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1
Y, Syaharuddin. "PENGARUH PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KINERJA PEJABAT STRUKTURAL DI LINGKUNGAN UNIVERSITAS MULAWARMAN." Jurnal Ekonomika : Manajemen, Akuntansi, dan Perbankan Syari'ah 4, no. 1 (October 25, 2017): 12. http://dx.doi.org/10.24903/je.v4i1.210.
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The purpose of this study was to Know and analyze any significant relationship between the ability of employees, education and training as well as experience working together on structural officials in environment the university Mulawarman and also to analyze the influence of dominant among employability, education and training, and experience work on structural officials in environment the university Mulawarman. In this study used three variables studied, among others, the ability of employees (X1), education and latiha (X2) and work experience (X3). From the results of the regression analysis above, it can be arranged the following equation: Y = 0.521 + 0.252 + 0.577 X1 X2 X3 + 0.219 + e Variable capability of employee, Education and Training, Work Experience, simultaneously affect the performance of structural officials Mulawarman employees. Simultaneous influence on employee performance structural officials Mulawarman by 68.00%, while the remaining 32.00%, influenced the other, is evident from the results of the test F by F count> F table value and significance value of 0.000 <α = 0 , 05, then the ability of work, education and training, work experience, affect the performance of structural officials attested employees university Mulawarman.
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Sahriyal, Sahriyal, Erny Erny, and Nedra Neswita. "Pelatihan Penggunaan Internet Bagi Pegawai Kantor dan Perangkat Desa Rantau Mapesai." Jurnal Pengabdian Masyarakat (abdira) 2, no. 3 (July 27, 2022): 145–50. http://dx.doi.org/10.31004/abdira.v2i3.184.
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The development of the Internet makes it very easy to complete administrative work so that it requires good skills on the internet for office employees and village officials in Rantau Mempesai, Indragiri Hulu Regency, Riau Province, so training is needed. The College of Technology (STTI) lecturer team decided to hold community service (PKM) in the form of the training. The purpose of the training is to equip office employees and village officials how to complete the administration of government activities so that the administrative work process can be carried out in a very short and efficient time by searching for information, storing data and sending data. This training is carried out using lecture methods, discussions and hands-on practice with discussions on web browsing, Gmail and Geoggle drive. The results of this training evaluation showed a large increase (85.2%) of understanding for office employees and village officials in using the internet to improve skills in the field of technology.
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Agustin, Sri, Lisa Trisnawati, and Sri Guntur. "Pelatihan Penggunaan Microsoft Office dalam Upaya Peningkatan Pelayanan Administrasi bagi Pegawai Kantor dan Perangkat Desa Rantau Mapesai Kecamatan Rengat Kabupaten Indragiri Hulu." Jurnal Pengabdian Masyarakat (abdira) 2, no. 3 (June 13, 2022): 151–57. http://dx.doi.org/10.31004/abdira.v2i3.185.
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In the face of the times, especially the development of increasingly advanced Science and Technology, adequate skills are needed to support the performance of office employees and village officials, especially Rantau Mapesai Village. This is because in service activities to the community, office employees and village officials in Rantau Mapesai are still not optimal in operating Microsoft Office. This condition certainly has an impact on the lack of maximum administrative services to the community. The purpose of this community service is to provide training to improve and maximize the potential of human resources on how to operate computers in Microsoft Word, Microsoft Excel and Microsoft Powerpoint application programs for office employees and village officials. The increase in the average pre-test score of 62.72 to the post-test of 88.00 indicates the level of participants' understanding of Microsoft Office. Through this training activity, participants can understand the importance of using technology in an effort to improve administrative services in the village.
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ANDREECHEV, IGOR. "Anti-corruption training of public officials: practice-oriented view of the problem." Public Administration 23, no. 2 (2021): 46–54. http://dx.doi.org/10.22394/2070-8378-2021-23-2-46-54.
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The article describes the features of the formation of an anti-corruption system aimed at training public officials. This system takes into account the international obligations of Russia, as well as the needs of the authorities in the professional training of officials, the creation of an efficient apparatus, and increased efficiency in the fight against corruption. The author presents an approach to developing the training for anti-corruption officials, engaged in countering corruption and other offenses, as well as other employees or persons filling state (municipal) posts through the use of interactive technologies. Special attention is paid to the use of interactive teaching methods, such as brainstorming, case work, group work, analysis and working with documents, modeling, demonstration, guided discussion, debate, creative assignments, business games, expert meeting, Socrates method, use of video recordings and visual guidances. Government bodies, working to prevent corruption and other offenses, together with educational organizations are actively developing curricula and training materials for anti-corruption classes. All materials of the article can be used for organizing anti-corruption education for civil servants and public officials.
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Junaidi, Junaidi. "Pengaruh Kompetensi dan Motivasi Kerja Pegawai Terhadap Kualitas Pelayanan, Kepuasan Konsumen Serta Citra Organisasi Pada Balai Pelatihan Kesehatan Provinsi Kalimantan Selatan." DIA: Jurnal Ilmiah Administrasi Publik 15, no. 1 (November 11, 2018): 33. http://dx.doi.org/10.30996/dia.v15i1.1828.
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Implementation of Otoda, demands increased competence and motivation of government officials, whether from central government employees or the smallest local government officials (kelurahan). Changes to these human resources, ultimately expected to affect the performance of officials, as well as consumer satisfaction so that the good name (corporate image) of governance in this case the local government also increased. If it goes according to expectations, will create consumer satisfaction (people who enjoy public service (government). Problem Formulation: Is there a significant influence between employee competence and motivation on Service quality, customer satisfaction and organization image in Health Training Center of South Kalimantan Province. This type of research is explanatory research, ie this study will be examined the relationship or causal influence between variables through testing the hypothesis set previously. According to Neuman (1999: 22) Explanatory Research departs from the state of a phenomenon known and described, but it is necessary to do more in-depth study. Why the phenomenon occurs and how the phenomenon occurs. The study population is employees in the scope of the Health Service that utilizes the Training of Bapelkes of South Kalimantan province during 2010 until 2014.
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Shannon, Anthony G., and Farzan Contractor. "Questions for Vocational Training in Hospitality and Tourism in Australia." INTERNATIONAL JOURNAL OF RESEARCH IN EDUCATION METHODOLOGY 11 (January 10, 2020): 1–6. http://dx.doi.org/10.24297/ijrem.v11i.8550.
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This paper outlines some of the dilemmas of turning graduates from vocational education and training courses into industry-ready employees. It raises a number of questions that are ripe for action research with the context of the Boyer model of scholarship.
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Rahim, Sheikh Abdur, and Md Kamrul Hossain. "Measurement of the Effectiveness of Training Programs of Private Commercial Banks in Bangladesh." Journal of Business Strategy Finance and Management 2, no. 1-2 (December 25, 2020): 68–77. http://dx.doi.org/10.12944/jbsfm.02.01-02.08.
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Training is essential to enhance the performance of employees in every organization, but it is essential to increase the performance of employees in private commercial banks in Bangladesh as they need to satisfy customers to conduct business activities successfully. The management of private commercial banks have provided various training to their employees to enhance their skills, knowledge, competency and so on. They have spent a substantial amount of budget in every year to conduct their training programs. They are continually trying to make their training program effective so that the employees can contribute more to the growth and development of their banks. Therefore, the main purpose of the study is to assess the effectiveness of the training programs of private commercial banks in Bangladesh. Structured questionnaire was used to collect the data/information from 97 bank officials randomly. Frequency distribution, correlation and multiple linear regression analysis were done to interpret the data and information in this study. The study findings show that there are some problems with the effectiveness of training programs of the private commercial banks in Bangladesh. Thus, the authors have conducted this study and provided some suggestions to the management of the banks to overcome these problems and make the training programs effective.
