Journal articles: 'Chartered Institute of Personnel and Development'

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Cook, Mike. "Chartered Institute of Personnel and Development (2002) How do People Learn?" Nurse Education Today 23, no. 8 (November 2003): 638–39. http://dx.doi.org/10.1016/s0260-6917(03)00123-0.

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Goate, Robert. "Peter Cheese, CEO of the Chartered Institute of Personnel and Development." OP Matters 1, no. 23 (September 2014): 3–7. http://dx.doi.org/10.53841/bpsopm.2014.1.23.3.

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In March 2014, Peter Cheese, chief executive of the CIPD, was keynote speaker at BPP University where he spoke of the challenges and opportunities facing the HR profession today. Following the event, Peter kindly agreed to be interviewed for OP Matters by its volunteer editor Robert Goate.

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Liston-Smith, Jennifer. "Ethics, ‘Leadershift’ and ‘More than Coaching’: Insights for coaching psychologists from the CIPD and AC Conferences." Coaching Psychologist 6, no. 1 (June 2010): 72–75. http://dx.doi.org/10.53841/bpstcp.2010.6.1.72.

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A report on elements of the Chartered Institute of Personnel and Development Annual Conference and Exhibition, 9–11 November 2009 in Manchester, and Going Global: The Association for Coaching International Conference, 11–12 March 2010, in London.

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Morgan, Arthur, and David Turner. "Adding value to the work placement: working towards a professional qualification in an undergraduate degree programme." Education + Training 42, no. 8 (November 1, 2000): 453–61. http://dx.doi.org/10.1108/00400910010379989.

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This article reviews the opportunity provided by the work placement year for human resource management students to gain professional membership of the Chartered Institute of Personnel Development (CIPD). A case study approach is used to reflect on findings related to the first two cohorts. It concludes that the benefits of the opportunity to gain a separate professional qualification are twofold. First, it ties in closely with what appears is a more strategic career decision‐making process on behalf of the student and, second, the CIPD qualification provides a robust framework for the placement period during this important stage of student studies.

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Rowley, Chris. "Core Personnel and Development[1]20012Mick Marchington, Adrian Wilkinson. Core Personnel and Development[1]. London: Chartered Institute of Personnel and Development 1996. ix + 486 pp., ISBN: ISBN 0‐85292‐622‐7 £19.95 (paperback)." Personnel Review 30, no. 3 (June 2001): 371–77. http://dx.doi.org/10.1108/pr.2001.30.3.371.2.

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Abioro, Matthew Adekunle, Jayeola Olabisi, Isaac Oladepo Onigbinde, and Adedolapo Mercy Adedeji. "Skill Mapping, Talent Pool Management and Organisational Development: Evidence from Professional Bodies in Nigeria." Economics and Business 34, no. 1 (January 1, 2020): 46–59. http://dx.doi.org/10.2478/eb-2020-0004.

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AbstractThe study examined the influence of skill mapping and talent pool management on organisational development in Nigeria. The study adopted a survey research and the study population comprised three thousand (3000) active members of Chartered Institute of Personnel Management (CIPM) in Nigeria as at 2019. A research instrument, well structured, titled “Skill mapping, talent pool management and organisational development” was used to collect data from a sample size of 353 members randomly selected from the population. Descriptive and inferential statistics were adopted to analyse the formulated hypotheses. The result of the study showed a positive effect of employee engagement on organisational development (R2 = 0.664, P = 0.000); and a significant effect of succession planning on organisational development (R2 = 0.781, P = 0.000). There was also a significant effect of job rotation on organisational development (R2 = 0.392, P = 0.000). The study concluded that skill mapping and talent pool management (in terms of properly matching tasks with personnel) played a significant role in the development of an organisation. Therefore, the study recommended that human resource managers at every organisation should strive to keenly match employee with tasks where they were more skilful and talented, as failure to do this, might result in employees’ inefficiency and turnover.

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Wilson, John P. "Learning and Development (5th ed.)20101Rosemary Harrison. Learning and Development (5th ed.). London: Chartered Institute of Personnel and Development 2009. 550 pp., ISBN: 9781843982166 £39.99 (paperback)." Industrial and Commercial Training 42, no. 1 (February 2, 2010): 57–58. http://dx.doi.org/10.1108/00197851011013733.

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Shurville, Simon. "Change Management: A Critical Perspective20082Mark Hughes. Change Management: A Critical Perspective. London, UK: Chartered Institute of Personnel and Development, ISBN: ‐10: 1843980703." International Journal of Managing Projects in Business 1, no. 3 (June 20, 2008): 447–49. http://dx.doi.org/10.1108/17538370810883891.

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Rowley, Chris. "Employee Development[2]20015Rosemary Harrison. Employee Development[2]. London: Chartered Institute of Personnel and Development 1997. xvii + 466 pp., ISBN: ISBN 0‐85292‐657‐X £19.95 (paperback)." Personnel Review 30, no. 3 (June 2001): 371–77. http://dx.doi.org/10.1108/pr.2001.30.3.371.5.

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Rowley, Chris. "Employee Resourcing20013Stephen Taylor. Employee Resourcing. London: Chartered Institute of Personnel and Development 1998. xii + 305 pp., ISBN: ISBN 0‐85292‐624‐3 £19.95 (paperback)." Personnel Review 30, no. 3 (June 2001): 371–77. http://dx.doi.org/10.1108/pr.2001.30.3.371.3.

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Wall, Tony. "A manifesto for higher education, skills and work-based learning." Higher Education, Skills and Work-Based Learning 7, no. 3 (August 14, 2017): 304–14. http://dx.doi.org/10.1108/heswbl-06-2017-0036.

