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Relevant bibliographies by topics / Personnel management – Great Britain

Academic literature on the topic 'Personnel management – Great Britain'

Author: Grafiati

Published: 26 July 2024

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Journal articles on the topic "Personnel management – Great Britain"

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Ohotnykova, Olha Volodymyrivna. "IMPLEMENTATION OF THE MERITOCRATIC PRINCIPLE IN EUROPEAN PUBLIC ADMINISTRATION SYSTEMS." International Journal of Legal Studies ( IJOLS ) 4, no. 2 (December 30, 2018): 91–101. http://dx.doi.org/10.5604/01.3001.0013.0005.

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The article analyzed the experience of forming the personnel of the public administration system in France, Germany, Great Britain, Poland, Latvia. The author defined the procedures for selection and formation of a management elite in these countries. The article noted that the main stages of selection and formation of managerial personnel is the passage of the system of examinations on language proficiency and knowledge of legislation. The author stated that in France, Germany, Great Britain, Poland, Latvia there is no legislative regulation of the meritocratic principle as a principle of selection of talented specialists. In addition, the personal qualities of the managerial elite remain to be neglected. Separately, the question of creating a reserve of talented youth is needed, which will allow permanent rotation of staff in the system of public administration, and also create conditions for the development of personnel, depending on their talents and abilities. The author proposes ways to improve the system of examinations and procedures for recruiting.

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Dillman, David L. "Personnel management and productivity reform: Taming the civil service in Great Britain and the United States." International Journal of Public Administration 8, no. 2 (January 1986): 203–25. http://dx.doi.org/10.1080/01900698608524514.

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Dillman, David L. "Personnel management and productivity reform: Taming the civil service in Great Britain and the United States." International Journal of Public Administration 8, no. 4 (January 1986): 345–67. http://dx.doi.org/10.1080/01900698608524523.

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VASYLENKO, Yuliia. "EUROPEAN EXPERIENCE IN THE TRAINING OF MEDICAL EDUCATION MANAGEMENT SPECIALISTS." Dnipro Academy of Continuing Education Herald. Series: Public Management and Administration, Vol. 1 No. 2 (2022) (August 31, 2022): 43–47. http://dx.doi.org/10.54891/2786-6998-2022-1-7.

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The article examines the European experience in the field of training specialists in the management of medical education in Germany and Great Britain. It was determined that there is a widespread opinion in Ukraine that in the educational sphere of health care reforms were not implemented at all or were implemented ineffectively. This was facilitated by the vision that the main efforts of the executive authorities were aimed at preventing the collapse of the existing health care system and maintaining a minimum level of social security. On the basis of the analysis of the researches of domestic scientists, it was concluded that the results of their scientific researches make it possible to deepen the understanding of the problems of training specialists in the management of medical education. At the same time, the issue of applying foreign experience of such training has not been comprehensively reflected in the field of public administration knowledge. It was found that in the conditions of European integration, reforming the medical education system is impossible without taking into account the European experience, which will contribute to the development and implementation of a national comprehensive mechanism of public management of medical education. The reviewed various master’s programs in the field of medical education management in Germany and Great Britain revealed their advantages over those available today in Ukraine. It was determined that the introduction of standards for the training of masters of state management of medical education in European countries will contribute to the improvement of the content of domestic master’s programs, while creating greater employment opportunities on the domestic and global labor market. It was found that the professional training of the management personnel of the medical education system is extremely important and relevant today in Ukraine, due to the fact that in many European countries there is a growing interest in the training of highly qualified managers in the medical education system. The main efforts of European educational programs are aimed at increasing the level of requirements for the competence characteristics of managers of medical education institutions. Ways to overcome the problems of training medical education management specialists based on the introduction of new educational programs are proposed.

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Paprocki, Rafał. "Attitudes Towards COVID-19 Pandemic. Culture as Behavioral Driver under Risk and Uncertainty." Pomiary Automatyka Robotyka 24, no. 4 (December 30, 2020): 41–46. http://dx.doi.org/10.14313/par_238/41.

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The article deals with the issues of cultural determinants of decisions under risk and uncertainty, with emphasis on consumer behavior during the COVID-19 pandemic. The analysis of the crisis response has been based on D. Kahneman’s prospect theory, which was used to compare social behaviors in Poland, Italy, Great Britain and Singapore at an early stage of the pandemic. The main purpose of the considerations is to present the scale and level of impact of cultural determinants on national survival and security strategies against the COVID-19 crisis. The analysis and diagnosis of national survival strategies facilitates creation of products in accordance with behavioral and cultural determinants of consumer attitudes and preferences. In addition, the article presents some automatic systems supporting personnel management during the COVID-19 pandemic. Contemporary technological solutions monitoring employee behavior in the working environment can be implemented to increase the level of mental well-being and sanitary safety.

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Balashov, Іvan, Oksana Evsyukova, Nataliia Obushna, Serhii Selivanov, and Serhii Teplov. "Modern Trends in Personnel Management in the Civil Service: An Overview of Innovative Practices and Features of Administrative and Legal Regulation." Studia Iuridica Lublinensia 30, no. 4 (October 13, 2021): 13. http://dx.doi.org/10.17951/sil.2021.30.4.13-32.