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Abdur Rahim, Prof Dr Sheikh, and Dr Md Kamrul Hossain. "Measurement of the Effectiveness of Training Programs of Private Commercial Banks in Bangladesh." Journal of Business Strategy Finance and Management 2, no. 1 (June 30, 2021): 68–77. http://dx.doi.org/10.12944/jbsfm.02.01.08.
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Training is essential to enhance the performance of employees in every organization, but it is essential to increase the performance of employees in private commercial banks in Bangladesh as they need to satisfy customers to conduct business activities successfully. The management of private commercial banks have provided various training to their employees to enhance their skills, knowledge, competency and so on. They have spent a substantial amount of budget in every year to conduct their training programs. They are continually trying to make their training program effective so that the employees can contribute more to the growth and development of their banks. Therefore, the main purpose of the study is to assess the effectiveness of the training programs of private commercial banks in Bangladesh. Structured questionnaire was used to collect the data/information from 97 bank officials randomly. Frequency distribution, correlation and multiple linear regression analysis were done to interpret the data and information in this study. The study findings show that there are some problems with the effectiveness of training programs of the private commercial banks in Bangladesh. Thus, the authors have conducted this study and provided some suggestions to the management of the banks to overcome these problems and make the training programs effective.
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Rykleif, Yasien, and Robertson K. Tengeh. "The importance of training and development for government officials in South Africa." International Journal of Research in Business and Social Science (2147- 4478) 11, no. 6 (September 12, 2022): 642–56. http://dx.doi.org/10.20525/ijrbs.v11i6.1990.
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An organisation's performance suffers when employees are not adequately skilled in certain job areas. This article sought to investigate whether training and development affected the delivery of citizen-centric services in a government department in South Africa. The study adopted a mixed research methodology and a non-experimental research design. The data was collected via 20 open-ended interviews and 130 structured questionnaires. The study results indicated that shifting the government's focus to citizen-centricity would improve efficiency and service delivery. One of the significant findings suggests that training in service delivery requirements awareness could positively improve and motivate public officials' performance to remain relevant to the needs of citizens.
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VAEZI, Seyed Kamal. "TRAINING METHODS IN PUBLIC SECTOR CASE OF ASIA." ASEJ Scientific Journal of Bielsko-Biala School of Finance and Law 21, no. 4 (December 1, 2017): 188–200. http://dx.doi.org/10.5604/01.3001.0012.4307.
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Training is an effort to increase the knowledge, skills, and abilities of employees and managers so they can better do their jobs. The principles of learning must be considered in all training activities for officials. In a good training program the main objective is the change in the behaviour of staff in order to achieve performance improvement. But the main question is what kind of changes are needed? A possible answer would be changes that support a capacity of building a framework for innovation and entrepreneurship abilities of officials in the administration system and public administration. This research is an attempt to discuss the question and provide an answer. By using a research literature review and an expert analysis approach, needs definitions, and utilization of national needs of the public sector, the findings were categorized into functions and recommendations. Also the paper deals with the success of the South Korean pioneer training system (NHI) which is an important and top priority center for Korean government, so the paper deals with the strategies and objectives of NHI.
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Kadarningsih, Ana, Vicky Oktavia, and Amjad Ali. "The Role of OCB as a Mediator in Improving Employees Performance." Benefit: Jurnal Manajemen dan Bisnis 5, no. 2 (December 17, 2020): 123–34. http://dx.doi.org/10.23917/benefit.v5i2.11087.
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Employee performance is a measure of the quality of human resources in a company, because employee performance is one important factor for the achievement of a company's goals. Employee performance can be influenced by several factors, such as training, work environment and organizational citizenship behavior (OCB). The purpose of this research is to determine the influence of training and work environment to employee’s performance with Organizational Citizenship Behavior (OCB) as the intervening. This research was conducted at the Semarang City Education Department by taking a sample of 115 respondents registered as active officials of the Semarang City Education Department. Data collection method is done through a questionnaire. Data analysis uses path analysis. The results of the study concluded that there is an influence of training and work environment on OCB, the influence of OCB on employee performance and OCB is able to mediate the relationship between training and work environment on employee performance.
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Akther, Shahin. "An Exploratory Study on Authentic Leadership Concept in Fostering Training Effectiveness in Commercial Banks of Bangladesh." Journal of Economics, Trade and Marketing Management 2, no. 4 (September 7, 2020): p1. http://dx.doi.org/10.22158/jetmm.v2n4p1.
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To train an organization’s staff results in qualified and knowledgeable performers and make them organizational assets by generating excellent leadership in the long run. A bank manager or leader understand the training gap of an employee and do the assessment according to the training need. Therefore, it is vital to pinpoint the training needs and ensure training effectiveness more than contemporary leadership behaviour of bank managers and trainers also. This study was conducted in the banks of Bangladesh to examine employee’s perception of the authentic leadership style of bank managers or senior officials, to evaluate the relationship between leaders (bank managers) & followers (bank employees) and relationship between authentic leadership style & training effectiveness. This is an exploratory research using qualitative approach with a sample size of 69 employees from commercial banks of Bangladesh. The study found that an authentic leaders or managers are more concern about training budget and training transfer than generic leaders.
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Falco, Enzo, Constantinos Stylianou, Gilberto Martinez, Reinout Kleinhans, Sara Basso-Moro, and Haris Neophytou. "User Acceptance of Technology." International Journal of Electronic Government Research 16, no. 3 (July 2020): 85–104. http://dx.doi.org/10.4018/ijegr.2020070105.
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This article investigates how training public officials from two municipalities in Spain and Cyprus with new technologies affects three dependent variables: level of understanding of the technological innovation being introduced, its perceived usefulness, and its perceived ease-of-use. The tests to determine the impact of training were carried out by means of a self-constructed questionnaire within a repeated measure experimental design. The results demonstrate that the three variables are indeed positively affected by the training sessions to users from both municipalities. Consequently, training plays a vital role in encouraging government employees and administrators to accept, adopt and utilize e-government technologies.
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Васильєва, В. В. "LEGAL REGULATION OF ELECTED EMPLOYEES OF BODIES LOCAL GOVERNMENT." Juridical science 2, no. 4(106) (April 3, 2020): 244–52. http://dx.doi.org/10.32844/2222-5374-2020-106-4-2.30.
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The articles consider the regulation of certain issues of organization and activity of elected officials of local governments and district state administrations. Attention is paid to the rules of training an electoral employee in local self-government bodies, namely the regulation of the legal status and appointment procedure. Relevant volumes of powers of an elected official of a local self-government body are singled out. It was found that the current Law of Ukraine "On Prevention of Corruption" provides for the mandatory conduct of a special inspection only for local government officials of the first - third categories of positions. That is, for chairmen, deputies (first deputies) of chairmen of regional councils, chairmen of district (district in cities) councils, first deputies and deputy mayors (cities - regional centers) on issues of activity of executive bodies of council, secretaries of city (cities - regional centers) councils special inspection is mandatory, as they hold positions of the first - third categories. In other cases, local government officials should be subject to special scrutiny only if their positions are classified as positions of responsibility or special responsibility and positions with a high risk of corruption. The list of such positions was to be approved by the National Agency for the Prevention of Corruption. However, as of today, such a document has not been adopted and, accordingly, there is no legal basis to pass such a special inspection of persons holding positions in local governments of the fourth category and below. At the same time, it should be noted that in practice there are many cases when these persons undergo a special examination voluntarily, at their own request.
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Thomas, Jeff, Bianca Coleman, and Ebba Herrlander Birgerson. "Preparing Initial Teacher Education Students for Flexible Learning Programs." Australian Journal of Teacher Education 47, no. 1 (January 2022): 66–79. http://dx.doi.org/10.14221/ajte.2022v47n1.5.
