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Journal articles on the topic 'Personnel data'

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Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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1

Hewitt, Kimberly Kappler, and Scarlet Lilian Chopin. "Data-Based Personnel Decisions." Journal of Cases in Educational Leadership 18, no. 1 (February 12, 2015): 39–52. http://dx.doi.org/10.1177/1555458914568117.

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2

Yates, David. "Report on data protection and personnel." Computer Law & Security Review 1, no. 4 (November 1985): 11. http://dx.doi.org/10.1016/0267-3649(85)90022-6.

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3

De Groot, Holly A., Lynn Forsey, and Virginia S. Cleland. "The Nursing Practice Personnel Data Set." JONA: The Journal of Nursing Administration 22, no. 3 (March 1992): 23–28. http://dx.doi.org/10.1097/00005110-199203000-00010.

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4

Bagger, Jesper, and Andrew Seltzer. "Administrative and Survey Data in Personnel Economics." Australian Economic Review 47, no. 1 (February 26, 2014): 137–46. http://dx.doi.org/10.1111/1467-8462.12051.

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5

Denkena, Berend, Marc-André Dittrich, and Florian Winter. "Competence-based Personnel Scheduling through Production Data." Procedia CIRP 63 (2017): 265–70. http://dx.doi.org/10.1016/j.procir.2017.03.114.

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6

Zajac, Bernard P. "Personnel: The other half of data security." Computers & Security 7, no. 2 (April 1988): 131–32. http://dx.doi.org/10.1016/0167-4048(88)90324-0.

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7

Rizki, Yuke Sri, and Jenni Sartika Dimanik. "Analisis Kesehatan Kerja Personel di Lingkungan Bandar Udara Tjilik Riwut - Palangkaraya." WARTA ARDHIA 41, no. 4 (August 16, 2017): 233. http://dx.doi.org/10.25104/wa.v41i4.158.233-245.

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Air transportation demand is continously increase. Therefore airports as air transport infrastructure has a significant function in providing the facilities and human resources for the operation of air transport services. This research concern to analyse the personnel occupation health for human resources and personnel involved in the airport operation. This assessment uses a qualitative approach, which at the end of the analysis produces conclusions and recommendations addressed to the personne / officers and airport organizer related to the development of occupational health personnel, especially the activity at the air side of the airport. From the results of data collection and direct observations the peronnel health conditions in the area airside and equipment / protective equipment are pretty well. From the analysis of the factor analysis, there are four (4) factors from (10) existing indicators to explain 66.203% of the total variance. This presentage is quite high because it is able to explain more than 50% of the variance of the ten (10) existing indicators. Keywords: airport, personnel health, factor analysis. Transportasi udara pada saat ini semakin banyak diminati masyarakat. Oleh karena itu bandar udara sebagai prasarana penerbangan memiliki fungsi yang sangat penting dalam menyediakan fasilitas dan SDM untuk pengoperasian angkutan udara. Banyaknya SDM dan petugas yang terlibat pekerjaan di lingkungan bandara menjadikan masalah kesehatan kerja di lingkungan bandara sangat perlu diperhatikan. Tujuan pengkajian ini adalah untuk mengetahui kondisi kesehatan kerja personel yang bekerja di bandar udara. Pengkajian ini menggunakan pendekatan kualitatif, dimana pada akhir analisis menghasilkan kesimpulan dan rekomendasi yang ditujukan kepada personel/ petugas dan penyelenggara bandar udara terkait peningkatan kesehatan kerja personel yang khususnya beraktifitas di sisi udara bandar udara. Dari hasil pengumpulan data dan pengamatan langsung yang dilakukan dapat diketahui secara garis besar kondisi kesehatan personel di area airside dan perlengkapan/peralatan pelindung bagi personel cukup baik. Dari hasil analisis dengan analisa faktor terbentuk 4 (empat) faktor dari 10 (sepuluh) indikator yang ada dan mampu menjelaskan 66,203% dari total varian. Angka ini cukup besar karena mampu menjelaskan lebih dari 50% varian dari 10 (sepuluh) indikator yang ada. Kata kunci: bandar udara, kesehatan personil, analisis faktor.
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8

Siahaan, Juanda. "Kompetensi SDM Bidang Kebandarudaraan." Warta Penelitian Perhubungan 24, no. 6 (May 14, 2019): 551. http://dx.doi.org/10.25104/warlit.v24i6.1039.

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Recently, there is increasing growth in passenger numbers every year that are passengers, aircraft, routes, airports will have implications for increasing the number of competent human resources based on competency standards in each of the functions and duties in airport services. This implementation was carried out at the Tjilik Riwut Palangkarya Airport. Primary data were collected by interview with airport managers and direct observation, whereas secondary data obtained from reports, articles and standards of airportscompetence. Problems for some personnel do not have a certificate/ license and most of the airtime is depleted and workload that owned for each airport personnel is high. Data were analyzed using qualitative descriptive analysis towards aviation human resources competency. Overview of the results obtained for the basis technician license are 56% of licensed skilled personnel and 44% do not yet have, personnel who have SKP 46% have a basic license Avsec, 7% Avsec junior license and basic absec 20%, 13% aviation security personnel who have Avsec junior license, 40% senior Avsec licensing and 47% basic Avsec license, 29% flight engineer education had educatilln D III PLLU, 35% DIV Allu, 12% D III PPA and the other below 10%, personnel licensing PKP-PK 43 % do not have a license, 34% have a basic license, 3% junior license and 20% of senior license.Keywords: Human Resources, Competency Standards.Pada tahun terakhir ini terns terjadi peningkatan pertumbuhan jumlah penumpang setiap tahun baik jumlah penumpang, pesawat, rute penerbangan, bandar udara akan berimplikasi pada penambahan jumlah sumber daya manusia yang berkompetensi sesuai standar kompetensi pada bidang masing-masing fungsi dan tugasnya dalam pelayanan jasa kebandarudaraan. Pelaksanaan ini dilaksanakan di bandar udara Tjilik Riwut Palangkarya. Data primer dikumpulkan, dengan teknik wawancara pengelola bandar udara serta observasi langsung, sedangkan data sekunder diperoleh dari laporan, artikel dan standar kompetensi bandar udara. Permasalahan sebagian personel belum memiliki sertifikat/lisensi dan sebagian besar masa berlakunya sudah habis serta beban kerja yang dimiliki setiap personel bandar udara cukup tinggi. Data dianalisis dengan menggunakan analisis deskriptif kualitatif terhadap kompetensi sumber daya manusia kebandarudaraan. Diperoleh gambaran hasil untuk lisensi teknisi landasan 56 % personel yang memiliki lisensi terampil dan 44 % belum memiliki, personel yang memiliki SKP 46% memiliki lisensi basic avsec, 7% lisensi junior avsec dan basic avsec 20%, personel keamanan penerbangan 13% yang memiliki lisensi junior avsec, 40% lisensi senior avsec dan 47% lisensi basic avsec, pendidikan teknisi penerbangan 29% memiliki pendidikan D III PLLU, 35% DIV ALLU, 12% D III PPA dan yang lainnya dibawah 10%, lisensi personel PKP-PK 43% belum memiliki lisensi, 34% memiliki lisensi basic, 3% lisensi junior dan 20% lisensi senior. Kata kunci : SDM bandara, Standar Kompetensi
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9

