Academic literature on the topic 'Officials and employees'
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Journal articles on the topic "Officials and employees"
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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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Pratama, Alvionita, Rachmawati Novaria, and M. Kendry Widiyanto. "THE WORK PROFESSIONALISM OF EMPLOYEE IN PUBLIC SERVICES AT MENUR PUMPUNGAN VILLAGE OFFICE, SURABAYA CITY." MAP Observer: Jurnal Penelitian Administrasi Publik 3, no. 01 (April 25, 2023): 44–49. http://dx.doi.org/10.30996/mapo.v3i01.8402.
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The role of employee work professionalism is largely determined by the level of ability of employees which is reflected through their daily behavior in the organization. The ability of employees to provide public services leads to the achievement of a company's goals that have been planned. The low quality of public services is due to the low professionalism of public officials in providing public services. Unprofessionalism of public officials in providing public services can lead to demands and cause the public (society) to be dissatisfied with the services provided by public officials. This research was conducted to know the Professionalism of Employees in Public Services at the Menur Pumpungan Village Office, Surabaya City. The research method used is a qualitative research method using observation data collection techniques and informant interviews. From the results of the analysis, it is known that the skills and responsibilities of employees in Menur Pumpungan Village, Surabaya City state that the implementation of public services, employee attitudes, and employee readiness are quite satisfactory. However, from the discipline in providing services, it is still considered unsatisfactory. Increasing the Professionalism of Employee Work to improve the quality of public services.
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Widiyanti, Rahmi, Basuki Basuki, and Mursanto Mursanto. "FAKTOR-FAKTOR YANG MEMPENGARUHI PENYESUAIAN KARIR PEGAWAI (Studi Pada ASN Organisasi Publik di Kota Banjarmasin)." Al-KALAM : JURNAL KOMUNIKASI, BISNIS DAN MANAJEMEN 9, no. 2 (July 25, 2022): 183. http://dx.doi.org/10.31602/al-kalam.v9i2.7761.
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Organizations are always changing with shifting in leadership. Employees are required to be able to adapt to changes in the organization, including the existence of work shifting in the organization. Employees are required to have professionalism in their work in order to provide good service to the user community. At this point, the employee's personality traits and career adaptability are very important. Relevant research shows that the ability to adapt to a career should not be overlooked when career planning is made. This study examines the relationship between employee personality traits and career adjustment abilities, who work in the public sector in the Banjarmasin City (n = 100). Using the survey method, data was collected from village officials. According to the results of data analysis, five personality factors and identification dimensions, and each dimension are grouped into three levels. Factor analysis was applied to the expression of career adaptability, with four factors. The results showed that there were significant differences in employee’s career adjustments according to the personality traits of each employee’s.
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Minabari, Masturah. "DESAIN DAN ANALISIS PEKERJAAN DALAM MANAJEMEN PERSONALIA." Paedagogia: Jurnal Pendidikan 7, no. 2 (November 30, 2019): 133–44. http://dx.doi.org/10.24239/pdg.vol7.iss2.24.
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Each work design also influences the employee's attitude towards the task at hand. In addition, job design determines work relations between employees, between employees and superiors, types of work, and socio-economic relations. Through design work is carried out changing the content, functions and relations of work that are able to complete in accordance with the target and boss satisfaction. Job design and analysis includes; authority of the office holder, routine implementation of duties, identity of the holder, and involvement of the incumbent. Job functions include; work methods used, work coordination, responsibility, information flow, and work authority. While employment relations include joint work activities between officials and all employees in one agency.
Keywords: official management, design work, design
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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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Khavarivska, Halyna. "Legal and regulatory framework of labor rights protection of the citizens of Ukraine: prohibition of mobbing." Democratic governance 31, no. 1 (June 20, 2023): 86–98. http://dx.doi.org/10.23939/dg2023.01.086.
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Problem setting. In the conditions of constant industrialization, economic fluctuations, continuous uncertainty during the war, the labour rights of the employee are left aside, since the employer often neglects the labour force and forgets about the humane and valuable attitude towards the employee in search of the financial success of his/her company. The psychological state of an employee remains a particularly sensitive area as it is influenced by possible constant harassment or bullying by the employer or colleagues. After all, the effective performance of the labour duties by employees of any sphere, as well as labour productivity directly depends on the psychological climate in the team and the attitude of management. Therefore, the study of the mobbing issue today shall be extremely important and relevant for all categories of employees, including public officials, who, among their fundamental rights, have the right to respect for their personality, honour and dignity, the right to a fair and respectful attitude from the management or colleagues and the right to adequate remuneration for their work. Recent research and publications analysis. Numerous works of scientists in the field of labour law of Ukraine are devoted to issues of labour protection of employees, namely: E. V. Babenko, N. B. Bolotina, V. Ya. Buriak, P. D. Pylypenko, L. Yu. Prohoniuk, H. I. Cha- nysheva et. al. However, there are many works devoted to the labour rights of public officials, since the activities of public officials, in addition to special legislation, shall be also governed by the norms of labour legislation, and public officials may also be subjected to bullying and harassment. These issues were relevantly considered in the works of L. V. Apa- naskovych, A. Yu. Babii, L. Yu. Velychko, V. V. Myrhorod-Karpova, M. V. Panchenko, V. Parpan et al. Highlighting previously unsettled parts of the general problem. Since the term “mobbing” at the legislative level was introduced in Ukraine only at the end of 2022, so far, its manifestations, signs, types, methods of prevention and types of liability have not yet been mentioned, and this allowed us to consider all these issues profoundly in our research. Paper main body. It has been determined that mobbing shall mean a type of harassment that can be applied to an employee through humiliation at work and usually manifests itself as a psychological abuse by a colleague (group of colleagues) or directly by management. Mobbing can be either vertical (harassment of an employer against an employee), or horizontal (harassment of a colleague against a colleague). There are also selective mobbing (singling out a victim from a group of employees), discriminatory (a victim is one who is different in the team), sexual (sexual harassment), revelatory (applied to persons who exposed negative facts about colleagues), authoritarian (destructive style of a management), displaced (directed to a third party), etc. It was found that public officials may also fall under the manifestations of mobbing, as legal relations of public officials in the labour sphere are covered by labour law. When using the labour of public officials, labour relations definitely arise, but taking into account the specifics of their work and duties, as a public official to some degree affects both public and private interests. Public officials have special legal status in labour relations. It has been researched that if employees have experienced harassment by the employer, then they have the right to file a complaint with: 1) the central executive body implementing the state policy in the field of supervision and control over compliance with labour legislation; 2) the court. The article indicates ways to avoid mobbing and the amount of penalties for the latter. Conclusions of the research and prospects for further studies. Thus, we may argue that the state shall guarantee all categories of employees (including public officials) legal protection against mobbing, prejudice in labour relations, manifestations of discrimination, protection of the honour and dignity of the employee in the performance of his/her duties. In case of manifestations of harassment, the legislation of Ukraine provides for the possibility of applying to a special body for the protection of labour rights or to the court and compensation for the material and moral damage caused, if this led to psychological suffering, to the loss of normal life contacts for arrangement the person’s life. The provisions outlined in the research shall improve the regulation of the public administration system in the field of protecting the labour rights of employees in the service of the state.
