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Ohotnykova, Olha Volodymyrivna. "IMPLEMENTATION OF THE MERITOCRATIC PRINCIPLE IN EUROPEAN PUBLIC ADMINISTRATION SYSTEMS". International Journal of Legal Studies ( IJOLS ) 4, n.º 2 (30 de dezembro de 2018): 91–101. http://dx.doi.org/10.5604/01.3001.0013.0005.
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The article analyzed the experience of forming the personnel of the public administration system in France, Germany, Great Britain, Poland, Latvia. The author defined the procedures for selection and formation of a management elite in these countries. The article noted that the main stages of selection and formation of managerial personnel is the passage of the system of examinations on language proficiency and knowledge of legislation. The author stated that in France, Germany, Great Britain, Poland, Latvia there is no legislative regulation of the meritocratic principle as a principle of selection of talented specialists. In addition, the personal qualities of the managerial elite remain to be neglected. Separately, the question of creating a reserve of talented youth is needed, which will allow permanent rotation of staff in the system of public administration, and also create conditions for the development of personnel, depending on their talents and abilities. The author proposes ways to improve the system of examinations and procedures for recruiting.
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Dillman, David L. "Personnel management and productivity reform: Taming the civil service in Great Britain and the United States". International Journal of Public Administration 8, n.º 2 (janeiro de 1986): 203–25. http://dx.doi.org/10.1080/01900698608524514.
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Dillman, David L. "Personnel management and productivity reform: Taming the civil service in Great Britain and the United States". International Journal of Public Administration 8, n.º 4 (janeiro de 1986): 345–67. http://dx.doi.org/10.1080/01900698608524523.
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VASYLENKO, Yuliia. "EUROPEAN EXPERIENCE IN THE TRAINING OF MEDICAL EDUCATION MANAGEMENT SPECIALISTS". Dnipro Academy of Continuing Education Herald. Series: Public Management and Administration, Vol. 1 No. 2 (2022) (31 de agosto de 2022): 43–47. http://dx.doi.org/10.54891/2786-6998-2022-1-7.
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The article examines the European experience in the field of training specialists in the management of medical education in Germany and Great Britain. It was determined that there is a widespread opinion in Ukraine that in the educational sphere of health care reforms were not implemented at all or were implemented ineffectively. This was facilitated by the vision that the main efforts of the executive authorities were aimed at preventing the collapse of the existing health care system and maintaining a minimum level of social security. On the basis of the analysis of the researches of domestic scientists, it was concluded that the results of their scientific researches make it possible to deepen the understanding of the problems of training specialists in the management of medical education. At the same time, the issue of applying foreign experience of such training has not been comprehensively reflected in the field of public administration knowledge. It was found that in the conditions of European integration, reforming the medical education system is impossible without taking into account the European experience, which will contribute to the development and implementation of a national comprehensive mechanism of public management of medical education. The reviewed various master’s programs in the field of medical education management in Germany and Great Britain revealed their advantages over those available today in Ukraine. It was determined that the introduction of standards for the training of masters of state management of medical education in European countries will contribute to the improvement of the content of domestic master’s programs, while creating greater employment opportunities on the domestic and global labor market. It was found that the professional training of the management personnel of the medical education system is extremely important and relevant today in Ukraine, due to the fact that in many European countries there is a growing interest in the training of highly qualified managers in the medical education system. The main efforts of European educational programs are aimed at increasing the level of requirements for the competence characteristics of managers of medical education institutions. Ways to overcome the problems of training medical education management specialists based on the introduction of new educational programs are proposed.
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Paprocki, Rafał. "Attitudes Towards COVID-19 Pandemic. Culture as Behavioral Driver under Risk and Uncertainty". Pomiary Automatyka Robotyka 24, n.º 4 (30 de dezembro de 2020): 41–46. http://dx.doi.org/10.14313/par_238/41.