Chmarowski, Artur, and Władysław Melnarowicz. "Training of technical personnel of tactical data LINK." Journal of KONBiN 48, no. 1 (December 1, 2018): 559–73. http://dx.doi.org/10.2478/jok-2018-0071.

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Abstract An important area in the process of using and servicing tactical data transmission systems LINK-16 is a system of training operators and technicians. The article presents the results of research related to the modelling and implementation of a modular training program for technical personnel. There were determined ranges of qualification requirements for technical personnel TDL, for the first and second level of service and the possibility of flexible selection of expansion modules for the development of specific skills depending on the destination job.
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10

Mehay, Stephen L., and William R. Bowman. "Marital Status and Productivity: Evidence from Personnel Data." Southern Economic Journal 72, no. 1 (July 1, 2005): 63. http://dx.doi.org/10.2307/20062094.

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11

Mehay, Stephen L., and William R. Bowman. "Marital Status and Productivity: Evidence from Personnel Data." Southern Economic Journal 72, no. 1 (July 2005): 63–77. http://dx.doi.org/10.1002/j.2325-8012.2005.tb00688.x.

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12

Kulkarni, M. S., P. Ratna, S. Kannan, and T. V. Venkateswaran. "A data logger for personnel monitoring TLD readers." Nuclear Instruments and Methods in Physics Research Section A: Accelerators, Spectrometers, Detectors and Associated Equipment 334, no. 2-3 (October 1993): 512–15. http://dx.doi.org/10.1016/0168-9002(93)90815-y.

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13

Muhamad Hadriansyah. "PENGARUH BEBAN KERJA DAN KECERDASAN EMOSIONAL TERHADAP KELELAHAN KERJA (BURNOUT) DAN KINERJA PERSONEL POLRES BARITO SELATAN DI BUNTOK." KINDAI 16, no. 3 (July 26, 2021): 368–84. http://dx.doi.org/10.35972/kindai.v16i3.585.

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Abstract : This study aims to determine the effect of workload and emotional intelligence on work fatigue (burnout) and the performance of the South Barito Police personnel. The number of research respondents was 115 personnel in the South Barito Police with data collection techniques using questionnaires and data analysis techniques used were multiple linear regression and path analysis. The results of this study support the hypothesis that workload affects work fatigue but does not affect performance, while emotional intelligence does not affect work fatigue but has a significant effect on performance. Work fatigue has a significant effect on performance with a negative effect. The results of this study indicate that the performance of the South Barito Police has good emotional intelligence and performance as well as low levels of fatigue. The research suggestion is that the South Barito Police continue to strive to maintain personnel performance by maintaining a low level of work fatigue and workload and continue to maintain the condition of emotional intelligence by providing training to improve personnel competence, placing personnel according to their competencies so that workloads. Keyword : workload, burnout, performance, emotional intelligence. Abstrak : Penelitian ini bertujuan mengetahui pengaruh beban kerja dan kecerdasan emosional terhadap kelelahan kerja (burnout) dan kinerja personel Polres Barito Selatan. Jumlah responden penelitian sebanyak 115 personel di lingkungan Polres Barito Selatan dengan teknik pengumpulan data menggunakan kuisoner dan teknik analisis data yang digunakan adalah regresi linear berganda dan analisa jalur Hasil penelitian ini mendukung hipotesis yang menyatakan beban kerja berpengaruh terhadap kelelahan kerja tetapi tidak berpengaruh terhadap kinerja, sedangkan kecerdasan emosional tidak berpengaruh terhadap kelelahan kerja tetapi berpengaruh signifikan terhadap kinerja. Kelelahan kerja berpengaruh signifikan terhadap kinerja dengan bentuk pengaruh negatif.hasil penelitian ini menunjukan bahwa kinerja Polres Barito Selatan memiliki kecerdasan emosional dan kinerja yang baik serta tingkat kelelahan yang rendah. Saran penelitian yaitu agar Polres Barito Selatan terus berusaha menjaga kinerja personel dengan cara mempertahankan tingkat rendahnya kelelahan kerja dan beban kerja serta terus menjaga kondisi kecerdasan emosional dengan cara memberikan pelatihan untuk meningkatkan kompetensi personel, menempatkan personel sesuai dengan kompetensi yang dimiliki agar beban kerja. Kata kunci: beban kerja, burnout, kinerja, kecerdasan emosional
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14

Aydoğan, Aslan, and Cevdet Tınazcı. "Investigation of the relationship between physical activity level and quality of life of university personnel." International Journal of Innovative Research in Education 3, no. 4 (June 16, 2017): 174. http://dx.doi.org/10.18844/ijire.v3i4.1870.