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Looker, E. Dianne. "Gender Issues in University: The University As Employer Of Academic And Nonacademic Women And Men." Canadian Journal of Higher Education 23, no. 2 (August 31, 1993): 19–43. http://dx.doi.org/10.47678/cjhe.v23i2.183160.
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This paper examines data from a small university in Atlantic Canada, focusing on the university as employer, in order to highlight one aspect of the impact of gender on universities. The data include official records on all employees, details from contracts and terms of employment, responses to questionnaires sent to all employees, and unstructured interviews conducted with university officials. Employees belong to one of six groups: faculty, librarians, professional and technical workers, secretarial-clerical workers, physical plant employees, and "non-classified". Working conditions and salaries vary across groups and within groups by step, rank or level. Women employees are concentrated in the secretarial-clerical group, one of two with restrictive working conditions. Women are more likely than men to be part-time employees, with few employee benefits. Men dominate the higher ranks of each group; women are concen- trated at the lower ranks. Regression analyses of salaries show that, even with controls for rank, seniority and education, women in each employee group tend to earn considerably less than their male colleagues. Responses to the questionnaire reveal that women report more gender discrimination and sexual harassment than do men. The analysis highlights the importance of developing structures to address issues of gender equity for all university employees.
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Kvashnina, N. N., and I. N. Konopleva. "The relationship of personal qualities and efficiency of professional activity of employees of tax authorities." Psychology and Law 5, no. 3 (2015): 61–74. http://dx.doi.org/10.17759/psylaw.2015050306.
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The article is devoted to the relationship of personal qualities and efficiency of professional activity of employees of tax authorities. In work the analysis of professional activity of the employee of the tax authority, attempt to consider a set of actions included in the notion "efficiency of professional activity", and considers personal qualities necessary, from our point of view, for the tax officials of official duties. The article presents the results of empirical research on the relationship of personal qualities and efficiency of professional activity of employees of tax authorities. The study was conducted on the basis of Inspection of Federal tax service of Russia № 26 in Moscow. In research took part the employees of the following departments: in-house departments, field departments, division of work with taxpayers, the division of debt. The relationship between identified qualities as well as differences in manifestation of studied qualities in the employees of tax bodies with different lifetime.
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Lee, Seungjun. "Whether the Legal Fiction of Public Officials can determine the “officialness” of documents." LAW RESEARCH INSTITUTE CHUNGBUK NATIONAL UNIVERSITY 34, no. 1 (June 30, 2023): 153–71. http://dx.doi.org/10.34267/cblj.2023.34.1.153.
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Recently, the Supreme Court ruled that a document issued by the governor of the Financial Supervisory Service(FSS) is considered a public document according to Articles 29 and 69(1) of the Act on the Establishment of the Financial Services Commission. Article 69 of this Act states that individuals who are not public officials are treated as public officials when it comes to applying penalties under the Criminal Code or other laws. The governor of the FSS is classified as a public official by presidential decree, thus falling under this Legal Fiction of Public Officials. Based on this regulatory framework, the Supreme Court concluded that a document issued by the governor of the FSS should be considered an official document. This interpretation is justified as it is appropriate to interpret the governor of the FSS and other employees as public officials for the purpose of imposing equal responsibilities and providing them with the same protection as public officials. However, this interpretation does not justify treating crimes against non-government employees as crimes against government employees, as it broadens the scope of the current penalty system and serves as a compensatory mechanism for excessive punishment. According to this interpretation, there are always errors of the the actor. In this case, it would be appropriate to penalize the actor for falsifying a document under Article 15(1) of the Criminal Code. Despite the lack of merit in this interpretation, it is difficult to agree that interpreting, when they provide penalties for non-public officials based on the 'type of criminal law fiction,' exceeds the limits of interpretation. The role of the judiciary is to declare what the law is, and if bad legislation exists, it is the responsibility of the legislature to correct it through new legislation. Expanding the scope of punishment for bad legislation through an interpretation that goes beyond the literal meaning of the text.
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Komar, Irsan. "Relationship between Organizational Culture and Employee Performance through Work Stress at the Regional Office of the East Java I Directorate General of Customs." Journal of Asian Multicultural Research for Economy and Management Study 2, no. 3 (May 4, 2021): 6–15. http://dx.doi.org/10.47616/jamrems.v2i3.122.
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This study aims to analyze the Relationship between Organizational Culture and Employee Performance through Work Stress at the Regional Office of the Directorate General of Customs and Excise, East Java I. This research method is an explanatory research, the analysis unit in this study is employees who work in the Directorate General of Customs and Excise Office. East Java I region, which consists of 80 structural officials, 79 functional officials and 1323 executive staff. The method of collecting research data using a questionnaire. The results showed that organizational culture affects the work stress of employees at the Regional Office of the Directorate General of Customs and Excise, East Java I, this shows that organizational culture is able to increase the work stress of employees of the Regional Office of the Directorate General of Customs and Excise, East Java. Organizational culture influences the performance of the employees of the Regional Office of the Directorate General of Customs and Excise, East Java I, this shows that with a good and appropriate organizational culture, it is able to increase the performance of the employees of the Regional Office of the Directorate General of Customs and Excise, East Java I. New organizational culture that also improves Employee stress, namely the imposition of input into daily work activity reports by employees in the daily logbook through an internet-based application with details on the types of activities, time norms, achievement targets and employee daily problems for all levels of employees, both structural, functional and executive.
Dissertations / Theses on the topic "Officials and employees"
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Kwok, Kok-ming Andrew. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12361100.
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Hambuda, Fillemon Nangolo. "Job satisfaction and job performance during the implementation of a performance management system : the case of a Namibian municipality." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2661.
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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.The primary objective of the current study was to conduct a survey on the job satisfaction of line managers in the City of Windhoek (CoW) Municipality. The identifying of such variables could empower the CoW Municipality to develop programmes and policies that are designed to improve their job satisfaction levels. The literature review confirmed the impact of motivation on the job satisfaction of employees, and, in turn, its impact on employee productivity, and, ultimately, on organisational performance. The level of job satisfaction experienced by an individual describes how content he or she is with his or her job. The purpose of this study was to measure the job satisfaction facets (supervision, relationship with co-workers, present pay notch, nature of work, and opportunities for promotion) among line managers in the CoW, and how such facets affected their overall job satisfaction. The non-probability sampling technique was adopted to collect data from 102 respondents from nine different departments by means of a structured questionnaire, resulting in a response rate of (N = 76), 75%. The study was, however, limited to the line managers in the CoW Municipality. Following on which the Cronbach’s alpha coefficient was used to determine the internal consistency or average correlation of items in the survey instrument. The Spearman’s rank correlation coefficient (Spearman’s rho) analysis was used to analyse the data with the aid of the Statistical Package for the Social Sciences (SPSS), version 16. In addition, the independent-samples t-test and the analysis of variance (ANOVA) were employed to empirically test the relationships between the employees’ job satisfaction and their gender and age. The findings showed a significant linear relationship between the existing levels of job satisfaction and job performance. Furthermore, the findings suggested that the employees were significantly satisfied with certain aspects of their jobs (the nature of the work, and their salary, supervision and co-workers), but not with the one aspect of their job (opportunity for promotion). They were, however, significantly satisfied with their jobs in general, with there being no significant difference between the male and female employees’ levels of job satisfaction. The analysis showed that promotion has a modest and positive effect on job satisfaction. The study concluded that the line managers were, in general, satisfied with their jobs. Thus, the results cannot be generalised to other departments and Local Authorities. The study needs to be replicated in other departments and Local Authorities, using the same method.