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Purpose This paper is prompted by recent professional and political events and specifically the politically oriented “Manifesto for Work” recently published by the Chartered Institute of Personnel and Development (CIPD). The purpose of this paper is to propose a manifesto for the broad professional sphere of higher education, skills and work-based learning. Design/methodology/approach This paper utilises a unique form of political ideology critique, applied to the CIPD’s manifesto for work, to propose alternative directions for practice, research and policy. Findings This paper highlights four key areas which need further research and development in the area of higher education, skills and work-based learning. These are discussed in relation to: overhauling corporate governance; inclusive workplaces, flexible working and disadvantaged groups; investment in skills, lifelong learning and well-being; and re-balancing working practices and rights. Research limitations/implications This paper highlights areas for further research in the broad professional area of higher education, skills and work-based learning. Originality/value This paper is a unique, time-bound political respond to the current political landscape, and is the first to propose a manifesto for the professional sphere of higher education, skills and work-based learning.

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Palethorpe, Rob. "Learning and Development (fifth edition)20111Rosemary Harrison. Learning and Development (fifth edition). London: Chartered Institute of Personnel and Development Published 2009. 400 pp., ISBN: 978 1 84398 216 6 UK £41.99." Industrial and Commercial Training 43, no. 6 (September 6, 2011): 394–95. http://dx.doi.org/10.1108/00197851111160531.

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Dawson, Stuart. "Conquer your Stress20013C.L. Cooper, S. Palmer. Conquer your Stress. London: Chartered Institute of Personnel and Development 2000. pp. 89, ISBN: 0 85292 853 X £5.95 (pbk)." Personnel Review 30, no. 6 (December 2001): 711–17. http://dx.doi.org/10.1108/pr.2001.30.6.711.3.

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Yura, Narantsatsral, and Ayush Andryei. "Using Talent Management to Train and Develop Employees in the Mining Industry." Embedded Selforganising Systems 9, no. 4 (December 22, 2022): 39–44. http://dx.doi.org/10.14464/ess.v9i4.582.

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The business environment is rapidly changing and in order to create a competitive advantage in the market, organizations are facing the problems of attracting highly skilled employees, hiring and training the right people for specialized jobs, and effectively managing the talent pool and succession pool. In the 21st century, when advanced technologies such as artificial intelligence, big data, robots, and automation are exploding in the labor market, some jobs are disappearing and new careers are being created, organizations need to prepare employees for these changes. Therefore, by studying the experiences of foreign and domestic organizations that implement talent management in conjunction with learning and development in large organizations of the Mining industry in Mongolia, the goal was to study the importance of retaining and engaging employees with special skills, properly evaluating and developing their capabilities, and the possibility of productive work. In the report, "9 grid boxes for talent management and identifying talented employees", CIPD (Chartered Institute of Personnel and Development) Professional Map, Professional Standards V2.4 skills mirror, "Skill matrix" model (2020), Mercer CED (Cullen Egan Dell), skill matrix job-functional analysis, DACUM, SCID, ISO TS 30428:2021 Skills and capability metrics, ISO DIS 30422:2021 Learning and Development, Competency standards, etc, it is concluded that Learning and development of employees with special skills should be implemented effectively in accordance with the business characteristics of each organization and the position, diversity, and generation characteristics of the employees.

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Taubayev, A. "THE WORLD PRACTICE OF CERTIFICATION OF UNIVERSITY GRADUATES ACCORDING TO INTERNATIONAL PROFESSIONAL STANDARDS." Education. Quality assurance, no. 3 (September 30, 2023): 33–40. http://dx.doi.org/10.58319/26170493_2023_3_33.

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The purpose of this article, using the example of the partnership of Esil University and Chartered Management Institute, is to describe the prospects for promoting the National Qualification System in Kazakhstan based on international standards. Methods of comparative analysis of the international practice of professional certification of managers were used in the preparation of the article. As the main results of the study, it can be noted that modern universities, acting as key participants in the labor market, as the main suppliers of qualified personnel, as feedback from employers constantly receive complaints about the poor quality of training in the higher education system and their inconsistency with the constantly changing requirements of the labor market. This is not only Kazakhstan's realities, but also a modern and global trend. In this regard, Kazakhstani entrepreneurs have different attitudes to the idea of introducing a unified system of certification of specialists, as they do not have a proper understanding of the advantages represented by professional certification. Their general attitude to the short-term development of business and the desire to minimize the costs of its maintenance give rise to a number of problems, the roots of which go into the misunderstanding by the heads of enterprises themselves that in order to create a stable business, a clear system of uniform standards is needed not only in the field of tax, legal and sanitary regulatory requirements, but also in the field of professional standards, which set the general logic of the work and development of each organization and enterprise, solve the problem of staff turnover and lack of corporate interest. This is a global trend, and the Kazakh labor market will also inevitably come to reorganize approaches to training and hiring personnel in line with modern trends in the system logic of a single professional model.

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Sparrow, Paul. "Human Resource Management in Context: Strategy, Insights and Solutions, 3 edition, By David Farnham, London: Chartered Institute of Personnel and Development, 2010, 506 pp., ISBN: 978-18439-8259-3." Relations industrielles 67, no. 1 (2012): 163. http://dx.doi.org/10.7202/1008206ar.

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Rowley, Chris. "Employee Reward (2nd edition)20014Michael Armstrong. Employee Reward (2nd edition). London: Chartered Institute of Personnel and Development 1999. viii + 515 pp., ISBN: ISBN 0‐85292‐820‐3 £19.95 (paperback)." Personnel Review 30, no. 3 (June 2001): 371–77. http://dx.doi.org/10.1108/pr.2001.30.3.371.4.

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Rowley, Chris. "Employee Relations (2nd edition)20011John Gennard, Graham Judge. Employee Relations (2nd edition). London: Chartered Institute of Personnel and Development 1999. vii + 376 pp., ISBN: ISBN 0‐85292‐818‐1 £19.95 (paperback)." Personnel Review 30, no. 3 (June 2001): 371–77. http://dx.doi.org/10.1108/pr.2001.30.3.371.1.

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Miller, Peter. "The E‐learning Revolution: From Propositions to Action20021Martyn Sloman. The E‐learning Revolution: From Propositions to Action. London: Chartered Institute of Personnel and Development, 2001. , ISBN: ISBN: 0‐85292‐873‐4." Journal of Workplace Learning 14, no. 4 (June 2002): 174. http://dx.doi.org/10.1108/jwl.2002.14.4.174.1.