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AbstractThis study was aimed to investigate the effect of regular physical activity level on quality of life. The sample of the study included 363 personnel working at Near East University during May-June 2015. Data of the study were collected with “Demographic Information Form”, “Short form of International Physical Activity Evaluation Survey” and “Quality of Life Scale SF-36”. Data were analyzed with SPSS package program. Percentage, frequency and chi-square values were calculated and manova, anova and post hoc tests were applied for data analysis in order to determine if there is a significant difference between the variables. According to the results, it was revealed that males are more active than females. It was also figured out that married academic personnels are more active than single academic personnels; single administrative personnels are more active than married administrative personnels. When the quality of lives of academic and administrative personnels are compared, the significant difference in social and mental dimensions was observed in the favor of administrative personnel.When physical activity levels of academic and administrative personnels considered based on their age group; it was found that the most active personnels are 30 and under the age of 30 in both two groups.When quality of life levels of university personnel are considered based on age group; it was revealed that there was a significant difference in social and mental dimensions for 31 and above age group when compared to 30 and below age group.As a result of this research, it was figured out that physical activity levels of males when compared to females and physical activity levels of married participants when compared to single participants are higher. In terms of quality of life, it was revealed that administrative personnel are more healty in social and mental dimensions when compared to academic personnel. When physical activity levels based on age group are considered, the most active participants were 30 and above the age of 30 in both groups. When quality of life of university personnels are compared based on age group, it was revealed that 31 and above age group has higher levels of quality of life in social and mental dimensions when comapred to 30 and below age group. Keywords: Physical activity, university personnel, quality of life.
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15

Zulaichah, Zulaichah. "Analisis Faktor Yang Mempengaruhi Kinerja Personel Keamanan Penerbangan." WARTA ARDHIA 38, no. 4 (December 31, 2012): 342–55. http://dx.doi.org/10.25104/wa.v38i4.203.342-355.

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Security personnel are one of the air personnel who are responsible for the security in the flight activities. The quality of the security personnel’s performance certainly affects the quality of the security in the airports. Hang Nadim Airport Batam is one of the airports located in Indonesian borderlines. This condition encourages the airport authorities to improve the quality of the security personnel’s performance. This study is aimed at recognizing the factors that affect the security personnel’s performance in Hang Nadim Airport. The formed factors can be used as reference in creating policies to improve the security personnel’s performance. The method used in this study is factor analysis. This study uses security personnel’s perception data on factors that affect the employees’ performance in general. Based on the result of the study, there are 5 (five) main factors that affect the security personnel’s performance as follows: (1) management policy in protecting the security personnel; (2) cooperation and solidarity within the security personnel; (3) education, income and reward; (4) work regulations and disciplinary sanctions; (5) job difficulty level.Personel keamanan merupakan salah satu personel penerbangan yang bertugas untuk melakukan pengamanan dalam aktifitas penerbangan. Kualitas kinerja personel keamanan tentu mempengaruhi kualitas keamanan di bandar udara. Bandara Hang Nadim Batam merupakan salah satu bandara yang berada di perbatasan Negara Indonesia. Hal ini memacu pengelola bandar udara untuk meningkatkan kualitas kinerja personel keamanan yang baik. Pengkajian ini bertujuan mengetahui faktor-faktor yang mempengaruhi kinerja personel keamanan di Bandara Hang Nadim. Faktor-faktor yang terbentuk dapat dijadikan sebagai acuan dalam merumuskan kebijakan untuk meningkatkan kinerja personel keamanan. Metode yang digunakan dalam pengkajian adalah analisis faktor. Pengkajian ini menggunakan data persepsi personel keamanan tentang faktor-faktor yang mempengaruhi kinerja karyawan secara umum. Berdasarkan hasil kajian, ada 5 faktor utama yang mempengaruhi kinerja personel keamanan yaitu : (1) kebijakan pimpinan dalam mengayomi personel keamanan, (2) kerjasama dan kekompakan antar personel keamanan, (3) pendidikan, penghasilan dan penghargaan, (4) peraturan kerja atau sanksi disiplin, dan (5) tingkat kesulitan pekerjaan.
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16

Warning, Susanne. "How to pick your staff? Using data envelopment analysis." Management Research Review 37, no. 9 (August 12, 2014): 815–32. http://dx.doi.org/10.1108/mrr-05-2013-0104.

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Purpose – This purpose of this paper is to present a tool for facilitating personnel selection when multiple heterogeneous human resource managers use multiple criteria. Two problems result from such a situation. First, when multiple criteria are applied, it is unusual for one candidate to dominate the other candidates in all areas, which requires assigning weights to the different criteria to be able to rank the candidates. Second, in a heterogeneous selection committee, finding weights that accurately reflect the individual preferences of all members is difficult. Design/methodology/approach – To deal with the multidimensional setting of selecting personnel, this paper introduces data envelopment analysis with assurance region (DEA-AR) to determine individually optimal weights for each applicant. Findings – DEA-AR leads to a score for each applicant that can serve as a signal for productivity and, thus, for evaluating the candidate. Based on linear programming, DEA-AR not only aggregates multiple dimensions into a single score but also incorporates managers’ preferences. In addition, the procedure is transparent and fair. It seems to be highly appropriate for selecting personnel. Based on a simulated dataset of applicants, the use of DEA-AR for selecting personnel is illustrated and discussed. Originality/value – DEA-AR provides a tool for supporting personnel selection or pre-selection. This model is based on a mechanical procedure and considers managers’ ideas about weights.
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17

Guo, Dan, Yi Guo, and YanJi Xing. "Data on the Impact of Epidemic on Nursing Staff’s Mental Health in the Context of Wireless Network." Journal of Healthcare Engineering 2022 (April 7, 2022): 1–11. http://dx.doi.org/10.1155/2022/3413815.