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<p>The COVID-19 pandemic has significantly affected all spheres of social-political life of the world community. As a result, there have been serious changes in the labour market, including the civil service. The labour market for civil servants is becoming increasingly complex, and new flexible technological solutions necessitate civil servants’ constant readiness for changes and lifelong learning. After all, the attribute of the new time is the quick-speed changes (we live in the mode “from slow to fast and faster”), both in terms of the amount of changes and in terms of the speed of their appearance. In such conditions, the civil service needs highly professional managers who are able to work to achieve expected results, apply European standards of public administration and develop effective public policy. Therefore, the purpose of the article is to substantiate the theoretical and methodological and applied aspects of personnel management in the civil service, taking into account the progressive innovative world human resources practices and features of administrative and legal regulation in this area. The authors proved the feasibility and identified the features of the formation of the talent management system as a leading modern trend in the field of personnel management in the civil service, examined the development of a talent management system in the civil service with an applied innovative tool such as e-learning in the conditions of modern challenges, and reviewed the positive international practice of talent management in the civil service (on the example of the USA, Germany, France, Great Britain, Singapore and Japan). On this basis, the main trends in the formation of the talent management system in the civil service of Ukraine are identified and the specifics of its administrative and legal regulation are analyzed.</p>

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PROTASOV, ANDREI D., ELENA S. STARODUBTSEVA, GABRIEL A. MOSHLYAK, and ALEXANDER V. ZHESTKOV. "CONTEMPORARY GLOBAL TRENDS IN THE DEVELOPMENT OF HIGHER MEDICAL EDUCATION IN THE USA, GREAT BRITAIN, FRANCE, AND CHINA." Bulletin of Contemporary Clinical Medicine 16, no. 5 (October 2023): 127–35. http://dx.doi.org/10.20969/vskm.2023.16(5).127-135.

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Introduction. Higher medical education is one of the most sought-after and elite degrees worldwide. Systems of higher medical education differ from country to country, although they have certain features in common. Core differences are as follows: Training duration at various stages, contents of educational programs, learning technologies, etc. Much attention is paid to physicians training, which is determined by the high social significance of medical education. Aim: To provide an overview of the contemporary global trends in the development of higher medical education in the USA, Great Britain, France, and China. Materials and Methods. World literature was analyzed on trends in the development of higher medical education. Results and Discussion. Development of the healthcare system in the UK requires an integrated approach that considers various aspects in higher medical education, personnel policy, and workplace management. French healthcare system is experiencing various problems, such as the affordability of medical services and staffing shortages in remote regions. The Government of France shall continue to invest in healthcare and address the challenges to ensure universal access to quality medical services, including through its higher education system. US medical education keeps pace with the challenges healthcare systems are facing in the 21st century. To address today’s challenges, US medical education is taking a more interdisciplinary and inclusive approach, focusing on public health, interdisciplinary teamwork, and community-based training. Chinese medical universities pay more attention to practical skills and to integrating various disciplines in training, which allows graduates to be the best medical experts able to solve complex practical problems. Conclusions. Global trends identified herein in the development of higher medical education in the USA, Great Britain, France, and China require reflection, while the best practices should be introduced into the Russian system of higher education. However, approaches to be implemented should be first adapted to the historical, cultural, social, geographical, political, and other realities of Russia.

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Сахарчук, Елена, and Elena Sakharchuk. "Leading world trends in tourism education." Universities for Tourism and Service Association Bulletin 9, no. 4 (December 1, 2015): 39–49. http://dx.doi.org/10.12737/14582.

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The article is based on the results of the examination of ten national training models for tourism. The author has analyzed the experience of vocational education in Austria, Australia, great Britain, Germany, Canada, Norway, Russia, Finland, France and Switzerland; the results of the analysis of some national models have been published previously [2]. The aim of this work is the generalization of the leading trends of education in tourism; identification of the most typical parameters of educational systems in situation specialized in foreign education which allow more clearly to represent the ratio of global and national in the Russian model of personnel training for tourism, and justify organizational and pedagogical conditions of functioning of a more effective, innovative model of industrial education in the field of tourism. Sustainable system of relations and common characteristics to all studied models of training personnel for tourism identified in the comparative international study are understood as the trends of educational development in the field of tourism. The article made the following conclusions: 1) the invariant of organizational and pedagogical conditions of development of structure and content possess national characteristics, expressed in the identity management and pedagogical technologies, organization and forms of operation; 2) current situation is characterized by the combination in each of the national model of personnel training for tourism biased and specific features that leads to summarizing an assumption about the value of constructive adaptation of the individual who discovered the bias, the mechanisms of formation of effective models in the Russian model of specialized tourism education.

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Drobyazko, Svetlana, Yurii Malakhovskyi, Ruslana Zhovnovach, and Mohamed Mohamed. "The concept of the mechanism of managing the intellectual resources of the innovative active enterprises’ employees (experience of Great Britain)." Economics. Ecology. Socium 4, no. 1 (March 16, 2020): 24–32. http://dx.doi.org/10.31520/2616-7107/2020.4.1-3.