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Luk, Ming, and 陸明. "A study of the ranking process of civil service grades in the Hong Kong government." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975112.
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Leong, Yua-yan Susanna. "Investment in people : training strategy of the Environmental Protection Department /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13762187.
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郭國銘 and Kok-ming Andrew Kwok. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975410.
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Enachescu, Janina, Maximilian Zieser, Eva Hofmann, and Erich Kirchler. "Horizontal Monitoring in Austria: subjective representations by tax officials and company employees." SpringerOpen, 2019. http://dx.doi.org/10.1007/s40685-018-0067-1.
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The implementation of Horizontal Monitoring (HM) in Austria represents a shift in the prevailing command-and-control paradigm towards enhanced cooperation between taxpayers and tax authorities. In the present paper, we assess how HM is perceived by different stakeholder groups when it was introduced as a pilot project embedded in the "Fair Play Initiative" launched by the Austrian Ministry of Finance. We collected quantitative and qualitative data from tax auditors and staff of tax offices responsible for large-scale enterprises who were either directly involved or not involved in the HM pilot project, from employees of participating enterprises as well as from employees of enterprises which did not participate in the project. Results show that representations of HM were most positive among employees from HM companies and tax officials directly involved, whereas participants from the tax administration who did not take part in the project were skeptical at the beginning and remained skeptical over time. As shown in organizational change studies, the acceptance or resistance regarding the paradigm change represented by HM may originate from uncertainty and misperceptions of its goals and strategies and from speculations, particularly by poorly informed members.
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Mugari, Elias Levers. "The implementation of employee assistance programme at Makhado Municipality in Limpopo Province." Thesis, University of Limpopo, Turfloop Campus, 2011. http://hdl.handle.net/10386/1098.
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Thesis (MDev. ) -- University of Limpopo, 2011The provision of Employee Assistance Programme in a working environment such as a municipality is very crucial. In order to determine the effectiveness of the implementation of the programme to justify its existence to the outside world and to assess the impact of its fulfilment to its objectives, evaluation is therefore necessary. The aim of this research study was to ascertain the implementation of the EAP at the Makhado Municipality in Vhembe District with special focus on the employees’ awareness of the programme, its utilization and also the programme adequacy. A qualitative approach was used in this study. Forty two (42) employees of various ranks or level’s in the municipality were randomly selected to participate in the study, and they were from all the four main centres of the municipality i.e. Makhado, Waterval, Dzanani and Vuwani. Summary of the Main Findings A high percentage (81%) of the employees knew of the existence of an EAP within the municipality, and meetings appeared to be the main awareness strategy. − The attitudes of employees towards the EAP were positive, this state of affairs points to the usefulness of the EAP service. − The EAP provided by the Municipality was viewed as accessible by the majority of employees. − The utilization rate of the EAP in the Municipality was very low as only 17% of respondents indicated that they had utilized the service before. − The majority of referrals were conducted by supervisors while only 9.1% were self referral. The majority of respondents did not answer the question implying various reason/s and could also mean lack or poor knowledge and information about referrals within the programme. (iv Implementation of the EAP at Makhado Municipality in Limpopo Province − The majority of employees did not respond to the question on whether they were satisfied with the EAP within the municipality, and that could translate into low knowledge and information about the programme. − The majority of employees were generally happy with the current location of EAP in the municipality. − The majority of employees viewed EAP as confidential and the level of trust in the EAP staff was high. − The majority of employees were not aware of the EAP policy and never participated in its formulation. − The majority of employees felt that EAP services were useful, and this means that provision of proper information might encourage employees to use the service. − Most employees suggested that frequent dissemination of information to employees through meetings, workshops and other regular contact sessions could enhance the EAP in the municipality. Recommendations The following recommendations with regard to the employees’ familiarity with the EAP are important: o That more awareness sessions be conducted with all employees, especially those at regions unit so that adequate information is cascaded to all employees of the municipality. o The awareness sessions should be conducted at least quarterly involving all regions, and the EAP Advisory Committee should meet at least bi-monthly to discuss aspects to improve and enhance EAP services in the municipality. o It is also recommended that additional qualified EAP personnel, with at least minimum qualifications in Social Work and, or Social Psychology, or any relevant (v Implementation of the EAP at Makhado Municipality in Limpopo Province qualifications and experience in EAP be appointed to run the programme on full-time basis. o That evaluation of the programme implementation should be conducted using the participatory strategies such as suggestion boxes, arranging focus groups and bench-marking with other institutions. The recommendation to allow employees opportunities to submit suggestions, in-puts and give feedback regarding the programme will no doubt assist in the improvement and promotion of the programme. o The Makhado Municipality should utilize different marketing strategies as recommended by EAP literature, such as the following: i. The use of promotional material such as brochures, leaflets, and posters that are user-friendly and in languages understandable by all employees of the municipality. ii. Outreach programmes: The EAP unit needs to regularly visit all the regional offices of the municipality in order to intensify information sharing to employees about the EAP. These can also include decentralising EAP workshops to the periphery offices in order to reach the employees who are far away from the head office in Louis Trichardt. The above-mentioned could serve as effective strategies in promoting and maximising the visibility of the EAP, and may close the gap on information not reaching all employees in the municipality thereby increasing its penetration rate.
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Rademan, Desmond John. "An investigation into employee perceptions and experience of performance appraisal in the public sector." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51605.
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Thesis (MComm)--Stellenbosch University, 2000.ENGLISH ABSTRACT: While the current trend among a number of organisations is to integrate performance appraisal with performance management systems or even 'replace' it with performance management systems, it is still an extremely highly utilised process. The probable reason for this, is that the major use of performance appraisal is as a management tool whereby the quality of personnel decisions can be enhanced when an effective system is in place. Ideally the use of a formal process, focused on objective, job orientated criteria, will empower management to make meaningful decisions which will not only be to the benefit of individual workers but will contribute to the overall effectiveness and efficiency of the organisation. Apart from the fact that it is used as a management tool, other major objectives of performance appraisal are to determine the administrative and developmental needs of individuals in the interests of their own progress and development as well as that of the organisation. There are therefore, two fundamental parties involved in appraisal, being the appraisee and the appraiser and it is inevitable that the approach to, or the perception of the subject should be different in some, or many ways. Aspects such as utility, fairness, ethics, motivation, accuracy, validity, rating errors, effectiveness and feedback, should therefore be examined in more detail in order to determine where specific problem areas may lie. Serious perceptual differences concerning the process will surely create obstacles and eventually lead to an inefficient system. The aim of this study was to determine the extent to which differing perceptions playa role in the acceptance or rejection of the appraisal system in general terms and specifically in terms of the aspects mentioned above, from the point of view of subordinates and supervisors. The diagnostic instrument used in this study was adapted from those of Mount (1983) (named the Leadership Analysis Questionnaire) and Ie Roux (1989) to include aspects which are more in line with features of the performance appraisal system unique to the participating organisation. Two different forms of questionnaires were used in this study. One was designed for completion by subordinates and the other by supervisors. These two groups were further subdivided into two groups referred to as achievers and nonachievers. The overall response to the questionnaires was very satisfactory in that 431 of the 600 questionnaires were returned (almost 72%) of which 44 were not usable. Of the 186 supervisors' responses which could be used for statistical analysis, 80 were categorised as achievers and of the 201 subordinates' responses which could be used for statistical analysis, 38 were categorised as achievers. The research revealed statistically significant differences in perception between different computations of all groups in respect of fairness, ethics, accuracy, rater error and administrative aspects. It is recommended that future research should be directed at the underlying reasons for perceptual differences between supervisors and subordinates, regarding the factors mentioned above, with the aim of improving communication and relationships. Another area would be to investigate the feasibility of organisations incorporating performance appraisal into a more integrated performance management system.