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In Australia, there is currently no official training pathway or qualification required for working in Flexible Learning Programs (FLPs). This causes a problem for both new teachers wishing to work in this area and for employers who have no way of knowing whether a new teacher has the appropriate skills or knowledge to teach in this alternative context. To address this problem, we designed and implemented a program during which Initial Teacher Education (ITE) students were given the opportunity to experience teaching in a FLP. Here we report on the experiences and perceptions of the preparation program from the perspectives of the key stakeholders, including the ITE students, FLP staff, and the young people attending the FLP. All stakeholders perceived the project to be a success in enabling the ITE students to gain valuable theoretical knowledge and practical experience of the FLP context.
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Reddy, P. S. "Local Government Training: A Review of the South African Experience." Public Personnel Management 24, no. 2 (June 1995): 181–92. http://dx.doi.org/10.1177/009102609502400207.
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Local authorities are established to give the citizens of the town or city the opportunity to provide those services which are fundamental to community living. They provide essential services and it is therefore imperative that members of the legislative, governing and administrative components be effectively trained. The councilors are members of the political institution, namely the council.1 The councilors have to undertake legislative and governmental functions in addition to their supervision of the appointed officials who constitute the executive and administrative component. The council is the corporate body and is therefore the employer and the appointed officials are its employees. The Local Government Training Act is the first overall human resources strategy in South Africa that lays down the policy for the creation, development and maintenance of administrative structures and institutions to enable suitably trained people to undertake all the diverse functions of local government. In this paper the administrative structures and institutions for the implementation of the Act is described. This is followed by discussion of the problems' experienced in the implementation of the Act and finally an evaluation of the Act as an overall policy document for local government training in a democratic South Africa.
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Detsimas, Nicole, Vaughan Coffey, Zabihullah Sadiqi, and Mei Li. "Workplace training and generic and technical skill development in the Australian construction industry." Journal of Management Development 35, no. 4 (May 9, 2016): 486–504. http://dx.doi.org/10.1108/jmd-05-2015-0073.
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Purpose – The purpose of this paper is to investigate the current skills gap in both generic and skill areas within the construction industry in Queensland, Australia. Design/methodology/approach – An internet-based survey was administered to collect the opinions of construction employees about the workplace-training environment and their perceptions towards training. The survey intended to address the following research questions, specifically in relation to the construction industry. Findings – The survey results reveal that whilst overall participation in workplace training is high, the current workplace training environments do not foster balanced skill development. The study reveals that in the current absence of a formal and well-balanced training mechanism, construction workers generally resort to their own informal self-development initiatives to develop the needed role-specific theoretical knowledge. Research limitations/implications – The findings of the research are based on the data primarily collected in the construction industry in Queensland, Australia. The data are limited to a single Tier 2 construction company. Practical implications – The findings of this study can be utilised to suggest improvements in the current (or develop new) workplace training initiatives. Social implications – The research suggests that workplace training has positive relationship with career growth. The results suggest that in the construction industry, employees are generally well aware of the importance of workplace training in their career development and they largely appreciate training as being a critical factor for developing their capacity to perform their roles successfully, and to maintain their employability. Originality/value – This paper is unique as it investigates the current skills gap in both generic and skill areas within the construction industry in Queensland, Australia. So far no work has been undertaken to identify and discusses the main method of workplace learning within the Tier 2 industry in the context of Queensland Australia.
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Idris, Muhammad. "The Impact of Education and Training, Work Discipline and Organizational Culture on Employee’s Performance: The Study of Disaster Management and Fire Department in Palembang City, Indonesia." International Journal of Human Resource Studies 8, no. 3 (May 14, 2018): 1. http://dx.doi.org/10.5296/ijhrs.v8i3.13013.
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This study aims to investigate the impact of education and training, work discipline and organizational culture on employee’s performance. The study is conducted at the Disaster Management and Fire Department Office in Palembang City, Indonesia. There are seven offices of disaster management and fire department officials in all over Palembang city and the total population is 360 firefighters. The sample size is 154 respondents that are taken proportionately from each office. A survey research using questionnaire is employed to collect the data. The variables are education and training (X1), work discipline (X2), organizational culture (X3) and employees’ performance (Y). Technology and labor force changes, service and performance improvement and rules’ adjustment are indicators for education and training. Remuneration, supervision, and firmness are indicators for work discipline. Innovation, people oriented and composure are indicators for organizational culture. Working standard, work equipment and tool and work opportunity are indicators for employees’ performance. A regression equation model is employed. The result reveals that there is a positive and significant effect of education and training, work discipline and organizational culture on employee’s performance.
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Njunwa, Kelvin M. "Employee’s Motivation in Rural Local Governments in Tanzania: Empirical Evidence from Morogoro District Council." Journal of Public Administration and Governance 7, no. 4 (December 6, 2017): 224. http://dx.doi.org/10.5296/jpag.v7i4.12240.
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Human resources apart from other resources in an organization are the most valuable resource for effective organizational performance. Organization either public or private is highly depends on employee’s performance and commitment towards achieving organizational goals. Employee’s commitment is associated with employee’s motivation at workplace and depends highly on how management treats employees. The purpose of this paper was to analyze employee’s motivation in rural Local Government Authorities (LGAs) in Tanzania. The case study design was employed in which Morogoro District Council (MDC) was randomly selected as a study case. The sample size of the study was 55 employees from management, middle and lower levels. The methods of data collection used includes, Interview and self-administered questionnaires and observations. Data collected was analyzed through Statistical Packages for Social Science (SPSS). The study revealed that employees in local governments are not motivated in both financial and non financial aspects. Employees are dissatisfied with low salaries, lack of promotion and career development, poor training program, working environment, poor communication, unfair treatments and political interferences. The study recommends for the central government to improve salaries to employees, ensure fair promotion based on merits, invest in employee training and development, secure low rates loans, improve communication and relations between management and employees as well as to minimize political interference to local government employees by elected officials.
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Myznikova, I. A., Yu I. Stepkin, O. V. Kameneva, O. V. Klepikov, and I. G. Nenakhov. "The system of professional hygienic training and certification in the Russian Federation: formation and ways of development." Sanitarnyj vrač (Sanitary Doctor), no. 10 (September 30, 2022): 786–94. http://dx.doi.org/10.33920/med-08-2210-08.
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For the first time, the term «health information» was used in the countries of the Soviet Union (USSR). The term implied a preventive type of educational work. Aimed was to eliminate the ignorance of the population in hygiene and epidemiology in order to prevent the spread of infectious and non-communicable diseases and strengthen public health. In the future, in the USSR, and then in the Russian Federation, it was legislated that employees of epidemiologically significant facilities (previously — decreed contingents) undergo professional hygienic training and certification as one of the conditions for admission to professional activity. At present, there are various programs of hygienic training for officials of organizations that are enpaped in production, storage, transportation and sale of food, drinking water, education and training of children and adolescents, municipal and household services of the population. The above-mentioned programs are implemented within the framework of professional hygienic training and certification regulated by the Order of the Ministry of Health of the Russian Federation No. 229 dated June 29, 2000 «On professional hygienic training and certification of officials and employees of organizations», which indicates the relevance of this procedure in improving the level of hygienic culture of the population, preventing the spread of infectious and mass non-communicable diseases, the formation of behavioral skills aimed at strengthening human health, public health and improving living standards. This article is a reflection of the analysis of the prerequisites for the emergence and functioning of the existing system of occupational hygiene training and certification with the identification of its main advantages and disadvantages, and also suggests ways and means of improving it, including in the conditions of a pandemic of a new coronavirus infection caused by COVID-19.
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Spreen, Thomas Luke, Whitney Afonso, and Ed Gerrish. "Can Employee Training Influence Local Fiscal Outcomes?" American Review of Public Administration 50, no. 4-5 (March 13, 2020): 401–14. http://dx.doi.org/10.1177/0275074020911717.