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Perkins, Stephen J. "Processing developments in employee performance and reward." Journal of Organizational Effectiveness: People and Performance 5, no. 3 (September 3, 2018): 289–300. http://dx.doi.org/10.1108/joepp-07-2018-0049.

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Purpose The purpose of this paper is to surface and discuss issues associated with employee performance appraisal as a multi-staged social interaction reportedly the butt of managerial dissatisfaction, especially when used to inform decisions around pay and other rewards. Design/methodology/approach To substantiate the territory, existing management-based evidence from the published literature is curated and discussed to frame issues for investigation under the rubric of performance appraisal as an activity that may be understood as combining interaction between forms of administrative, social and psychologically oriented control. Primary evidence, drawn from recent research sponsored by the Chartered Institute of Personnel and Development, which combines data sets informed by a survey of HR specialists and a follow-on focus group, is then used to illustrate views on relevant themes across a sample of UK-based private, public and third sector organizations (n=715). Findings A significant number of organizations apply performance appraisal approaches, somewhat mediated by sector and size, and in turn use the results to inform various forms of HRM decision making – in particular reward management. While claims have been circulating in popular media suggesting the widespread abandonment of traditional performance appraisal, and while the study finds dissatisfaction regarding the utility of existing bureaucratic elements of appraisal mechanisms, the position is more nuanced. Practical implications Corporate management attention is drawn to choices of the extent to which they are investing in building line management capabilities to address the consequences of policy decisions to amplify the importance of informal alongside formal performance management processes, and potential reward decision making, mindful of the indeterminate character of the employment relationship and its dynamic, socially constructed character. Social implications Performance appraisal may benefit from re-interpreting the balance between emphasis on administrative, social and self-control, given changing expectations among workforce members and those who evaluate organizational effectiveness in contemporary society, and the ongoing contested nature of organizational control. Originality/value Employee performance appraisal as an institutional process central to organizational control systems is a topic of interest to both organizational effectiveness academics and the managerial practitioners they study. Using data that broadly represent recent developments in managerial practice across “UK plc”, the paper informs reflection on theory and practice.

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Emmott, Mike. "Employment relations over the last 50 years: confrontation, consensus or neglect?" Employee Relations 37, no. 6 (October 5, 2015): 658–69. http://dx.doi.org/10.1108/er-07-2015-0140.

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Purpose – The purpose of this paper is to discuss significant changes in the concept and practice of employment relations over the last 50 years. It does so from both public policy and management perspectives and highlights the continued failure to align these two perspectives. Design/methodology/approach – The paper draws on the author’s research as an adviser at the Chartered Institute of Personnel and Development, and his previous experience as a civil servant in the Employment Department. A range of published sources are relied on, including quantitative, survey based and qualitative, case-study and other evidence. Findings – The over-riding need to tackle inflation led governments in the 1960s and 1970s to make repeated attempts to build a stronger legal framework around collective bargaining, and to intensifying incomes policies which brought governments into frequent conflict with the trade unions. This was followed by incremental reform of trade union legislation under Margaret Thatcher in the 1980s, to which there has subsequently been no serious challenge. The question is posed whether the author is nearing the end of the road for trade union voice in the UK, or whether there is scope for a “new deal” under which trade unions can join with other key stakeholders in making a positive contribution towards economic regeneration. Looking forward, the paper discusses shifts in trade union approaches to industrial action and major challenges for employers, including managing individual conflict and employee voice. Originality/value – The paper suggests that the ambiguity of the term “employee relations” means the author needs to ask what are the specific challenges facing employee relations practitioners today. Employee relations managers are undertaking a wide range of jobs. Their current focus on employee relations reflects a shift from the defensive attitudes that characterised the earlier part of the period to a more positive one. The paper concludes by arguing the case for a national forum bringing together employers, trade unions and other key stakeholders to advise government on workplace issues.

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Mahmood, Zeeshan, Allah Bakhsh Khan, Asad ur Rehman, and Samreen Atta. "Preliminary Insights on the Adoption of International Financial Reporting Standard (IFRS) for Small and Medium Enterprises (SMEs) in Pakistan." Journal of Accounting and Finance in Emerging Economies 4, no. 1 (June 30, 2018): 95–110. http://dx.doi.org/10.26710/jafee.v4i1.522.

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This study aims to investigate the perceptions of accountants regarding the possible adoption of International Financial Reporting Standards (IFRS) for SMEs in Pakistan. IFRS for SMEs were issued by the IASB in 2009. The adoption of the IFRS for SMEs in Pakistan has been proposed by the Institute of Chartered Accountants of Pakistan (ICAP) and in 2015 the Securities and Exchange Commission of Pakistan (SECP) has approved the adoption of the 'International Financial Reporting Standard for Small and Medium Sized Entities. We conducted seven semi-structured interviews with the chartered accountants based in Multan that were providing accounting and consultancy services to various SMEs. The findings of the research confirmed the reasonable level of awareness among chartered accountants regarding IFRS for SME. Our respondents perceive high-quality comparable financial information as the most significant advantage of applying IFRS for SMEs whereas cost burdens on firms and lack of trained personnel were perceived as major obstacles for the adoption decision. The findings also suggest that diligent IFRS awareness and training programs must be organized by all regulatory and professional bodies (like SECP and ICAP) on both country and firm level to achieve the true purpose of this adoption.

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Gammie, Elizabeth, Mark Allison, and Morag Matson. "Entry routes into the Institute of Chartered Accountants of Scotland training: Status versus sustainability." Accounting History 23, no. 1-2 (June 2, 2017): 14–43. http://dx.doi.org/10.1177/1032373217706774.