AFRIKAANSE OPSOMMING: Hoewel talle organisasies tans daartoe neig om prestasie-beoordeling by prestasiebestuur in te skakel of om dit selfs daardeur te vervang, is dit steeds 'n hoogs aangeskrewe proses. Die waarskynlikste rede hiervoor is dat prestasie-beoordeling hoofsaaklik dien as bestuurshulp ten opsigte van die verbetering van personeelbesluite waar 'n doeltreffende stelsel reeds bestaan. Die ideaal is dat die gebruik van 'n formele proses met objektiewe, werkgeoriënteerde kriteria as uitgangspunt, bestuur bemagtig om sinvolle besluite te neem wat nie net tot voordeel van die werker as individu strek nie, maar ook tot die algehele doeltreffendheid van die organisasie. Benewens prestasie-beoordeling se bestuurshulpfunksie, is 'n ander belangrike mikpunt daarvan om die administratiewe en ontwikkelingsbehoeftes van individue te help bepaal - nie net in die belang van hul eie vordering en ontwikkeling nie, maar ook in die belang van die organisasie s'n. Daarom is daar basies twee partye betrokke by prestasie-beoordeling, naamlik die beoordelaar en diegene wat beoordeel word. Dit is dus onvermydelik dat die benadering tot of waarneming van die onderwerp in 'n paar en dikwels selfs in talle opsigte sal verskil. Dit is dus belangrik dat aspekte soos bruikbaarheid, regverdigheid, etiek, motivering, akkuraatheid, geldigheid, beoordelingsfoute, doeltreffendheid en terugvoering in groter besonderhede ondersoek word om vas te stel waar probleemareas moontlik mag voorkom. Ernstige perseptuele verskille wat die proses betref, kan stuikelblokke veroorsaak en aanleiding gee tot 'n ondoeltreffende stelsel. Die doel van hierdie studie was om vas te stel in watter mate verskillende persepsies kan bydra tot die aanvaarding of verwerping van die beoordelingstelseloor die algemeen en in die besonder ten opsigte van bogenoemde aspekte soos beskou vanuit beide die toesighouer en die ondergeskikte se oogpunt. Die diagnostiese meetinstrument wat gebruik is, is 'n aanpassing van Mount (1983) se "Leadership Analysis Questionnaire" en dié van Le Roux (1989) en sluit aspekte in wat in 'n groter mate tred hou met die eienskappe van die beoordelingstelsel eie aan die deelnemende organisasie s'n. Twee verskillende vraelyste is gebruik vir toesighouers en onder-geskiktes. 'n Bykomende verdeling is gemaak tussen presteerders en niepresteerders. Die reaksie op die vraelyste was, op die keper beskou, baie bevredigend, aangesien 431 van die 600 vraelyste terugontvang is - bykans 72%. Hiervan was 44 onbruikbaar. Van die 186 toesighouersvraelyste wat gebruik kon word vir statistiese ontleding, is 80 as dié van presteerdes geklassifiseer, en van die 2010ndergeskiktes se vraelyste 38. Die ondersoek het in sy berekeninge statistiese beduidende verskille uitgewys ten opsigte van die verskillende groepe se persepsies van regverdigheid, etiek, akkuraatheid, beoordelingsfoute en administratiewe aspekte. Daar word aanbeveel dat toekomstige navorsing gerig word op die onderliggende,redes vir die perseptuele verskille tussen toesighouers en ondergeskiktes, met inagneming van bogenoemde faktore en met die mikpunt die verbetering van kommunikasie en verhoudinge. Nog navorsing sou ook gedoen kon word om te bepaal hoe uitvoerbaar dit vir 'n organisasie sou wees om prestasie-beoordeling in te skakel by 'n stelsel wat prestasiebestuurgerig is.
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Chajnacki, Gregory M. "An assessment of human resource career development programs within targeted city governments." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1995.Source: Masters Abstracts International, Volume: 45-06, page: 2936. Abstract precedes thesis as preliminary leaves i-iv. Typescript. Includes bibliographical references (leaves 80-84).
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Kennard, Douglas B. "Adequacy of public services in rural jurisdictions as perceived by local officials /." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487327695622374.
Full textBooks on the topic "Officials and employees"
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Intelligence, United States Central Intelligence Agency Directorate of. Top officials in Moldova. Washington, D.C.]: Central Intelligence Agency, Directorate of Intelligence, 1992.
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AFL-CIO. Public Employee Dept., ed. Public employees: Facts at a glance. Washington, D.C. (815 Sixteenth St., N.W., Washington 20006): Public Employee Dept., AFL-CIO, 1989.
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AFL-CIO. Public Employee Dept., ed. Public employees: Facts at a glance. Washington (815 16th St., N.W., Washington 20006): Public Employee Dept., AFL-CIO, 1991.
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1956-, Sidebottom Peter-John, White David G. 1968-, and Association of Municipal Managers, Clerks and Treasurers of Ontario, eds. Conduct handbook for municipal employees and officials. 2nd ed. Toronto: Butterworths, 2003.
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United States. Employment Standards Administration. Office of Workers' Compensation Programs, ed. Federal employees' benefits. [Washington, D.C.]: U.S. Dept. of Labor, Employment Standards Administration, Office of Workers' Compensation Programs, 1991.
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Inc, 1105 Media. Federal employees retirement guide. Falls Church, VA: 1105 Government Information Group, 2010.
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Bassanelli, Aloisio. The Federal Employees Retirement System. Hauppauge, N.Y: Nova Science Publishers, 2011.
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Minnesota. Dept. of Finance., ed. Distribution of state employees: A report on the distribution of state offices, employees and payroll. Saint Paul, MN: Minnesota Dept. of Finance, 2001.
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Nebraska. Legislature. Legislative Program Evaluation Committee. Public Employees Retirement Board and Nebraska Public Employees Retirement System: Review of compliance-control procedures. Lincoln, NE (State Capitol, Box 94945, Lincoln 68509-4945): Program Evaluation Unit, Legislative Research Division, Nebraska Legislature, 1996.
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Commission, Massachusetts State Ethics. "Special" municipal employees. Boston, Mass: The Commission, 1992.
Find full textBook chapters on the topic "Officials and employees"
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Samy, Yiagadeesen, Adeniran Adedeji, Augustine Iraoya, Madhurjya Kumar Dutta, Jasmine Lal Fakmawii, and Wen Hao. "Trade and Women’s Economic Empowerment: Qualitative Analysis of SMEs from Ghana, Madagascar, Nigeria, and Senegal." In Trade and Women’s Economic Empowerment, 105–44. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-39039-5_4.