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Employee training is often viewed as essential for incorporating performance management practices into public organizations, but few studies directly link training programs to subsequent changes in organizational outcomes. Typically, evaluations of the impact of training and management innovations more broadly focuses narrowly on improvements at the mean of the distribution, ignoring isomorphic pressures that may spur divergent responses at opposite tails of the distribution. We examine these notions by testing whether training local government personnel on the use of financial performance information in decision-making influences fiscal outcomes. Specifically, we compare the outcomes of North Carolina local governments whose employees participated in training on a new fiscal benchmarking tool at the University of North Carolina School of Government to peer governments that did not participate. Municipal governments with at least one trained employee experienced modest changes, on average, across most of the financial ratios reported in the benchmarking tool. By comparison, the dispersion of the reported outcomes declined considerably among municipal governments whose employees participated in training in comparison to control governments. The strength of this response increased with the number of public officials trained. The results indicate that employee training can facilitate the use of performance benchmarking systems in public sector decision-making. They also suggest that benchmarking without explicit performance targets may encourage convergence toward the average outcome.
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John Eka Powa. "Pengaruh Diklat Kepemimpinan Terhadap Kinerja Aaparatur Sipil Negara Rumah Sakit Umum Raden Mattaher Jambi." Jurnal Prajaiswara 2, no. 1 (January 8, 2022): 207–14. http://dx.doi.org/10.55351/prajaiswara.v2i1.18.
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Leadership Education and Training is one type of training for civil servants in order to support structural positions. This training should be followed by all Officials / Prospective Officers who occupy and / or will occupy structural positions. The success will have an impact on the performance of employees in their respective agencies. This study will examine how much influence leadership education and training have on the performance of the Raden Mattaher Hospital Jambi employees? The population and sample were carried out on the alumni of Post-Education and Training 2016-2020 who served at Raden Mattaher Hospital Jambi as many as 10 people, who were selected by persuasive sampling. Data obtained by distributing questionnaires, then analyzed using simple regression method processed using SPSS 20. The results of this study are that education and training have a positive and significant effect on employee performance and the effect is in the medium category as shown by the regression equation Y = 0.867X + 12.678 with a regression coefficient (rcount) obtained at 0.744 when compared with rtable of 0.351, then rcount> rtable (0.744> 0.351). This shows that the regression coefficient is significant, so that Ha in this study is accepted. To improve the performance of Raden Mattaher Hospital Jambi employees in serving the community, it is necessary to suggest that every employee is required to attend training education conducted by educational institutions such as the Jambi Province Human Resources Development Agency.
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Drašković, Slavica. "Službenici na poslovima upravljanja ljudskim resursima-nematerijalne strategije motivisanja zaposlenih u opštinskim upravama." Obrazovanje odraslih/Adult Education 14, no. 1 (2014): 30–44. http://dx.doi.org/10.53617/issn2744-2047.2014.14.1.30.
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In this paper we intend to elaborate and to emphasise the importance of possibilities for professional development (professional training and further education) of employees in municipal administrations, as well as the importance of feedback in the appraisal procedure as intangible motivation strategy. Analysis of the findings showed that the organisational culture in municipal administrations reflects the interest of the employees in professional development, as the part of the hypotheses that employees have a need for feecback on their work and behaviour remained partially confirmed. The conclusion is that the departments for human resource management (human resource officials) cloud, within activities related to provision of advice and assistance to managers, point to possibilities of creating different channels for feedback in order to increase the motivation of employees, since feedback on job performance is considered as one of the most important factors to stimulate and strengthen the development of employees and improve individual performance.
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Ricardo, Dircia Dos Santos, Hermien Tridayanti, and Muchammad Arif. "SWOT ANALYSIS AS A STRATEGY TO IMPROVE COMPETITIVENESS IN SEFOPE (STATE SECRETARIAT OF PROFESSIONAL AND EMPLOYEE TRAINING TRAINING) IN TIMOR-LESTE (CASE STUDY: IN THE SPECIAL HRD PART "DELIVERY OF WORKERS TO SOUTH KOREA 2015-2018"." Journal of World Conference (JWC) 1, no. 2 (November 21, 2019): 215–20. http://dx.doi.org/10.29138/prd.v1i2.157.
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This study aims to analyze and evaluate using the SWOT Analysis Technique as a Strategy to Increase Competitiveness at SEFOPE (State Secretariat for Employment Professional Training Affairs) in Timor-Leste (Case Study: Part of the Special HRD "Delivery of Workers to South Korea 2015-2018"). This research is descriptive qualitative research. Population and sample researchers used the sampling method, respondents will be taken in this study, namely 6 important officials from the Top Manger Level employees of all employees. Data collection techniques used: Observation, documentation, interviews and questionnaires. In calculating the score used is a Likert scale with the provision of rating values and weights. The analysis used is: IFAS and EFAS techniques. The results of this study indicate that from the results of the research conducted, the SEFOPE Institution is in quadrant III namely the Defend quadrant it is mean that SEFOPE has its human resources work is not in accordance with the determination of performance.
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Sakharuk, I. "THE ROLE OF SOCIAL DIALOGUE FOR IMPROVING THE SYSTEM OF EMPLOYEE'S PROFESSIONAL DEVELOPMENT IN UKRAINE." Bulletin of Taras Shevchenko National University of Kyiv. Legal Studies, no. 119 (2021): 83–87. http://dx.doi.org/10.17721/1728-2195/2021/4.119-16.
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The article is examining the role of social dialogue and its subjects in promoting the concept of lifelong learning for employees. It has been proven that the development and implementation of lifelong learning systems is a shared responsibility of the social partners – government officials, employers and employees. The bilateral or tripartite social dialogue will ensure a truly integrated approach, that takes into account the interests of all parties and promotes more effective implementation of lifelong learning programs. The main documents of the International Labour Organization about the professional development of employees have been reviewed. Based on their analysis, the author identifies the main tasks and directions of influence of trade unions and employers to ensure continuous training of employees. It is emphasized that the ILO regulates the need for strengthening the social dialogue on professional development, including involvement of the social partners in the development of national strategies in the field of education and training, monitoring trends in competencies etc. Legal basis for the participation of social partners in the formation and implementation of state policy on adult education in Ukraine was determined. Proposals were made to improve national legislation and draft laws in the sphere of professional development of employees to increase the role of trade unions and employers' organizations in promoting the lifelong learning.
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Yousuf, Shahtaj, and Danish Ahmed Siddqui. "Factors Influencing Employee Retention: A Karachi Based Comparative Study on IT and Banking Industry." International Journal of Human Resource Studies 9, no. 1 (December 24, 2018): 42. http://dx.doi.org/10.5296/ijhrs.v9i1.14111.
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The purpose of this study is to explain the factors that help in retaining employees in IT and banking industry. These factors include performance appraisals, training and development and workplace environment. It is important to learn how different organizations use these variables as tools to keep their employees satisfied and preserved. In order to carry out this research, a count of 120 questionnaires were distributed among the respective officials in various IT companies and banks. SPSS software was used to analyse the received data to find the relationship between employee retention and these three factors. The study explains that some variables such as performance appraisal, training and development and work environment largely affect the rate of employee retention. Results showed that performance appraisal has a significantly more impact on the retention rate of the employees working in IT sector whereas in banking sector training and development has more influence on retention rate. And through conducting a survey from employees working in these sectors, it is verified that banking and IT industries are also focusing on employee retention management. The academic implication of this research is that academicians should introduce the separate course of employee retention or retention management for the students of HR major as this area is gaining attention of not only researchers, but also of corporate world practitioners. And the practical implication of this research includes the importance of employee retention in the local and global competitive market. The practitioners must understand the worth of retention factors so that they can compete nationally and globally by effectively implementing them in retention strategies. They must work out for their employees as employees are the organization’s prior customers and satisfied employees can satisfy the organization’s customers.
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Soegoto, Agus Supandi, and Ritson Eras Kadisi. "Entrepreneurial Government Attitude Towards The Performance of Local Government Officials." ETIKONOMI 16, no. 2 (July 28, 2017): 207–20. http://dx.doi.org/10.15408/etk.v16i2.4968.
