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1
Austin, David M. "Book Review: Managing Human Services Personnel". Social Casework 69, n. 5 (maggio 1988): 317–18. http://dx.doi.org/10.1177/104438948806900513.
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Митрофанова e Elena Mitrofanova. "Valuation of Personnel Management Services (Lecture 9)." Management of the Personnel and Intellectual Resources in Russia 4, n. 5 (19 ottobre 2015): 55–59. http://dx.doi.org/10.12737/14958.
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This article continues the abstract of lectures on the subject «Economics Personnel Management» program bachelor.
The article reveals the essence and purpose of the evaluation of the Human Resources Department. The main indicators to assess the effectiveness of personnel
management are presented. The article describes the methods to assess the effectiveness of personnel management, including expert assessment, HRbenchmarking,
analysis of human resources, personnel audit, key performance indicators, management by objectives, methodology ROI.
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Greene, Gary, e Leonard Albright. "Transition Services Personnel Preparation: A Collaborative Program". Career Development for Exceptional Individuals 17, n. 1 (aprile 1994): 91–103. http://dx.doi.org/10.1177/088572889401700108.
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SAMORODSKAYA, N. G. "NTERPRISE HUMAN RESOURCES MANAGEMENT SERVICE: FROM COSTS TO PROFIT CENTER". EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 3, n. 3 (2020): 79–82. http://dx.doi.org/10.36871/ek.up.p.r.2020.03.03.015.
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This article is devoted to the study of personnel management services as one of the key divisions of a modern enterprise, as well as the development of personnel services along the way from costs to the profit center.
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Garafutdinova, N. Ya, e A. E. Roslyakov. "Improvement of work with the personnel reserve as an element of personnel technologies for personnel development". Upravlenie kachestvom (Quality management), n. 2 (1 febbraio 2021): 20–29. http://dx.doi.org/10.33920/pro-1-2102-03.
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The article considers the features of the formation and improvement of work with the personnel reserve in university collectives on the example of the Omsk State University of Railway Transport. Personnel services that apply these areas will be able to actively implement them in their activities to strengthen the human potential of employees working in organizations, expand the functionality of employees with the help of newly acquired knowledge, as well as build new forms of relations with candidates in a promising, strategic reserve for further development of universities in a period of change.
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Коган, Ефим, Efim Kogan, С. Нисимов, S. Nisimov, Т. Фомина e T. Fomina. "New Labour Market Instruments in Personnel Management at the Enterprises of Nanotechnology: Assessing the Effectiveness". Management of the Personnel and Intellectual Resources in Russia 6, n. 6 (23 gennaio 2018): 49–60. http://dx.doi.org/10.12737/article_5a462327a1a337.65974644.
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The article gives the results of the sociological analysis of the impact on the organization of human resource management services in the nanoindustry by introducing professional standards and independent qualification assessment into practice. The latter are called upon to reorient personnel services to the management of personnel quality. The current position of the services regarding the use of professional standards and evaluation of qualifications in the personnel management is presented. The ways of using these tools in implementing the personnel policy of the enterprise are discussed.
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Siegel, Gilbert B. "Outsourcing Personnel Functions". Public Personnel Management 29, n. 2 (giugno 2000): 225–36. http://dx.doi.org/10.1177/009102600002900205.
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One of the more recent “hot button” issues in our field is that of outsourcing all or some human resource (HR) functions whether by fee for service or contract. Advocates from the field of Public Choice Economics assume and, in many cases, economically substantiate the case for privatization of governmental functions.1 Even though these economists demonstrate an underlying anti-government bias, their basic argument with supply of government services is “that agencies should compete to provide citizens with goods and services instead of acting like monopolies under the influence of organized pressure groups.”2 Responsiveness to the needs of individual citizens (or to governmental units to be served by staff agencies, for that matter) is best obtained by competing within markets, with the result of economic choices by clientele between competing services. From this market environment economies in resource allocation and efficiency and effectiveness in operations are said to result. Public Choice Economists would also include simulation of market forces by introducing competition, possibly within the same department, governmental jurisdiction, or between other public, profit or nonprofit providers.3 This essay departs from an article by Robert J. Agresta.4 He argues for an extension of the Public Choice approach from one of “citizen-customers being empowered to select freely among providers of a service—whether it is schools or health care (with vouchers) or groceries (with food stamps)—and have control over the resources needed to acquire the service…”,5 to the same market relationship between central administrative (staff or auxiliary staff) agencies and the line units to which they provide services. While Agresta writes of building choice into any line-staff relationships, this article is concerned with HR service supply alternatives and alternative modes for their delivery.
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Murad Pakhuridze, Murad Pakhuridze. "HUMAN RESOURCE MANAGEMENT SYSTEMS IN SPORTS ORGANIZATIONS". Economics 105, n. 1-2 (22 marzo 2023): 138–44. http://dx.doi.org/10.36962/ecs105/1-2/2023-138.
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The effect of human resource management mainly depends on how it corresponds to the level of development of the organization. Along with the development of the organization, the human resource management programs must change and develop, otherwise, there will be a disproportion in the development of personal and material factors of production, which will negatively affect the effectiveness of the personnel's activities. All this indicates the importance of scientific research of various important issues related to the economic problem. In today's non-governmental sports organizations operating in Georgia, the implementation of personnel policy, its development, transparent and effective management measures are carried out by the organization itself and its corresponding structural unit, the main priority of which is the development of personnel management systems employed in the company and the introduction of modern trends in it. In order to achieve the goal, the organizations work actively and plan various projects. Attracting, developing and maintaining qualified personnel is the main guarantee that the customer receives high-quality services and products. In order to have effective and result-oriented human resources, it is necessary to study the current trend, identify the gaps and work on its immediate correction and elimination of the problem. Keywords: human resource management, recruitment, forms of management, strategic planning, communication, effectiveness of personnel management.
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Zhang, Jin Liang. "Usage and Maintenance of Medical Apparatus and Instruments of Human Factors Research". Applied Mechanics and Materials 651-653 (settembre 2014): 1691–94. http://dx.doi.org/10.4028/www.scientific.net/amm.651-653.1691.
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Medical equipment maintenance and use of personnel, is crucial. Used properly and rational division of engineering and technical personnel, strict management, to train engineering technical personnel with professional spirit, all-round for clinical medical services; To strengthen the training of equipment use of personnel, highlight the preventive maintenance and maximize or prolonged trouble-free of medical instrument equipment, ensure the effective operation of the clinical diagnosis and treatment work.
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Stankevich, Anastasia Alekseevna. "CHANGE OF FUNCTIONS OF HUMAN SERVICE IN CONDITIONS OF STRATEGIC PERSONNEL MANAGEMENT". National Association of Scientists 1, n. 25(52) (2020): 52–58. http://dx.doi.org/10.31618/nas.2413-5291.2020.1.52.138.