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The article deals with the issues of cultural determinants of decisions under risk and uncertainty, with emphasis on consumer behavior during the COVID-19 pandemic. The analysis of the crisis response has been based on D. Kahneman’s prospect theory, which was used to compare social behaviors in Poland, Italy, Great Britain and Singapore at an early stage of the pandemic. The main purpose of the considerations is to present the scale and level of impact of cultural determinants on national survival and security strategies against the COVID-19 crisis. The analysis and diagnosis of national survival strategies facilitates creation of products in accordance with behavioral and cultural determinants of consumer attitudes and preferences. In addition, the article presents some automatic systems supporting personnel management during the COVID-19 pandemic. Contemporary technological solutions monitoring employee behavior in the working environment can be implemented to increase the level of mental well-being and sanitary safety.
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Balashov, Іvan, Oksana Evsyukova, Nataliia Obushna, Serhii Selivanov e Serhii Teplov. "Modern Trends in Personnel Management in the Civil Service: An Overview of Innovative Practices and Features of Administrative and Legal Regulation". Studia Iuridica Lublinensia 30, n.º 4 (13 de outubro de 2021): 13. http://dx.doi.org/10.17951/sil.2021.30.4.13-32.
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<p>The COVID-19 pandemic has significantly affected all spheres of social-political life of the world community. As a result, there have been serious changes in the labour market, including the civil service. The labour market for civil servants is becoming increasingly complex, and new flexible technological solutions necessitate civil servants’ constant readiness for changes and lifelong learning. After all, the attribute of the new time is the quick-speed changes (we live in the mode “from slow to fast and faster”), both in terms of the amount of changes and in terms of the speed of their appearance. In such conditions, the civil service needs highly professional managers who are able to work to achieve expected results, apply European standards of public administration and develop effective public policy. Therefore, the purpose of the article is to substantiate the theoretical and methodological and applied aspects of personnel management in the civil service, taking into account the progressive innovative world human resources practices and features of administrative and legal regulation in this area. The authors proved the feasibility and identified the features of the formation of the talent management system as a leading modern trend in the field of personnel management in the civil service, examined the development of a talent management system in the civil service with an applied innovative tool such as e-learning in the conditions of modern challenges, and reviewed the positive international practice of talent management in the civil service (on the example of the USA, Germany, France, Great Britain, Singapore and Japan). On this basis, the main trends in the formation of the talent management system in the civil service of Ukraine are identified and the specifics of its administrative and legal regulation are analyzed.</p>
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PROTASOV, ANDREI D., ELENA S. STARODUBTSEVA, GABRIEL A. MOSHLYAK e ALEXANDER V. ZHESTKOV. "CONTEMPORARY GLOBAL TRENDS IN THE DEVELOPMENT OF HIGHER MEDICAL EDUCATION IN THE USA, GREAT BRITAIN, FRANCE, AND CHINA". Bulletin of Contemporary Clinical Medicine 16, n.º 5 (outubro de 2023): 127–35. http://dx.doi.org/10.20969/vskm.2023.16(5).127-135.
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Introduction. Higher medical education is one of the most sought-after and elite degrees worldwide. Systems of higher medical education differ from country to country, although they have certain features in common. Core differences are as follows: Training duration at various stages, contents of educational programs, learning technologies, etc. Much attention is paid to physicians training, which is determined by the high social significance of medical education. Aim: To provide an overview of the contemporary global trends in the development of higher medical education in the USA, Great Britain, France, and China. Materials and Methods. World literature was analyzed on trends in the development of higher medical education. Results and Discussion. Development of the healthcare system in the UK requires an integrated approach that considers various aspects in higher medical education, personnel policy, and workplace management. French healthcare system is experiencing various problems, such as the affordability of medical services and staffing shortages in remote regions. The Government of France shall continue to invest in healthcare and address the challenges to ensure universal access to quality medical services, including through its higher education system. US medical education keeps pace with the challenges healthcare systems are facing in the 21st century. To address today’s challenges, US medical education is taking a more interdisciplinary and inclusive approach, focusing on public health, interdisciplinary teamwork, and community-based training. Chinese medical universities pay more attention to practical skills and to integrating various disciplines in training, which allows graduates to be the best medical experts able to solve complex practical problems. Conclusions. Global trends identified herein in the development of higher medical education in the USA, Great Britain, France, and China require reflection, while the best practices should be introduced into the Russian system of higher education. However, approaches to be implemented should be first adapted to the historical, cultural, social, geographical, political, and other realities of Russia.