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Public demand for the implementation of good governance in the public sector for several years has been increasing because the performance of public services does not seem to meet public expectations. The purpose of this study is to determine the influence of entrepreneurial mental attitude on the performance of the government apparatus in the district of Sitaro Islands. The analytical method used is associative and relies on multiple linear regression. The results show that both simultaneously and partially, entrepreneurial government mental attitudes including innovator, brave and creative attitudes, creating value and recognizing opportunities, communication skills, human mobility, and resource have a positive and significant impact on the performance of government officials. The results also show the attitude of innovators has the lowest variable value which means that the leaders should enhance the attitude of Mental Entrepreneurial by improving the employees’ attitude of innovators, either through leadership training, entrepreneurship, or education quality improvement, therefore the performance of the officials may be enhanced.DOI: 10.15408/etk.v16i2.4968
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Khalili, Ashkan. "Creativity and innovation through LMX and personal initiative." Journal of Organizational Change Management 31, no. 2 (April 9, 2018): 323–33. http://dx.doi.org/10.1108/jocm-09-2016-0183.
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Purpose The purpose of this paper is to determine empirically the influence of leader-member exchange (LMX) on employees’ creativity and innovation. In addition, this study investigated the moderating role of employees’ personal initiative on the associations. Design/methodology/approach Data were gathered from 1,221 employees working in organizations across various industries in Australia. Findings The findings of this study revealed positive and significant relationships between LMX and employees’ creativity and innovation. Also, the findings indicated employees’ personal initiative moderated the LMX-employees’ creativity and LMX-employees’ innovation relationships. Practical implications Organizations should invest in LMX training and in the selection of leaders with this leadership style if their aim is to nurture and intensify employees’ creativity and innovation. They also should invest in personal initiative training in order to amplify the effect of LMX on creativity and innovation in organization. Originality/value This study makes vital theoretical contributions in different ways. In the domain of creativity and innovation, it addresses factors that impact employees’ creativity and innovation. It expands knowledge about organizational resources that nurture and enhance the creativity and innovation of employees. For LMX, this study supplements existing research by examining employees’ creativity and innovation as outcomes. Also, identifying personal initiative as an amplifier of the LMX-employees’ creativity and innovation relationships extends research in that domain. This study is also a rare investigation of the Australian context.
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Lemke, Florian, Konstantin Ehrhardt, and Olha Popelyshyn. "Support and Resistance of Public Officials Towards Current eGovernment Initiatives – A Case Study on Ukraine and Germany." der moderne staat – Zeitschrift für Public Policy, Recht und Management 14, no. 1-2021 (June 15, 2021): 61–80. http://dx.doi.org/10.3224/dms.v14i1.08.
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This article provides insights on how German and Ukrainian public sector employees perceive and position themselves towards current eGovernment initiatives. After presenting the academic literature on the roles of individual public servants in transformative change processes in public administration, the eGovernment approaches followed by Germany and Ukraine are explained. The results of a survey (n = 74) conducted among public servants in both countries provide information on their perceived contribution to and participation in the digitisation of government service delivery, as well as reasons and causes for motivation or frustration in this context. By analysing the survey responses and identifying potential impediments of successful eGovernment implementation, the authors provide recommendations for action for executives that drive digital transformation, such as organising tool-specific training and Single Points of Contact for employees after introducing new processes and software, adjusting educational programmes for new public servants, and establishing a feedback and knowledge-sharing culture when creating new e-services.
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BURYANINA, O. A., and A. N. LUKIN. "FORMATION OF PROJECT MANAGEMENT COMPETENCIES IN STATE AND MUNICIPAL EMPLOYEES." Central Russian Journal of Social Sciences 16, no. 4 (2021): 71–87. http://dx.doi.org/10.22394/2071-2367-2021-16-4-71-87.
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The purpose of the article is to substantiate the possibility of forming professional competencies of project management among state and municipal employees in the system of additional education through their participation in project activities. The introduction of the proposed project management technologies allows officials at all levels to develop new professional competencies that would allow them to create a unique product in conditions of limited resources. The methodological basis of the study was a systematic approach, within which we used structural and functional analysis, general scientific methods: comparison, description, explanation, abstraction. In addition, we used included observation when the authors of the article performed the functions of moderators of project groups. As a result, the expediency of project training of state and municipal employees within the framework of the system of additional education was substantiated, where the reporting form of mastering the course material is the presentation of one's own real project, demonstrating the possession of project team members with professional competencies in the field of project planning. management.
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Thompson, Walter R., Garry D. Phillips, and Michael J. Cousins. "Anaesthesia underpins acute patient care in hospitals." Australian Health Review 31, no. 5 (2007): 116. http://dx.doi.org/10.1071/ah07s116.
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The Australian and New Zealand College of Anaesthetists (ANZCA) carried out a review of the roles of anaesthetists in providing acute care services in both public and private hospitals in Europe, North America and South-East Asia. As a result, ANZCA revised its education and training program and its processes relating to overseastrained specialists. The new training program, introduced in 2004, formed the basis for submissions to the Australian Medical Council, and the Australian Competition and Consumer Commission/ Australian Health Workforce Officials? Committee review of medical colleges. A revised continuing professional development program will be in place in 2007. Anaesthetists in Australia and New Zealand play a pivotal role in providing services in both public and private hospitals, as well as supporting intensive care medicine, pain medicine and hyperbaric medicine. Anaesthesia allows surgery, obstetrics, procedural medicine and interventional medical imaging to function optimally, by ensuring that the patient journey is safe and has high quality care. Specialist anaesthetists in Australia now exceed Australian Medical Workforce Advisory Committee recommendations
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Meyer-Sahling, Jan-Hinrik, Barbara Janta, Iveta Reinholde, and Christian Van Stolk. "Hidden costs of cuts: Austerity, civil service management and the motivation of public officials in Central and Eastern Europe after the crisis." European Journal of Government and Economics 5, no. 2 (January 5, 2017): 120. http://dx.doi.org/10.17979/ejge.2016.5.2.4320.
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The implementation of austerity measures presents a dilemma for governments. While austerity measures such as cutbacks aim to reduce costs and enhance public sector efficiency, the same measures might undermine the motivation of employees and, consequently, the prospects of effectively implementing austerity programmes. Based on a survey of ministerial officials in Poland and Latvia, this article finds that the scale of cutbacks explains a larger decline of staff motivation in Latvia than in Poland. The article further shows that motivation was more likely to decrease after the crisis if austerity measures involved cutbacks such as staff reductions, recruitment freezes, and a reduction of training opportunities.
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Kwon, Hyeok, Dong Young Kim, Hee Dong Kim, and In Hwan Baek. "A Study of the Influence of Physical Fitness Management for Fire Fighting Officials on Site Response Ability: The Relationship between Participation Motivation, Exercise Immersion, Exercise Continuation, and Teamwork Improvement." Fire Science and Engineering 35, no. 3 (June 30, 2021): 68–81. http://dx.doi.org/10.7731/kifse.40451446.
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As the scale of a disaster increases, many firefighters experience physical limitations. Physical strength and teamwork are of great importance in firefighting, and insufficient physical strength can cause a decline in teamwork during field activities through a decline in the ability to respond. This study analyzed the effect of physical fitness training on teamwork among employees who experienced CrossFit, a fitness training program, and found that the motivation to participate in firefighting CrossFit has an effect on the continuation of exercise. The factors promoting the continuation of exercise include firefighting officials. It was confirmed through hypothesis testing that CrossFit contributed to the improvement of teamwork, suggesting that improving teamwork through physical fitness is the most basic policy to strengthen firefighters’ field response capabilities. In addition, we conducted a survey of the actual condition of each firefighter’s exercise habits, exercise cycles, and preferences for the fitness improvement program and analyzed their physical fitness training to facilitate management program development and system improvement.