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Introduction. Management of competencies of innovative workers in specific conditions of functioning of innovatively active enterprises as producing ecosystems is considered as the dominant direction of managing the process of production of new knowledge, localized within a specific organization, which can increase the consumer value of final consumption goods/services in the process of global value chains’ formation. Aim and tasks. The purpose of the publication is to summarize United Kingdom practices in the management of intellectual resources of innovatively active enterprises. Results. The purpose of the United Kingdom science and innovation policy is to develop the professional skills of the population, to organize world-class research and education, to apply knowledge and skills to develop a competitive economy. The established network of science and innovative policy management entities is in line with the open innovation demand model, which implies the establishment of effective cooperation between universities, business organizations, suppliers, consumers. The generalized model of organizational and economic mechanism of regulation of intellectual resources of innovatively active enterprises personnel as knowledge-intensive sociocentric networks is presented in the form of a structured system focused on the behavioral aspects of the activity of subjects of production of new knowledge of means of regulatory and indicative influence on the configuration of regulatory objects that are subordinated to the sub-system in the conditions of global competition. Conclusions. To fully meet the requirements of innovating the organizational and economic mechanism regulation of intellectual capital’ innovatively active enterprises corresponds to the incorporation into the toolkit of realization of the purpose and tasks of development of the means of forecasting the future state, structure, prospects of increasing the value of its elements. This trend of modernization provides an opportunity to increase intellectual capital through the introduction of Foresight procedures for analysing the impact on it of scientific and technological innovations, formulating and modernizing the mission of forecasting inclusive social capital, comprehensive specification of the regulatory sector, taking into account economic macro and mesoscenarios. At the same time, the proposed means increase the degree of scientific substantiation of the processes of regulation of enterprise development by implementing the analysis of alternative scenarios of intellectual capital growth of innovatively active ecosystems of microeconomic level, open the possibility of developing technological roadmaps for the implementation of targeted programs for long-term research, long-term research development of themes and programs for the implementation of applied social technologies at the request of stakeholders.

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Gordieieva, Tamara, and Arutiun Tsaturian. "Analysis of trends and determinants of the «Big 4» companies in the global audit market." Technology audit and production reserves 4, no. 4(72) (August 22, 2023): 6–11. http://dx.doi.org/10.15587/2706-5448.2023.286076.

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The object of research is the «Big 4» – a group of the largest international auditing companies, which includes: Deloitte (Great Britain), PricewaterhouseCoopers (USA), Ernst&Young (Great Britain) and KPMG (Netherlands). The target market of the «Big Four» companies is mainly large companies operating in various sectors of the world economy and regions of the world. Over the years, the «Big 4» companies have been leading the global audit services market and growing their revenues. Companies offer audit, tax and consulting services to their clients. This study is aimed at determining and evaluating the influence of the state of the world economy on the performance of companies and identifying the key endogenous determinants of the sustainability of their development. A comparative analysis of the dynamics of growth rates of global gross domestic product and aggregate global income of the «Big 4» companies during 2009–2022 showed their similarity, but not identity. The annual growth rates of the «Big 4» aggregate income mostly exceeded similar indicators of the global gross domestic product. The conducted correlation-regression analysis of the dependence of the aggregate revenues of the «Big 4» companies on the economic situation in the world confirmed the significant influence of the state of the world economy on the performance of the «Big 4» and made it possible to determine the level of this influence. A number of endogenous determinants contributing to the sustainable development of a group of companies in an unstable economic environment have been identified: the target segment (the largest international and national companies), broad industry diversification and geographical coverage of client companies, timely updating of the range of services in accordance with demand, effective international marketing strategies, use innovative technologies, highly professional management and company personnel.

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Dissertations / Theses on the topic "Personnel management – Great Britain"

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Manning, W. E. G. "The content of the #psychological contract' between employees and organisations in Great Britain in the early 1990s." Thesis, Birkbeck (University of London), 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.282095.

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Chen, I. Chun Lisa. "The societal culture dimension within the human resource practices of Taiwanese management in the UK." Thesis, University of Stirling, 2006. http://hdl.handle.net/1893/68.

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This thesis examines approaches to international human resource management by Taiwanese MNCs located in the UK. A range of international human resource management models are discussed, from the universalist paradigm originating in the US to more contextual models, particularly those emphasising the impact of culture. The key elements of Chinese culture and their application to management are reviewed Interview and questionnaire data is drawn from 32 Taiwanese companies operating in the UK in the manufacturing and financial services sectors, and is analysed using SPSS and NVivo packages. Key findings include that the cultural origin of Taiwanese managers remains crucial in the way they manage UK subsidiaries. The small size of the Taiwanese companies also influences their internationalisation and international human resource strategy. In addition, there is a sectoral difference in the different HR practices being adopted. Japanese MNCs have been the only non-western MNCs to have been studied in depth. Although the Japanese and Chinese have been said to share a similar culture, they are shown in this thesis to adopt different techniques to achieve their HRM goals. It is concluded that many goals similar to those of western models of HRM can be found in Taiwanese MNCs, but achieved through different HR practices, for example, group reward rather than individual reward for commitment. It is suggested that conventional HRM frameworks fail to readily explain companies of non-western origin and the thesis tries to develop an IHRM model suitable for Chinese MNCs. Following strong economic development in China, research on Taiwanese MNCs can contribute to future perspectives on Chinese internationalisation and management transfer.