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In the article the author considers as an example the function of the personnel service of the enterprise in the conditions of strategic personnel management in the paradigm of strategic management. The tendencies of formation of strategic approach to personnel management, tasks and functions of HR - service of the enterprise are revealed. Reasonable conclusions have been made on the reform of personnel services of organizations, which should be carried out taking into account the strategic perspective, which will allow in the future to move to strategic personnel management.
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Rahayu, Febrita, Budi Hartono e Maksum Syahri Lubis. "Implementasi Kebijakan Peraturan Pemerintah Nomor 11 Tahun 2017 Berbasis Paperless pada Badan Kepegawaian Daerah dan Pengembangan Sumber Daya Manusia Kota Medan". Journal of Education, Humaniora and Social Sciences (JEHSS) 5, n. 4 (24 maggio 2023): 3291–305. http://dx.doi.org/10.34007/jehss.v5i4.1683.
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The purpose of this research is to analyze the implementation and identify the driving and inhibiting factors of the implementation of Government Regulation Number 11 of 2017 on Paperless Civil Servant Rank Promotion Services at the Regional Personnel Agency and Human Resource Development of Medan City by applying Edward III's theory. This study used a descriptive qualitative approach with data collection techniques of observation, interviews, and documentation. The data analysis technique used in this study consisted of four stages: data collection, data reduction, data presentation, and conclusion drawing. The results of the study showed that the implementation of Government Regulation Number 11 of 2017 on Paperless Civil Servant Rank Promotion Services at the Regional Personnel Agency and Human Resource Development of Medan City is still not optimal due to (1) the suboptimal application of service-oriented work culture values, (2) the low interest of civil servants in applying for rank promotion during the COVID-19 pandemic, and (3) the development of the personnel information system is not fully capable of producing accurate information. The Regional Personnel Agency and Human Resource Development of Medan City is trying to run paperless rank promotion services by optimizing the SAPK and SIASN systems so that employee data is integrated for effective and efficient services in the future.
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Lychkan, Leonid Petrovich. "Personnel management: personnel policy and personnel planning". Uchenyy Sovet (Academic Council), n. 5 (22 aprile 2021): 339–51. http://dx.doi.org/10.33920/nik-02-2105-02.
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The article discusses the provisions related to personnel (human resources) planning and certain aspects of such planning, in particular, planning the organization's staffing needs for a certain prospected period for the organization's development and implementation of its targets and plans. When planning the need for personnel in modern context of digital transformation of the system of public relations, in the conditions of the formation of different areas of life of a worker, the development of his own resource capabilities, in the context of a changing economic situation, organizations of a modern type, carrying out their activities and functioning in a specific area, take into account certain factors affecting and influencing the staffing needs of the organization, in particular: the organizational structure of the organization; the production structure of the organization; the strategy of the organization, the mission of the organization, the functions of the organization; the production process in the organization; the staffing of the organization (actual staffing - attendance and payroll staff ); the qualitative planning of the organization's staffing needs; the quantitative planning of the organization's staffing needs; programs for the release of goods and the provision of services; the degree of mechanization and automation of the organization's production (the use of new technologies in production), including management processes. The organization's activities are always aimed at establishing business relationships with customers, suppliers, competitors, and other persons who are of interest to the organization and, thereby, contribute to the implementation of the business strategy of a modern organization. Strategy is the result of a generalized determination of the long-term course of the development of the organization, the direction and nature of the organization's actions, associated with the choice of a goal, solution of the corresponding problems, formation of a holistic vision and responsible implementation of the business model of the organization's development, and obtainment of the planned result. An organization's strategy is a set of measures aimed at introducing personnel to the goals of the organization and means to achieve the goals in a certain period of the organization's functioning.
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Osmonbaeva, K., e A. Dootaliev. "Features of Personnel Management in Humanitarian Universities". Bulletin of Science and Practice 7, n. 9 (15 settembre 2021): 521–29. http://dx.doi.org/10.33619/2414-2948/70/50.
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At present, when education has become a goods in the service market, it is necessary to competently approach the issue of managing the human resources of universities. The value of a university is determined by the value of its human resources. Today, there is a shortage of competent specialists in the humanitarian universities of the Kyrgyz Republic. The main task of the university's human resources management is to attract the most valuable employees to the university who are able to bring educational services to a new level. The article describes the features of human resources management of a humanitarian university, considers the classification of university human resources, studies the elements of university personnel management, such as planning, organization, motivation and control.
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Rizki, Yuke Sri, e Jenni Sartika Dimanik. "Analisis Kesehatan Kerja Personel di Lingkungan Bandar Udara Tjilik Riwut - Palangkaraya". WARTA ARDHIA 41, n. 4 (16 agosto 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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Brewer, Ernest W., e Laura Faye Clippard. "Burnout and job satisfaction among student support services personnel". Human Resource Development Quarterly 13, n. 2 (2002): 169–86. http://dx.doi.org/10.1002/hrdq.1022.
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Khizbullina, Radmila, Grigorii Cherkasov e Elmira Nurullina. "Enterprise human resources automation system". E3S Web of Conferences 549 (2024): 09007. http://dx.doi.org/10.1051/e3sconf/202454909007.
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The presented article updates the need to consider the automation of enterprises. It is formulated that sustainable development of enterprises is an important part of their strategic development. The features of HRM systems application in the practice of modern enterprises are considered. It is determined that HRM systems are a technology for automating personnel management processes in the enterprise. As a result of using the results of content analysis and meta-analysis, it was revealed that HRM systems make it possible to professionally build personnel policies. The advantages and disadvantages of HRM systems have also been studied, the features of some HRM systems in infographics are presented. The content analysis of the assessment of the peculiarities of the use of HRM services made it possible to determine that these systems and algorithms are able to automate most business processes, including personnel management at the enterprise. Meta-analysis made it possible to determine that as a part of the digitalization of usiness processes today, enterprises have the opportunity to robotize many procedures. These procedures are related to personnel management and document management, as well as to the integration of IT solutions with HRM systems. It was concluded that the products of HRM systems make it possible to work not only with quantitative but also with qualitative indicators in the work of personnel. In general, HRM systems are designed for enterprise personnel management, and in terms of personnel management their functionality in some aspects of human resources automation exceeds the capabilities of CRM systems.
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Millar, Ken. "Declassification of professional social workers: A personnel issue facing the human services". Administration in Social Work 10, n. 4 (dicembre 1986): 15–21. http://dx.doi.org/10.1080/03643108609511107.