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The research was aimed to analyze the impact of epidemic pneumonia on nursing personnel’s mental health under wireless network background and to improve the selection of random forest classification (RFC) algorithm parameters by the whale optimization algorithm (WOA). Besides, a total of 148 in-service nursing personnel were selected as the research objects, and 148 questionnaires were recycled effectively. The collected data were analyzed by the improved RFC algorithm. In addition, the research investigated the impacts of demographic factors on nursing personnel’s mental health by the one-way variance method. The results demonstrated that the accuracy of the improved algorithm in training samples and test samples reached 83.3% and 81.6%, respectively, both of which were obviously higher than those of support vector machine (SVM) (80.1% and 79.3%, respectively) and back-propagation neural network (BPNN) (78.23% and 77.9%, respectively), and the differences showed statistical meanings P < 0.05 . The Patient Health Questionnaire-9 (PHQ-9) showed that the depression levels of 9.46% of the included personnel were above moderate. The Generalized Anxiety Disorder (GAD-7) demonstrated that the anxiety levels of 3.38% of the included personnel were above moderate. The insomnia severity index (ISI) indicated that the insomnia levels of 3.38% of the included personnel were above moderate. The average score of male personnel (3.65) was obviously lower than that of female personnel (3.71). Besides, the average scale score of married personnel (3.78) was significantly higher than that of unmarried personnel (3.65). The average scale scores of personnel with bachelor’s (3.66) and master’s degrees (3.62) were obviously lower than those of personnel with junior college (3.77) and technical secondary school (3.75) diplomas. The average scale score of personnel with over 5-year work experience (3.68) was significantly lower than that of personnel working for less than five years (3.72). The average scale score of personnel with experience in responding to public emergencies (3.65) was obviously lower than that of personnel without related experience (3.74). The differences all showed statistical meaning P < 0.05 . The results of this research revealed that the accuracy of the improved RFC algorithm was remarkably higher than that of the SVM and BPNN algorithms. Furthermore, many nursing personnel suffered from mental diseases at different levels with the impact of the epidemic. Gender, marital status, education level, and experience in responding to public emergencies were the main factors affecting nursing personnel’s mental health.
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18

Yani, Anhar, Riky Welli Saputra, and Dendy Hartony. "PENGARUH STRES KERJA DAN KONFLIK KERJA TERHADAP KINERJA PERSONEL POLRES BARITO KUALA." Administraus 5, no. 3 (September 30, 2021): 139–57. http://dx.doi.org/10.56662/administraus.v5i3.140.

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Abstract: This study entitled The Effect of Work Stress and Work Conflict on the Performance of Police Personnel of Barito Kuala Police which aims to describe the description of work stress, work conflict performance and performance, as well as examine the effect of work stress and work conflict on personnel performance. This study uses quantitative research, the sample is set at 71 respondents. Collecting data using questionnaires and documentation. While the data analysis used path analysis assisted by SmartPLS 3 software. The results showed that the Job Stress Variable had a positive and significant effect on the performance of the Barito Kuala Polres personnel with a coefficient of 0.990 and P = 0.000. While the work conflict variable has a positive but not significant effect on the performance of the Barito Kuala Police personnel with a coefficient of 0.001 and P = 0.791. The findings in this study support previous research that work stress has a positive and significant effect on performance, while work conflict has a significant but not significant effect on performance. Abstrak : Penelitian ini berjudul Pengaruh Stres Kerja dan Konflik Kerja Terhadap Kinerja Personel Polres Barito Kuala yang bertujuan untuk mengetahui gambaran stres kerja, Konflik kerja kinerja dan kinerja, serta menguji pengaruh stres kerja dan konflik kerja terhadap kinerja personel. Penelitian ini menggunakan penelitian kuantitatif, sampel ditetapkan sebanyak 71 responden. Pengumpulan data menggunakan kuesioner dan dokumentasi. Sedangkan analisa data menggunakan analisis jalur dibantu dengan software SmartPLS 3. Hasil penelitian menunjukkan bahwa Variabel Stres Kerja berpengaruh positif dan signifikan terhadap kinerja personel Polres Barito Kuala dengan koefisien sebesar 0,990 dan P = 0,000. Sedangkan variabel Konflik kerja berpengaruh positif namun tidak signifikan terhadap kinerja personel Polres Barito Kuala dengan koefesien sebesar 0,001 dan P = 0,791. Hasil temuan dalam penelitian ini mendukung penelitian terdahulu bahwa stres kerja berpengaruh positif dan signifikan terhadap kinerja sedangkan konflik kerja berpengaruh namun tidak signifikan terhadap kinerja.
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19

Feng, Defan, Yu Mo, Zhiyao Tang, Quanjun Chen, Haoran Zhang, Rajendra Akerkar, and Xuan Song. "Data-driven hospital personnel scheduling optimization through patients prediction." CCF Transactions on Pervasive Computing and Interaction 3, no. 1 (February 9, 2021): 40–56. http://dx.doi.org/10.1007/s42486-020-00052-0.

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20

Li, Xingzhuo, Zhenghui Li, Francesco Fioranelli, Shufan Yang, Olivier Romain, and Julien Le Kernec. "Hierarchical Radar Data Analysis for Activity and Personnel Recognition." Remote Sensing 12, no. 14 (July 12, 2020): 2237. http://dx.doi.org/10.3390/rs12142237.

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Radar-based classification of human activities and gait have attracted significant attention with a large number of approaches proposed in terms of features and classification algorithms. A common approach in activity classification attempts to find the algorithm (features plus classifier) that can deal with multiple activities analysed in one study such as walking, sitting, drinking and crawling. However, using the same set of features for multiple activities can be suboptimal per activity and not take into account the diversity of kinematic movements that could be captured by diverse features. In this paper, we propose a hierarchical classification approach that uses a large variety of features including but not limited to energy features like entropy and energy curve, physical features like centroid and bandwidth, image-based features like skewness extracted from multiple radar data domains. Feature selection is used at each step of the hierarchical model to select the best set of features to discriminate the target activity from the others, showing improvements with respect to the more conventional approach of using a multiclass model. The proposed approach is validated on a large dataset with 1078 recorded samples of varying length from 5 s to 10 s of experimental data, yielding 95.4% accuracy to classify six activities. The approach is also validated on a personnel recognition task to identify individual subjects from their walking gait, yielding 83.7% accuracy for ten subjects and 68.2% for a significantly larger group of subjects, i.e., 60 people.
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Liu, Y. "Personnel planning of a retail store using POS data." International Journal of Simulation Modelling 8, no. 4 (December 1, 2009): 185–96. http://dx.doi.org/10.2507/ijsimm08(4)1.136.

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22

OGATA, Yoshimune, Kazuhito TAKESHIMA, Kunihide NISHIZAWA, Sadao KOJIMA, and Kenzo TAKATA. "Data processing system of personnel exposure with personal computer." RADIOISOTOPES 36, no. 6 (1987): 270–77. http://dx.doi.org/10.3769/radioisotopes.36.6_270.

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23

KAMEYAMA, Hiroshi, Kiyomi KANAOKA, Nobuyoshi HAMADA, Kunihide NISHIZAWA, and Toshiharu NAGATSU. "Management of personnel exposure data with a personal computer." RADIOISOTOPES 37, no. 10 (1988): 564–67. http://dx.doi.org/10.3769/radioisotopes.37.10_564.