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Сахарчук, Елена, e Elena Sakharchuk. "Leading world trends in tourism education". Universities for Tourism and Service Association Bulletin 9, n.º 4 (1 de dezembro de 2015): 39–49. http://dx.doi.org/10.12737/14582.
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The article is based on the results of the examination of ten national training models for tourism. The author has analyzed the experience of vocational education in Austria, Australia, great Britain, Germany, Canada, Norway, Russia, Finland, France and Switzerland; the results of the analysis of some national models have been published previously [2]. The aim of this work is the generalization of the leading trends of education in tourism; identification of the most typical parameters of educational systems in situation specialized in foreign education which allow more clearly to represent the ratio of global and national in the Russian model of personnel training for tourism, and justify organizational and pedagogical conditions of functioning of a more effective, innovative model of industrial education in the field of tourism. Sustainable system of relations and common characteristics to all studied models of training personnel for tourism identified in the comparative international study are understood as the trends of educational development in the field of tourism. The article made the following conclusions: 1) the invariant of organizational and pedagogical conditions of development of structure and content possess national characteristics, expressed in the identity management and pedagogical technologies, organization and forms of operation; 2) current situation is characterized by the combination in each of the national model of personnel training for tourism biased and specific features that leads to summarizing an assumption about the value of constructive adaptation of the individual who discovered the bias, the mechanisms of formation of effective models in the Russian model of specialized tourism education.
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Drobyazko, Svetlana, Yurii Malakhovskyi, Ruslana Zhovnovach e Mohamed Mohamed. "The concept of the mechanism of managing the intellectual resources of the innovative active enterprises’ employees (experience of Great Britain)". Economics. Ecology. Socium 4, n.º 1 (16 de março de 2020): 24–32. http://dx.doi.org/10.31520/2616-7107/2020.4.1-3.
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Introduction. Management of competencies of innovative workers in specific conditions of functioning of innovatively active enterprises as producing ecosystems is considered as the dominant direction of managing the process of production of new knowledge, localized within a specific organization, which can increase the consumer value of final consumption goods/services in the process of global value chains’ formation.
Aim and tasks. The purpose of the publication is to summarize United Kingdom practices in the management of intellectual resources of innovatively active enterprises.
Results. The purpose of the United Kingdom science and innovation policy is to develop the professional skills of the population, to organize world-class research and education, to apply knowledge and skills to develop a competitive economy. The established network of science and innovative policy management entities is in line with the open innovation demand model, which implies the establishment of effective cooperation between universities, business organizations, suppliers, consumers. The generalized model of organizational and economic mechanism of regulation of intellectual resources of innovatively active enterprises personnel as knowledge-intensive sociocentric networks is presented in the form of a structured system focused on the behavioral aspects of the activity of subjects of production of new knowledge of means of regulatory and indicative influence on the configuration of regulatory objects that are subordinated to the sub-system in the conditions of global competition.
Conclusions. To fully meet the requirements of innovating the organizational and economic mechanism regulation of intellectual capital’ innovatively active enterprises corresponds to the incorporation into the toolkit of realization of the purpose and tasks of development of the means of forecasting the future state, structure, prospects of increasing the value of its elements. This trend of modernization provides an opportunity to increase intellectual capital through the introduction of Foresight procedures for analysing the impact on it of scientific and technological innovations, formulating and modernizing the mission of forecasting inclusive social capital, comprehensive specification of the regulatory sector, taking into account economic macro and mesoscenarios. At the same time, the proposed means increase the degree of scientific substantiation of the processes of regulation of enterprise development by implementing the analysis of alternative scenarios of intellectual capital growth of innovatively active ecosystems of microeconomic level, open the possibility of developing technological roadmaps for the implementation of targeted programs for long-term research, long-term research development of themes and programs for the implementation of applied social technologies at the request of stakeholders.