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Ben-Galim, Dalia. "Equality and diversity : the gender dimensions of work-life balance policies." Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:d078b9c7-ceab-454c-a1b6-09ebe88fb725.

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This thesis analyses the gender dimensions of work-life balance policies in the UK. It focuses on three related questions: firstly, to what extent are work-life balance policies framed by 'diversity'; secondly, how does this impact on the conceptualisation and implementation of work-life balance policies (in government and in organisations); and thirdly, what are the implications for gender equality? Through analysing published research, the UK Government's work-life balance agenda and data generated from three selected case study organisations, the prominent dimensions of diversity that shape the conceptualisation and implementation of work-life balance policies are presented. This thesis argues that the concept of diversity - as defined by the feminist literature - offers the potential to progress gender equality through overcoming the same-difference dichotomy, and by recognising multiple aspects of identity. However, this theoretical potential is not necessarily reflected in practice. With the emphasis on the individual worker and choice, diversity has been primarily defined as 'managing diversity', and has a significant affect on how work-life balance policies have been applied in both government policy and organisational practice. The UK Government states that work-life balance policies are meant to provide everyone with opportunities to balance work with other aspects of life. The current policy framework targets parents and in particular mothers, potentially limiting the choices that men and women have to 'work' and 'care'. Locating work-life balance policies within the context of 'managing diversity' supports and facilitates women's employment, but does not necessarily challenge fundamental gender disparities such as occupational segregation and gender pay gaps. Analysis of the UK Government's current agenda and organisational case studies show that despite progressive equality, diversity and worklife balance agendas, work-life balance policies are limited in challenging persistent structural gender inequalities.

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Digard, Léon Nicolas. "Sex offenders' and their probation officers' perceptions of community management in England and Wales." Thesis, University of Cambridge, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.609359.

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Song, Jiashi. "Regional logistics capability and economic development of the regions in Great Britain." Thesis, University of Hull, 2011. http://hydra.hull.ac.uk/resources/hull:4935.

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Logistics and Supply Chain Management, as the 'last frontier' for firm's cost reduction potential, have been heatedly discussed since half a century ago (Drucker, 1962). In recent years, logistics and supply chain management have emerged as key business concerns and moved much higher up the agenda in organisations in every industry and sector (Christopher, 2005). Adequate and reliable supply is the key to success of not only battles in war, but also equally intense battles in the business arena.

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French, R. D. "The development and structuring of personnel departments in Britain and West Germany." Thesis, Nottingham Trent University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.354394.

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Lee, Yang-Im. "Grounded theory of marketing strategy based on partnership and underpinned by culture : Japanese and Korean electronics companies in the UK." Thesis, University of Stirling, 2003. http://hdl.handle.net/1893/868.

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An extensive literature review was undertaken that brought out the salient points relating to strategic marketing; marketing strategy; customer service; relationship marketing; retailing strategy; the link between organizational culture and national culture; leadership; long-term partnership arrangements;and the similarities and differences between Japanese and Korean culture. The research strategy incorporated exploratory research and in particular the in-depth personal interview method; the small group interview method; the critical friendship group method; and the postal survey method. This allowed the researcher to understand the mindset of Japanese and Korean people; provided a basis for the researcher to better understand and address culturally sensitive issues that would arise during the main data collection process; make a link between national cultural values and organizational values. The grounded theory approach was used to analyse and interpret the data collected from the in-depth personal interview method involving five staff in two companies: a Japanese electronics company based on the UK and a Korean electronics company based on the UK. The research established that national cultural value systems do have an influence on management style and organizational behaviour. Both Japan and Korea embraced Buddhism and Confucianism in a different way (emphasis, purpose and sequence). This is why the national cultural characteristics and values of the people from these two cultures are different. The strategic marketing approach is valid and is deployed by both Japanese and Korean electronics companies based in the UK, however, the approach of the Japanese managers to strategic marketing is more advanced than the strategic marketing approach deployed by Korean managers. Both Japanese and Korean electronics companies based in the UK have a clearly defined marketing strategy that is focused on customer service that is underpinned by a clear commitment to partnership arrangements. Partnership arrangements are based on trust and are considered to be long-term in orientation. Although Japanese and Korean electronics companies based in the UK have a customer service policy that is incorporated within a strategic marketing framework, customer service policy is deployed differently. In order for Japanese and Korean electronics companies based in the UK to achieve financial success (defined as financial gain in the long-term), marketing is perceived as an integrated process that is strategic in nature. Japanese and Korean managers feel comfortable working in terms of a strategic marketing framework and are sensitive to the feelings of local people. Hence a hybrid organizational culture exists. However, the organizational culture that exists in Japanese electronics companies based in the UK is different from that that exists in Korean electronics companies based in the UK. This is due to a distinct organizational learning policy. Although organizational learning is viewed as important with respect to improving an organization's performance, how it is practised in Japanese electronics companies based in the UK is different from that adopted and deployed by Korean electronics companies based in the UK. This can be attributed to such factors as the style of management; the degree of management control; and the way in which relationships are built and managed. As regards the development of partnership arrangements, although managers in Japanese and Korean electronics companies based in the UK consider that business relationships are to have a long-term orientation, it should be noted that in the case of Japanese electronics companies based in the UK, there are clear power based relationships in being that influence how individuals interact and make and implement decisions. In the case of Korean electronics companies based in the UK, the concept of mutuality is dominant and this influences how individuals interact, make and implement decisions.