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24

Bliesener, Thomas. "Methodological moderators in validating biographical data in personnel selection1." Journal of Occupational and Organizational Psychology 69, no. 1 (March 1996): 107–20. http://dx.doi.org/10.1111/j.2044-8325.1996.tb00603.x.

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25

Fleming, Marie E., S. Ganesh, C. J. Studman, and R. A. Phipps. "Modulation and Flicker Frequency Effects on Data Entry Personnel." Journal of the Illuminating Engineering Society 29, no. 2 (July 2000): 61–67. http://dx.doi.org/10.1080/00994480.2000.10748317.

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26

Flabbi, Luca, and Andrea Ichino. "Productivity, seniority and wages: new evidence from personnel data." Labour Economics 8, no. 3 (June 2001): 359–87. http://dx.doi.org/10.1016/s0927-5371(01)00024-0.

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27

Parmar, Jenish, Priti Mehta, Rajvi Patel, Manan Shah, and Charmy Kothari. "Raw Data Management and Data Integrity in Pharmaceutical Product Development." Applied Clinical Research, Clinical Trials and Regulatory Affairs 7, no. 3 (December 24, 2020): 197–205. http://dx.doi.org/10.2174/2213476x07999200901110354.

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In pharmaceuticals, raw data management is a tedious process that comprises of obtaining the data, affirming the validity, and preserving the required data to make certain of the quality, accuracy, and timeliness of the one who is using the data. Raw data management makes processing, validation, and other essential functions simpler and less time intensive. It provides actual information, i.e., the information which has not undergone any processing either manually or through an automated system. Raw data are managed by looking into integrity issues, such as document falsification, failure to provide adequate controls, and taking appropriate measures for its prevention. Also, access to the computer system should be restricted to authorized personnel only. There should be shared just-read client accounts that will stop the sharing of important data to personnel other than the authorized one. Prevention and management include training, good documentation practice, self-inspection, management strategy, and global corrective and preventive actions. Also, a good moral practice should be taught to the employees who are into documentation work.
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Bektas, Cetin. "Effective Leadership: A Study on the Administrative Staff." New Trends and Issues Proceedings on Humanities and Social Sciences 3, no. 4 (March 22, 2017): 110–18. http://dx.doi.org/10.18844/prosoc.v3i4.1533.

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The content of this research is related with the non-academic personnel who work for a state university in Turkey. The research universe is composed of departments under presidency, institutes, faculties, colleges, vocational schools and coordinatorships. The study was presented to 34 units of the university and 300 of 350 administrative personnel. However, the was study conducted just among 260 administrative personnel. The questionnaire form was prepared to investigate the perception of ideal manager according to the personnel. Some of the questions on the questionnaire forms were prepared as closed-ended, while others were prepared as open-ended. The questions referring the perception of ideal manager were presented as open-ended. The data was analysed at a statistical program.Keywords: leadership; personnel; perception
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Oge, Goker, and Murat Topaloglu. "Using the Big Data in the human resources management systems." Global Journal of Information Technology: Emerging Technologies 8, no. 3 (December 29, 2018): 129–33. http://dx.doi.org/10.18844/gjit.v8i3.4053.

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Measures like setting a destination, evaluation of performances, planning of the labour force about business, personnel recruitment, charging of personnel, informations about personnel, analytical of labour force and reporting, etc., are considered as vital problems of the human resources management. In this study, these criteria in a variety of data were collected with a large repository Apache Hadoop Distributed File System file system owned. Data entry and analysis were used Apache Pig and Java programming languages. The aim of the study is to help ‘the owners of business’ evaluate the abundance of data and to get rid of the management complexity via an application which is the biggest problem of management system in human resources. Keywords: Big Data, management of human resources, Hadoop, Pig, map-reduce
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Wabwoba, Dr Franklin Wabwoba, Dr Samuel Mbugua, Mr Anselemo Peters Ikoha, and Ms Dorcus Arshley Shisoka. "ICT PERSONNEL MATURITY TOWARDS GREEN ICT IN KENYA." INTERNATIONAL JOURNAL OF COMPUTERS & TECHNOLOGY 13, no. 3 (April 15, 2014): 4319–28. http://dx.doi.org/10.24297/ijct.v13i3.2765.

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Though ICT is contributing to the economy associated with innovations, inventions and rapid development in almost all aspects of human life, is responsible for climatic degradation. The rapid increase of ICT usage means more costs of doing business, energy consumption, and more environmental challenges. The rapid changing technology reaching Kenya and lack of their understanding has put a lot of pressure on both management and ICT personnel to implement them on a trial and error manner. This has limited the gains meant to be obtained from green ICT despite its technologies availability. The lack of ICT personnel capacity readiness challenges the reaping of green ICT benefits. The study was informed by the G-readiness model and the enhanced G-readiness model. This study purposed to determine the personnel capacities readiness towards green ICT in Kenya. The study was undertaken using the interpretive, inductive multi-case survey study on a population of four data centres and 116 ICT managerial, technical and user personnel that were purposively sampled. Interview, observation, questionnaire and document analysis methods were used to gather data that was triangulated to increase the reliability and validity. The study established the ICT personnel’s G-readiness was very low on both training and professional development perspectives in Kenya. The study’s findings are useful towards the strategic planning for green ICT implementation, cutting down running costs, improving environmental performance of organisations and contribution to the world of knowledge. The findings provide data for informed ICT personnel and workplace readiness alignment, decision making and ICT curriculum development. The study recommends application of green ICT based on established ICT personnel capacity, inclusion of green ICT training in the curriculum, creation of green ICT responsibilities, provision for a green ICT budget and investment into the development of green ICT personnel
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Kuo, Nai Wen. "Healthcare Information System and Data Mining." Applied Mechanics and Materials 55-57 (May 2011): 561–66. http://dx.doi.org/10.4028/www.scientific.net/amm.55-57.561.