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Gordieieva, Tamara, e Arutiun Tsaturian. "Analysis of trends and determinants of the «Big 4» companies in the global audit market". Technology audit and production reserves 4, n.º 4(72) (22 de agosto de 2023): 6–11. http://dx.doi.org/10.15587/2706-5448.2023.286076.
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The object of research is the «Big 4» – a group of the largest international auditing companies, which includes: Deloitte (Great Britain), PricewaterhouseCoopers (USA), Ernst&Young (Great Britain) and KPMG (Netherlands). The target market of the «Big Four» companies is mainly large companies operating in various sectors of the world economy and regions of the world. Over the years, the «Big 4» companies have been leading the global audit services market and growing their revenues. Companies offer audit, tax and consulting services to their clients. This study is aimed at determining and evaluating the influence of the state of the world economy on the performance of companies and identifying the key endogenous determinants of the sustainability of their development. A comparative analysis of the dynamics of growth rates of global gross domestic product and aggregate global income of the «Big 4» companies during 2009–2022 showed their similarity, but not identity. The annual growth rates of the «Big 4» aggregate income mostly exceeded similar indicators of the global gross domestic product. The conducted correlation-regression analysis of the dependence of the aggregate revenues of the «Big 4» companies on the economic situation in the world confirmed the significant influence of the state of the world economy on the performance of the «Big 4» and made it possible to determine the level of this influence. A number of endogenous determinants contributing to the sustainable development of a group of companies in an unstable economic environment have been identified: the target segment (the largest international and national companies), broad industry diversification and geographical coverage of client companies, timely updating of the range of services in accordance with demand, effective international marketing strategies, use innovative technologies, highly professional management and company personnel.
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Nestor, Olha Yu. "Managerial assets of territorial communities: theoretical approaches and applied aspects". Socio-Economic Problems of the Modern Period of Ukraine, n.º 1(147) (2021): 21–26. http://dx.doi.org/10.36818/2071-4653-2021-1-4.
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The article investigates the theoretical approaches and applied aspects of the managerial assets of local communities in modern conditions of decentralization transformations in Ukraine. Scientific approaches to the interpretation of the concepts «personnel», «staff», «human resources», and «managerial asset» are distinguished. The paper suggests treating the managerial asset of the local community as a set of highly qualified specialists in the field of asset management of local communities, who have leadership skills, a certain set of skills, and sufficient experience to conduct efficient professional activities, as well as the ability to learn quickly and adapt to change. Since the managerial assets of the local community include not only representatives of local governments but also the private sector and non-governmental organizations, it is advisable to distinguish between the concepts of staff of local communities and their managerial assets. In our opinion, the key difference between them is that the managerial asset includes specialists who do not always have to be employees of state and governmental agencies. At the same time, it should be noted that a lot of studies focus on representatives of governmental agencies. Problems, threats, and obstacles to the efficiency of the managerial assets of local communities are considered. The domestic practice of forming the managerial assets of the local communities is highlighted. The world practice of forming the managerial assets of local communities on the example of Great Britain is covered. Three main categories of the managerial asset of the territorial community are identified: representatives of the state, representatives of the private sector, representatives of the non-governmental sector. Effective asset management of the local communities requires the involvement and joint efforts of representatives of these categories. The working relationship between these three groups and their involvement in the asset management process also builds trust and leads to long-term partnerships to further promote and build efforts.
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Turner, Claire, W. I. Hamilton e Martyn Ramsden. "Bowtie diagrams: A user-friendly risk communication tool". Proceedings of the Institution of Mechanical Engineers, Part F: Journal of Rail and Rapid Transit 231, n.º 10 (novembro de 2017): 1088–97. http://dx.doi.org/10.1177/0954409716675006.