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Education plays a pivotal role in establishing the elite status of a profession. This article sets out to understand the role of social and political influences in the determination of entry routes to professional accounting training with the Institute of Chartered Accountants of Scotland (ICAS). The article charts the development of various entry routes which converted ICAS from an Institute with few graduate entrants in the mid-1950s to an Institute with almost 100 per cent graduate entrants today.

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Verma, Shraddha, and Sidney J. Gray. "THE CREATION OF THE INSTITUTE OF CHARTERED ACCOUNTANTS OF INDIA: THE FIRST STEPS IN THE DEVELOPMENT OF AN INDIGENOUS ACCOUNTING PROFESSION POST-INDEPENDENCE." Accounting Historians Journal 33, no. 2 (December 1, 2006): 131–56. http://dx.doi.org/10.2308/0148-4184.33.2.131.

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This paper applies the theoretical framework proposed by McKinnon [1986] to the creation of the Institute of Chartered Accountants of India (ICAI) which represented an important change to the accounting system in India post-independence. The development of the ICAI is categorized into three phases: source, diffusion, and reaction. Intra-system activity, trans-system activity, and the socio-economic and political environments are shown to influence all stages of the change. Within these phases, the paper focuses on the involvement of the state in the development of the ICAI, credentialism and the importance of the title “chartered,” the disciplinary powers of the ICAI, and the issue of mutual recognition and reciprocity with foreign professional accounting organizations.

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Warffemius, Petra, Lukas Kruger, and Gretha Steenkamp. "SAICA's academic traineeship programme: would guidelines facilitate focused skills development?" Journal of Economic and Financial Sciences 8, no. 2 (July 30, 2015): 354–71. http://dx.doi.org/10.4102/jef.v8i2.98.

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The South African Institute of Chartered Accountants (SAICA) developed the Academic Traineeship Programme (ATP) to give trainee chartered accountants (CAs) the opportunity to complete one of their three training years in an academic environment. The structure and guidelines of the ATP should be reconsidered given changes in the overall CA (SA) Training Programme (e.g. increased focus on the development of the prescribed competencies, especially pervasive skills) and in the academic environment (e.g. increased emphasis on research). This article presents the findings of a study that surveyed current academic trainees and found that they spend most of their time on the presentation of tutorials, marking of assessments and student consultation. The surveyed academic trainees believe that stricter guidelines for how they spend their time would be beneficial; also, they would prefer to do more lecturing and research. Guidelines are proposed based on an inclusive stakeholder model and on SAICA’s Competency Framework, which shows increased focus on research and the setting of assessments.

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Kauffman, Carole K. "The American Red Cross Training System for Preparing Disaster Health Services Personnel." Journal of the World Association for Emergency and Disaster Medicine 3, no. 1 (1987): 83–87. http://dx.doi.org/10.1017/s1049023x0002882x.

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Disaster relief and the spirit of volunteerism have been inextricably interwoven with the design and development of Red Cross societies around the world. The American Red Cross is one of 131 members of an international federation of national Red Cross and Red Crescent societies, the League of Red Cross Societies. Societies are chartered by their own governments and conduct programs in the fields of health, welfare, and safety in accordance with each nation's needs.

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Folkard, Kate. "Housing strategies for youth: Moving towards independence." Housing, Care and Support 1, no. 2 (June 1, 1998): 18–19. http://dx.doi.org/10.1108/14608790199800017.

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Many young people may need support during their transition to independence, particularly if they have been forced to leave home or care before they are ready for independent living. A good practice guide has just been published jointly by the Chartered Institute of Housing and Local Government Association.

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Gregory, Anne. "Chartered status and public relations' struggle for legitimacy." Corporate Communications: An International Journal 25, no. 4 (July 24, 2020): 639–53. http://dx.doi.org/10.1108/ccij-11-2019-0130.

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PurposeTo appraise progress towards “the professional project” for the public relations profession in the UK using the Royal Charter application as a pivotal assessment point in the journey.Design/methodology/approachPrimary and secondary, qualitative research, with participant observation and chronological and thematic analysis of archival documents at the time of the Charter process: 2003 to 2005. Two expert interviews were also conducted for a view on progress. The study is contextualised within the professions literature and the 2019 State of the Profession study undertaken by the Chartered Institute of Public Relations.FindingsThe Institute faced significant challenges during the Charter application raised by Institutions such as the Government Department for Education and Skills, including the diversity of the profession, standards of education and training, practitioner standards, including ethical, as indicated by their levels of membership and commitment to ongoing professional development. These challenges remain.Research limitations/implicationsDiversity, social acceptance, qualifications and professional progress provide an important, ongoing research agenda.Practical implicationsSocial acceptance, qualifications and professional progress remain elusive for the practice and more radical action is required to achieve progress.Social implicationsThe profession is making limited progress towards legitimacy. Continued press ambivalence, recent scandals, such as the Bell Pottinger affair in South Africa and jurisdictional infringement by other professions continue to threaten its attempts to move towards social closure.Originality/valueThis is the first academic article to chronicle the charter journey using the original documentation as source materials and the first to review progress towards the goals that chartered status signified for public relations.

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Wadhams, Peter. "The Marginal Ice Zone Experiment (MIZEX) 1984: Scott Polar Research Institute participation." Polar Record 22, no. 140 (May 1985): 505–10. http://dx.doi.org/10.1017/s0032247400005957.

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AbstractThe Sea Ice Group of the Scort Polar Research Institute, University of Cambridge, took part in the international Marginal Ice Zone Experiment 1984 (MIZEX 84) from 12 June to 26 July, operating from icebreaker FS Polarstern and chartered sealing vessel Kvitbjørn in the Greenland Sea. Observations included measurement of ice edge kinetics, wave-ice interactions and upper ocean structure and processes; ocean surface measurements and pressure ridge profile studies were also made in the same area during a post-MIZEX cruise in MS Lance.

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Yashchuk, Tatiana F. "From the History of Russian Law to the History of State and Law of the USSR: The Transformation of the Science and the Academic Discipline in 1917–1940s." Vestnik Tomskogo gosudarstvennogo universiteta, no. 458 (2020): 261–69. http://dx.doi.org/10.17223/15617793/458/31.

