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Artigos de revistas sobre o assunto "Personnel management – Examinations – Study guides"
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Shyr, Wen-Jye, Fan-Yu Shih, Hung-Ming Liau e Po-Wen Liu. "Constructing and Validating Competence Indicators for Professional Technicians in Fire Safety in Taiwan". Sustainability 13, n.º 13 (23 de junho de 2021): 7058. http://dx.doi.org/10.3390/su13137058.
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This study constructed professional competence indicators for technical personnel in fire safety equipment that can be used to guide curriculum planning of fire-protection-related programs in colleges and universities; training of technical personnel in fire safety equipment in the industry; and the mandatory national examinations for technical personnel in fire protection. To achieve the purpose of this study, document analysis, expert interviews, and the Delphi technique were used to verify that there are three first-level dimension indicators. These three primary indicators were categorized as knowledge, skills, and attitude, with an additional 12 second-level orientation indicators and 61 third-level detailed indicators. Furthermore, in relation to the importance–performance analysis, the falling point distribution of the detailed indicators of technical personnel in fire protection in the four quadrants of the IPA model chart was obtained in order to provide a reference for the industry, government, and academia.
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Lin, Hsiu-Fen. "Antecedents and consequences of electronic supply chain management diffusion". International Journal of Logistics Management 28, n.º 2 (8 de maio de 2017): 699–718. http://dx.doi.org/10.1108/ijlm-01-2016-0023.
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Purpose Grounded in the resource-based view and social exchange theory, the purpose of this paper is to develop a research model that offers a comprehensive understanding of the antecedents and consequences of electronic supply chain management (e-SCM) diffusion. Design/methodology/approach Survey data from 142 managers (in charge of e-SCM projects in their companies) of large Taiwanese firms were collected and used to test the hypotheses using hierarchical moderated regression analysis. Findings The results indicate that information technology deployment capability, operational capability, human resource capability, and knowledge sharing are important antecedents of e-SCM diffusion. In turn, higher levels of e-SCM diffusion lead to greater competitive performance. This study also finds that knowledge sharing plays a moderating role by strengthening the relationship between organizational capabilities (e.g. operational capability and human resource capability) and e-SCM diffusion. Practical implications Managers should recognize that human resource development activities (recruiting, training, and managing valuable e-SCM personnel) are an important source of e-SCM diffusion. Similarly, managers must establish the connection between human resource capabilities and e-SCM diffusion (i.e. “soft-side” e-SCM) such as hiring and retaining skilled e-SCM personnel, training and development for e-SCM personnel, and measuring e-SCM personnel’s global mindset over time. Originality/value Theoretically, this study aims to provide a research model that is capable of understanding the antecedents and consequences of e-SCM diffusion. From the managerial perspective, the findings of this study provide valuable decision guides for practitioners to help them identify and develop firm internal capabilities and social mechanisms that foster e-SCM diffusion.
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Sarkodie, Noble Amoako, Comfort Gyeduaah, Charlotte Gyimah e Hannah Esi Akyere Acquah. "Enhancing safety measures at the Kintampo Waterfalls in Ghana: A post-disaster evaluation". Ecocycles 9, n.º 3 (2023): 68–77. http://dx.doi.org/10.19040/ecocycles.v9i3.330.
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The study was conducted to evaluate the safety measures put in place at Kintampo Waterfalls in Ghana following the March 18,2017, natural disaster,which led to the death of eighteen (18) students,with three (3) others sustaining varying degrees of injury. The study used a case study design. Through the observation methodand interview, data was gathered to assess the safety and security measures at Kintampo Waterfalls. The study revealed that safety signs, a first aid box, a fire extinguisher, a washroom, dustbins, tour guides, security personnel, visitors seating, and an emergency unit were available at the site. However, CCTV cameras, metal detectors, emergency response teams, and ambulances were not available. The study findings imply that destination management has attempted to improve safety and security practices at the site after the incident to avert any future occurrences. The study recommends that destination management should endeavor to provide CCTV cameras, metal detectors, permanent ambulanceservice, permanent police personnel, and an emergency response team to deal with any situation that may arise at the destination. The findings of the study provide current data on the state of Kintampo Waterfalls after the disaster to policymakers, destination managers, and the general public.
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Сафонкина e V. Safonkina. "On Experience of Personnel Creative Initiative Usage in the Process of Management Decision-Making". Management of the Personnel and Intellectual Resources in Russia 4, n.º 3 (17 de junho de 2015): 44–46. http://dx.doi.org/10.12737/12093.