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Trisnawati, Dewi, Budi Hartono e Dumasari Harahap. "Implementasi Kebijakan Pelayanan Informasi dan Dokumentasi dalam Meningkatkan Pelayanan Humas pada BPSDM Provinsi Sumatera Utara". Journal of Education, Humaniora and Social Sciences (JEHSS) 5, n. 4 (24 maggio 2023): 3141–50. http://dx.doi.org/10.34007/jehss.v5i4.1774.
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The objectives to be achieved are to know and analyze about: Implementation of Information and documentation service policies in improving Public Relations Services at the Human Resources Development Agency of North Sumatra Province and what factors support and hinder it. . This research uses a type of qualitative research that focuses on the Implementation of Information and Documentation Service Policies in Improving Public Relations Services at the Human Resources Development Agency by focusing on the flow of services and personnel willingness and competence in providing information and documentation for the public. In the framework of the Implementation of Information and Documentation Services in Improving Public Relations Services, it becomes a supporting element for BPSDM Nort Sumatra Province in carrying out its activities as a training institution that creates Professional, Trustworthy and Dignified ASN. Implementation at the Human Resource Development Board of North Sumatra Province needs overall support and commitment to get better results. This is demonstrated by the leadership's commitment to improving the performance and competence of personnel in managing information and documentation in improving public relations services. The inhibiting factors in terms of communication, resources, disposition and bureaucratic structure make it a consideration for BPSDM Nort Sumatra Province to continue to strive to implement personnel performance and competence improvement programs in managing Information and Documentation in Improving Public Relations Services through collaborative planning, budgeting, implementation, evaluation and reporting as a whole.
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Черняк, Т., T. Chernyak, К. Рыбалко e K. Rybalko. "Gaming Technologies as a Way of Forming Anti-Corruption Competence of Human Resource Specialists". Management of the Personnel and Intellectual Resources in Russia 7, n. 4 (25 settembre 2018): 37–44. http://dx.doi.org/10.12737/article_5b8d10a0896869.49529606.
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The article deals with the content of the concept of anti-corruption competence and anti-corruption competencies, as well as the ways of their formation. The author highlights the problems of forming the anti-corruption competence of specialists for the personnel management services of commercial organizations and personnel services for the sphere of public administration and civil service in the process of their training and professional development. Briefly presented is the experience of the Siberian Institute of Managementin the development of anti-corruption competence using interactive methods and gaming technologies of future HR managers and human resource specialists responsible for organizing anti-corruption activities in government. The data of the survey of experts — experts of specialists of the personnel services of the authorities on the evaluation of the effectiveness of teaching methods for the formation of anti-corruption competence are given. As a result of the research, a set of general professional competences was created that formed the basis for the anti-corruption competence of civil servants and HR managers and the methodological support for the program for its formation.
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Malihon Yuliia, Malihon Yuliia. "GLOBAL TRENDS OF THE STATE HUMAN RESOURCES POLICY IN THE FIELD OF HEALTHCARE". Socio World-Social Research & Behavioral Sciences 03, n. 01 (14 gennaio 2021): 106–15. http://dx.doi.org/10.36962/swd03012021106.
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The article identifies that one of the most pressing problems in the world’s health care system is the shortage of highly qualified personnel. The distribution of medical workers by gender was carried out. The main problems in the staffing of health care in the world are analyzed. The level of provision of the country's health care system with medical personnel has been studied. The peculiarities of receiving medical education and the formation of medical personnel of some countries of the EU and the world are described. The TOP-20 the best medical universities and the cost of education in Germany, as well as the cost of education in leading American medical universities, were analyzed. Keywords: personnel policy, health care system, medical personnel, medical services.
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Муцалов, С. И., К. Х. Ильясова e С. С. Абдрахманова. "The personnel management system of the hospitality enterprise". Экономика и предпринимательство, n. 12(137) (3 maggio 2022): 936–42. http://dx.doi.org/10.34925/eip.2021.137.12.183.
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В данной статье отмечаются рекомендации гостиничному персоналу по обучению на уровне качества услуг, предоставляемых компаниями индустрии гостеприимства, а также взаимосвязь с развитием человеческих ресурсов, формированием эффективного управления посредством гостиничных услуг, решением проблемы торговой системы управления персоналом для повышения эффективности. This article notes recommendations to hotel staff on training at the level of quality of services provided by companies in the hospitality industry, as well as the relationship with the development of human resources, the formation of effective management through hotel services, solving the problem of a trading personnel management system to improve efficiency.
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Mahdawi, Mahdawi, e Rinaldi Rustam. "DETERMINASI PERTUMBUHAN EKONOMI KABUPATEN/KOTA DI PROVINSI NANGGROE ACEH DARUSSALAM". Media Ekonomi 30, n. 1 (5 settembre 2022): 42–56. http://dx.doi.org/10.25105/me.v30i1.13397.
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This study aims to analyze the effect of Special Autonomy Fund, Regional Tax, Personnel Expenditure, Goods and Services Spendingand Human Development Index on Gross Regional Domestic Product of regency/municipality in Nanggroe Aceh Darussalam Province from 2015 to 2019. This study used quantitative descriptive method. The research model used was an econometric model measured using panel data regression. The results of panel data regression showed that the selected model is a fixed effect model. The results found that partially, only the variable of goods and services spending has no significant effect on gross regional domestic product. Meanwhile, the variables of special autonomy fund and personnel expenditure have a negative effect on gross regional domestic product. Meanwhile, regional tax and human development index have a positive significant effect on gross regional domestic product. The variables of special autonomy fund, local tax, personnel expenditure, goods and services spending, and human development index simultaneously have a significant effect on gross regional domestic product of regency/municipality in Nanggroe Aceh Darussalam Province.
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Sharma, Nandini, A. Venkat Raman, Sunita Dhaked e Pawan Kumar. "Human Resource Challenges in Indian Public Health Services". South Asian Journal of Human Resources Management 3, n. 2 (dicembre 2016): 173–90. http://dx.doi.org/10.1177/2322093716677414.
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The quality, accessibility and viability of health services depend primarily on the performance of those who deliver them. Given the strong correlation between the quality of health services and job satisfaction of the health personnel, this study evaluates the problems faced by primary health care providers in India. This cross-sectional study was conducted among middle-level primary care providers operating in the National Capital Region of Delhi, to assess their perception of various issues and challenges related to human resources for health (HRH). They identified gaps in human resource (HR) staffing, training, performance appraisal and compensation, including delays in recruitment, lack of probationary training and failure to link appraisal and compensation to performance. This study contributes to the limited literature on HRH from a broader policy reform perspective, underpinned by stakeholder perspective.
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Лобачёва, Anastasia Lobacheva, Соболь e O. Sobol. "The Modern Head of Staff Service Work Content in Russia". Management of the Personnel and Intellectual Resources in Russia 4, n. 5 (19 ottobre 2015): 40–45. http://dx.doi.org/10.12737/14956.