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The article aims to show the transformation of the science and the academic discipline “History of Russian Law” over the period from 1917 to the 1940s, to establish the degree of continuity and innovations that manifested in the transformation. The study is based on research works on the history of state and law, published historical sources, archival materials. Narrative, comparative legal, and institutional methods were used. Two institutional forms of legal science development were identified: universities and departments of the Academy of Sciences. In the 19th century, an independent area of scientific knowledge was established; its object was historical forms of law. Educational courses on the history of Russian law were based on the study of legislative acts and other sources of law. According to the University Charter of 1863, departments of the history of Russian law were created, scientific research was actively conducted, and works on the history of law were published. After the 1917 revolution, the political and ideological trends in legal science and education changed dramatically. Universities and academic structures as institutional forms survived, but underwent major changes. Law faculties were abolished at universities, specialized departments were closed. The history of Russian law or a comparable discipline in content was not taught. To prepare new academic personnel and conduct research in social sciences and the humanities, including legal science, the Socialist, subsequently Communist Academy and the Institute of Red Professors were opened. These institutions did not create separate units specializing in the study of the history of state and law. The circle of researchers studying such problems decreased sharply. In the 1930s, the Soviet model of the organization of science and higher education, which included many elements that had developed in the Russian Empire, was approved. Interest in historical sciences was restored. Curricula for training lawyers included a discipline that was first called “History of the State and Law of the Peoples of the USSR”, and later “History of State and Law of the USSR”. The leading role in the development of its content, object, and method belonged to S.V. Yushkov. The continuity with the history of Russian law was preserved. The most significant differences were the change in the chronological and territorial framework, the etatization of the object, and the use of the Marxist methodology. New approaches were reflected in the textbook History of State and Law of the USSR. The first part of the textbook, prepared by S.V. Yushkov, was published in 1940. It covered only the prerevolutionary period. The second part described the history of the Soviet state and law. It was edited by A.I. Denisov and published in 1948. Thus, by the end of the 1940s, the new branch of scientific knowledge and academic discipline was established.

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Murphy, George J. "A CHRONOLOGY OF THE DEVELOPMENT OF CORPORATE FINANCIAL REPORTING IN CANADA: 1850 TO 1983." Accounting Historians Journal 13, no. 1 (March 1, 1986): 31–62. http://dx.doi.org/10.2308/0148-4184.13.1.31.

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A chronology of significant events in the development of corporate financial reporting standards and practices is presented. The introductory comments to the various sections direct attention to some of the main patterns and trends in that development and provide the framework in which the listing of events is to be interpreted. The particularly significant domestic sources of influence are the legislative and professional activities in Ontario and, in more recent times, the activities of the Canadian Institute of Chartered Accountants. External influences have been—not unexpectedly—the traditions of English Company law and the close professional, institutional and economic relationships with the United States. Some internationally significant developments unique to Canada are indicated.

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Exford, Keith. "LAs are from Mars, HAs are from Venus." Housing, Care and Support 19, no. 3/4 (September 19, 2016): 93–96. http://dx.doi.org/10.1108/hcs-09-2016-0008.

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Purpose The purpose of this paper is to put forth a practical guide for improving communications and getting what you want from relationships. Design/methodology/approach This is an opinion piece based on a speech given by the author at the Chartered Institute of Housing's annual conference. Findings Forming partnerships between local authorities and housing associations is vital in tackling the problem of un-affordable housing. Originality/value This article is based on a speech given by the author and offers the viewpoint of said author.

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Adeosun, Omoniyi Alabi. "Marketing of Accountancy Services in Nigeria: The Institutional Constraints." European Journal of Business and Management Research 7, no. 4 (August 17, 2022): 309–12. http://dx.doi.org/10.24018/ejbmr.2022.7.4.1580.

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This paper examined the institutional constraints in the marketing accountancy services in Nigeria. It was established that accountancy services are many, and they include services provided by accountants other than statutory audit. In view of the fact that providers of these services are professionally qualified accountants, there must be some competition among them, leading to intense marketing activities. However, this paper found that professional bodies, in particular, Institute of Chartered Accountants of Nigeria (ICAN) have developed stringent guidelines, rules, and professional ethical standards that seriously curtail marketing activities of product (service) development, and service distribution, pricing, and promotional activities among accountants in Nigeria.

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González, Grizelle, and Ariel E. Lugo. "Concluding Remarks: Moving Forward on Scientific Knowledge and Management Approaches to Tropical Forests in the Anthropocene Epoch." Forests 10, no. 7 (July 10, 2019): 572. http://dx.doi.org/10.3390/f10070572.

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The United States Department of Agriculture Forest Service International Institute of Tropical Forestry (the Institute) celebrates its 75th Anniversary with the publication of this Special Issue of Forests. This Issue is based on presentations delivered in a symposium held in San Juan, Puerto Rico in 2014. It augments a quarter century of scientific knowledge and capitalizes on a unique set of synergies chartered by a strategy based on shared stewardship, innovative transdisciplinary collaborations, and breakthroughs in science and technology. The manuscripts contained here present advancements in our approach to the development of policies for effective governance and stewardship, long-term focus for the understanding of ecosystem processes and functions, novelties given attention to cross-boundary collaborative approaches to science, and proposed alternative institutional visions in the Anthropocene. As the Institute continues to collaboratively explore new frontiers in science, we recognize advances in forestry, atmospheric sciences, modeling, hydrology, plant physiology, and microbial ecology as core to the understanding of tropical forests in the Anthropocene.

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Richardson, Alan J. "BUILDING THE CANADIAN CHARTERED ACCOUNTANCY PROFESSION: A BIOGRAPHY OF GEORGE EDWARDS, FCA, CBE, LLD, 1861–1947." Accounting Historians Journal 27, no. 2 (December 1, 2000): 87–116. http://dx.doi.org/10.2308/0148-4184.27.2.87.