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The article is devoted to the vital issue of usage of specialists’ creative potential in development of managerial decisions. The example of the innovative solution on creation of standards for carrying out sanitary and epidemiologic examinations implemented by «Center of Hygiene and Epidemiology in Moscow City» is given. Stages of personnel’s innovation capacity management were identified based on provided study of innovative activity of the company. The article shows that creation of environment which encourages adaptability to changes in the company; regular meetings and discussions with principal specialists, comprehensive system for stimulation of personnel’s creative activity are prerequisites for innovation activity. In addition, the article summarizes implementation of innovative solutions, shows its practical significance, both for the company and, ultimately, for sanitary and epidemiological welfare of the population. The introduced experience may be of interest for public institutions regarding improvement of their activity.
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Amoako Sarkodie, Noble, Hannah Esi Acquah e Aikins Caroline. "Safety and Security Measures at Buabeng-Fiema Monkey Sanctuary in Ghana". Journal of Tourism and Hospitality Studies 1, n.º 1 (15 de fevereiro de 2023): 01–09. http://dx.doi.org/10.32996/jths.2023.1.1.1.
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The study was conducted to assess the safety and security measures at Buabeng-Fiema Monkey Sanctuary in Ghana. The study used a case study design. Interviews and observation were used to gather data from 10 management staff. The study revealed that safety signs, a first aid box, a fire extinguisher, washrooms, dustbins, tour guides, security personnel, visitors seating and an emergency unit were available at the site. However, CCTV cameras, metal detectors and ambulances were not available. The study further established that safety and security measures at the site were generally inadequate; management did not consider the site to be under any threat since the monkeys had never caused any severe harm or injury to tourists, which would call for stringent security measures. The study recommends that tourism stakeholders should endevour to provide CCTV cameras, metal detectors and ambulances to deal with any incidents that may arise at the destination.
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Shaimi, Sanae, e Chakib Boukhalfa. "CALCULATION AND ANALYSIS OF THE COSTS OF BIOCHEMISTRY EXAMINATIONS BY THE ACTIVITY-BASED COSTING METHOD -ABC-CASE OF THE LABORATORY AT THE PREFECTURAL HOSPITAL OF SALE- MOROCCO". International Journal of Advanced Research 10, n.º 08 (31 de agosto de 2022): 28–42. http://dx.doi.org/10.21474/ijar01/15146.
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Objectives: The implementation of Universal Health Coverage, as a necessary step towards achieving the Sustainable Development Target, in particular MDT3, brings into play the question of good management, the efficiency of hospitals with a view to reduce costs, which seems to be an international issue. It is in this context that the present study fits. It aims to analyze and calculate the cost of biochemistry examinations. Methods: This is a retrospective accounting study in the year 2019 which focuses on the calculation of the average cost by the accounting method based on the activity of 32 biochemical examinations at the Prefectural Hospital of SALE. Data analysis was performed by SPSS 20.0. Results: The costs of biochemistry examinations are around 15,335,689.58MAD, which is three times higher than the income envisaged by the application of the national pricing system, which is of the order of 5,081,280.00 MAD. The most significant expenses are attributed to laboratory consumables and personnel they represent respectively 45.20% and 40.05% of the overall expenses. The activities that consume the largest share of resources with 74.03% and 9.12% are respectively the processing of examinations and the management of the laboratory. Among the costs examinations, we quote Uric acid (114.78MAD)-Albuminemia117.12MAD)- Ferritin (250.96MAD)-PSA (253.22MAD). Conclusions: The results could be essential for both efficient resource allocation, hospital reimbursement and health policy decision-making. Also, the introduction of ABC in our Moroccan hospitals could help the transition from a flat-rate pricing system to fee-for-service (T2A).
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Drugova, E. A., I. B. Pleshkevich e T. V. Klimova. "Transformation of the Personnel Policy of Russian Universities Participating in Project 5-100: The Case of National Research Nuclear University Mephi". Vysshee Obrazovanie v Rossii = Higher Education in Russia 30, n.º 6 (8 de julho de 2021): 9–26. http://dx.doi.org/10.31992/0869-3617-2021-30-6-9-26.
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The article examines the development of personnel policy and human resource management (HRM) in Russian universities under the influence of the Project 5-100. Globalization has intensified the processes of universities corporatization and the spread of effective management practices. National academic excellence programs have contributed to strengthening the performance-based governance in universities all over the world. These factors had deeply influenced the transformation of HRM practices at universities. Russian studies in this field are shown as fragmented, focusing on narrow aspects, and not forming a holistic picture of the HRM system transformation in Russian universities. This work aims to describe a holistic case of personnel policy and HRM system development in one of the leading Russian universities – the National Research Nuclear University “MEPhI” (Moscow Engineering Physics Institute).The research applied the method of semi-formalized interviews and covered 25 employees of MEPhI. Four interview guides were developed for different categories of employees (top management, middle management, academics, teachers), including more than 25 questions, focusing on employees’ perception of different components of the HRM system at the university. The study showed that the HRM system at MEPhI was significantly transformed under the influence of the Project 5-100: the personnel policy was formalized in high-level strategic documents; the processes of recruitment and selection of foreign employees have been rebuilt; the considerable increase in the number of foreign employees was reached; global partners began to play an important role; a comfortable environment for the implementation of initiatives was created and opportunities for professional development were provided. A significant part of these changes is connected, directly or indirectly, with the university’s participation in the Project 5-100. In general, this points to its positive impact on personnel policy and the HRM system at the university. The results obtained can be used as a basis for formulating recommendations for improving the personnel policy and HRM system in Russian universities as an important component of the management system as a whole.