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The rail infrastructure controller in Great Britain recognised that more work was required to allow a robust and consistent demonstration that appropriate health and safety risk assessments are being undertaken throughout each stage of the contracting process. In response to this requirement, the authors were engaged to assist the rail infrastructure client with the development of a new risk-based contractor management and assurance process. Bowtie diagrams were selected as a key component of this process to represent: Key safety risks associated with rail construction projects; Potential causes and consequences of unwanted events; Good practice in risk barriers/controls. To test the suitability of Bowties for risk communication to contractors, three key hazards were identified for Bowtie analysis. These and the specific top events selected were as follows: Hazard: Working at height – from scaffold, ladders, mobile elevating working platforms, mobile towers or ledges; Top event: Falls from height – to surface; Hazard: Working in vicinity of uninsulated conductors and supply points; Top event: Contact with live/charged equipment >60 V; Hazard: Working on or near the line; Top event: Personnel in path of oncoming train. A one-day Bowtie development workshop was held for each of the hazards selected. These were attended by client personnel with the required knowledge and expertise of the hazard and associated barrier measures, ensuring the necessary levels of input and consultation. Feedback to date on the Bowtie approach has been positive, both within the client and contractor organisations. Bowties provide a method of communicating the client’s expectations about levels of protection to infrastructure project contractors and address the following key requirements: Allow contractors to understand risk management requirements in detail and to price jobs accordingly; Enable identification of gaps in the barrier of key risks and facilitate implementation of best practice; Can be used by the client as a project safety assurance tool to check the risk management measures in place against those defined in the Bowtie; Demonstrate to the regulator that the client is communicating a clear ‘safety story’ throughout a project. This paper describes the Bowtie development process in accordance with Ten Golden Rules including how human factors can be incorporated in a systematic and meaningful way. It will demonstrate how the Bowties developed within this project represent in a clear and accessible manner what constitutes industry best practice with regard to controlling important safety risks in construction projects.
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Havrylova, Olena. "Staff Motivation as One of the Management Methods in Hotels". Modern Economics 38, n.º 1 (20 de abril de 2023): 22–27. http://dx.doi.org/10.31521/modecon.v38(2023)-03.
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Abstract. Introduction. The article considers motivation as one of the methods of personnel management in hotel establishments of Ukraine in the conditions of martial law, traces the positive aspects of the motivation method and the effectiveness of its application in practice at hotel enterprises. The article defines the concept of "staff motivation" and reveals that in order to enhance employee motivation, it is more efficient to combine tangible, intangible and professional incentives. The world experience of applying of employee motivation is analyzed, material, non-material and professional incentives in Japan, America, Great Britain, Sweden, Germany, France are studied. The article highlights the specifics of the use of material, nonmaterial and professional incentives for workers in wartime, examples are given. It was established that the use of material, professional and non-material incentives, including participation in socially significant projects, leads to an increase in the efficiency of the work of employees and contributes to their identification with the workplace. Such social responsibility creates a new perspective on the hospitality industry and reflects the spirit of the Ukrainian people. Purpose. Clarification of the definition of the concept of "staff motivation", the study of motivation as a method of personnel management of a hotel enterprise in the conditions of martial law in Ukraine. Result. European methods of motivation involve a combination of material, non-material and professional incentives. Compared to other countries, the motivation of hotel employees in Ukraine changes along with their needs. In comparison with other European countries, the motivation system in Ukraine is changing in accordance with the modern needs of society, and now the dominant incentive is a decent salary, followed by non-material and professional incentives. Based on this, we can conclude that Ukrainians are ready to work with any salary, just to satisfy their basic needs. Thus, the problem of staff motivation in the hospitality industry is relevant today and should be solved as soon as possible for economic and social benefits. One of the most influential means of non-material stimulation during the martial law in Ukraine is the involvement of employees in socially significant projects. Ukrainian hotel & resort association has created its map of hotels that are ready to work in blackout conditions. When forming this map, the requirements for the technical arrangement of hotels were taken into account. Conclusions. Therefore, staff motivation is a set of material, non-material and professional incentives that can ensure high-quality and efficient work, which contributes to the success and productivity of the company. The motivation of employees of hotel enterprises in Ukraine is currently created through material, professional and non-material incentives, in particular socially significant projects. Helping his people to provide pleasant emotions, a sense of need, to create and maintain a spirit of indomitability. In this way, relationships in the team are strengthened, social ties are strengthened and help is provided to those who need it. The sense of involvement in socially significant projects helps the identification of the employee with the city of work. Such social responsibility creates a new perspective on the hospitality industry and reflects the spirit of the Ukrainian people.