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Purwanto, Adi. "IMPLICATION OF BUREAUCRATIC REFORM POLICY IN ECHELON III AND IV IN THE ENVIRONMENTAL SERVICES OFFICE OF BLORA REGENCY." DIA Jurnal Ilmiah Administrasi Publik 18, no. 1 (June 9, 2020): 175–85. http://dx.doi.org/10.30996/dia.v18i1.3613.
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The purpose of regional autonomy is to prosper the community by providing good public services to the community. In providing services to the public, the government uses bureaucracy. Bureaucracy thus requires employees with integrity, honesty, and capable. Along with the increasing demands and expectations of the people, the government needs to reform the bureaucracy by removing Echelon III and IV. The aim is for efficiency, effectiveness, and speed in decision making. This new policy makes uncertainty the fate of Echelon III and IV officials. This study aims to find out more deeply about Echelon III and IV reforms at the Environmental Services of Blora Regency. Researchers used descriptive qualitative methods. From the research findings, it was concluded that: a. intensive and dialogical socialization is needed; b. echelon officials who have already approached retirement age, resign themselves to government policies regarding the elimination of echelon III and IV; c. Echelon officials who are young and productive, prefer structural positions because structural positions will get more facilities and welfare than functional positions; d. staff who have the potential, diligently follow the training and have a visionary view, prefer functional positions because if you can meet the credit score, can be promoted faster, and impact on income will increase.
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Katz, Mike. "International Professional Development Cooperation Study Tours for Environmental, Social and Sustainable Development for the Indian Mining Sector." Journal of International Cooperation and Development 5, no. 2 (July 5, 2022): 1. http://dx.doi.org/10.36941/jicd-2022-0006.
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The Key Centre for Mines International, University of New South Wales, Sydney Australia undertook professional development mining education and cooperation training study tours for overseas government fellows and groups as well as private mining companies from 1988 – 2010. During the technical environmental development short courses at the university and visits to Australian mines and government offices, the programs also covered important social and sustainable aspects as well as relevant briefings on government mining law and regulations, industry’s best practice and community engagement. Details are presented for two major successful international cooperation Indian projects, a World Bank mine environment program in 2004 for state government officials and a TATA Steel Limited coal and iron mine executives and managers training program in 2010.
Received: 21 April 2022 / Accepted: 30 June 2022 / Published: 5 July 2022
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Pamella Msomi, Ayanda, Elias Munapo, and Ireen Choga. "The conceptualisation of e-Learning at the public sector." Problems and Perspectives in Management 14, no. 4 (December 14, 2016): 41–53. http://dx.doi.org/10.21511/ppm.14(4).2016.05.
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The South African public sector is faced with many challenges and one of the major challenges is service delivery. This is linked with skills shortage resulting in public service having too many people to train in a short period of time. Training these many employees face-to-face has its challenges, as employees have to be away from their day-to-day duties to attend training and this not only has an impact on productivity, but also maximizes costs. To deal with and to minimize these challenges, the South African government has chosen to introduce e-Learning in public sector. This is aimed at ensuring that larger numbers of government officials are trained at minimum costs and ensuring that training reaches people with different responsibilities such as top management and people with families who cannot afford to be away from home or office for training for long periods of time. This study examined the advantages and disadvantages of the introduction of e-Learning in the public sector, the importance of strategic planning for e-Learning, the challenges faced by the public sector when it comes to training, how other organizations internationally have conceptualized e-Learning and what the public sector is hoping to achieve by introducing e-Learning. The gaps in the conceptualization of e-Learning in the South African public sector were identified and possible solutions including a paradigm shift from a reductionist way of thinking to a systems way of thinking and doing things was recommended. Keywords: e-Learning, public sector, benchmarking, conceptualization. JEL Classification: H83, A2, G21
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Iftikhar, Mehwish, Muhammad Imran Qureshi, Shazia Qayyum, Iram Fatima, Sriyanto Sriyanto, Yasinta Indrianti, Aqeel Khan, and Leo-Paul Dana. "Impact of Multifaceted Workplace Bullying on the Relationships between Technology Usage, Organisational Climate and Employee Physical and Emotional Health." International Journal of Environmental Research and Public Health 18, no. 6 (March 19, 2021): 3207. http://dx.doi.org/10.3390/ijerph18063207.
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This research article investigates the effect of organisational climate and technology usage on employees’ physiological and emotional health damage resulting from face-to-face bullying and cyberbullying at the workplace. Furthermore, we investigated emotional intelligence as a coping strategy to moderate employee physiological and emotional health damage. The research used a quantitative research design. A five-point Likert-scale questionnaire was used to collect data from a multistage sample of 500 officials from Pakistan’s four service sectors. Results revealed that organisational climate and technology usage are negatively related to face-to-face bullying and cyberbullying at the workplace. At the same time, workplace bullying adversely affects an employee’s emotional and physiological health. However, emotional intelligence can reduce an employee’s emotional health damage due to workplace bullying. Thus, we suggest incorporating emotional intelligence training at the workplace to minimise the devastating effects of face-to-face bullying and cyberbullying on employees’ physical and emotional health.
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Gelle-Jimenez, Maureen, and Hector M. Aguiling. "Leveraging human resources management (HRM) practices toward congruence of values." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 1 (February 11, 2021): 85–94. http://dx.doi.org/10.20525/ijrbs.v10i1.987.
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Core values are critical to an organization’s identity, mission, strategy, and success. Harmonizing personal values and the core values espoused by the organization addresses congruence gaps and ensures that the actions of employees are consistent and aligned with organizational strategies. This study aims to identify the HR management practices of a University in Manila, Philippines that promote the congruence between the personal values of employees and the core values of the organization. The qualitative research methodology was utilized to identify practices in the areas of Recruitment and Selection, Performance Management System, and Training and Development that promote congruence of values. Semi-structured interviews of key University officials were conducted using open-ended questions. A review of relevant and pertinent documents was also undertaken. The three identified HR functional areas are highlighted because these are critical in the selection, motivation, and retention of high-quality employees. Leveraging HR management practices to promote congruence entails that the values of the organization are well-defined. Employees must understand how these are translated into workplace behaviors and actions. It must be clearly laid down how these relate to their performance and the impact these have on the achievement of the overall goals of the organization.
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Pattni, Indira, and Geoffrey N. Soutar. "The effectiveness of self‐management training in organisations from two culturally different countries." Journal of Management Development 28, no. 7 (July 17, 2009): 633–46. http://dx.doi.org/10.1108/02621710910972733.
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PurposeThe purpose of this paper is to examine the impact of short training in self‐management skills on employees' efficacious beliefs and skills across cultures.Design/methodology/approachA longitudinal pre‐post field investigation repeated measures analysis is used to compare the effectiveness of the self‐management training between employees from Australia (individualistic country) and Kenya (collectivistic country).FindingsThe results suggest that there is a significant improvement in the learning of skills and efficacious beliefs post‐training (24 weeks). However, there are no significant differences in improvement between the two cultures and the training is similarly effective in both cultures.Research limitations/implicationsTraining focus is based on previous research that is primarily individual focused and further studies need to explore the training ethos. The assessments are developed for the study and need further examination to test their reliability and validity in other contexts. The individualistic and collectivistic criteria are drawn from Hofstede's work and may need further investigation as Hofstede's sample size of the Kenyan population is small. Finally, the results are unique to retail banking.Originality/valueThe effectiveness of this low‐cost training for enhancing employee efficacy has positive organisational outcomes, especially for those that have a multicultural workforce. It may be particularly useful for organisations in developing countries where cost is of concern.
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Tiley, Steve. "Indigenous employment—it works." APPEA Journal 49, no. 2 (2009): 597. http://dx.doi.org/10.1071/aj08070.