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Chen, Zhimin. "Quality management in international fashion clothing supply chains between Great Britain and China." Thesis, Manchester Metropolitan University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.410740.

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Hine, Alison. "The provision and management of casualty replacements for British infantry units on the Western Front during the First World War." Thesis, University of Birmingham, 2016. http://etheses.bham.ac.uk//id/eprint/6775/.

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Casualties during the First World War were far higher than had been anticipated in pre-war planning. They required rapid replacement in order to maintain operational effectiveness. This Thesis considers the provision and management of British Other Rank replacements for Infantry battalions on the Western Front. The initial influx of volunteers meant a much larger Army, which in turn required an increased number of draft-finding units and changes to reinforcement procedures for its maintenance. It has previously been assumed that these changes, together with the introduction of conscription, destroyed the previous cohesion of regiments. A chronological approach is used in order to trace the evolution of changes. Although predominantly pitched at the management level, implicit in this examination are the effects of political decisions together with the impact on battalions of changes in the drafting and reinforcement process. Amongst the conclusions reached are that there is little or no evidence that the Government actively withheld reinforcements. Analysis of details of soldiers of selected Infantry battalions from the English/Welsh Marches also indicates that, despite the growing scarcity of men, drafts continued to be provided to a large extent from Western Command even at the end of the war.

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Baumast, Annett. "Environmental management systems and cultural differences : an explorative study of Germany, Great Britain, and Sweden /." Aachen : Shaker-Verlag, 2003. http://www.unisg.ch/www/edis.nsf/wwwDisplayIdentifier/2659.

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Books on the topic "Personnel management – Great Britain"

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1963-, Bach Stephen, ed. Managing human resources: Personnel management in transition. 4th ed. Malden, MA: Blackwell Publishing, 2006.

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McIlwee, Terry. Personnel management in context: The late 1980s, statistics supplement. 2nd ed. Kings Ripton: Elm, 1986.

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Bach, Stephen, and Martin R. Edwards. Managing human resources: Human resource management in transition. 5th ed. Hoboken, N.J: Wiley, 2013.

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Great Britain. Management and Personnel Office. The challenge of change in the civil service: A report on the work of the Management and Personnel Office. London: H.M.S.O., 1987.

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John, Purcell. Human resource management in the multi-divisional company. Oxford: Oxford University Press, 1994.

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Association of Chartered Certified Accountants (Great Britain). Performance management. Wokingham, Berkshire: Kaplan Pub., 2011.

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Association of Chartered Certified Accountants (ACCA). Performance management. Wokingham, Berkshire: Kaplan Pub., 2009.

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Association of Chartered Certified Accountants (Great Britain). Performance management. Workingham, Berkshire: Kaplan Pub., 2009.

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Alex, Alexandrou, Bartle Richard, and Holmes Richard, eds. Human resource management in the British armed forces: Investing in the future. London: Frank Cass, 2001.

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Ingrid, Brunstein, ed. Human resource management in western Europe. Berlin: Walter de Gruyter, 1995.

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Book chapters on the topic "Personnel management – Great Britain"

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Yvrande-Billon, Anne. "Franchising Public Services An Analysis of the Duration of Passenger Rail Franchises in Great Britain." In Contributions to Management Science, 174–87. Heidelberg: Physica-Verlag HD, 2004. http://dx.doi.org/10.1007/978-3-7908-2662-3_10.

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Diamond, M., M. W. Aprahamian, and R. North. "A Theoretical Assessment of Cormorant Impact on Fish Stocks in Great Britain." In Interactions Between Fish and Birds: Implications for Management, 43–50. Oxford, UK: Blackwell Publishing Ltd, 2007. http://dx.doi.org/10.1002/9780470995372.ch4.

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Ziekow, Jan. "Administrative Procedures and Processes." In Public Administration in Germany, 163–83. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-53697-8_11.

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AbstractA process-oriented approach sees public administration as an interconnection of information, communications, interactions and decisions. It establishes the process organisation that shows the state ‘in action’ and complements the administrative and personnel side of public administration. While the term administrative processes can be understood as a generic term for this procedural side of the administration, according to the German understanding, procedures are processes with which the administration works towards citizens and companies and in which these face the administration with their own rights. Characteristic of these procedures vis-à-vis persons outside the administration is a high degree of juridification by administrative procedure law. The legal status of the citizen vis-à-vis the administration is very strong in Germany. In recent years, also influenced by New Public Management thought, great efforts have been made to optimise the procedural side of public administration. The chapter presents significant tools and approaches of this process thinking.