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AbstractUsing Ghana, Madagascar, Nigeria, and Senegal as case studies, this chapter elucidates the dynamics of trade and women empowerment in Africa through a qualitative analysis that involved focus group discussions (FGDs) and key informant interviews (KIIs) with managers and employers, and employees of SMEs, as well as government officials and Trade Support Organizations (TSOs). After presenting the operational context of trade and economic performance in the four candidate countries, the barriers to women’s participation in trade are discussed using the PESTLE framework. Our qualitative analysis shows that cross-cutting factors that influence job creation for women across the trade sectors include the nature of work, job demands in terms of physical strength and timing, and working conditions of employees. The chapter argues that trade has the potential to empower women. However, if finds that various challenges prevent women from maximizing the gains from trade and proposes that a strong public–private partnership is necessary for trade to lead to women empowerment.
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Dumpert, Florian, and Elena Schmidt. "Hyperparameter Tuning in German Official Statistics." In Hyperparameter Tuning for Machine and Deep Learning with R, 177–85. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-19-5170-1_7.
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AbstractThis chapter describes the special quality requirements placed on official statistics and builds a bridge to the tuning of hyperparameters in Machine Learning (ML). To carry out the latter optimally under consideration of constraints and to assess its quality is part of the tasks of the employees entrusted with this work. The chapter sheds special light on open questions and the need for further research.
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Lorgat, Aisha. "“No, We Are Not Fighting Against Foreign Workers and We’ll Never Fight Against Foreign Workers”: Trade Unions and Migrant Rights." In IMISCOE Research Series, 247–60. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-92114-9_17.
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AbstractInternational human rights instruments do not explicitly include protection of undocumented migrants, but arguments for their inclusion are made on both normative and pragmatic basis. These denizens are often prevented from accessing rights de facto due to social practices, even when they are accorded de jure rights through legislation. As a result, the overwhelming majority of migrants are faced with limited options, have little voice, and have to make a living among and as part of the precariat. After 1994, South Africa was increasingly seen as a favourable destination for migrants seeking asylum and/or economic opportunities. Migrants are perceived as serving as a reserve of labour that is highly flexible, easily exploited, and unlikely to seek legal recourse for violations of labour law or to join a trade union. This labour market effect is particularly apparent and problematic in host countries with pre-existing high unemployment rates. As official workers representatives trade unions have a major role to play in recognising and mitigating the dangers inherent in dividing workers into citizens and denizens. Trade unions themselves though are in decline, with union density rates falling largely as a result of increasing use of non-standard employment arrangements by employers. Trade unions find it extremely difficult to access and organise these atypical workers, many of whom are migrants. The research for this chapter considered official union publications as well as interviews with trade union officials in the construction sector in Cape Town to assess trade unions responsiveness to migrant rights claims. Migrants are generally located in the periphery due to their more vulnerable status, and this position in the labour market renders their claims to rights and the role of trade unions in supporting these claims more difficult but equally necessary.
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van der Burg, Martijn. "Intermediary Bodies of Governance." In Napoleonic Governance in the Netherlands and Northwest Germany, 67–91. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-66658-3_4.
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AbstractFollowing the phase of conquest, usually a temporary interim government was formed to supervise the incorporation of newly acquired territories. The timing of the incorporation, as well as the manner in which models from other parts of Europe were applied, influenced how Napoleonic governance worked out in practice. Importantly, the creation of so-called gouvernements généraux became a Napoleonic integration instrument. General-Governors Charles-François Lebrun in Amsterdam and Louis Nicolas Davout in Hamburg had similar tasks but made different choices. Their relationships with other actors, local and French, differed as well. In this chapter the two intermediary bodies are discussed, in relation to other Napoleonic institutions and their main protagonists. Often, Napoleonic officials who had already proven their worth elsewhere were employed in these areas. Thus, institutional examples and personal experiences from other parts of the Empire, such as Italy, influenced the integration of the North. Yet, being remote from the imperial core, many officials competed for power and hence for control of the integration process.
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Tochtermann, Peter. "Staff." In Unified Patent Protection in Europe: A Commentary. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198755463.003.0160.
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The staff of the Court consist of the officials and other employees of the Court. However, judges are not officials in the sense of Art 16 UPC Statute. The officials and other employees of the Court are responsible to the Registrar, under the authority of the President of the Court of Appeal or the President of the Court of First Instance.
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Alexander, Catherine. "Talking about Privatization." In Personal Stats, 224–40. Oxford University PressOxford, 2002. http://dx.doi.org/10.1093/oso/9780199251797.003.0010.
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Abstract This chapter serves to conclude by peeling back some of the assumptions of the previous chapters. Privatization, for state officials, was essentially characterized as ‘what we, the state, are not’, a structural negation of the state’s modus operandi. But such a neat opposition was complicated first by the fact that ‘privatization’ really covers a whole complex of ownership and property issues, and second that many officials were also not what they said they were. Although in their own estimation they were state officials, it turned out that most factory officials were technically employed under contract to the Corporation, in effect, private employees (see Table 10.1). Rather, it was a sense of identification with the state, or indeed a lack of identification with the workers, that encouraged this construction.
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"Chapter 5 The Officials and Employees of the Vienna Gestapo." In The Vienna Gestapo, 1938-1945, 83–113. Berghahn Books, 2022. http://dx.doi.org/10.1515/9781800732605-011.
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Bakhru, Kanupriya Misra, and Alka Sharma. "Unlocking Drivers for Employee Engagement Through Human Resource Analytics." In Advances in Human Resources Management and Organizational Development, 236–55. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7799-7.ch014.
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The authors have discussed in detail the meaning of employee engagement and its relevance for the organizations in the present scenario. The authors also highlighted the various factors that predict the employee engagement of the employees in the varied organizations. The authors have emphasized on the role that HR analytics can play to identify the reasons for low level of engagement among employees and suggesting ways to improve the same using predictive analytics. The authors have also advocated the benefits that organizations can reap by making use of HR analytics in measuring the engagement levels of the employees and improving the engagement levels of diverse workforce in the existing organizations. The authors have also proposed the future perspectives of the proposed study that help the organizations and officials from the top management to tap the benefits of analytics in the function of human resource management and to address the upcoming issues related to employee behavior.
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Bakhru, Kanupriya Misra, and Alka Sharma. "Unlocking Drivers for Employee Engagement Through Human Resource Analytics." In Research Anthology on Human Resource Practices for the Modern Workforce, 471–90. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3873-2.ch025.
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The authors have discussed in detail the meaning of employee engagement and its relevance for the organizations in the present scenario. The authors also highlighted the various factors that predict the employee engagement of the employees in the varied organizations. The authors have emphasized on the role that HR analytics can play to identify the reasons for low level of engagement among employees and suggesting ways to improve the same using predictive analytics. The authors have also advocated the benefits that organizations can reap by making use of HR analytics in measuring the engagement levels of the employees and improving the engagement levels of diverse workforce in the existing organizations. The authors have also proposed the future perspectives of the proposed study that help the organizations and officials from the top management to tap the benefits of analytics in the function of human resource management and to address the upcoming issues related to employee behavior.