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This article describes the results of the study to identify the content of the modern personnel Manager labour activity, organized with the involvement of personnel management services experts of companies in various Russia regions, various fields and sizes. It describes the main labour function and generalized employment functions in the area of personnel management, and also identified those features that have received the least attention in the public and the real sector of the economy. The article also studied the specialization and division of labor within the personnel management services, reveals the most popular and, conversely, not enough common work areas in the personnel management field. Authors analyzed leadership positions in human resources departments and their place in a company hierarchical level.
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PODMETINA, DARIA, DARIA VOLCHEK, JUSTYNA DĄBROWSKA e IRINA FIEGENBAUM. "HUMAN RESOURCE PRACTICES AND OPEN INNOVATION". International Journal of Innovation Management 17, n. 06 (dicembre 2013): 1340019. http://dx.doi.org/10.1142/s1363919613400197.
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The human side of open innovation (OI) has not been extensively studied; however, when companies develop new products or services, it is essential to foster corporate innovativeness, and managing personnel is a key to this. Human resource (HR) practices are an essential means by which companies can influence and shape the skillset, attitudes, and behaviour of individuals to do their work and can systematise the work of the whole organisation. In this paper, we aim to contribute to understanding the role of HR in open innovation, by analysing the HR practices in companies operating under an open innovation approach. We test our model with the PLS-SEM method, using Smart PLS software. Our findings suggest that personnel education is essential in supporting corporate open innovation strategies. Internal motivation systems prove to be valuable assets to support internal and external openness in OI implementation. High appreciation of personnel and its value to company are important for increasing external and internal openness.
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Sormaz, Ümit, e Nevin Şanlıer. "The impact of compulsory hygiene training given to employees working in the sector of food and beverages services on their hygiene-related habits, behaviours and knowledgeZorunlu hijyen eğitiminin yiyecek içecek hizmetleri personelinde hijyen alışkanlıklarına, davranışlarına ve bilgi düzeylerine etkisi". Journal of Human Sciences 14, n. 2 (23 aprile 2017): 1356. http://dx.doi.org/10.14687/jhs.v14i2.4545.
Testo completoAbstract (sommario):
Food and beverages companies constituse one of the most important shares of servise industry, the number of food and beverages companies has been increasing every other day. Food workers carry responsibilities concerning human helat. This study has been carried out to detect the impact of the compulsory hygiene training given to the food and beverages services personnel on the hygiene-related habits and behaviours of the employees, and within the scope of the regulation of “Hygiene Education Program” which was published on the official gazetta and put into force being signed by 4 ministries. 1150 food and beverages sector personnel who participated in the hygiene training offered in İstanbul to tourism sector stuff and were volunteer to participate were included in the study. Hygiene-related habits and behaviours before the training and knowledge levels were found to be increasing statistically meaningfully after the study (p<0,01).As a result, it was found out that the compulsory hygiene training given to the food and beverages sector personnel affects employees’ hygiene-related habits, behaviours, and knowledge levels positively. It has been discovered that the training given to the staff working in food and beverage companies does increase the level of knowledge in hygiene. ÖzetHizmet endüstrisinin en önemli paydaşlarından biri olan yiyecek içecek işletmelerinin sayısı her geçen gün artmaktadır. Gıda sektörü ile uğraşan personel, insan sağlığı yönünden sorumluluk taşımaktadır.Bu araştırma, ülkemizde dört bakanlığın katılımıyla imzalanarak Resmi Gazete’de yayımlanan ve yürürlüğe giren “Hijyen Eğitim Programı” Yönetmeği kapsamında yiyecek içecek hizmetleri personeline verilen zorunlu hijyen eğitiminin çalışanların hijyen alışkanlıkları ve davranışlarına olan etkisini tespit etmek amacıyla yürütülmüştür.Araştırmaya, İstanbul’da turizm sektöründe çalışan personele verilen hijyen eğitimlerine katılan gönüllü 1150 yiyecek içecek hizmetleri personeli dahil edilmiştir. Eğitim öncesi hijyen alışkanlıklarının davranışlarının ve eğitim sonrası hijyen bilgi düzeylerinin eğitim öncesine göre istatistiksel olarak anlamlı yönde arttığı saptanmıştır (p<0.01).Sonuçta yiyecek içecek hizmetleri bölümü çalışanlarına verilen zorunlu hijyen eğitiminin, personelin hijyen alışkanlıkları, hijyen davranışları ve hijyen bilgi düzeylerine olan olumlu etkisi tespit edilmiştir. Yiyecek içecek hizmetleri sektöründe çalışan personele verilecek hijyen eğitim programlarının, personelin hijyen bilgi düzeyini arttırdığı belirlenmiştir.
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Aminulloh, Aminulloh, e Pudji Astuty. "LITERATUR REVIEW : SUMBER DAYA MANUSIA RUMAH SAKIT DALAM EKONOMI SAAT PANDEMI COVID 19 MELANDA INDONESIA". KOMPLEKSITAS: JURNAL ILMIAH MANAJEMEN, ORGANISASI DAN BISNIS 10, n. 2 (30 dicembre 2021): 52–59. http://dx.doi.org/10.56486/kompleksitas.vol10no2.142.
Testo completoAbstract (sommario):
This shortage of human resources in health-care hospitals affects the national health system, but there is little research on how these HR issues affect medical workers. Understanding the impact on the health conditions of medical personnel is very important in the midst of the COVID-19 outbreak that is still sweeping the world. With the empirical literature, we have succeeded in summarizing the impact of the role and function of HR on the health of medical personnel. This study confirms that the role and function of human resources is transmitted to medical personnel through several models: (1) decreasing the quality of health services; (2) the impact of inadequate service measures; and (3) increasing demand for health services from patients; (4) A wave of public protests for treatment; (5) service and budget inefficiency
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KONYEV, Anna, e Olena DOLGALOVA. "CURRENT TRENDS IN PERSONNEL DEVELOPMENT MANAGEMENT IN THE FIELD OF HOUSING AND COMMUNAL SERVICES IN A CHANGING VUCA ENVIRONMENT". Modern Management Review 27, n. 3 (2 ottobre 2022): 7–21. http://dx.doi.org/10.7862/rz.2022.mmr.13.
Testo completoAbstract (sommario):
The article considers the main trends in the management of personnel development in the sphere of housing and communal services in the changing VUCA environment in Ukraine and developed European countries. The article analyzes the main reasons for changes occurring in the practice of personnel management in the sphere of housing and communal services. The article considers models of human resource management in the conditions of transition to the principles of “lean management” in the sphere of housing and communal services. Modern and rational lean-technologies are analyzed and a functional model of personnel development and training under the conditions of “lean management” in the field of housing and communal services is developed. As a result, project proposals for the rationalization of staff activities in the implementation of “lean management” in a volatile VUCA environment in the field of housing and communal services are presented.