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"The management of stocks." In Wildfowl in Great Britain, 518–25. Cambridge University Press, 1986. http://dx.doi.org/10.1017/cbo9780511753275.021.

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"Management and Traditionalism in Great Britain." In Management and Ideology, 208–40. University of California Press, 2023. http://dx.doi.org/10.2307/jj.8085347.11.

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Som, Rana. "Great Depression, War, and New World Order." In Personnel Management in India and Worldwide, 45–50. Oxford University PressOxford, 2022. http://dx.doi.org/10.1093/oso/9780192883773.003.0006.

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Abstract The gains of labour in the post WW I period and the new perceptions of employers on labour management were short-lived due to the great depression that engulfed the western world soon. The personnel managers who were looking forward to having new approaches to integrate labour with the respective organizations had now to inflict retrenchments and pay cuts on workmen. The depression was followed by another World War, which brought about unimaginable devastation to human civilization. Not only labour, but all sections of population in the warring nations suffered. War-time emergency robbed the workers of a substantial part of the gains that they had made during their century long struggle to combine and agitate for their rights. New ways to motivate the workers on which the man managers had just acquired novel ideas became redundant. But then, even during these difficult years personnel management did not cease to evolve itself.

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Hamilton, C. I. "The Personnel." In Anglo-French Naval Rivalry 1840-1870, 144–99. Oxford University PressOxford, 1993. http://dx.doi.org/10.1093/oso/9780198202615.003.0005.

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Abstract In the days of sail, a simple equation seemed largely to account for the relative standing at sea of the various nations: naval power equals the number of seamen in the population. Landsmen could be sent to sea, and very often were, but it was the men brought up from their youth as seafarers, whether on fishing vessels, merchantmen, or warships, who were thought of as best fit to man the war fleet. In the long series of wars between Britain and France, from the seventeenth century to the beginning of the nineteenth, the French government often had cause to be conscious of the great superiority in size of the British seafaring population over their own. British naval power depended only to a certain extent on the skills of admirals or financial strength: what underpinned it were the ‘nurseries of the Royal Navy’—the thriving merchant and fishing fleets.

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Jones, Geoffrey. "Great Britain: Big business, management, and competitiveness in twentieth-century Britain." In Big Business and the Wealth of Nations, 102–38. Cambridge University Press, 1997. http://dx.doi.org/10.1017/cbo9780511665349.004.

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"Some Post·War Developments in Indexing in Great Britain: Mary Piggott." In Technical Services Management, 1965¿1990, 261–74. Routledge, 2012. http://dx.doi.org/10.4324/9780203058411-26.

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Yildirim, Burcu Ilgaz, Ozan Bahar, and Nur Çelik Ilal. "Personnel Selection Criteria in Tourism Business." In Advances in Human Resources Management and Organizational Development, 52–84. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-5760-9.ch003.

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Being one of the driving forces of social, economic, and cultural development, the tourism sector is of great importance in terms of developing countries in particular. In that regard, countries that want to get more shares from tourism movements have to follow the rapid developments in the sectorial sense and respond to changing customer expectations. In order to ensure high-quality service and guest satisfaction in tourism and therefore the continuity of the business, the qualifications of the people employed in the sector are extremely significant. There are many criteria and sub-criteria when employing the employees. Some of the main criteria discussed in the literature are communication skills, leadership skills, flexibility, decision making, communication skills, analytical skills, and consistency. The important thing is to evaluate and decide about which skill could be more important in which department. Within the scope of this research, personnel selection criteria in tourism business are evaluated. In the study, firstly the conceptual framework about personnel selection criteria is established and personnel selection criteria in tourism are determined in the light of this framework. Then, multi-criteria decision-making method ARAS is used to evaluate the alternatives in line with personnel selection criteria. As a result of the study, the findings obtained by the ARAS method are interpreted.

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Conference papers on the topic "Personnel management – Great Britain"

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Selivanov, S. V. "Professionalization of the civil service of Great Britain. Prospects of implementation in Ukraine." In INFLUENCE OF EUROPEANIZATION ON PUBLIC MANAGEMENT AND ADMINISTRATION IN UKRAINE. Baltija Publishing, 2022. http://dx.doi.org/10.30525/978-9934-26-249-4-16.

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Dornbusch, Uwe. "Disappearing beaches? Examples of their increasing replacement in Great Britain by hard structures and Non-Cohesive Sediment Accumulations." In Coastal Management 2019: Joining forces to shape our future coasts. ICE Publishing, 2020. http://dx.doi.org/10.1680/cm.65147.347.

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Syed, M., N. Shams, J. Li, L. Brown, and A. Emhemed. "Diversified flexible queue management: analysis of Great Britain distribution network hosting capacity with diversification of generation and demand." In Renewable Power Generation and Future Power Systems Conference 2023 (RPG 2023 UK). Institution of Engineering and Technology, 2023. http://dx.doi.org/10.1049/icp.2023.3214.