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Nayyar, Varun, Shefali Saluja, and Georgios L. Vousinas. "A Paradigm Shift in Human Resource Policies." In Advances in Logistics, Operations, and Management Science, 228–40. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-4350-0.ch012.
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In light of the dynamic and rapid changing environment, the need for dynamic functions of HR is of great need for all corporates, and the varying part of HR managers is an imperative that dealt with explicitly to strengthen employee performance and their well-being. This study on neuroleadership has come up with some suggestions related to strategic leadership strategies to be adopted by human resource leaders in their organisations for better upliftment of the sentiments of the employees, resulting in a joyful and happy working environment. Likewise, management or stakeholders are recommended to spend more on training employees of their HR officials for better remote working, introducing pay cuts as a substitute for layoffs, hiring medical experts to curb the spread of viruses, crafting employee resource groups, and finally encouraging unwell workers to remain at home. Finally, strategic decision-making powers should be given to the human resources department so that they can work on the smooth running of their organisation.
Conference papers on the topic "Officials and employees"
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Trubitsyn, Konstantin, Olga Kalmykova, Svetlana Dykina, Natalia Masloboynikova, and Julia Gorbunova. "Formation of conflict competence of customs officials." In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.sfta4521.
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Customs officials must be able to act in terms of non-standard, crisis situations, bear social and ethical responsibility for decisions made, give moral assessment of corruption and other violations of professional ethics; work in a team, be tolerant to social, ethnic, religious and cultural differences; and carry out effective business communication. The authors substantiates the relevance of the process of increasing the level of conflict competence of Customs students (Samara State Technical University), heads and officials of customs authorities. The results of various sociological studies conducted among employees and officials of customs authorities are presented. The authors analyzed the relationship of job satisfaction with subjective factors of the organizational environment (stress of the organizational environment, moral and psychological climate, comfort level of the organizational environment, staff loyalty level, etc.). Methodological recommendations for the formation of conflict competence among customs officials have been offered. The effectiveness of the proposed measures was evaluated using the DEA-method.
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Kamrádová, Lucie, and Marie Sciskalová. "The difficulty of an official performing in public administration with a focus on the Czech Republic." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.047.
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Purpose – the paper aims to present public administration as a managerial organisation which puts many requirements on its employees, respectively on officials in public administration. In today’s globalised society, the boundaries between the public and private sectors are mutually intertwined. The difficulty of official’s profession, both in terms of knowledge and psychology, is often wrongly criticised by civil society. The paper intends to point out the particular requirements and specify the risks carried by this profession. Research methodology – the basic methods used are from the area of qualitative research. These are methods of analysis, induction and deduction. The method of description is used in the whole paper. Findings – the result of the article is the identification of the principal risks and threats in the exercise of official activity. Research limitations – the authors of the article see a certain limit that it is impossible to assess the demandingness of the official’s performance in terms of the quantitative, as the structure of executive positions within the Czech Republic is problematic. Practical implications – the identified risks can be beneficial for human resources management in public administration, to avoid frequent burnout in this profession. Originality/Value – the paper presents the new perspective of a public servant
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Abele, Lilita, Baiba Rivza, Peteris Rivza, and Karlis Markus. "GREEN COMPETITIVENESS AND DIGITIZATION IN LATVIA MUNICIPALITIES." In 23rd SGEM International Multidisciplinary Scientific GeoConference 2023. STEF92 Technology, 2023. http://dx.doi.org/10.5593/sgem2023/5.1/s20.18.
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In 2019, the Green Cities submitted the first proposal for the Green Norm. The Green Norm is a set of practical recommendations mainly for politicians, officials and urban development officials. Green cities introduce this norm as a critical strategy for competitiveness. More and more people are moving to big cities, so we must consider climate-neutral solutions as the municipalities set an example. The number of green and climate-neutral towns in Europe and Latvia has constantly been increasing over the last decade, and their competitiveness is also growing. Liepaja is one of the 112 Pioneer cities in the EU which has joined the challenge of climate-neutral cities. One way to be more climate-neutral is to reduce the consumption of pollution and resources in the municipality. Digitization of internal and external municipal services opens the way in this direction. In this study, the authors focus on digitizing the municipality's internal processes and employees' motivation to change their habits and assessing resourcesaving opportunities. The study aims to assess the readiness of municipal employees and detect weak points for the transition to complete internal process digitization to reduce the environmental impact and resource consumption. The study uses surveys and data statistical processing methods with SPSS. As a result of the study, proposals have been developed to improve employees' digital skills to increase municipal green competitiveness.
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Kuras, Tatyana, and Sofia Kuras. "Commemorative Books of the Russian Empire as a Historical Legal Document." In Irkutsk Historical and Economic Yearbook 2020. Baikal State University, 2020. http://dx.doi.org/10.17150/978-5-7253-3017-5.51.
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The author examines commemorative books as a source of study of the judiciary and the prison authorities of the Russian Empire in the second half of the 19th and early 20th centuries. The quantitative and personal composition of the officials of these bodies, their changes over the years are analyzed. Significant differences have been revealed in the placement of information about employees of these bodies in the commemorative books of various provinces and regions.
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Молчанова, Елена. "Немцы на Дальнем Востоке России во второй половине XIX — начале XX вв." In Россия — Германия в образовательном, научном и культурном диалоге. Конкорд, 2021. http://dx.doi.org/10.37490/de2021/017.
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The article is devoted to the Germans who lived and worked in the Russian Far East in the second half of the XIX — early XX centuries. The author identifies two groups in the German diaspora of the region. The first group is Russia Germans who moved to the Russian Far East from central regions of Russia. They were mostly officials, military personnel, and representatives of the intelligentsia. The second group is Germans who arrived directly from Germany and other countries. Most of them were entrepreneurs and employees of their firms. The article shows the contribution of the Germans to the development of the Far Eastern region of the Russian Empire.
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SH. Noory, Hayder, and Suhair Adil Hamed. "The Interaction of Human Engineering and Total Quality Management and their impact on Value Engineering: applied research in the Diyala State Company." In 11th International Conference of Economic and Administrative Reform: Necessities and Challenges. University of Human Development, 2022. http://dx.doi.org/10.21928/icearnc/24.
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The research tests the relationship of the interaction of the two explanatory variables, human engineering with four dimensions: human engineering: (physical, environmental, organizational, and cognitive), with total quality management in six dimensions: (quality management system, administrative leadership commitment, employee integration and training, strategic quality planning, and operations management Productivity, continuous quality improvement), and the impact of their interaction on the responsive variable one-dimensional value engineering, as well as testing the direct correlation and effect relationships between variables by testing four main hypotheses in Diyala State Company as a site for conducting the research, and data were collected from 271 individuals who represented the research sample. They were chosen at random, and varied between employees, unit officials, and department managers. The research relied on the questionnaire as the main measurement tool, and used descriptive and inferential statistical methods to answer the problem, test hypotheses and interpret its results. Recommendations that the company should adopt the research model because of its impact on engineering the value of its products and production processes.
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SH. Noory, Hayder, and Suhair Adil Hamed. "The Interaction of Human Engineering and Total Quality Management and their impact on Value Engineering: applied research in the Diyala State Company." In 11th International Conference of Economic and Administrative Reform: Necessities and Challenges. University of Human Development, 2022. http://dx.doi.org/10.21928/uhdicearnc/24.