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Khromushyna, Lyudmyla. "DEVELOPMENT OF THE PRELIMINARY PROFESSIONAL EDUCATION INSTITUTIONS' PERSONNEL POTENTIAL ON THE BASIS OF HUMAN RESOURCES STRATEGY". Scientific Notes of Ostroh Academy National University, "Economics" Series 1, n. 25(53) (23 giugno 2022): 49–55. http://dx.doi.org/10.25264/2311-5149-2022-25(53)-49-55.
Testo completoAbstract (sommario):
The article considers the theoretical and applied aspects of the development of professional higher education institutions' human resources on the basis of personnel strategy. The urgency of the study is due to the reform of the education system, competition in the market of educational services and the objective need to develop human resources, significant needs for specialists in the real sector of the economy to restore Ukraine in the postwar period. The purpose of the study is to work out recommendations for the development of the higher professional education institution' human resources on the basis of personnel strategy. The research methodology includes methods of generalization, synthesis and observation. The article summarizes the the concept of professional higher education institutions' human resources, identifies quantitative and qualitative characteristics and components of human resources. The factors of higher professional education institutions personnel potential development are given. The requirements to be met by the personnel strategy for human resources development are presented. A possible variant of the personnel strategy for the higher professional education institution personnel potential development is proposed, which contains the goal of the personnel strategy, a set of auxiliary goals, achievement indicators. This version of the personnel strategy can become a "road map" in making personnel management decisions in terms of the educational institution's long-term development, can be implemented in the process of higher professional education institution human resources managing.
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Makhonina, A. D., e V. N. Sidorova. "Methods of personnel management on the example of an organization: motivation and incentives". Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), n. 1 (2022): 22–34. http://dx.doi.org/10.33920/pro-3-2201-02.
Testo completoAbstract (sommario):
The personnel management system contributes to providing the right people with jobs at the right time and release people who are not suitable for positions. Personnel management should be considered as a strategically important direction of the organization’s management, which shows the level of business development. Modern approaches are increasingly based on the recognition of the authority of the individual before production, the interests of the company, and profit. Personnel becomes the main competitive advantage that needs to be preserved and multiplied. Many large companies already have human resource management services, not just human resources departments. Their methods are of particular importance in solving personnel management issues.
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Okamoto, John. "Personnel Department Organizational Development Study". Public Personnel Management 22, n. 1 (marzo 1993): 7–35. http://dx.doi.org/10.1177/009102609302200102.
Testo completoAbstract (sommario):
This article reviews the City of Seattle Personnel Department's comprehensive examination of the Department's mission, key programs, and its organizational structure. This review was undertaken in order to improve customer services and productivity, in the face of budget cuts and other reductions in resources.
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Tkachenko, D. V. "Mechanism for improving the efficiency and quality of public services". Proceedings of the Voronezh State University of Engineering Technologies 82, n. 1 (15 maggio 2020): 380–88. http://dx.doi.org/10.20914/2310-1202-2020-1-380-388.
Testo completoAbstract (sommario):
This article discusses one of the mechanisms for improving the quality of public services, such as the development of personnel in this area. The search for a solution to the problem of developing the human resources potential of the public services sector is necessary in order to achieve a high level of public satisfaction with the quality of public services. For the studied sphere of public services, this paper describes the procedure for preparing a matrix of developmental actions for the development of human resources competencies. in particular, the ten most important competencies for the success of the employee's work are identified. The factors that most motivate employees to work in the organization with full dedication and strive for self-improvement are identified. The methods of developing staff competencies that are most applicable to staff in the field under study are highlighted, and the advantages and limitations of using a specific method are presented. The result of this work was directly drawing up a matrix of developmental actions for the development of human resources competencies. The action of the matrix is aimed at building an effective process of developing staff competencies. The matrix contains specific actions and activities aimed at developing the competencies of the personnel potential of the public services sector. The benefits that an employee can get by following the recommendations presented in the matrix of developing actions for the development of human resources competencies are presented. Conclusions about the usefulness of measures for personnel development for managers of organizations, as it affects the image of the organization, the microclimate in the organization, ability to achieve the goals of the enterprise, maintaining a highly efficient employees, the efficiency of the policy in the sphere of development of the resource potential of the public services.
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Pelzeter, Andrea, e René Sigg. "CO2 emissions from facility services". Facilities 37, n. 3/4 (28 febbraio 2019): 216–33. http://dx.doi.org/10.1108/f-12-2017-0132.
Testo completoAbstract (sommario):
Purpose The purpose of this paper is identification of a methodology to determine CO2 emissions through facility services on an approximate and sufficiently accurate basis. This methodology is to be used by German practitioners for request for proposals (RFPs) and offers of facility services. Design/methodology/approach In accordance with ISO 14067, a matrix of CO2-relevant modules for the representation of CO2 emissions from facility services is developed. Key figures for energy consumption, transport and equipment manufacture and use are used in a case study. Findings For a transparent CO2 assessment of facility services, the following modules are required: work clothing, devices, vehicles (service personnel), supplies, transportation of personnel and overhead (vehicles and office space). In the case study, facility services account for about 30 per cent of the CO2 emissions originating from the use of the building. Research limitations/implications The methodology developed is also applicable to other services. Prior to that, however, the investigation of additional facility services (catering or security) and an extension to other types of facilities is required (office building, hospital, etc.). Practical implications The developed methodology allows transparent competition for low-carbon services concepts, for example, in RFP procedures for facility services. Social implications CO2-optimised facility services increase the demand for low-emission operating equipment and resources. They therefore have an indirect influence on the development of a low-carbon economy. Originality/value To date, there has not been a methodology that supports a transparent and practical summary of the service-related CO2 emissions associated with the resources used in facility services.
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Dymenko, M., e U. Guliak. "ESTIMATION OF EFFECTIVENESS OF THE SERVICES (UNITS) OF PERSONNEL OF THE ARMED FORCES OF UKRAINE IN THE CONDITIONS OF HYBRID WAR (SPECIAL PERIOD)". Collection of scientific works of the Military Institute of Kyiv National Taras Shevchenko University, n. 64 (2019): 158–67. http://dx.doi.org/10.17721/2519-481x/2019/64-15.