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It is predicted that by 2020 the Northern Territory’s Aboriginal population will rise from 33% to 50% of the total population base. Parallel to this, business and government agencies will need to source thousands of new employees in anticipation of northern Australia’s economic growth forecast. In a wider context, if we struck an arc from Geraldton in Western Australia to Gladstone in Queensland, we know the resources sector is investing billions of dollars in new projects. In this same area of Australia we find thousands of Indigenous candidates seeking employment opportunities who are both willing and capable of operating and maintaining the assets. This paper will outline how Universal Engineering—a small fabrication and engineering contractor in the oil and gas industry—has approached its skill shortage problems. By encouraging non-traditional recruitment and retention strategies, various solutions and achievements are highlighted, showing how Universal Engineering has succeeded with recruiting, training and retaining Indigenous apprentices as part of its overall employment growth strategy. By engaging Indigenous employees over the past 10 years, Universal Engineering has refined its Indigenous training strategies and would like to share its knowledge with other employers in the oil and gas sectors. Our key success factors include the development of human resources systems, ensuring that parents—Mum, Auntie or Grandma—are willing to mentor their children through the initial training and employment phases and by adopting school based apprenticeships (taking place in years 11 and 12). These greatly assist with literacy and numeracy improvements and help the transition into the workplace. In the longer term, Universal is establishing role models and strong career planning to let our employees know they have stability and a future in the company, and indeed in the industry as a whole.
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Markoni, Markoni. "IMPLEMENTASI SOFT SKILL DAN HARD SKILL DALAM MENINGKATKAN KINERJA PEGAWAI DINAS PEMUDA DAN OLAHRAGA PROVINSI ( BENGKULU." Jurnal Manajemen, Bisnis dan Organisasi (JUMBO) 5, no. 3 (December 30, 2021): 674. http://dx.doi.org/10.33772/jumbo.v5i3.23205.
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The problem in this study is how to implement Soft Skills and Hard Skills in improving the performance of the Bengkulu Province Youth and Sports Service (Dispora) Employees. Primary data needed was obtained through a questionnaire. Considering that the research population is diverse, the sample is taken using a stratified sampling technique. Data analysis used multiple regression and correlation methods, while the hypothesis test with t test and F test with 0.05.The results of the analysis show that Soft Skill and Hard Skill have an effect on employee performance, respectively 0.318 and 0.539. By comparing the two, the influence of Hard Skills on employee performance is more dominant when compared to the influence of Soft Skill changes.Soft Skills and Hard Skills together have a very strong relationship with employee performance with a variation contribution of 60.4%. Considering the contribution of the two types of expertise, it is recommended that the relevant officials make efforts to improve these skills, by conducting internal training, involving their employees in various trainings organized by other parties, and motivating their employees to continue to develop their skills independently.
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Map, Jurnalmap, Husna ÔÇÄ, and Sri Mulyani. "PEMBINAAN PEGAWAI DALAM RANGKA MENINGKATKAN KINERJA PELAYANAN PUBLIK DI RUMAH SAKIT UMUM DAERAH PURI HUSADA KABUPATEN INDRAGIRI HILIR." MAP (Jurnal Manajemen dan Administrasi Publik) 3, no. 4 (December 4, 2020): 467–82. http://dx.doi.org/10.37504/map.v3i4.287.
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This study aims to describe the development of employee performance, especially career development of employees consisting of; (1) forms of career coaching; (2) obstacles in career coaching; (3) solutions made to overcome obstacles. The results of the study: 1) The forms of career guidance in RSUD Puri Husada include: providing general orientation on employee duties and functions, facilitating routine employee needs, socializing technical guidance to the executive level, involving employees in the technical guidance and training relevant to tupoksi, holding coordination meetings scope of internal and cross-sectoral (provincial) and planned promotion, lateral, and mutation processes. 2) Obstacles in employee career development, namely: limited funds in the addition of facilities and infrastructure. 3) Solutions made to overcome obstacles are: maintaining and utilizing existing facilities and infrastructure optimally, coordinating meetings to synchronize central government regulations and the work program of RSUD Puri Husada, socializing technical guidelines to the executive level through seminars and workshops, motivating employees practice and study independently, hold internal and cross-sectoral coordination meetings, disseminate work performance measurements based on SKP in order to assess objective performance, and send structural officials to follow DIKLATPIM. Keywords: career coaching
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Davygora, Y. I. "Tactical training of law enforcement officers in the context of a new concept of the National Police of Ukraine." Scientific Journal of National Pedagogical Dragomanov University. Series 15. Scientific and pedagogical problems of physical culture (physical culture and sports), no. 7(127) (November 27, 2020): 56–62. http://dx.doi.org/10.31392/npu-nc.series15.2020.7(127).10.
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The analysis of the peculiarities of the official activity of the employees of the National Police of Ukraine and the normative documents that regulate the organization of tactical training in the system of primary professional training and professional training of police officers is carried out. It was stated that the performance of official duties by police officers is associated with constant contact with various segments of the population. There are many cases of encounters with aggressive people who are intoxicated, mentally unbalanced, etc. When confronted with government officials, citizens are often emotionally agitated and may not always respond adequately to law enforcement. In such situations, the tactical training of police officers is important, which is seen as the formation of special motor skills and abilities aimed at ensuring personal safety in the performance of official duties related to contact with the offender.
A thorough study of the situations of practical activity of patrol police officers testifies to the existing problems in the tactical training of law enforcement officers. Erroneous actions of employees are partly explained by insufficient knowledge of external manifestations of threats from the offender, psychological behavior, low level of skills of effective communication with "problem people", the ability to control their own mental state in the performance of official duties related to communication with emotionally aroused individuals, the ability to control the situation and the actions of others without escalating conflict
Such conditions increase the requirements for tactical training of personnel. It is established that in the context of the service function of the National Police of Ukraine, tactical training needs to be improved. Based on the elaboration of normative documents and scientific literature, the specifics of tactical training of police officers at different stages of professional training are highlighted. The need to improve the system of police training through further practical orientation was stated.
Prospects for further research are the need to substantiate, develop and fill the content of situational tasks, which are used during training sessions on tactical training in the system of police training.
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Nilofar, Akhtar Ali, and Anita Shuja. "Effects of Job Market Demand on Higher Education in Pakistan." Global Regional Review VI, no. II (June 30, 2021): 196–212. http://dx.doi.org/10.31703/grr.2021(vi-ii).23.
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The research report also includes officials' recommendations, such as universities taking the lead in engaging with industry to reconcile education and training in a mutually beneficial manner in order to avoid the grim prospect of unemployment. This would also serve as a two-way information channel, with students learning about possible employers and their needs and companies learning about their future employees' attributes. It's also possible that the value of social and political connections in acquiring work will be reduced. Across all age groups, the father's educational level is favorably and significantly related to the children's educational success.Except in the case of students, where the low educational group showed the predicted sign, the mother's educational level was less essential.Employees and self-employed people are surprised by the indicators in the medium educational category. The research report also offers policymakers options to avoid the grim future of unemployment, such as colleges taking the lead in collaborating with industry to reconcile education and training in a mutually beneficial manner. This would also serve as a two-way information channel, with students learning about potential employers and their requirements and employers learning about the characteristics of their future employees. It's also possible that the value of social and political connections in acquiring work will decline.
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Goncharova, Natalia, and Alexandra Ivanova. "Differential psychological analysis of the features of psychological stability of the law enforcement officials." Vestnik of the St. Petersburg University of the Ministry of Internal Affairs of Russia 2022, no. 1 (March 24, 2022): 217–24. http://dx.doi.org/10.35750/2071-8284-2022-1-217-224.