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George Edwards was a key figure in the creation of the modern institutional structure of accounting in Canada. He worked to implement a vision of accountancy as a profession rather than a business. This was reflected in his commitment to accounting education, to the restriction of entry to the CA profession to those who passed a test of competency, and to his desire to demonstrate the social and ethical value of accounting. He was president of the Institute of Chartered Accountants of Ontario, president of the Dominion Association of CAs, and president of the Society of Cost Accountants of Canada. He created one of the major Canadian public accounting firms (Edwards, Morgan & Co.). His contributions were recognized through awards such as the Commander of the Order of the British Empire, an honorary degree from Queen's University, and life memberships in the Institutes of Chartered Accountants of Alberta, Ontario, Manitoba, and Saskatchewan. This biography examines his role in shaping the federal/provincial structure of the accounting profession, the development of university-based accounting education programs, the separation of the management and the financial accounting professions, the communications strategies of the profession, and his contributions to government and bank accounting.

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ADEDOYIN, Oluseye Omoniyi, and Folajimi Festus ADEGBIE. "The Birth of Professional Accounting Organizations and the Influence on the Transformation of Accounting Practices in Nigeria." International Journal of Research and Innovation in Social Science VIII, no. VI (2024): 1161–76. http://dx.doi.org/10.47772/ijriss.2024.806088.

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This article examined the influence of the establishment and development of professional accounting organizations (PAO) on the evolution of accounting practices in Nigeria. The study examined the various roles played by prominent institutions such as the Institute of Chartered Accountants of Nigeria (ICAN), the Association of National Accountants of Nigeria (ANAN), and the Chartered Institute of Taxation of Nigeria (CITN) in shaping, regulating, and advancing the accounting profession in the country. The objective of the study is to examine the role of professional accounting organisations in Nigeria in leading the transformation of accounting practices. The study was conducted through desk-based research, utilizing a content analysis approach to examine applicable scholarly papers and official statements made by regulators, as well as global and national accounting organizations. The study found that there exist the collaborative efforts of ICAN and ANAN in establishing accounting education standards in Nigeria, despite the supposed disagreement between the two organisations. The study also identified how accounting organisations have contributed to the achievement of sustainable development goals (SDG) by facilitating the management of economic entities, analysing the environmental impact of costs and benefits, promoting the adoption of innovative practices, and formulating policies to mitigate environmental damage. The study concludes that though there are imprints of these organisations on accounting practice in Nigeria, the transformative journey of professional accounting organizations in Nigeria unfolds as a dynamic narrative that encompasses historical context, regulatory changes, educational requirements, and future-oriented strategies for sustaining and enhancing the impact of the accounting profession in the country. The study recommended the need for these professional organizations to upscale their ability to adjust to technology advancements, champion global integration, allocate resources towards education and upscaling of members skills, and strengthen ethical behaviour.

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Alhabeeb, Omar Khalid Abdulameer, Mohammed Ahmed Dhahi A, and Kareema Jasim Abdullah. "Key Factors and Perspectives in Cost Accounting with Real-Time Patterns." South Asian Journal of Social Sciences and Humanities 3, no. 5 (October 6, 2022): 103–15. http://dx.doi.org/10.48165/sajssh.2022.3508.

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Cost accounting term describe by chartered institute of management accountants (CIMA). Cost accounting helpsthe company to calculate total cost details regarding the product so that according to total Cost Company can fix the sale price of the product including profit margin percentage. Cost accounting can be of type standard, marginal, lean, activity based. Cost is the monetary term of a product that is set up by measuring its various internal costs including labor, material, overheads, etc. Costing is the technique to calculate the cost of the product by calculating various factors. Cost accounting is next to costing which relates and analyzes the various costing data and interpretsit to the management which helpsto improve the efficiency of the business by controlling the various problems that occur in the business. Cost accountancy is the art and science of the cost accountant. The main objective of cost accounting is to help the managerial personnel to make decisions about the product sale price, control production cost, and maximize the profit ratio. Based upon the cost sheet cost accounting can decide the estimated cost or actual cost of the product. Cost sheets include different types of costs incurred during the product manufacturing process.

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Soroka, L. "Problems and prospects of tourism and travel staff training in Ukrainian Danube." Visnyk of the Lviv University. Series Geography 1, no. 43 (October 19, 2013): 268–73. http://dx.doi.org/10.30970/vgg.2013.43.1607.

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This article includes problems and prospects of tourisms development and training of tourisms personnel of Ukrainian Pridunavia Also this article identifies priority areas for tourisms development in the region. Tourism personnel training in management of tourism expedience in State Humanities Institute of Ismail. Key words tourisms, Ukrainian Pridunavia, potential, tourism industry professionals, management of tourism.

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Ivanishсheva, Nadezhda Aleksandrovna. "Historical and pedagogical analysis of formation and development of institute of academic certification of personnel." Moscow University Pedagogical Education Bulletin, no. 2 (June 29, 2012): 106–17. http://dx.doi.org/10.51314/2073-2635-2012-2-106-117.

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The article is devoted to the history and modern development of domestic system of certification of academic personnel. We analysed university statutes and regulations establishing legitimately and regulating the confering of degrees and academic ranks. The necessity of improving the state certification of academic and scientific - pedagogical personnel in accordance to international practice was grounded.

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Spraakman, Gary. "THE FIRST EXTERNAL AUDITORS OF THE HUDSON'S BAY COMPANY, 1866." Accounting Historians Journal 38, no. 1 (June 1, 2011): 57–80. http://dx.doi.org/10.2308/0148-4184.38.1.57.

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At the request of shareholders, the Hudson's Bay Company had its financial statements audited for the first time in 1866. Two external auditors were hired, one for the shareholders and one for management. Three inter-related forces led to this decision: (1) most importantly, the company's shareholders demanded audited financial statements, (2) there was emerging in London at the time the capacity and willingness among London accountants to provide external audit services, and (3) the British Parliament passed various acts that required financial statements of companies in other industries to be audited. After a few years, only the management's external auditor was retained. He subsequently influenced the company's development of management accounting. In addition, the company's early external auditors were influential in the development of the Institute of Chartered Accountants of England and Wales.