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Lobanova, Tatiana. "The Study of Labor Interests of Young Workers in the Selection and Adaptation of Personnel". Behavioral Sciences 10, n.º 1 (31 de dezembro de 2019): 22. http://dx.doi.org/10.3390/bs10010022.
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The issue of actualization of labor interests as a motivational driver and one of the sources of labor productivity has received little study in applied and organizational psychology. The study given in the paper fills some “blanks” of this problem. The leading approach to research is the mechanism of motivation, including the phenomenon of interest in work proposed on the basis of theoretical analysis. Using the methods of a special survey, questioning, and interview guides, the analysis and comparative assessment of the labor interests of 50 candidates for the service manager position (entertainment and restaurant industry field) was conducted, as well as of 45 employees in this industry aged 18 to 25. The main results of the paper show the connection of labor interests with the company’s personnel management system, namely, with the processes of selection, adaptation, and training. It was revealed that the candidates selected for the service manager position were of primary group interest and financial incentive was secondary. At the same time, financial incentive contributed to the successful passage of the adaptation period. Occupational interests of employees depended on their education and job specifics. Career interests were influenced by the time spent with the company. The recommendations necessary for employers to create the conditions corresponding to the leading labor interests of employees were substantiated.
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Rechkin, Alexander Viktorovich, e Svetlana Vladimirovna Kropotova. "Motivation of professional activities medium staff". Medsestra (Nurse), n.º 4 (25 de março de 2022): 49–63. http://dx.doi.org/10.33920/med-05-2204-06.
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The purpose of the study is to increase the motivation of nursing staff as a guarantor of the quality of medical care. Results. The literature on motivational management was studied, patients’ opinion was analyzed as a factor influencing the motivation of the work of medical personnel, the role and influence of motivation on the professional activities of nursing staff, the opinion of managers about specific means of influencing the motivation of employees, the role and influence of motivation on the work of the head of the service. Conclusion. Important factors for improving the quality of medical care are: addressing the issues of holding general polyclinic conferences using modern technical means (slide shows, using a video projector), improving the equipment of workplaces (equipment, devices and medical supplies, overalls), organizing for medical of the staff of the room of emotional unloading, systematization of the work of the receptionist by equipping it with information guides and office equipment, on the use of moral rewards (thank you, a diploma, a board of honor, etc.), periodic personnel surveys in order to identify priority motivating factors in labor activity.
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Cvjetković, Matea. "Organizational use and adoption of social media through TOE framework". Management 28, n.º 2 (20 de dezembro de 2023): 73–91. http://dx.doi.org/10.30924/mjcmi.28.2.6.
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The increasing importance of social media as a communication and marketing tool is reshaping how companies engage with their customers. Despite its numerous advantages, the social media adoption rate remains low among small and medium-sized enterprises (SMEs) in Croatia. Therefore, this study aims to recognize the primary elements that affect the acceptance of social media by small and medium-sized enterprises (SMEs). The research observes social media as a technological innovation and investigates its implementation within Croatia, a developing country. Using the TOE model as a guiding theoretical framework, a comprehensive agenda examines social media adoption within the technological, organizational, and environmental contexts in which SMEs operate. The research relies on an empirical analysis conducted on 86 surveyed SMEs. By applying the PLS-SEM method, the results showed that the technological and environmental contexts, as higher-order constructs, positively and significantly influence the adoption of social media in Croatian SMEs. The study is important because it contributes to the body of knowledge on social media adoption in developing countries and guides key personnel in SMEs in adopting social media in their organizations.
Livros sobre o assunto "Personnel management – Examinations – Study guides"
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Lockwood, Nancy. SHRM assurance of learning assessment: Preparation guidebook. Alexandria, VA: Society for Human Resource Management, 2011.
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Ted, Johns. Managing people: CIPD revision guide 2005. London: Chartered Institute of Personnel and Development, 2005.
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Ted, Johns. Managing people: CIPD revision guide. London: Chartered Institute of Personnel and Development, 2003.
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Reed, Sandra M. PHR/SPHR: Professional in Human Resources certification study guide. 4a ed. Indianapolis, Ind: Wiley Pub., 2012.
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Bogardus, Anne M. PHR/SPHR: Professional in Human Resources certification study guide. 3a ed. Indianapolis, Ind: Wiley Technology Pub., 2009.