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Barkova, Kateryna. "Team formation as a component formation of a successful corporate environment". Ukrainian Journal of Applied Economics and Technology 8, n.º 4 (25 de outubro de 2023): 194–99. http://dx.doi.org/10.36887/2415-8453-2023-4-31.
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The article aims to substantiate the advantages of team building development in the modern corporate environment. An analysis of the history of the origin and rooting of the philosophy of team building in personnel management was carried out with the selection of chronological stages of the development of processes and their content. The study formulated the advantages of team building for the enterprise, which can be attributed to improved communication and cooperation between employees, which leads to increased productivity and creativity; improving problem-solving skills, which allows one to see a problem from different angles and develop creative solutions; involvement and motivation of employees, provides a stable and positive morale necessary for business, which increases labor productivity; greater satisfaction and loyalty of employees, gives them a sense of stability, satisfaction, which leads to increased productivity; reducing stress and conflicts in teams, creating an environment where everyone feels valued and respected; improving teamwork, which is the key to successful work on productivity. An analysis of research in Great Britain statistically proves the influence of factors such as satisfaction with the company's culture, work-related stress, and involvement in processes for the enterprise's profitability. The article suggests methods of improving management effectiveness that can help employees work better together, regardless of the size of the company: creating the foundations for clear communication and employee trust; reducing barriers to healthy collaboration, such as corporate bureaucracy; a precise formulation of duties; increased autonomy for more experienced workers; allocation of time and resources for creative projects. Based on the study, a general conclusion was made regarding the significant role of team building in maintaining a thriving corporate environment as a guarantee for the company's acquisition of competitive advantages. Keywords: team building, team, corporate environment.
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Postnikov, Oleksii O., e Svitlana V. Smerichevska. "Central Procurement Organizations as an Instrument for Countering Corruption and Violations in Public Procurement". Business Inform 4, n.º 555 (2024): 260–66. http://dx.doi.org/10.32983/2222-4459-2024-4-260-266.
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The article is aimed at analyzing the public procurement system in Ukraine in 2019–2023 and substantiation of the role of central procurement organizations (CPOs) as an effective instrument for countering corruption and violations in this area. The research methodology is based on the analysis of statistical data on the volume and features of public procurement in Ukraine for the specified period. As a result of the study, the structure of violations in the process of organization of public procurement in Ukraine is analyzed. The essence, advantages and foreign experience of functioning of central procurement organizations are considered. The results of the study show that the public procurement system needs to be improved due to the high level of violations, in particular in the procedures for considering tender proposals and drawing up tender documentation. A shortage of highly qualified personnel in public procurement management has been identified, especially in the regions. The role of CPO as specialized institutions for centralized procurement is substantiated. The main advantages of the CPO are defined as follows: saving budget funds, increasing professionalism, unification of approaches, reducing the administrative burden on customers, the possibility of concluding long-term agreements. The positive experience of the leading CPO of Great Britain – Crown Commercial Service, which provides effective transparent public procurement, achieves significant discounts due to the consolidation of demand, has a team of specialists in various fields, applies standard procedures and contracts, online catalogs, cost analytics, is analyzed. The organizational models of the CPO in the EU countries in accordance with Directive 2014/24/EU are studied. It is substantiated that the active development of the conception of the CPO in Ukraine, taking into account the positive world experience, strengthening human resources, improving legislation in this area and eliminating typical violations, are of particular importance for improving the public procurement system and countering corruption. Prospects for further research are related to the study of specific ways to implement the best world practices of central procurement organizations in Ukraine.
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Volska, Olena. "APPLICATION OF FOREIGN EXPERIENCE IN IMPROVING THE MANAGEMENT PROCESS OF MARITIME TRANSPORT ENTERPRISES". Proceedings of Scientific Works of Cherkasy State Technological University Series Economic Sciences, n.º 67 (22 de dezembro de 2022): 105–14. http://dx.doi.org/10.24025/2306-4420.67.2022.278759.