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This paper is to integrate information technology and medical-related technologies to develop a healthcare information system for comprehensive geriatric assessment. This system not only can process geriatric consultation services and ensure that all patient’s information are stored in standardized format , but also provide medical personnel for statistical analysis and processing purposes. This paper uses the Apriori algorithm of data mining for helping doctors to find out the relationship of geriatric syndrome. The systems of this paper can improve increase the timeliness and accuracy of patient care and administration information, increase service capacity, reduce personnel costs, and improve the quality of patient care in geriatric medicine. Furthermore, making the theories and applications of medical informatics will be more extensive and convenient for researcher and healthcare-related industry.
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Epstein, Lauren, Nimalie D. Stone, Lisa LaPlace, Jane Harper, Ruth Lynfield, Linn Warnke, Tory Whitten, et al. "Comparison of Data Collection for Healthcare-Associated Infection Surveillance in Nursing Homes." Infection Control & Hospital Epidemiology 37, no. 12 (October 3, 2016): 1440–45. http://dx.doi.org/10.1017/ice.2016.200.

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OBJECTIVETo facilitate surveillance and describe the burden of healthcare-associated infection (HAI) in nursing homes (NHs), we compared the quality of resident-level data collected by NH personnel and external staff.DESIGNA 1-day point-prevalence surveySETTING AND PARTICIPANTSOverall, 9 nursing homes among 4 Centers for Disease Control and Prevention (CDC) Emerging Infection Program (EIP) sites were included in this study.METHODSNH personnel collected data on resident characteristics, clinical risk factors for HAIs, and the presence of 3 HAI screening criteria on the day of the survey. Trained EIP surveillance officers collected the same data elements via retrospective medical chart review for comparison; surveillance officers also collected available data to identify HAIs (using revised McGeer definitions). Overall agreement was calculated among residents identified by both teams with selected risk factors and HAI screening criteria. The impact of using NH personnel to collect screening criteria on HAI prevalence was assessed.RESULTSThe overall prevalence of clinical risk factors among the 1,272 residents was similar between NH personnel and surveillance officers, but the level of positive agreement (residents with factors identified by both teams) varied between 39% and 87%. Surveillance officers identified 253 residents (20%) with ≥1 HAI screening criterion, resulting in 67 residents with an HAI (5.3 per 100 residents). The NH personnel identified 152 (12%) residents with ≥1 HAI screening criterion; 42 residents had an HAI (3.5 per 100 residents).CONCLUSIONWe identified discrepancies in resident-level data collection between surveillance officers and NH personnel, resulting in varied estimates of the HAI prevalence. These findings have important implications for the design and implementation of future HAI prevalence surveys.Infect Control Hosp Epidemiol 2016;1440–1445
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Hu, Xueqing. "Sports Personnel Health Monitoring Application Based on Biometric Data Collection Model." Mobile Information Systems 2022 (August 8, 2022): 1–10. http://dx.doi.org/10.1155/2022/1478626.

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In order to improve the health monitoring effect of sports personnel, this study combines the biometric data acquisition model to construct the sports personnel health monitoring application program. Moreover, this study uses the iterative conjugate gradient method ICGM to prove the correctness of the biometric data acquisition algorithm from the changes of the residual and the objective function in the iterative process. Finally, the optimized cosine similarity is substituted into the SBGI model, and better results are obtained than using the weighted cosine similarity as input. The research shows that the sports personnel health monitoring application based on the biometric data collection model proposed in this study has a good health monitoring effect, and has an important supporting role in improving the fitness effect of group sports.
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Stevelink, Sharon, Margaret Jones, Lisa Hull, David Pernet, Shirlee MacCrimmon, Laura Goodwin, Deirdre MacManus, et al. "O5C.3 The mental health impact of deployment to iraq and afghanistan: what does the current data show?" Occupational and Environmental Medicine 76, Suppl 1 (April 2019): A46.1—A46. http://dx.doi.org/10.1136/oem-2019-epi.124.

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The longer term mental health outcomes of UK serving and ex-serving personnel have been the subject of much speculation. The latest research findings from the third phase of a longitudinal study will be presented, which is the only military cohort study of its kind in the UK. Data was collected among 8093 personnel between 2014 and 2016. The study examined the prevalence of mental disorders and alcohol misuse, whether rates differed between serving and ex-serving regular personnel and the impact of various deployment exposures. The prevalence of probable posttraumatic stress disorder was 6.2% (95% confidence interval (CI) 5.5–6.9), 21.9% (95% CI 20.8–23.0) for common mental disorders and 10.0% (95% CI 9.2–10.9) for alcohol misuse. Deployment to Iraq or Afghanistan and self-reported role during deployment were associated with significantly worse mental health outcomes and alcohol misuse in ex-serving regular personnel but not in currently serving regular personnel. There was no association with number of deployments for any outcome. The findings highlight the importance of the continued monitoring of following personnel throughout their military career and beyond. The implications of the study outcomes will be discussed in the light of the mental health provision for serving and ex-serving personnel.
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Guliyeva, R. A. "Modern data on the prevalence and etiopathogenesis of fungal infections among military personnel." Shidnoevropejskij zurnal vnutrisnoi ta simejnoi medicini 2022, no. 1 (2022): 43–46. http://dx.doi.org/10.15407/internalmed2022.01.043.

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Purpose of the study To study the epidemiological aspects and features of the course of fungal infection in military personnel. Material and methods. Within 5 years, after applying for medical dermatological help to the Central Hospital of the Internal Troops, in the department of skin and venereal diseases, 250 military personnel aged 20 to 50 with fungal diseases were identified and involved in further research. Research methods: clinical, statistical, microscopic — detection of fungal infection. Statistical analysis of the research results was carried out using the STATISTICA system for Windows 7.0 and the SPSS program. Research results. The highest incidence of foot mycoses was found among the military personnel of the older age groups. Relatively less frequently, servicemen aged 20 to 29 were registered with the studied pathology in relation to the previous groups (12.9%). The age groups under 20 years old (1.2%) were the smallest in terms of the number of cases. Thus, the level of occurrence among military personnel of various nosological forms of dermatomycosis was determined (Figure 2). Almost a little more than half of the sample consisted of patients with dermatophytosis (B-35) in accordance with ICD-10, and superficial candidiasis of the skin and keratomycosis occurred in equal numbers of cases. Conclusions. Summarizing the above, we can conclude that the actual practice of registering fungal diseases in a certain group of military personnel has been studied. In the structure of dermatomycosis, mycoses of the feet were in the lead, the second place was occupied by dermatomycosis in the area of large folds, mycosis of the trunk. The frequency of various nosological forms of the studied pathology in the examined military personnel fluctuated within wide limits
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36

Kusuma, Ikhwan Yuda, Doni Anshar Nuari, and Kusnandar Anggadiredja. "Focus Group Discussion (FGD) dengan Interprofessional Education (IPE) sebagai Alternatif Peningkatan Pengetahuan Tenaga Kesehatan tentang Kontrasepsi Oral dan Suntik di Kota Bandung." Pharmacon: Jurnal Farmasi Indonesia 16, no. 2 (December 27, 2019): 49–57. http://dx.doi.org/10.23917/pharmacon.v16i2.9175.