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Rollitt-James, Isobel. AS Business Studies AQA. Deddington, Oxfordshire: Philip Allan Updates, 2003.
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Corporation, National Learning. Principal administrative analyst: Test preparation study guide : questions & answers. Syosset, N.Y: National Learning Corp., 2015.
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Weinberg, Raymond B. Official PHR and SPHR certification guide. Alexandria, VA: Human Resource Certification Institute, 2009.
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Weinberg, Raymond B. PHR and SPHR certification guide. Alexandria, VA: Human Resource Certification Institute, 2006.
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Heldman, Kim. CompTIA Project+ study guide. Indianapolis, Ind: Wiley Pub., 2010.
Encontre o texto completo da fonteCapítulos de livros sobre o assunto "Personnel management – Examinations – Study guides"
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Esen, Funda Ön, e Ozan Bahar. "Career Management in Tourist Guidance". In Advances in Human Resources Management and Organizational Development, 157–84. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-5760-9.ch007.
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Today, one of the most important concepts in terms of human resources is a career. Today, many people are setting individual career goals for their work life and trying to improve their performance in order to achieve them, and many businesses are making great efforts to create career plans for the personnel that they employ and to implement them successfully. Career may not hold the same meaning for everyone. For some, a career is advancing in their work, for some achieving higher positions, for some improving themselves, and for some realizing themselves. In today's competitive conditions, where career is becoming more and more important both in terms of businesses and employees, tourism enterprises that want to gain an advantage over the target market and professional tourist guides representing countries, cultures, and people of the country must place importance on career management. Focusing on the importance of career management and career development practices in terms of tourist guides, this study assesses career management practices that can be used to improve the personal accomplishments and performances of tourist guides, as well as perform their profession correctly and promote employee and tourist satisfaction.
Trabalhos de conferências sobre o assunto "Personnel management – Examinations – Study guides"
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Unger, Michelle, Karen Collins e Phil Hopkins. "The Future Pipeline Engineer: Educated, Trained, and Qualified in a Virtual World". In 2022 14th International Pipeline Conference. American Society of Mechanical Engineers, 2022. http://dx.doi.org/10.1115/ipc2022-87100.
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Abstract The world has undergone a huge change in the past two years with millions of people working from home, as offices temporarily closed. Home working, virtual meetings, virtual teams, and virtual management are expected to continue in the future, as workers embrace both the challenges and advantages of this ‘new world’. The rapid adoption of digital technologies has transformed the workplace and business, and all aspects of business must adapt to this transformation, including learning and development. This is not a simple switch — current learning and development strategies are still mainly based on in-person training courses, or a management’s view of needs, which is usually based on past experience. As business processes and practices change, and they have changed fundamentally in the past two years, the way of learning has to change, which means an urgent switch to on-line, as already witnessed in schools and universities. Staff in the pipeline industry particularly need continuous learning and development, as pipeline standards and regulations specifically require staff to be both competent and qualified in the tasks they perform. Indeed, the American Petroleum Institute’s recommended practice API 1173 states: ‘The pipeline operator shall ensure that personnel... have an appropriate level of competence in terms of education, training, knowledge, and experience.’. Competence, education, training, knowledge, and experience are clearly pre-requisites for pipeline staff, but now these requirements need to be delivered in an increasingly virtual world. The good news is that both on-line learning and virtual competence development are available for pipeline staff, and this paper presents a complete competency development model and process in pipeline integrity engineering, that can be delivered virtually, on-demand. The model has been tested in pipeline operators, and is both independently certified and accredited. It is a ‘world’s first’, and available now. The paper outlines the virtual competency development model in pipeline integrity engineering, with its detail being in previous papers at IPC 2016, 2018, and 2020. The paper focuses on: the model’s recent certification (by the certification body, CERTivation) and accreditation (by the American National Standards Institute’s National Accreditation Board (ANAB)); the new learning guides needed to assist staff in the learning process; and, the new competency assessment procedures that have been developed to show that staff completing the process have reached a high standard. These assessment procedures are reported, and involve examinations, designed by subject matter experts, assessed using methods such as the Angoff method, and audited by psychometricians. Assessment can be by on-line ‘proctoring’ (supervision by both an individual and software to ensure a secure and reliable outcome) at any time or location. The paper also introduces a learning platform that contains learning content needed to meet pipeline engineering competencies. The internet-based learning platform offers e-learns in various formats, allowing bespoke, on-demand learning. This is important as we need to make learning more a part of our day-to-day jobs, and the ‘learning while working’ fits into our new remote world. The learning platform is used by nearly 3000 members, and both their use and their learning preferences are analysed to determine both what the users want and need. Finally, the implementation of the competency development model in pipeline operating companies is summarised, with the operators’ views and conclusions.