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DeLozier, Randall, and Neil Snyder. "ENGINEERING PERFORMANCE METRICS." INCOSE International Symposium 3, no. 1 (July 1993): 599–605. http://dx.doi.org/10.1002/j.2334-5837.1993.tb01632.x.

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AbstractImplementation of a Total Quality Management (TQM) approach to engineering work required the development of a system of metrics which would serve as a meaningful management tool for evaluating effectiveness in accomplishing project objectives and in achieving improved customer satisfaction. A team effort was chartered with the goal of developing a system of engineering performance metrics which would measure customer satisfaction, quality, cost effectiveness, and timeliness. The approach to developing this system involved normal systems design phases including conceptual design, detailed design, implementation, and integration. The lessons learned from this effort will be explored in this paper. These lessons learned may provide a starting point for other large engineering organizations seeking to institute a performance measurement system.

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Laybats, Claire. "New Pathways into the Profession: How Organisations Have Realised the Value of Apprenticeships in Library, Information, Knowledge, Records and Archives." Legal Information Management 23, no. 3 (September 2023): 140–43. http://dx.doi.org/10.1017/s147266962300035x.

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AbstractFor many years apprenticeships were associated with heavy industry and skilled manual work, but in more recent times the focus has shifted towards other fields and professions, including librarianship. In 2017 CILIP – the Chartered Institute of Library and Information Professionals – began working with employers across sectors designing apprenticeships specific to library, information, knowledge and archives work. The Level 3 Library, Information and Archive Services Assistant Apprenticeship was the first to be developed and came online in 2019 and to date over 100 apprentices have been through the apprenticeship, while other apprenticeships to do with the profession are now up and running. Here Claire Laybats, Professional Services Development Manager for CILIP, gives LIM the full story.

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Halabi, Abdel Karim, and Mohammad Salahuddin Chowdhury. "Bangladesh accountants and Continuing Professional Development." Journal of Accounting in Emerging Economies 8, no. 4 (November 5, 2018): 514–26. http://dx.doi.org/10.1108/jaee-12-2017-0123.

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Purpose The purpose of this paper is to examine professional accountant’s views on their satisfaction with Continuing Professional Development (CPD) offered by members of the Institute of Chartered Accountants of Bangladesh (ICAB). While there is a great deal of research on CPD and accountants in developed countries, less developing countries are absent from this literature, and there have been calls for this type of research. Design/methodology/approach The present study employed a survey of members of the ICAB. Findings Results show that accountants in Bangladesh are satisfied with the CPD provided by their profession, and when satisfaction is compared with more developed countries, Bangladesh is greater on a number of measures. ICAB members would like to also be provided with opportunities to undertake CPD in more ways than just face to face. Practical implications The study has important implications not only for accountants from emerging economies such as Bangladesh, but also for the International Federation of Accountants and other less developed countries (LDCs). The results advance the understanding of professional accounting bodies from an international perspective. Originality/value This is the first study of CPD and accounting professionals in LDCs. The information obtained can inform the development and practice of other professional accounting bodies in emerging economies.

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Terzic, Zorica, Zoran Vukasinovic, Vesna Bjegovic-Mikanovic, Vesna Jovanovic, and Radmila Janicic. "SWOT analysis: The analytical method in the process of planning and its application in the development of orthopaedic hospital department." Srpski arhiv za celokupno lekarstvo 138, no. 7-8 (2010): 473–79. http://dx.doi.org/10.2298/sarh1008473t.

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Introduction. SWOT analysis is a managerial tool used to evaluate internal and external environment through strengths and weaknesses, opportunities and threats. Objective. The aim was to demonstrate the application of the SWOT analysis on the example of the Department for Paediatric Orthopaedics and Traumatology at the Institute of Orthopaedic Surgery 'Banjica' in Belgrade. Methods. Qualitative research was conducted during December 2008 at the Department for Paediatric Orthopaedics and Traumatology of the Institute of Orthopaedic Surgery 'Banjica' by applying the focus group technique. Participants were members of the medical staff and patients. In the first phase of the focus group brainstorming was applied to collect the factors of internal and external environment, and to identify strengths and weaknesses, opportunities and threats, respectively. In the second phase the nominal group technique was applied in order to reduce the list of factors. The factors were assessed according to their influence on the Department. Factors ranked by the three point Likert scale from 3 (highest impact) to 1 (lowest impact). Results. The most important strengths of the Department are competent and skilled staff, high quality of services, average hospital bed utilization, the Department providing the educational basis of the School of Medicine, satisfied patients, pleasant setting, and additional working hours. The weaknesses are: poor spatial organization, personnel unmotivated to refresh knowledge, lack of specifically trained personnel, inadequate sanitary facilities, and uncovered services by the Insurance Fund, long average hospital stay, and low economic status of patients. The opportunities are: legislative regulations, formed paediatric traumatology service at the City level, good regional position of the Institute, and extension of referral areas. The threats are: absent Department autonomy in the personnel policy of the Institute, competitions within the Institute, impossibility to increase the Department capacities, inadequate nutrition, low opportunities for expert training of the personnel, outdated equipment, and presence of informal payments. Conclusion. SWOT analysis is a frequently used managerial instrument, which enables the systematic approach in decision making process.

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NURGALIEVA, A. SH, G. BEKMAGAMBETOVA, SH R. KARBETOVA, and Z. R. KARBETOVA. "Certification as a tool for managing the organization’s development strategy." Bulletin of the National Engineering Academy of the Republic of Kazakhstan 4, no. 78 (December 15, 2020): 173–79. http://dx.doi.org/10.47533/2020.1606-146x.49.