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Psychological training of the law enforcement officials focuses on the problem of psychological stability – one of the relevant factors ensuring the development of the psychological resources of the individual, necessary for the police officers in the rough professional conditions. Scientific studies of this problem within the framework of the theoretical analysis of the phenomenon of stability have reached a certain limit, and therefore there is an urgent need for differential studies of the features of stable and unstable actors. According to the problem setting, the purpose of the research presented in the article was to determine the personal characteristics of the parameters of the psychological stability of the law enforcement officials. The study sample consisted of the law enforcement officials divided into two groups: stable (n = 49) and unstable (n = 36), in accordance with the differences in the indicators of neuropsychic stability. The author used the method of a structural grouping of data, psychodiagnostic analysis, methods of mathematical and statistical analysis. The results of the study made it possible to identify the degree of the features of the psychological stability of police officers, to determine the characteristics of personal indicators of stability, to explore the differential indicators of stability. The study found that stable employees have the ability to quickly restore neuropsychological resources, develop skills to change behaviors under environmental pressure, maintain stability and balance in behavior. The revealed features of stable law enforcement officials are consistent with the available data of similar studies conducted by domestic and foreign researchers, but also show the higher degree of indicators of the volitional organization of the personality and volitional self-regulation, self-control, energy, perseverance, determination, self-control. On the practical side, the research offers a possibility to use the established personal characteristics to solve the problems of developing the psychological stability of police officers in the organization of psychological training and raising morale.
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V. Nguyen, Phuong, Nga Le, Hoa Trieu, Tien Huynh, and Hoa Quynh Tran. "Determinants of turnover intention: The case of public servants in Vietnam." Problems and Perspectives in Management 20, no. 2 (May 2, 2022): 149–60. http://dx.doi.org/10.21511/ppm.20(2).2022.13.
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Turnover intention is an essential issue for every organization as retaining experienced and knowledgeable employees is an essential factor contributing to an organization’s competitive advantage and sustainable growth. Governmental and non-profit organizations, in particular, need to develop measures for reducing the increasing rate of turnover among federal officials. This study examines the factors influencing intentions to leave among civil servants in the public administration sector. Therefore, an online survey was undertaken to collect data from the targeted respondents, who are employees and managers working in governmental organizations in Vietnam. By using the convenience sampling method, a total of 300 responses were obtained. Men made up 53.3% of the participants, while women made up the remainder. Nearly 60% of the participants work for governmental and political organizations, and the rest work for state unions. The collected data were then processed via AMOS software and analyzed using the Structural Equation Modeling approach. The results indicate that job satisfaction strongly affects employees’ turnover intentions, with a path coefficient of 0.352 and a p-value less than 0.001. In addition, perceived organizational support has a significant positive relationship with organizational commitment, evidenced by the path coefficient of 0.315 and p-value less than 0.001. Overall, the results suggest that organizations are more likely to retain qualified and committed employees when they attempt to develop appropriate training programs and an incentive reward system.
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Plekh, Olesya A. "Composition of the Archangelsk Governorate officialdom in the first half of the 19th century." Historia provinciae – the journal of regional history 5, no. 1 (2021): 16–63. http://dx.doi.org/10.23859/2587-8344-2021-5-1-1.
Full textAbstract:
The article deals with the problems of staffing local institutions of Arkhangelsk Governorate in the first half of the 19th century. Based on the materials of systematic recording of officials (group records of service from the collections of the Russian State Historical Archive), the staff composition was analyzed according to three main parameters: social background, age, and level of education. The identified characteristics made it possible to see specific features in the development of the local bureaucracy and the results of the governmental personnel policy. The obtained statistics reflected the peculiarities of governmental policy in the field of forming the social basis for Arkhangelsk bureaucracy. It was found out that in the first half of the 19th century the composition of Arkhangelsk Governorate officials could not meet the expectations of the government in full since the internal resources of this non-nobility-related territory were quite restricted, and the conditions of service did not attract officials from other governorates. The measures taken (appointing officials from other regions, filling police vacancies with retired military personnel, and introducing service privileges) had a certain effect but were not enough to solve all personnel problems and, primarily, to overcome the shortage of clerical employees, which was most pronounced during the entire period. The analysis of social background of the officials revealed a high proportion of representatives of the nobility, hereditary civil servants, and persons from taxable classes. The indicators of age structure reflect general Russian tendencies: there were two Arkhangelsk Governorate went through two alternations of generations among officials: during the first quarter of the 19th century, personnel was becoming younger, and in the following decades it was aging, which had stopped by 1850. The available information on education indicates a general low level of professional training. Despite the fact that the measures taken by the government, which linked the level of education with promotion in rank, increased the interest of future officials in obtaining certificates from higher and secondary educational institutions, in the middle of the century most officials were still persons with primary or home education.
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Prabowo, Eko Ady, Muhlis Hafel, Agus Joko Purwanto, and Anfas Anfas. "The Implementation of Providing Performance Allowance Policy in the Secretariat of the General Election Commission Kota Ternate, Indonesia." Jurnal Ilmiah Ilmu Administrasi Publik 9, no. 2 (February 4, 2020): 137. http://dx.doi.org/10.26858/jiap.v9i2.11529.
Full textAbstract:
This study aims to evaluate the implementation of the policy of providing performance allowance to employees at the Secretariat of the General Elections Commission (GEC) Kota Ternate, as well as their supporting and obstacle factors. This research is a descriptive qualitative research by using case study. The research data were obtained from informants who were respondents, ranging from staff to officials at the Secretariat of the General Elections Commission Kota Ternate. The results of the study showed that although the implementation of the performance allowance was already running there were still some deviations in its management, namely: 1) no socialization or training was held on the management of performance allowance involving GEC Kota Ternate; 2) there is no appointment of a performance allowance management officer, namely the Performance Allowance Management Officer or the control book Management Officer, therefore, it happens overlap working with routine treasurer; 3) there is not a standard operating procedure (SOP) as an assessment standard that aims to provide an assessment and sanctions against employees who do not carry out their duties and functions.
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Prabowo, Eko Ady, Muhlis Hafel, Agus Joko Purwanto, and Anfas Anfas. "The Implementation of Providing Performance Allowance Policy in the Secretariat of the General Election Commission Kota Ternate, Indonesia." Jurnal Ilmiah Ilmu Administrasi Publik 9, no. 2 (February 4, 2020): 247. http://dx.doi.org/10.26858/jiap.v9i2.12202.
Full textAbstract:
This study aims to evaluate the implementation of the policy of providing performance allowance to employees at the Secretariat of the General Elections Commission (GEC) Kota Ternate, as well as their supporting and obstacle factors. This research is a descriptive qualitative research by using case study. The research data were obtained from informants who were respondents, ranging from staff to officials at the Secretariat of the General Elections Commission Kota Ternate. The results of the study showed that although the implementation of the performance allowance was already running there were still some deviations in its management, namely: 1) no socialization or training was held on the management of performance allowance involving GEC Kota Ternate; 2) there is no appointment of a performance allowance management officer, namely the Performance Allowance Management Officer or the control book Management Officer, therefore, it happens overlap working with routine treasurer; 3) there is not a standard operating procedure (SOP) as an assessment standard that aims to provide an assessment and sanctions against employees who do not carry out their duties and functions.
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Risakotta, Kathleen Asyera, and Rusdi Akbar. "THE EFFECT OF INTERNAL AND EXTERNAL ACCOUNTABILITY, JOB MOTIVATION AND EDUCATION ON LOCAL GOVERNMENT OFFICIAL’S PERFORMANCE." Journal of Indonesian Economy and Business 33, no. 3 (January 28, 2019): 257. http://dx.doi.org/10.22146/jieb.13921.
Full textAbstract:
This study aims to empirically analyze the influence of internal and external accountabilities, job motivation and education on the performance of local government officials with organizational commitment as the intervening variable. This study used a mixed method that consists of Partial Least Square (PLS) for the analysis of the quantitative and a thematic content analysis for the qualitative approach. The sample includes 224 government officers from the Provincial Government of Maluku Province and Ambon City Council. The result of this study shows that internal accountability, job motivation and organizational commitment have a positive influence on the performance of the local government employees, while both external accountability and education do not play a positive role in their organizational commitment. These are the driving factor for organizations to improve the accountability and performance of government institutions, so that good governance may occur in the future. The results of this study could be used as advices to local governments on their employee training programs in order to improve the performance of the employees of local government agencies.