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The drop out rate of contraceptive use in Indonesia until 2016 still high at 25.7% of the government's target of 24%, this the optimization of the performance of health personnel should be improved, especially regarding health personnel knowledge about the use of oral and contraceptives which is the largest user in the city of Bandung. One of the efforts to improve the quality of family planning programs, through increasing the competence of health workers called Interprofessional Education (IPE). The purpose of this study was to identify the level of knowledge of health personnel at the health center regarding oral and injection contraceptives between professions with IPE in Bandung. This research used an experimental method with the type of group pre-posttest design. Data were analyzed using the Wilcoxon rank test from a questionnaire on health personnel's knowledge about oral and injection contraceptives on IPE before, and after Focus Group Discussion (FGD). The results showed there was an increase in the level of knowledge in 152 health personnel, a decrease in the level of knowledge in 5 health personnel, and no change in the four health personnel. Focus Group Discussion (FGD) through Interprofessional Education (IPE) was proven to significantly increase knowledge about oral contraceptives and injections on health personnel at the Health Center.
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37

Baker, G., M. Gibbs, and B. Holmstrom. "The Internal Economics of the Firm: Evidence from Personnel Data." Quarterly Journal of Economics 109, no. 4 (November 1, 1994): 881–919. http://dx.doi.org/10.2307/2118351.

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38

Kameyama, Hiroshi, Tomoaki Kondo, Chiyoe Yamazaki, Mitue Matumoto, and Hiroshi Yamaguchi. "317. Management of Personnel Exposure Data with a Personal Computer." Japanese Journal of Radiological Technology 47, no. 8 (1991): 1348. http://dx.doi.org/10.6009/jjrt.kj00003324057.

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39

Layman, Elizabeth. "Training Health Care Personnel to Work with Health Care Data." North Carolina Medical Journal 69, no. 2 (March 2008): 159–62. http://dx.doi.org/10.18043/ncm.69.2.159.

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40

Ding, Lianhong. "Filtering Analysis of Navigation Data Processing for Personnel Positioning System." Science Journal of Applied Mathematics and Statistics 4, no. 3 (2016): 97. http://dx.doi.org/10.11648/j.sjams.20160403.12.

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41

Haeck, Catherine, and Frank Verboven. "The Internal Economics of a University: Evidence from Personnel Data." Journal of Labor Economics 30, no. 3 (July 2012): 591–626. http://dx.doi.org/10.1086/664946.

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42

Chuang, Yen-Ching, Shu-Kung Hu, James J. H. Liou, and Gwo-Hshiung Tzeng. "A DATA-DRIVEN MADM MODEL FOR PERSONNEL SELECTION AND IMPROVEMENT." Technological and Economic Development of Economy 26, no. 4 (May 15, 2020): 751–84. http://dx.doi.org/10.3846/tede.2020.12366.

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Personnel selection and human resource improvement are characteristically multiple-attribute decision-making (MADM) problems. Previously developed MADM models have principally depended on experts’ judgements as input for the derivation of solutions. However, the subjectivity of the experts’ experience can have a negative influence on this type of decision-making process. With the arrival of today’s data-based decision-making environment, we develop a data-driven MADM model, which integrates machine learning and MADM methods, to help managers select personnel more objectively and to support their competency improvement. First, RST, a machining learning tool, is applied to obtain the initial influential significance-relation matrix from real assessment data. Subsequently, the DANP method is used to derive an influential significance-network relation map and influential weights from the initial matrix. Finally, the PROMETHEE-AS method is applied to assess the gap between the aspiration and current levels for every candidate. An example was carried out using performance data with evaluation attributes obtained from the human resource department of a Chinese food company. The results revealed that the data-driven MADM model could enable human resource managers to resolve the issues of personnel selection and improvement simultaneously, and can actually be applied in the era of big data analytics in the future.
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Chen, Jian, Zhihan Lv, and Houbing Song. "Design of personnel big data management system based on blockchain." Future Generation Computer Systems 101 (December 2019): 1122–29. http://dx.doi.org/10.1016/j.future.2019.07.037.

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44

Beasley, James L. "Federal statistical directory: The guide to personnel and data sources,." Government Information Quarterly 5, no. 3 (January 1988): 306–7. http://dx.doi.org/10.1016/0740-624x(88)90014-7.

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Beasley, James L. "Federal statistical directory: The guide to personnel and data sources." Government Information Quarterly 6, no. 1 (January 1989): 102–3. http://dx.doi.org/10.1016/0740-624x(89)90056-7.

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46

Galchenko, Maxim, Alexander Gushchinsky, Waldemar Izdebski, and Jacek Skudlarski. "Data Mining and Statistics Methods for Advanced Training Course Quality Measurement: Case Study." Foundations of Management 6, no. 3 (December 1, 2014): 47–56. http://dx.doi.org/10.1515/fman-2015-0017.

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Abstract Advanced training courses in the energetics field is a very important part of human reliability growth. In the words of S.E. Magid, chief of Technical Educational systems in Energy Technologies, UNESCO department: “The number of forced outages due to failures of equipment on the power stations -30 %. The share of operational personnel fault in these infringements makes considerable size (to 15%). As a whole in the Russian Open Society ‘United Power Systems’ the infringements percentage because of the personnel from infringements total makes 2%. At the same time, on power stations this quantity makes 18%. In power supply systems of Siberia the relative quantity of infringements because of the personnel reaches 50%.” [1].
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47

Napsi, Failina Zuhrotun. "KAJIAN PENGELOLAAN PERSONNEL FILES BERBASIS ELEKTRONIK: STUDI KASUS KANTOR REGIONAL II BADAN KEPEGAWAIAN NASIONAL (BKN) SURABAYA." Diplomatika: Jurnal Kearsipan Terapan 3, no. 1 (March 6, 2020): 63. http://dx.doi.org/10.22146/diplomatika.51796.