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The research tests the relationship of the interaction of the two explanatory variables, human engineering with four dimensions: human engineering: (physical, environmental, organizational, and cognitive), with total quality management in six dimensions: (quality management system, administrative leadership commitment, employee integration and training, strategic quality planning, and operations management Productivity, continuous quality improvement), and the impact of their interaction on the responsive variable one-dimensional value engineering, as well as testing the direct correlation and effect relationships between variables by testing four main hypotheses in Diyala State Company as a site for conducting the research, and data were collected from 271 individuals who represented the research sample. They were chosen at random, and varied between employees, unit officials, and department managers. The research relied on the questionnaire as the main measurement tool, and used descriptive and inferential statistical methods to answer the problem, test hypotheses and interpret its results. Recommendations that the company should adopt the research model because of its impact on engineering the value of its products and production processes.
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Witasari, Amie, Herni Astuti, Pujiharto Pujiharto, and Erni Rahmawati. "Effect of Work Culture and Commitment Village Officials Through Employee Motivation as an Intervening Variable." In Proceedings of the 3rd International Conference of Business, Accounting, and Economics, ICBAE 2022, 10-11 August 2022, Purwokerto, Central Java, Indonesia. EAI, 2022. http://dx.doi.org/10.4108/eai.10-8-2022.2320816.
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Briciu, Victor-Alexandru, Arabela Briciu, Crina-Antonia Tudor, and Claudiu Coman. "ANALYZING ROMANIAN AUTOMOTIVE COMPANIES WEBSITES TO EVALUATE THE ONLINE EMPLOYER OF CHOICE AND BRANDING CHARACTERISTICS." In 9th SWS International Scientific Conferences on SOCIAL SCIENCES - ISCSS 2022. SGEM WORLD SCIENCE, 2022. http://dx.doi.org/10.35603/sws.iscss.2022/s10.094.
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This paper explores the concept of employer branding in the light of external marketing that establishes the company's image as an employer of choice. The motivation is represented by the raising importance of human resource management. The employer brand is an important element from a marketing point of view; it is practically the defining image of a company. The values and symbols it embodies need to be transparent to maintain the connection with the audience, whether we are talking about customers or simply interacting with the company�s online interface. From the perspective of potential, current and former employees, the functions of an employer brand are like the generally valid brand functions, which include three main aspects: risk reduction, information efficiency and symbolic benefit. Often, potential employees cannot fully evaluate a prospective employer prior to their employment experience because they suffer from an information deficit. These concepts are developed in this research trying to highlight some of Employer of Choice constituents at the level of the official websites of automotive companies from Romania. The research focuses on the first step in the recruitment process, namely attracting candidates and uses a descriptiveexplanatory methodological framework using content analysis method to the research corpus consisting of 18 official Web pages. After synthetizing the results by analyzing and interpreting the data, the authors concluded that the organizations that developed and structured the actions in the direction of Employer of Choice have a consistent strategy by attracting ideal candidates.
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Yevtushenko, Olga. "Ethics in the organization of work of public authorities in Ukraine." In ХI Міжнародна науково-практична конференція «Сучасні проблеми управління: Трансформація публічного управління у постковідному світі». Київ, Україна: Національний технічний університет України «Київський політехнічний інститут», 2021. http://dx.doi.org/10.20535/spu2021.249029.
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At the present stage of modernization of state power and development of Ukraine the role of ethics and rules of conduct for public servants are important factors that must ensure the proper functioning of public authorities. Today, it is not enough to be a professionally trained employee for effective performance of state and regional tasks, to have the necessary knowledge and sufficient work experience; it is also necessary to be able to establish business relations with consumers of management services and to avoid prejudgment or excess of official powers, and it is only possible only on condition of constant observance of rules of ethical behavior, availability of public servants and officials of local self-government of stable ethical beliefs, understanding of principles, understanding ability to act in good faith. In the people’s imagination, a public servant is not an ordinary specialist; it is a person who acts within the limits of the powers conferred on him on behalf of the state or territorial community...
Reports on the topic "Officials and employees"
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Mejía-Guerra, José Antonio, Christian Schuster, Magdalena Rojas Wettig, Kim Sass Mikkelsen, and Jan Meyer-Sahling. Managing National Statistical Offices Better: Evidence from a Survey of 13,300 National Statistical Office (NSO) Employees in 14 Latin American and Caribbean Countries. Inter-American Development Bank, November 2023. http://dx.doi.org/10.18235/0005307.
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High-quality official statistics--from inflation to poverty rates--are essential for effective policymaking. Yet, little is known about the statistics officials who produce this statistical data. How competent are they at statistics? How motivated and ethical are they when producing statistics? And do National Statistical Offices (NSOs) manage them effectively? The answers are central to improving statistical capacity. Nonetheless, NSOs have not developed systematic measurement instruments to identify them. This pioneering publication addresses this gap. It presents the results of a survey of 13,300 NSO Employees in 14 Countries in Latin America and the Caribbean. Findings show that statistics officials and their characteristics matter. For instance, greater competence of statistics officials correlates with greater statistical performance of an NSO. Findings also show that most statistics officials are motivated in their jobs and committed to their NSO yet many struggle with basic statistical competencies and are not satisfied with their remunerations. Beneath the surface of average findings, however, lies a landscape of substantial variation among NSOs and within different departments inside the same NSO. These disparities are driven in part by differences in human resources management practices. Certain practices, for instance related to merit recruitment, adequate pay and performance feedback, are associated with greater staff motivation, integrity and competence. The report thus provides a data-informed roadmap to manage NSOs better and a survey instrument to help NSOs around the world measure their own management and staff.
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Kibret, Alemu Kassaw, Getachew Azeze Eriku, and Melisew Mekie Yitayal. Challenges and opportunities of adopting online learning at the University of Gondar: Lecturers’ and higher officials’ perspectives. Mary Lou Fulton Teachers College, December 2023. http://dx.doi.org/10.14507/mcf-eli.i7.
Full textAbstract:
E-learning is the use of the internet and ICT to access learning material, interact with the content, instructor, and learners, and acquire knowledge. Education has grown rapidly and transformed the present isolated, teacher-center face-to-face education into online. Despite the impact of e-Learning, there are many challenges in adopting and implementing it in higher education. Therefore, the main purpose of the study was to investigate the perspective of lectures, challenges, and opportunities of adopting online learning. The study conducted institutional-based mixed quantitative and qualitative study designs at the University of Gondar from June to October 2022. Simple random sampling techniques were employed to select study participants for the quantitative study and purposive sampling was used to select higher officials for an in-depth interview. A structured self-administered and in-depth interview guide questionnaire was used for the quantitative and qualitative data respectfully. Linear regression analysis conducted for the quantitative data while inductive thematic analysis was undertaken for the qualitative data. Thirteen (13) higher officials were involved in an in-depth interview and 366 instructors participated in the quantitative study. The majority of participants believed that e-Learning is applicable. However, almost all participants agreed that the infrastructures are inadequate at the University of Gondar. Five main themes emerged from an inductive thematic analysis which includes: perceptions of adopting online learning, challenges of adopting online learning, opportunities of adopting online learning, strategies to overcome challenges, and higher officials’ willingness and support. Most instructors and all higher officials are willing and happy to adopt. Internet connectivity, electric power, computer access, and poor perception of instructors, students, and employees will be a challenge to adopting e-Learning. Capacity-building training for the instructors and supporting teams and fulfilling infrastructures for the successful implementation of e-Learning at the University of Gondar is recommended.