Testo completoAbstract (sommario):
The article describes the interdependence of the effective execution of tasks by appointment of services (units) of the personnel on their structure and size. The attention is focused on the peculiarities of the tasks performed by the services (units) of personnel in the conditions of a special period. In addition, the changes that took place in the structure, size and functions of the services (units) of personnel during their transition to functioning in a special period were considered. Recommendations on the rational structure of the personnel supply system are given, aimed at optimal fulfillment of tasks related to ensuring the human resource needs of the Armed Forces of Ukraine and individual approach to each person, its development, career growth and intended use. Conclusions are made on the necessity of further improvement of the existing personnel management system, as well as bringing the structure and the number of services (units) of the personnel of the Armed Forces of Ukraine into line with the prospective system, structure and size of the "J-structure" (J-1), which is taken as a base in the headquarters of the armed forces of NATO member states. The concept of "efficiency" is described from the scientific point of view, in the context of the study of the effectiveness of the functioning of any system or processes, as the main property of any system, including the management systems. A brief overview of several options for assessing the effectiveness of the services (units) of personnel of the Armed Forces of Ukraine what is meant the process of determining the effectiveness of the services (units) of personnel during the implementation of the strategic tasks of the Armed Forces of Ukraine with the aim of consistently accumulating information that is necessary for the subsequent management decisions. The direction and prospects of further researches in the field of activity of services (units) of personnel are offered.
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Уваров, С. А., А. М. Воротынская e Е. А. Назарова. "SPECIFICS OF IMPLEMENTING PERSONNEL POLICY AT SERVICE SECTOR ENTERPRISES". ЖУРНАЛ ПРАВОВЫХ И ЭКОНОМИЧЕСКИХ ИССЛЕДОВАНИЙ, n. 1 (15 marzo 2023): 241–45. http://dx.doi.org/10.26163/gief.2023.41.86.034.
Testo completoAbstract (sommario):
В статье анализируются характерные особенности проведения кадровой политики на предприятиях, действующих в сфере услуг. Характеризуются различия между услугой и товаром, обуславливающие специфические требования к персоналу в организациях данного профиля. В статье содержатся отличительные характеристики кадровой политики, кадровой стратегии и кадрового планирования, образующие систему управления человеческими ресурсами компании. Авторами уточнены некоторые ключевые особенности кадровой политики в компаниях, предоставляющих услуги, такие как повышенные требования к коммуникационным навыкам персонала, рассмотрение работника как элемента маркетинговой стратегии, высокая роль перманентной мотивации персонала. We analyze the characteristics of personnel policy at the service sector companies. The differences between goods and services determining specific requirements to the personnel in the service sector organizations are described. We list specific characteristics of personnel policy, personnel strategy and personnel planning making up the human resources management system. The authors specify certain key features of personnel policy in companies providing services, such as increased requirements to staff communication skills, seeing an employee as an element of marketing strategy, a high role of permanent staff motivation.
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Rachman, Ellys. "The Impact of Human Resource Development and Organizational Culture on The Quality of Public Service". Journal of Indonesian Scholars for Social Research 4, n. 1 (29 gennaio 2024): 50–55. http://dx.doi.org/10.59065/jissr.v4i1.135.
Testo completoAbstract (sommario):
Public organizations stand as vital conduits through which government services are delivered to communities, aiming to significantly improve their well-being and welfare. This study adopts a qualitative research framework, specifically leveraging a descriptive methodology to explore the functioning of the Education and Training Personnel Agency along with the Civil Registry Office in Gorontalo City. By focusing on these entities, the investigation delves into the broader population of public service institutions in the city. A mix of data collection techniques, including interviews, questionnaires, and the review of pertinent documents, was utilized to gather insights. The findings reveal a pronounced influence of human resource development on the quality of public services in Gorontalo City, suggesting that investments in education and training of personnel are likely to yield improvements in service quality.Additionally, the study highlights the significant role of organizational culture in shaping the quality of public services, indicating that a positive corporate culture is instrumental in enhancing public service delivery. Together, these insights underscore the critical interplay between human resource development and organizational culture in elevating the standard of public services in Gorontalo City.
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Siahaan, Juanda. "Fasilitas Peralatan dan Sumber Daya Manusia (SDM) Terhadap Keamanan Bandar Udara Ahmad Yani Semarang". WARTA ARDHIA 37, n. 4 (30 dicembre 2011): 308–21. http://dx.doi.org/10.25104/wa.v37i4.181.308-321.
Testo completoAbstract (sommario):
The success of airport operators in providing services to passengers is closely related to the provision of security for passengers. It has to be a major concern for every airport operator because airport security is a process to provide aviation safety. There are several things that have to be considered in creating quality and quantity of security equipments including security facilities and human resources as well. Aviation security personnel consist of 52% core personnel (employees of PT Angkasa pura), of outsourcing personnel and 37% of army personnel.
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Пирогова, Е. В. "THE PERSONNEL POTENTIAL OF THE UNIVERSITY AS A PRIORITY COMPETITIVE ADVANTAGE". Scientific Journal ECONOMIC SYSTEMS 1, n. 255 (2022): 116–21. http://dx.doi.org/10.29030/2309-2076-2022-15-4-116-121.
Testo completoAbstract (sommario):
The article substantiates the role of personnel potential in the formation of the competitiveness of the university in the chain “personnel competitiveness – competitiveness of educational services – competitiveness of the university”, reveals the essence of the personnel potential of the university as a priority competitive advantage. The main tasks of the development of the personnel potential of the university are defined. Based on the approaches highlighted in the literature, a classification of human resources development tools is presented depending on their content (organizational, economic, interactive)
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Saba Burjaliani, Saba Burjaliani. "The Management of Human Resources Focused on the Success of the Organization". Economics 105, n. 03 (15 aprile 2022): 364–70. http://dx.doi.org/10.36962/ecs105/3/2022-364.
Testo completoAbstract (sommario):
In the article: "The management of human resources focused on the success of the organization" - is an example that if the human resources in the organization are properly managed, then the organization will be successful. This function is assigned to the personnel management service in the organization. The article emphasizes that personnel management services in Georgian organizations are very weak. Mostly non-professionals work there, as there is a large shortage of staff managers in Georgia. The author considers that such specialization doesn’t exist in Georgian higher education institutions. The article discusses the four styles of personnel manager-directive, persuasive, participatory, delegating, and gives managers advice on when, in what situations, to use them. It also lists the conditions on which each of them must be based. The author concludes that personnel managers need to believe that employees can do a lot of good for the success of the organization. All they need to do is respect their personal interests and appreciate the work they do. Keywords: Orientation on success; management of human resources; Personnel Manager; Employee interest.
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Tarasenko, El’vira Vladimirovna, Alisa Aleksandrovna Miftahova e Marija Dmitrievna Smahtina. "Training of personnel in the hotel business in the context of COVID-19 using new technologies: risks and opportunities". Gostinichnoe delo (Hotel Business), n. 12 (15 dicembre 2021): 42–49. http://dx.doi.org/10.33920/igt-2-2112-04.