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This paper examines the procedures for managing electronic files based personnel. The research locus is in Regional Office II of the National Personnel Agency (BKN) Surabaya. Human resource management organizations create personnel files or personnel files that are managed in a certain way in accordance with the vision and mission. Basically, personnel files created by the State Personnel Agency are a vital type of archive. The data used consists of primary data and secondary data. Data collection methods used in this study are observation, interviews, and literature study. Observations or observations made at the Regional Office II of the National Personnel Agency (BKN) Surabaya. The interview aims to add information through the staffing administration. Literature study is used to collect data in order to strengthen the exposure that has been described by the author. Management of personnel files at Regional Office II of the Surabaya National Personnel Agency (BKN) based on the storage media is done physically and electronically. Electronically, the management of personnel files is carried out starting from scanning or scanning, storing and maintaining.
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Husin, Muhammad Fahriza Amir, Ruliah Ruliah, and Fadilah Fadilah. "Sistem Informasi Pelayanan Data Pegawai Online Pada Badan Kepegawaian Pendidikan Dan Pelatihan Kabupaten Barito Kuala." Jutisi : Jurnal Ilmiah Teknik Informatika dan Sistem Informasi 10, no. 3 (December 16, 2021): 417. http://dx.doi.org/10.35889/jutisi.v10i3.709.

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<p>Abstrak. Sistem Informasi Manajemen Kepegawaian (SIMPEG) Badan Kepegawaian dan Pelatihan Pendidikan Kabupaten Barito Kuala sudah menggunakan komputer sebagai alat bantu kerja dalam pengolahan administrasi kepegawaian, akan tetapi masih berbasis Desktop (stand Alone), sehingga proses pembaruan data pegawai, pengajuan cuti atau kenaikan pangkat menjadi tidak efektif karena pegawai harus datang langsung ke kantor badan kepegawaian. Paper ini menyajikan model Sistem Informasi Manajemen Kepegawaian (SIMPEG) berbasis Online sehingga proses usulan kenaikan pangkat, update data pegawai dan usulan cuti dengan mudah dapat dilakukan kapan saja dan dimana saja. Pengembangan sistem mengikuti tahapan dalam model pengembangan Waterfall. Hasil pengujian User Acceptance menyimpulkan bahwa sistem yang dibangun menghasilkan sistem pelayanan kepegawaian yang lebih baik, sehingga pegawai yang ingin melakukan pembaruan data, pengajuan cuti dan pengajuan kenaikan kepangkatan dapat dilakukan secara online kapan saja dan dimana saja.</p><p>Kata kunci: Sistem Informasi, Administrasi Kepegawaian, Online <br /> <br />Abstract. Personnel Management Information System (SIMPEG) the Educational Training and Personnel Agency of Barito Kuala Regency already uses computers as work aids in processing personnel administration, but it is still desktop-based (stand alone), so that the process of updating employee data, submitting leave or promotion becomes ineffective because employees have to come directly to the office of the personnel agency. This paper presents an Online-based Personnel Management Information System (SIMPEG) model so that the process of promotion proposals, employee data updates and leave proposals can easily be done anytime and anywhere. System development follows the stages in the Waterfall development model. The results of the User Acceptance test concluded that the system built resulted in a better personnel service system, so that employees who wish to update data, submit leave applications and apply for promotions can be done online anytime and anywhere.</p><p>Keywords: Information System, Personnel Administration, Online</p>
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Price, Loraine E., William A. Rutala, and Gregory P. Samsa. "Tuberculosis in Hospital Personnel." Infection Control 8, no. 3 (March 1987): 97–101. http://dx.doi.org/10.1017/s0195941700067254.

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AbstractTuberculosis (TB) skin testing practices and the prevalence and inherent risk of TB infection among hospital employees in 167 North Carolina (NC) hospitals were determined from a 79% (132/167) response to a tuberculosis screening questionnaire. Preemployment TB skin testing was performed by 98% of responding hospitals, primarily (87%) by the Mantoux method. TB skin test reactions of ≥ 10 mm were interpreted as significant by 72% and at the appropriate time interval of 48 to 72 hours after administration by 80%. The booster test was routinely performed in 12% of the hospitals. TB infection prevalence among new employees during 1983 was 6.3% (260/4137) in 30 hospitals supplying these data. A positive correlation was noted between employee infection prevalence and county TB case rates (P = .014). Skin test conversion data from 56 hospitals across the state revealed a five year mean conversion rate of 1.14% among 71,253 personnel. There was an association between the incidence of TB in the general population and the frequency of conversions among hospital employees in corresponding geographical regions. Similarly, the incidence of TB among approximately 100,000 NC hospital employees in 1983 and 1984 was less than the incidence in the general population. These associations suggest that the incidence of TB infection among hospital personnel may reflect the prevalence of tuberculosis in the community rather than an occupational hazard. Annual TB skin testing of hospital employees may be justified in eastern North Carolina where the incidence of tuberculosis (22-30 cases/ 100,000) is greater than the national average and where the risk of new TB infection among hospital employees is relatively common (≥1.5%).
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Sanquist, Thomas F., Mireille Raby, Alice Forsythe, and Antonio Carvalhais. "Fatigue in Merchant Marine Personnel." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 41, no. 2 (October 1997): 983–87. http://dx.doi.org/10.1177/107118139704100258.

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A field study of work, sleep and alertness patterns was conducted among 141 U.S. merchant marine personnel. Data were collected by means of a logbook over a 10 — 30 day period for each mariner. A total of 2,038 logbook days were collected. The results indicate the existence of substantial fatigue risk factors, including sleep fragmentation, low sleep durations, poor quality sleep and long work days. The risk factors have a higher incidence among watchstanders, who work a 4 hour on, 8 hour off schedule. Of particular concern is the high incidence (23%) of severely restricted sleep (less than 4 hours per 24) among workers on the 0400 — 0800 watch. The data provide the basis for alternative work-rest scheduling in the maritime industry.
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