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The article deals with the management process of maritime transport enterprises of Ukraine. Emphasis is placed on the activities of the Administration of Sea Ports of Ukraine. It is determined that in modern business conditions, the process of improving the functioning of seaport administrations, which are a component of the transport infrastructure of the state's economy, is gaining relevance. In this regard, seaports are the object of close attention on the part of state authorities, and their effective functioning is the object of scientific research both in Ukraine and in the world. It is noted that in our country there has been a significant decentralization of powers in the maritime transport management system, which has both positive consequences (attraction of private capital in the development of port infrastructure, the beginning of the separation of the functions of port activities from infrastructure management to management of the efficiency of port activities), and negative consequences – the reduction of the number of units of the fleet under the flag of Ukraine and the deterioration of the system for ensuring the safety of navigation.
The search for ways to build a rational management system in the field of maritime transport, taking into account increasing its efficiency and ensuring safety, is a general problem, which can be solved using the best world experience. The article examines the experience of maritime administrations in the leading maritime states of the world (Great Britain, USA, Germany and Sweden).
Taking into account foreign experience, it can be concluded that the main task of the Administration of seaports of Ukraine is to create favorable conditions for the competitiveness of ports, which will lead to the growth of the gross domestic product, the formation of which is significantly influenced by the work of the port sector, where the maximum opportunities for exporting transport services and transit potential of countries are concentrated. However, having a unique competitive advantage in its geopolitical position, Ukraine does not have sufficient competitiveness of port services. The development of regional seaport complexes can have a significant impact on the economic growth of territorial entities, entrepreneurial activity and competition in the market, the influx of investments and qualified personnel, and the development of innovative technologies. The main role in the development of seaports can belong to public management using the mechanism of public-private partnership, as in the advanced countries of Europe. Sea ports must be considered as a system that is heterogeneous in relation to regions, it is formed due to significant differences in the area of geographical location, provision of resources, the structure of the economy, the achieved development of various spheres of the economy, the conditions for entering the market environment, the rates of transformation of forms of ownership, etc. It is the application of leading foreign experience that will help to restore the activities of Ukrainian seaports in the post-war period, a period of rapid economic growth and expansion of investment opportunities.
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Yeroshenko, G. A., A. V. Vatsenko, O. D. Lysachenko, N. A. Ulanovska-Tsyba, K. V. Shevchenko e O. V. Klepets. "USING FORESIGHT RESEARCH TO IDENTIFY PRIORITY AREAS FOR HIGHER EDUCATION DEVELOPMENT". Актуальні проблеми сучасної медицини: Вісник Української медичної стоматологічної академії 23, n.º 2.2 (24 de maio de 2023): 72–74. http://dx.doi.org/10.31718/2077-1096.23.2.2.72.
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The purpose of this study is to demonstrate the significance of foresight research in identifying priority areas for higher education development over the next 15-20 years. Developed countries such as the USA, Great Britain, Japan, and Germany employ the Foresight methodology for long-term forecasting at the national level. This methodology has proven to be the most effective tool for selecting priority areas for the development of science and technology. Foresight research is versatile and can be used to model problems in various fields, including medicine, education, natural sciences, technology, and more. Foresight forecasting and modelling can be used to determine the directions of university education development, funding sources for higher education, and demand for skilled personnel in different sectors of the economy.
Scientific and prognostic support is vital in determining priority areas of scientific research and development for the coming years. By doing so, it is possible to determine the dominant scientific theories and branches of science that will shape the education of the future. Furthermore, the perspectives of the educational process participants must be taken into account when reforming education. The results of foresight forecasts on higher education improvements show the following trends: elite education, development of educational online platforms, lifelong learning, transparency of the university system, and gamification. Longterm forecasting in higher education enables the implementation of strategic educational management and science-based university development. Foresight studies help to predict the scientific and technical potential of a higher school, determine the optimal ratio between research and development in the field of education, and forecast the effect of obtaining and applying scientific and technical activities' results.
The creation of new means of supporting learning technologies and their promotion in the educational process for the next 15-20 years and the determination of priority areas of scientific research and development depends on foresight studies of higher education development. Established forecasts indicate the strength of the scientific and technical potential and ensure the transition of higher education to an innovative new path of development. Further development and use of foresight studies are needed to determine the forecasts of higher education development.