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Msiska, Tizgowere, and Masauko Thawe. Resolving Tax Disputes: Market Vendors and Local Councils in Malawi. Institute of Development Studies, January 2024. http://dx.doi.org/10.19088/ictd.2024.002.
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In local markets in Malawi, there are frequent tensions between market traders and the local councils who are responsible for the markets. This sometimes results in the traders refusing to pay market taxes. That in turn causes councils to refuse to provide services, to the markets themselves or to local populations more broadly. This paper reports on research into the circumstances in which these disputes are successfully resolved. The research covered eight local councils where such disputes have taken place. Some disputes were resolved; others were not. Information was obtained through 123 interviews and 12 focus group discussions with top council officials, council employees directly working with vendors, vendors, vendors’ committees, councillors, mayors, and leaders of civil society working in local governance.
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VASYUKOV, O. G., V. M. BOLSHAKOVA, and P. YU NAUMOV. THEORETICAL AND PRACTICAL ASPECTS OF FORMING SOCIAL RESPONSIBILITY OF STATE CIVIL EMPLOYEES. Science and Innovation Center Publishing House, 2021. http://dx.doi.org/10.12731/978-0-615-67324-0-4-12.
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Target. Currently, the development of professional values and official behavior of civil servants are relevant for training personnel for the public authority system. One of the ways to form the personality of a civil servant who is a professional is to increase the real level of his social responsibility. The article is devoted to the study of the phenomenon of social responsibility of civil servants. Method or methodology of the work. The systematic, activity-based and axiological approaches were used as methodological principles in the work. The research methods were analysis and synthesis, movement from the general to the particular, comparison and analogy, movement from the abstract to the concrete, complex generalization and classification. Results. The main results of the study include the concretization of the concept of «social responsibility of civil servants», the identification of the essential properties of social responsibility, the determination of the features of its functioning, the formulation of urgent problems for further research in this aspect. Scope of the results. The scientific results of the article can be applied when conducting psychological and pedagogical research and organizing classes in educational institutions of higher education.
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Urquidi, Manuel, Gloria Ortega, Víctor Arza, and Julia Ortega. New Employment Technologies: The Benefits of Implementing Services within an Enterprise Architecture Framework: Executive Summary. Inter-American Development Bank, July 2021. http://dx.doi.org/10.18235/0003403.
Full textAbstract:
Public employment services (PES) offer tools through different channels to both employers and job seekers. The multiplicity of services and channels, paired with processes that are sometimes inadequately mapped, creates challenges when implementing digital systems. This document discusses how using enterprise architecture can provide a framework for defining and representing a high-level view of the organizations processes and its information technology (IT) systems, as well as their relationship with different parts of the organization and external entities. Having a strategic vision and a high-level design allows implementing systems in phases and modules to organize services to improve their efficiency and effectiveness. This document aims to support policy makers, managers and officials working with employment policies in understanding the benefits of implementing a comprehensive digital transformation in institutions within the framework of a strategic tool such as enterprise architecture.
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Yunus, Raudah Mohd, Pauline Oosterhoff, Charity Jensen, Nicola Pocock, and Francis Somerwell. Modern Slavery Prevention and Responses in Myanmar: An Evidence Map. Institute of Development Studies (IDS), November 2020. http://dx.doi.org/10.19088/clarissa.2020.002.
Full textAbstract:
This Emerging Evidence Report describes the availability of evidence on modern slavery interventions in Myanmar presented in the programme's interactive Evidence Map. This report on Myanmar uses the same methodology and complements the evidence map on interventions to tackle trafficking, child and forced labour in South Asia for Nepal, India, Pakistan, and Bangladesh. The Evidence Map provides an outline of where evidence is concentrated and where it is missing by mapping out existing and ongoing impact evaluations and observational studies exploring different types of modern slavery interventions and outcomes for specific target populations (survivors, employers, landlords, service providers, criminal justice officials) and at different levels (individual, community, state). It also identifies key ‘gaps’ in evidence. Both the Evidence Map and this report foremost target the UK Foreign, Commonwealth & Development Office (FCDO) and its partners in the CLARISSA research programme to support evidence-informed policymaking on innovations to reduce the worst forms of child labour. We hope that it is also useful to academics and practitioners working to address modern slavery, or in the intervention areas and locations described.
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Villoria, Nelson B. Estimation of Missing Intra-African Trade. GTAP Research Memoranda, December 2008. http://dx.doi.org/10.21642/gtap.rm12.
Full textAbstract:
Missing trade is defined as the exports and imports that may have taken place between two potential trading partners, but which are unknown to the researcher because neither partner reported them to the United Nation’s COMTRADE, the official global repository of trade statistics. In a comprehensive sample of African countries, over 40% of the potential trade flows fit this definition. For a continent whose trade integration remains an important avenue for development, this lack of information hinders the analysis of policy mechanisms -- such as the Economic Partnership Agreements with the EU -- that influence intra-regional trade patterns. This paper estimates the likely magnitude of the missing trade by modeling the manufacturing trade data in the GTAP Data Base using a gravity approach. The gravity approach employed here relates bilateral trade to country size, distance, and other trade costs while explicitly considering that high fixed costs can totally inhibit trade. This last feature provides an adequate framework to explain the numerous zero-valued flows that characterize intra-African trade. The predicted missing exports are valued at approximately 300 million USD. The incidence of missing trade is highest in the lowest income countries of Central and West Africa.
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Keo, Bunthea, Amira Abdelhamid, and Eric Kasper. The Impact of Covid-19 Response Policies on Vulnerable Migrant Workers and Victims of Trafficking in Cambodia. Institute of Development Studies, June 2022. http://dx.doi.org/10.19088/cc.2022.002.
Full textAbstract:
To date, the Government of Cambodia has issued at least 2,216 policies in response to Covid-19. These have largely been directed at limiting the spread of the Covid-19 within Cambodia, with clear attempts to mitigate the burden on economically- and socially-vulnerable groups. This study explored the ways in which the policy response to Covid-19 has been experienced by vulnerable migrant workers and people vulnerable to trafficking in persons. We interviewed seven social workers and independent experts, four migrant workers, and nine survivors of trafficking in order to gather evidence about gaps in the policies’ abilities to protect people and to identify mechanisms by which they impacted vulnerability. We find that, while the policies have attempted to provide protection to vulnerable groups, the majority of our respondents were not able to access it effectively. Workers in informal sectors have been particularly impacted by work stoppages since they have less bargaining power with employers and are much less able to access government unemployment support. Migrant workers trapped abroad faced hardships and discrimination, with many making risky journeys back to Cambodia or losing their regular migrant status. Border closure policies meant that many people were not able to safely return to Cambodia or travel for their livelihoods. This resulted in an increased reliance on brokers to cross borders illegally and to attempt to find work, which in turn increased risks of exploitation and trafficking at the very time when officials and non-governmental organisations (NGOs) were least able to monitor and identify violations.