developers and English language specialists.
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Jureidini, Jon, Julie Stone, and Molly Jureidini. "Doubling: a model for international clinical partnerships." Australasian Psychiatry 27, no. 1 (November 29, 2018): 41–43. http://dx.doi.org/10.1177/1039856218815760.
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Objectives: This article draws attention to an initiative aimed at benefiting colleagues in developing countries, through financial and/or moral support. It describes an attempt to engage The Royal College of Australian and New Zealand Psychiatrists (‘the College’) in supporting this philanthropic activity. It further aims to attract interest from the College and fellows in contributing to international philanthropy. Conclusions: Doubling provides a credible model for facilitating better mental health care in situations where there are trained staff but inadequate resources. The College’s resistance to engagement with this project may represent a missed opportunity for philanthropic support.
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White, Sue, and Lorraine Noel. "Any questions? Just Ask: Changing library roles at the University of Huddersfield to support widening participation." Library and Information Research 28, no. 90 (September 14, 2009): 3–12. http://dx.doi.org/10.29173/lirg173.
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This article describes an innovative scheme to improve
students' abilities and confidence in using a University
library, by adapting the role of library assistants.
Through developing a more proactive and welcoming
approach to supporting students when they entered
the Library, it was hoped the Library would be able to
contribute to the University's mission to attract and
retain students from non-traditional HE backgrounds.
The scheme has been well received by students and
staff. The article highlights issues raised during the
development, implementation and evaluation of the
scheme.
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Dawson, Steven L., and Rick Surpin. "The Home Health Aide: Scarce Resource in a Competitive Marketplace." Care Management Journals 2, no. 4 (January 2000): 226–31. http://dx.doi.org/10.1891/1521-0987.2.4.226.
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Direct-care staff—home health aides and personal care attendants—are the very point where home care “touches the client.” Yet our system of care delivery has never been designed for the needs of the direct-care worker. Today we are paying the price: Across the country, our industry is experiencing the highest rates of direct-care vacancies and turnover in its history. The very future of our industry now rests on our ability to attract workers within an increasingly competitive labor market. In order to survive, let alone provide high-quality care, the home care industry must restructure paraprofessional employment.
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Schluter, Jessica, Sarah Winch, Kerri Holzhauser, and Amanda Henderson. "Nurses' Moral Sensitivity and Hospital Ethical Climate: a Literature Review." Nursing Ethics 15, no. 3 (May 2008): 304–21. http://dx.doi.org/10.1177/0969733007088357.
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Increased technological and pharmacological interventions in patient care when patient outcomes are uncertain have been linked to the escalation in moral and ethical dilemmas experienced by health care providers in acute care settings. Health care research has shown that facilities that are able to attract and retain nursing staff in a competitive environment and provide high quality care have the capacity for nurses to process and resolve moral and ethical dilemmas. This article reports on the findings of a systematic review of the empirical literature (1980 — February 2007) on the effects of unresolved moral distress and poor ethical climate on nurse turnover. Articles were sought to answer the review question: Does unresolved moral distress and a poor organizational ethical climate increase nurse turnover? Nine articles met the criteria of the review process. Although the prevailing sentiment was that poor ethical climate and moral distress caused staff turnover, definitive answers to the review question remain elusive because there are limited data that confidently support this statement.
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Kashindi, George, and Hannah Wamuyu. "Civil court staff in Kenya: working conditions and legal training for an effective procedure." KAS African Law Study Library - Librairie Africaine d’Etudes Juridiques 6, no. 1 (2019): 30–42. http://dx.doi.org/10.5771/2363-6262-2019-1-30.
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Courts are very important because their pronouncements become part of the law in light of the provisions of section 3 of the Judicature Act, 1967. Therefore, the process of making judicial determinations on issues before courts must be treated with the necessary efficiency. Delivery of justice involves both judicial and administrative work. That is to say, for expediency in the administration of justice to be met, there is a need for other administrative functions which cannot be done by the judges. Therefore, the role of judicial staff in case management is critical in the functioning of the judiciary. Though the Judiciary has come up with different initiatives to build capacity for judicial staff, the initiatives including the approval of the Judiciary Human Resources Policies and Procedure Manual 2014, continue to exist amidst serious training and human practice challenges on motivation, security, and adequacy of facilities. This paper discusses the initiatives that the Judiciary has put in place to attract and maintain the best human resource capital. It proposes that strategic investment in information and communication technology will help overcome the challenges as the Judiciary moves towards its identified strategic direction of quality judicial service.
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Mutakabbir, Yoruba T. "Latinx Students’ Knowledge of and Inclination to Attend Public HBCUs." Association of Mexican American Educators Journal 14, no. 1 (November 9, 2020): 96–121. http://dx.doi.org/10.24974/amae.14.1.373.
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This qualitative study explored Latinx students’ knowledge of and inclination to attend historically Black colleges and universities (HBCUs). Current research on Latinx students at HBCUs primarily explores the experiences of current students. The study sought to understand what might interest Latinx students in HBCUs. The author conducted three focus group interviews of Latinx high school and community college students. Findings indicate that Latinx students are not as knowledgeable about HBCUs as they are about predominately White institutions in the same city. Academic programs and proximity to home can attract Latinx students to HBCUs. Admissions and diversity staff will benefit from the implications of this study.
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Ciesielska, Malgorzata. "Nokia on the slope." International Journal of Entrepreneurship and Innovation 19, no. 3 (November 21, 2017): 218–25. http://dx.doi.org/10.1177/1465750317742843.
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This case study explores the origins of Nokia’s decline in the mobile technology market, as an unsuccessful attempt to introduce an open-source strategy into the business. Nokia created a hybrid model, which codified conflicting principles taken from closed and open mode of collaboration. A series of implementation problems resulted in Nokia struggling to attract open-source partners, growing issues with managing in-house staff and ultimately failing to develop a new mobile operating system fast enough to stay competitive. Key learning outcomes: At the completion of the case study, students will understand the complexity of open innovation implementation when paradigmatic differences between businesses and/or partners are not resolved.
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Allbon, Emily, and Andy Bromley. "Lawbore: a legal Gateway for City University." Legal Information Management 3, no. 2 (2003): 86–89. http://dx.doi.org/10.1017/s1472669600001845.
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Lawbore is a subject-orientated gateway to legal resources developed at City University, which has been created as a community site for the law department. Lawbore's features include regular polls, articles written by City staff and students, legal news and useful legal quotes. It aims to attract students with its time based structure, snappy resource descriptions, direct links into articles within databases, interactive qualities, relevance to module content and easy navigation. Although launched at the end of April, it is expected that usage will be low-key at a time when most students are frantically revising. The real test will not come until the new academic year.
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Miao, Yu Jun. "Strategy Study on Enterprises to Implement Effective Pay Management." Key Engineering Materials 426-427 (January 2010): 339–42. http://dx.doi.org/10.4028/www.scientific.net/kem.426-427.339.
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pay management, which is an important function of human resources management in enterprises. Enterprises pay gets relationship with effective management of the entire enterprise human cost of reasonable control, overall satisfaction of staff and internal management of enterprises in the fair and so on, all kinds of problems. This article states the contents of salary management and the function of incentives and analyzes the mistake and reasons in pay administration, and establishes some ways to solve those problems. At the same time, it also analyses a fair and effective pay system to attract and retain the talented in order to encourage employees' enthusiasm for work and improve enterprises' overall performance.