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Hassan, S. M., K. A. Ling, and J. W. S. Longhurst. "Local air quality management process in Great Britain in its second round of review and assessment: efficiency vs. effectiveness." In AIR POLLUTION 2006. Southampton, UK: WIT Press, 2006. http://dx.doi.org/10.2495/air06019.

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Boland, Jason W., Monisha Kabir, Shirley Bush, Juliet Spiller, Miriam J. Johnson, Meera Agar, and Peter Lawlor. "22 Delirium management by specialists in palliative medicine: an association for palliative medicine (apm) of great britain and ireland survey." In The APM’s Annual Supportive and Palliative Care Conference, In association with the Palliative Care Congress, “Towards evidence based compassionate care”, Bournemouth International Centre, 15–16 March 2018. British Medical Journal Publishing Group, 2018. http://dx.doi.org/10.1136/bmjspcare-2018-aspabstracts.22.

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Жолудов, М. В. "The Liberal Party in the Political System of the Great Britain in the XIXth Century: Forms and Features of Development." In Конференция памяти профессора С.Б. Семёнова ИССЛЕДОВАНИЯ ЗАРУБЕЖНОЙ ИСТОРИИ. Crossref, 2023. http://dx.doi.org/10.55000/semconf.2023.3.3.020.

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В статье рассматриваются особенности развития Либеральной партии Великобритании в XIX в. В своем развитии она преодолела несколько этапов, каждый из которых обнаруживал тесную связь с общеисторическими изменениями в Великобритании. В работе утверждается, что способность правящей элиты страны вовремя перейти к политике либеральных преобразований позволила ей преодолеть серьезный социально-политический кризис и спасти Великобританию от революции. Особое внимание уделено исследованию влияния парламентской реформы 1832 г. на формирование структуры партии. Заслугой либералов было то, что они сумели адаптировать плавным, эволюционно-реформистским путем, не затрагивая самих основ общественного порядка, государственно-правовые институты Великобритании к новым историческим условиям, возникшим в результате промышленного переворота. Используя гибкие компромиссные методы управления и проведения социальной политики в отношениях как с землевладельческой аристократией, так и со средними и низшими слоями британского общества, либералы смогли поддерживать достаточно высокую стабильность общества, сглаживать социальные конфликты, столь частые в других странах Западной Европы XIX в. Автор подчеркивает, что к концу XIX в. британским либералам удалось создать массовую политическую партию современного типа. The article examines the features of the development of the Liberal Party of Great Britain in the XIXth century. In its development, the Liberal Party was going through several stages, each of which revealed a close connection with general historical changes in Great Britain. The paper argues that the ability of the country's ruling elite to switch to a policy of liberal transformations in time allowed it to overcome a serious socio-political crisis and save Great Britain from revolution. Particular attention is paid to the study of the influence of the parliamentary reform of 1832 on the formation of the party structure. The merit of the liberals was that they were able to adapt in a smooth, evolutionary-reformist way, without affecting the very foundations of public order, the state-legal institutions of Great Britain to the new historical conditions that arose as a result of the industrial revolution. Using flexible compromise methods of management and social policy in relations both with the landowning aristocracy and with the middle and lower strata of the British society, the liberals managed to maintain a fairly high stability of society, smooth out social conflicts that are so frequent in other countries of Western Europe of the XIXth century. The author emphasizes that by the end of the XIXth century, the British liberals managed to create a mass political party of the modern type.

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Dubravská, Mariana, and Elena Širá. "GREENHOUSE GAS EMISSIONS PRODUCED IN AGRICULTURE SECTOR IN EU." In Fourth International Scientific Conference ITEMA Recent Advances in Information Technology, Tourism, Economics, Management and Agriculture. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/itema.2020.257.

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Each economy must adapt its activities to the protection of the environment. It is now an essential part of everyday life, in the face of various climate changes. The Europe 2020 strategy sets out a set of objectives in the EU, including those promoting environmental sustainability, called sustainable growth. The aim of the paper is to determine, if the performance of the country, in the area of greenhouse gas emissions reduction is adequate to the strategy Europe 2020. In the analysis of greenhouse gas emission reductions, we will also focus on the agriculture sector and compare the development over time with the development in other EU countries. The analyzed period is 10 years, from 2009 - 2018. The article investigated the performance of greenhouse gas emissions in the example of EU (including the Great Britain) countries.

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Sesrman, Dumitru. "E-LEARNING IN THE HUMAN RESOURCES MANAGEMENT." In eLSE 2013. Carol I National Defence University Publishing House, 2013. http://dx.doi.org/10.12753/2066-026x-13-041.