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Properly constructed certification system is effective tool for implementing both HR strategy and strategy of organization as a whole. Appraisal should ensure relationship of mission, strategy, vision, values and correlate individual tasks with goals of organization. Purpose of this work was to analyze functioning system of attestation of activities of institute’s personnel, identify existing problems and find ways to solve them. Authors studied indicators of provision of enterprise with scientific personnel, qualitative composition of employees, considered indicators of composition of personnel by education, presented indicators of effectiveness of organization’s activities and proposed measures to improve personnel policy. Employee survey was conducted to assess effectiveness of existing certification system and to obtain information about attitude of employees to assessment problem. Survey was conducted on issues of job satisfaction and index of job satisfaction of organization’s employees was calculated. Analysis of currently existing methods of working with personnel is carried out. Issues on improving development of human resources were considered. Modern multi-stage approach to personnel certification procedure is proposed. Methodological provisions of procedure for attestation of managers and employees of Institute have been developed Subsequently scientific and practical recommendations developed were aimed at improving certification procedure and increasing efficiency of human resources.

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NURGALIEVA, A. SH, G. BEKMAGAMBETOVA, SH R. KARBETOVA, and Z. R. KARBETOVA. "Certification as a tool for managing the organization’s development strategy." Bulletin of the National Engineering Academy of the Republic of Kazakhstan 4, no. 78 (December 15, 2020): 173–79. http://dx.doi.org/10.47533/2020.1606-146x.49.

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Properly constructed certification system is effective tool for implementing both HR strategy and strategy of organization as a whole. Appraisal should ensure relationship of mission, strategy, vision, values and correlate individual tasks with goals of organization. Purpose of this work was to analyze functioning system of attestation of activities of institute’s personnel, identify existing problems and find ways to solve them. Authors studied indicators of provision of enterprise with scientific personnel, qualitative composition of employees, considered indicators of composition of personnel by education, presented indicators of effectiveness of organization’s activities and proposed measures to improve personnel policy. Employee survey was conducted to assess effectiveness of existing certification system and to obtain information about attitude of employees to assessment problem. Survey was conducted on issues of job satisfaction and index of job satisfaction of organization’s employees was calculated. Analysis of currently existing methods of working with personnel is carried out. Issues on improving development of human resources were considered. Modern multi-stage approach to personnel certification procedure is proposed. Methodological provisions of procedure for attestation of managers and employees of Institute have been developed Subsequently scientific and practical recommendations developed were aimed at improving certification procedure and increasing efficiency of human resources.

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Viviers, Herman Albertus. "Qualitative evaluation of the design variables of a teaching intervention to expose accounting students to pervasive skills." Industry and Higher Education 30, no. 6 (August 20, 2016): 402–12. http://dx.doi.org/10.1177/0950422216664244.

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The primary objective of this article is to evaluate the design variables of a newly developed teaching intervention, ‘The Amazing Tax Race’. It comprises a race against time in which accounting students participate within teams in multiple tax-related activities so that they are exposed to pervasive skills. The findings provide information to accounting educators on the effectiveness of the design variables considered in the development of teaching initiatives aimed at pervasive skills development. The evaluation was conducted by means of a qualitative analysis of focus group transcripts gathered from interviews held with accounting students who participated in the teaching intervention hosted at a South African university accredited by the South African Institute of Chartered Accountants. Overall, the design variables applied were found to contribute positively to pervasive skills development. The format of the intervention could serve to overcome the challenge of accommodating large student groups. The author also notes limitations and makes recommendations for designing future teaching interventions.

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Кучаров, Ж. О. "Scientific-research institute of the Economy of agriculture." Экономика и предпринимательство, no. 10(123) (November 15, 2020): 993–96. http://dx.doi.org/10.34925/eip.2020.123.10.195.

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В статье исследуется необходимость подготовки квалифицированных кадров для развития сельского хозяйства страны и научно-теоретическое обоснование влияющих на нее факторов, раскрывается ее сущность. The article examines the need to train qualified personnel for the development of agriculture in the country and the scientific and theoretical substantiation of the factors influencing it, reveals its essence.

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Hewa Dulige, Jayasinghe, Nadana Abayadeera, Muhammad Jahangir Ali, and Paul Mather. "The Development of Accounting and Financial Reporting Practices in Sri Lanka: An Exploratory Investigation." International Journal of Accounting 54, no. 02 (June 2019): 1950008. http://dx.doi.org/10.1142/s1094406019500082.

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In this paper, we examine the factors that influence the development of accounting and reporting practices in Sri Lanka in the backdrop of its political and economic environment. We find that the early days of accounting in Sri Lanka were heavily influenced by the British colonial system. Subsequently, its greatest influence was derived from the regulatory and institutional framework backed by local and British professional accounting bodies. We also interview key stakeholders to draw insights on how the institutional factors contribute to the development of financial reporting in Sri Lanka. We discover that the Institute of Chartered Accountants of Sri Lanka (ICASL) is a key player in developing and implementing accounting standards and the best financial reporting practices. We observe that although the Sri Lankan Government has undertaken many initiatives to improve the quality of financial reporting, monitoring and enforcing regulations remain weak partly due to political interference. Therefore, we suggest that strengthening the existing regulatory mechanisms will help to improve the reporting quality and build investor confidence.

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Ilyasova, Olga Anatolyevna. "Development of the institute of mentoring within the framework of internal corporate training of personnel in a secondary school." KANT 44, no. 3 (September 2022): 259–63. http://dx.doi.org/10.24923/2222-243x.2022-44.47.

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The purpose of the study is to describe the conditions for the development of the institution of mentoring within the framework of internal corporate training of personnel in a secondary school. The scientific novelty consists in identifying the opportunities for internal corporate training for the development of the institution of mentoring, substantiating the focus of non-formal training of school personnel on ensuring the quality of education. The result of the study is a description of the conditions for the development of the institution of mentoring within the framework of internal corporate training at school: the organization of educational cooperation between teachers; voluntary participation of personnel in internal corporate training; ensuring the unity of the development of a general educational organization and the professional growth of its staff; continuous training of school staff according to the 60/20/20 principle.

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Journal articles on the topic 'Chartered Institute of Personnel and Development'

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