Testo completoAbstract (sommario):
This article examines the theoretical aspects and describes the role of personnel and personnel services in the hospitality industry, which is responsible for human resource management in a hotel enterprise. Due to the pandemic that has occurred worldwide, it is only right to come up with innovative ways to an important part of an HR department, such as training and retraining personnel. These innovations should not only be effective, but safe for every person involved.
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Siahaan, Juanda. "Kompetensi SDM Bidang Kebandarudaraan". Warta Penelitian Perhubungan 24, n. 6 (14 maggio 2019): 551. http://dx.doi.org/10.25104/warlit.v24i6.1039.
Testo completoAbstract (sommario):
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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Lal, Bibek Kumar, Ghanshyam Kumar Bhatta, Ramesh Adhikari, Abhishek Karn, Ranju K.C, Sujata Nyaupane, Anuska Adhikari et al. "Cervical Cancer Screening Services in Nepal: A Descriptive Crosssectional Study". Journal of Nepal Medical Association 62, n. 275 (30 giugno 2024): 439–45. http://dx.doi.org/10.31729/jnma.8662.
Testo completoAbstract (sommario):
Introduction: Cervical cancer, the most prevalent cancer among women, is also the primary cause of cancer-related deaths in reproductive age women in Nepal. The study aims to assess the situation of cervical cancer screening services in Nepal.Methods: This cross-sectional study used quantitative methods to understand the situation of cervical cancer screening in 572 health facilities of Nepal. The research was conducted to assess screening facilities, the allocation of separate screening rooms, the availability of screening services on a routine basis throughout the week, screening facilities that are free of charge, human resources, and the availability of treatment. It was conducted in October to December 2022. Results: The research was carried out among 572 healthcare facilities, out of which 134 (23.42%) had provision for cervical cancer screening services. Ethical approval was obtained from the Nepal Health Research Council (NHRC) under reference number 397/2022 P. Amongst those 134, 72 (53.73%) healthcare facilities had assigned separate rooms for screening intentions. One hundred andtwo (76.12%) healthcare facilities provided regular screening services throughout the week, while 112 (83.58 %) had free-of-charge screening services. Concerning trained personnel, 121 (90.30%) health facilities had personnel trained in visual inspection with Acetic acid, 9 (6.72%) had personnel trained in use of colposcopy, and 5 (3.73%) had personnel trained in use of Loop ElectrosurgicalExcision Procedure (LEEP). Lastly, 31 (23.13%) healthcare facilities offered treatment choices for cervical cancer. Conclusions: Most of the health care facilities did not have provision of cervical screening. Amongstthose who had the provision, personnel trained in loop electrosurgical excision procedure colposcopy.
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Budiarti, Isniar, e Faridz Muhammad. "ANALYSIS OF THE USE OF THE MINISTRY OF LAW AND HUMAN RIGHTS' SIMPEG APPLICATION INFLUENCES THE DIRECTORATE GENERAL OF IMMIGRATION'S PERSONNEL ADMINISTRATION SERVICES AT ONE OF THE IMMIGRATION OFFICES". Proceeding of International Conference on Business, Economics, Social Sciences, and Humanities 7 (3 luglio 2024): 1011–20. http://dx.doi.org/10.34010/icobest.v7i.614.
Testo completoAbstract (sommario):
This research aims to implement a management information system based on the SIMPEG application in providing services to the community. This research used a sample of 54 respondents at one of the directorates general of immigration at the Immigration Office. This research uses simple linear regression analysis and non-probability sampling techniques are used in the sampling method by collecting data through questionnaires, interviews and observation. The results obtained by the personnel management information system (SIMPEG) have a positive and significant effect on the personnel administration services of the Directorate General of Immigration at one of the Immigration Offices. This is because the resulting data reporting is in accordance with requirements. Apart from that, data in SIMPEG can be searched easily and the facilities available in SIMPEG are easy for employees to use, so that personnel administration services are better
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Astakhov, Yury V. "PERSONNEL POTENTIAL OF MUNICIPAL AUTHORITIES AND MANAGEMENT". SCIENTIFIC REVIEW. SERIES 2. HUMAN SCIENCES, n. 1-2 (2022): 53–61. http://dx.doi.org/10.26653/2076-4685-2022-1-2-04.
Testo completoAbstract (sommario):
The purpose of this article is to determine and evaluate the human resources potential in municipal authorities (based on the materials of a sociological study conducted in 2018-2019 in four regions of the Central Federal District in the Belgorod, Kursk, Voronezh and Lipetsk regions). The subject field of sociological research includes the analysis of professional personnel, their actual and potential role in the implementation of adopted and updated strategies for sustainable socio-economic development of territories until 2025-2030. Based on the results of the sociological analysis, conclusions have been drawn about the increase of professional competencies of personnel potential in municipal authorities, however, as we believe, the executive and administrative authorities of the Ministry of Defense still do not use personnel technologies enough, which is hindered by inadequate stereotypes of municipal personnel policy, low professional training of personnel services specialists. As a result of the conducted sociological analysis, reasonable recommendations were developed to top managers, heads of city administration, personnel services, in particular, to identify a theoretical model of sustainable development, staffing for sustainable development of municipalities, using modern personnel technologies in practice, the need for professional training of municipal personnel according to third-generation standards.
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Магомедов, М. А., П. А. Магомеднурова e А. М. Мамедярова. "Specifics of Russian personnel management". Экономика и предпринимательство, n. 4(141) (11 luglio 2022): 918–21. http://dx.doi.org/10.34925/eip.2022.141.4.166.
Testo completoAbstract (sommario):
В статье рассмотрена специфика кадрового менеджмента, возможная к использованию специалистами кадровых служб. В современных условиях ядром управления любой организации выступают кадры. Трудовые ресурсы обладают дуалистичной природной в контексте функционирования организации, поскольку они могут выступать как объектом, так и субъектом управления. В этой связи кадровый менеджмент является методологией, способной вывести организацию на новый уровень своего качественного состояния. The article considers the specifics of personnel management, which can be used by specialists of personnel services. In modern conditions, the core of management of any organization are the staff. Human resources have a dualistic nature in the context of the functioning of the organization, as they can be both theobject and the subject of management. In this regard, personnel management is a methodology that can bring the organization to a new level of its qualitative state
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Elekes, Zoltán. "Human Resources in Romanian Child Protection Social Services. A Regional Analysis". Acta Universitatis Sapientiae, Social Analysis 8, n. 1 (1 ottobre 2018): 91–106. http://dx.doi.org/10.2478/aussoc-2018-0006.
Testo completoAbstract (sommario):
Abstract Efficiency and cost effectiveness of human resources implied in social services in general and in child protections services specifically is a taboo subject in Romanian social policy. On the following pages, I will make a general analysis of human resources included in the Romanian social services sector, starting from the topic of territorial coverage with professionalized social workers. After a regional- and county-level analysis of this, linked to the social and economic situation of the regions, I look at the specific field of child protection to see if there exists any cost effectiveness in the volume of human resources implied in these services. In the final part of my study, I will make considerations about the quality of the personnel within child protection services.