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The technological evolution directly influences all areas of social life, a particular place being hold by the field of education. Starting from the hypothesis according to which the modern information and communication technologies have become tools of universal utility, a new manner of thinking and behavior is required in order for teachers/instructors/educators to cope with any new challenge. The standard education system is going through a period of redefinition, which is based on the increasingly access of general public to Internet. The prefix "e" has become a mark of the current educational system, while the "e-learning" platform is aiming to be a substitute for conventional courses held in auditoriums of great universities. The platform can be also adapted, regarding necessities, to other activities concerning the training of the Romanian military personnel. The adoption of this educational platform within the Romanian military educational system is a stringent necessity and the seemingly limitless possibilities of development regarding this platform represent the new challenge for those involved in its reorganization. This is not an objective very difficult to reach, given the rigorous character specific to the military system which is configured on rapid and secured data and information transmission networks, on direct communication as well as on protected and secured access to sources and data bases. The e-learning platform gives the military personnel access to a modern high-quality educational system, designed to meet the specific needs in the domain and available anywhere, anytime, at lower costs. This ensures personnel mobility as well as the necessary training with substantial resources savings.

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Makrevska Disoska, Elena, Irena Kikerkova, Katerina Toshevska – Trpchevska, and Jasna Tonovska. "Exploring the Drivers and Constraints in Intra-EU Trade." In 7th International Scientific Conference – EMAN 2023 – Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2023. http://dx.doi.org/10.31410/eman.s.p.2023.61.

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The objective of this paper is to explore the factors that stimulate trade among EU countries and pinpoint areas that require improvement to foster a further increase in trade intensity within the region. The focus is on the effect of aggregate trade restrictions, which are based on the novel indicator Measure of Aggregate Trade Restrictions (MATR), developed by the IMF. The empirical analysis consists of the estimation of a gravity panel model for the 28 EU member countries (including Great Britain) for the period from 1999-2020, by implementing both Ordinary least squares (OLS) and Poisson Pseudo Maximum Likelihood (PPML) estimators. The results show that the Eurozone membership has positive effects on increasing intra-EU trade, whereas the MATR indicator has significant negative effects, suggesting that the elimination of the remaining trade restrictions could lead to a further boost of intra-EU trade.

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Rudenok, Olha. "Strategic tools for optimizing the ownership concentration in the corporate sector." In Conferinta stiintifica internationala "Strategii si politici de management in economia contemporana", editia VII. Academy of Economic Studies of Moldova, 2023. http://dx.doi.org/10.53486/icspm2022.08.

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The article contains research on the listing requirements for shareholder ownership, established by stock exchanges of different countries. Stock exchanges of such countries as Ukraine, USA, Japan, Great Britain, Italy, Germany, France, China, and Poland were considered for comparative analysis of listing requirements. Among the requirements for shareholder ownership of issuers were considered: the minimum Free float, the number of shareholders, the share price, the market capitalization of the tradable shares, the number of tradable shares, and requirements for minority shareholders. Also, the issue of compliance with the requirements of listing as a strategic tool for optimizing the ownership concentration was investigated. The prospects of the Ukrainian corporate sector in terms of compliance with the established listing requirements (from the standpoint of requirements for the shareholder ownership structure) were assessed. Optimizing the ownership concentration of corporations involves the distribution of ownership rights among shareholders, which will help to increase the efficiency of the company and ensure the achievement of its strategic goals.

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Reports on the topic "Personnel management – Great Britain"

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Alexander, Chris, and Atul Ganpatye. PR-652-203802-R01 Computed Tomography for the Development of Standards for Anomaly Detection-Characterization. Chantilly, Virginia: Pipeline Research Council International, Inc. (PRCI), December 2022. http://dx.doi.org/10.55274/r0012246.

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This report documents the testing and inspection efforts undertaken to evaluate the capabilities and limitations of X-Ray Computed Tomography (XRCT) technology from the perspective of detection and quantification of flaws in pipelines. The fundamental motivation behind this project is to leverage the capabilities of the XRCT technology for highly accurate detection and characterization of flaws in pipelines. The accurate sizing and characterization of flaws/cracks in pipelines is of great consequence in providing effective and efficient operational and repair decisions in any integrity management program. As is the case with any emerging technology, comprehensive validation is needed before the technology can be considered mature enough to be effectively deployed by operators in the real-world or be used in the development of reference standards. This report discusses a validation approach and compares the XRCT results with those obtained from conventional NDE, and sectioning and microscopy, for synthetic and real-world features. Results are discussed in the context of the development of reference standards using synthetic flaws. The discussion provided in this document will be valuable for operators in understanding applicability, gaps, and future direction for the XRCT technology in the context of accurate flaw detection and characterization in pipelines. Results discussed in the report show that XRCT has the potential to enable the pipeline industry to establish a set of reference standards that can be used for a wide range of purposes, including technology development and qualification, personnel training and competency testing for inspection of flaws in pipelines. Once established as a proxy for "truth", XRCT will significantly minimize the need for frequent destructive testing for the generation of validation data further enabling the use in the development of reference standards. Within the purview of the work scope completed in this project, XRCT showed excellent results with synthetic features confirming that the technology (along with the process of generating synthetic features) is ready to be used in the development of reference standards using synthetic features. This work was funded in part, under the Department of Transportation, Pipeline and Hazardous Materials Safety Administration. The views and conclusions contained in this document are those of the authors and should not be interpreted as representing the official policies, either expressed or implied, of the Pipeline and Hazardous Materials Safety Administration, the Department of Transportation, or the U.S. Government.

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