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Serdyukov, A. G., V. V. Martynenko, V. R. Khan, T. S. Dyachenko, A. A. Voronkov e A. N. Redko. "Opportunities for improving personnel situation assessment in community pediatric services: a retrospective analytical descriptive study". Kuban Scientific Medical Bulletin 30, n. 5 (26 ottobre 2023): 87–99. http://dx.doi.org/10.25207/1608-6228-2023-30-5-87-99.
Testo completoAbstract (sommario):
Background. The variety of current methods for assessing the healthcare personnel resources remains insufficient to completely evaluate the actual staffing and needs of certain medical institutions. Using a combination of different sources of data enables a more comprehensive picture of the healthcare personnel situation to be obtained. Objective. To identify the potential for improving approaches to assessment of the personnel situation in community pediatric services at the regional level. Methods. The present study involved data from Krasnodar Krai, Astrakhan and Volgograd Oblasts: Federal Statistical Monitoring form No. 30 “Information on Medical Organization” for 2007–2022, as well as depersonalized data from the regional registers of medical workers and assigned population of Krasnodar Krai as of 01.01.2023. The methodology involved statistical and analytical methods. The study estimated the following parameters: community pediatric staffing in relation to? the child population, the staffing level of pediatric full-time positions, the rate of part-time jobs, and the average number of children per pediatrician. Results. The study justified the possibility of using additional sources of data to evaluate the personnel situation in local, municipal or regional healthcare institutions. The authors suggested an interactive analytical board for graphical visualization of the current state of healthcare human resources. Conclusion. The introduction of additional sources of information and monitoring in the healthcare human resources policy encourages a systematic comprehensive approach to estimating the staffing requirements.
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Boivin, Louise. "La représentation collective au travail en contexte d’externalisation des services publics d’aide à domicile au Québec". Articles 72, n. 3 (27 settembre 2017): 501–23. http://dx.doi.org/10.7202/1041095ar.
Testo completoAbstract (sommario):
L’externalisation, qui donne lieu à l’intégration indirecte du travail dans l’organisation productive, pose des défis importants pour la représentation collective des travailleuses et des travailleurs. C’est que le droit du travail a été établi en fonction d’un tout autre modèle organisationnel. Afin de mieux comprendre ces défis, nous avons mené trois études de cas sur la représentation collective en contexte d’externalisation des services publics d’aide à domicile au Québec durant la période 2003-2013. Les travailleuses concernées — majoritairement des femmes — occupent des emplois précaires chez trois types de prestataires privés intégrés à des réseaux locaux de services: entreprises d’économie sociale en aide domestique (EESAD), usagers du programme Chèque emploi-service (CES) et agences de location de personnel. Nous avons examiné si des pratiques de représentation collective de ces travailleuses existent et quels acteurs sociaux les portent. Nous avons aussi vérifié si ces pratiques se confinent à l’intérieur des frontières de l’entité identifiée comme l’employeur au sens juridique ou si elles sont « réticulaires », étendant la solidarité à la sphère du pouvoir stratégique (Appay, 1997) exercé par les autorités publiques dans les réseaux. Nos résultats montrent l’absence d’une représentation collective réticulaire dans ces réseaux locaux de services où la dévalorisation sexuée du travail, contrée en partie dans le secteur public, revient en force. Le personnel de 15% des EESAD est syndiqué, mais les pratiques de représentation syndicale n’interpellent que l’employeur reconnu au sens juridique, les EESAD. Dans les agences de location de personnel intégrées à ces réseaux locaux, aucune forme de représentation collective n’existe, ni dans le programme CES. Cependant, une action collective interpellant les autorités publiques au sujet des conditions d’emploi dans le CES a eu un certain succès ponctuel. Portée par une coalition d’associations locales représentant des personnes vivant avec des limitations fonctionnelles, elle ouvre la voie à l’idée d’alliances salariées-usagers autour de la qualité des services et de l’emploi.
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Fuxia, Gao, Ye Xinyi e Xu Xinpeng. "Research on the Reform Path of Professional Title System of Human Resource Management in the New Era". Journal of Asian Research 6, n. 1 (30 marzo 2022): p1. http://dx.doi.org/10.22158/jar.v6n1p1.
Testo completoAbstract (sommario):
Human resource management professionals are an important part of professional and technical personnel, and an important force to promote the high-quality development of social economy. Strengthening human resources management reform of professional title system, implement the central personnel work, such as the embodiment of the important conference spirit, to speed up the human resource service industry plays an important role in promoting the healthy development and the inevitable requirement of unit of choose and employ persons, promote efficiency of management of human resources, enhance human resource management professional sense of belonging. However, a new era of human resources management system of professional title reform faces four big problems: 1) evaluation standard is not scientific, 2) the single evaluation way suits inadequate, 3) the inefficiency of streamlining administration, delegating powers, improving regulation, and 4) strengthening services, weak publicity. So this article suggested from four aspects, to construct scientific and effective reform path of professional title system of human resource management: 1) establish scientific evaluation standards, 2) innovative judging methods, 3) improve the level of review management services, and 4) increase publicity.
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Halushka, Vita, Hryhorii Tikhonov, Ivan Tikhonov, Yurii Mykolenko e Liudmyla Drok. "Challenges of Human Resource Management in the Armed Forces of Ukraine". WSEAS TRANSACTIONS ON BUSINESS AND ECONOMICS 19 (20 gennaio 2022): 481–93. http://dx.doi.org/10.37394/23207.2022.19.44.
Testo completoAbstract (sommario):
The purpose of the article is to identify challenges of human resource management tools in the Armed Forces of Ukraine and develop possible ways to address them in the time of Russia's military aggression against Ukraine and a radical reform of Ukraine's defense sphere. A study of the defense reform implementation has shown that, despite the introduction of new principles and methods of work with military personnel, there are still some shortcomings in human resource management. It is possible to overcome these challenges through the improvement of mechanisms for training, retraining and advanced training of servicemen, certification, rotation and strengthening the monitoring of human resource services. As well this article describes ways to improve management such as planning of personnel administration, improvement of educational methods in military educational institutions, introduction of individual plans into the educational process and retraining / advanced training of personnel. So following these instructions step by step can significantly improve handling of military servants of Ukraine. And finally, it is really important to pay attention on all the details during the war. We proposed a research hypothesis — the problems of insufficiently effective implementation of human resource management in the AF of Ukraine originate from imperfect personnel management, and can be solved by engaging personnel management practices applied in the corporate sector.