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Hendry, Chris. "Personnel and Human Resource Management in Britain". German Journal of Human Resource Management: Zeitschrift für Personalforschung 8, n.º 3 (agosto de 1994): 209–38. http://dx.doi.org/10.1177/239700229400800303.
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Personnel management in Britain continues to evolve with the adoption of ideas from human resource management (HRM). This has been controversial, however, due to the antagonism which many academics have for an American import which signifies (for them) an attack on the structures of collective bargaining. For personnel professionals, it has been seen as a slight on their pretensions to take a strategic approach to employment, and to threaten their exclusive claims to professional expertise. The paper attempts to separate reality from myth by reviewing the progress of HRM in terms of four criteria - commitment, flexibility, quality, and strategic integration - which are commonly associated with HRM. It concludes that strategic integration is the most important differentiating factor, but that there is more than one emerging model of HRM. Finally, it proposes employment systems and skill as two essential concepts for a strategic perspective.
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Clarke, Oliver. "Industrial Democracy in Great Britain". International Studies of Management & Organization 17, n.º 2 (junho de 1987): 38–51. http://dx.doi.org/10.1080/00208825.1987.11656453.
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Lee, E. M. "Landslides in Great Britain: investigation and management". Structural Survey 11, n.º 3 (março de 1993): 258–72. http://dx.doi.org/10.1108/02630809310028585.
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Nayler, Georgina. "Public funding in Great Britain". Museum Management and Curatorship 10, n.º 2 (junho de 1991): 143–48. http://dx.doi.org/10.1080/09647779109515258.
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Whittle, Peter. "Applied Probability in Great Britain". Operations Research 50, n.º 1 (fevereiro de 2002): 227–39. http://dx.doi.org/10.1287/opre.50.1.227.17792.
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Sangster, Marcus. "Urban Fringe Forestry in Great Britain". Arboriculture & Urban Forestry 19, n.º 1 (1 de janeiro de 1993): 51–55. http://dx.doi.org/10.48044/jauf.1993.010.
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In England opportunities for urban people to recreate in the nearby countryside are very limited. The current "Community Forestry" initiative provides incentives and support to landowners to encourage increased public access to woodlands and to open the countryside. In the United Kingdom, two government agencies, the Forestry Commission and The Countryside Commission, have targeted 12 areas to renew the urban-fringe landscape. Each area is drawing up plans for integrated landscape management using objective assessment techniques evolved by the two Commissions. Grant aid is available to landowners for management as well as new plantings. Local partnerships have been set up in each area to include landowning and environmental interests plus local governments and local and national volunteer groups.
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Beaumont, P. B. "Personnel Management in Britain: Were the 1970s Really a Golden Age?" Management Research News 9, n.º 4 (abril de 1986): 29–30. http://dx.doi.org/10.1108/eb027896.
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Novikova, Viktoriya, e Svetlana Ispulova. "Professional Training of Specialists in Social Work: Traditions and Innovations". Social'naja politika i social'noe partnerstvo (Social Policy and Social Partnership), n.º 7 (1 de julho de 2020): 54–62. http://dx.doi.org/10.33920/pol-01-2007-07.
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The article deals with the system of professional training of social sphere specialists. The authors identified the specifics of training personnel in social service institutions in Russia, France, Great Britain, the United States, and Japan. The results of the conducted empirical research, as well as recommendations for improving the professional training of social professionals, are of interest.
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Ridley, Frederick F. "Le personnel des collectivités locales en Grande-Bretagne". Revue française d'administration publique 47, n.º 1 (1988): 107–20. http://dx.doi.org/10.3406/rfap.1988.2083.
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Local Government Personnel in Great Britain. Local Government Service, employing the majority of local government personnel, is very distinct from the Civil Service. LGS has far more staff, which the extent of its duties readily explains. Further, it employs substantial numbers of unskilled, and a wide spectrum of skilled labourers. However, the greatest difference is that of legal status. Local authorities are independent to hire on a contract basis. However, the Local Government Act, other legislation as well as general agreements with unions and professional bodies place certain restrictions on their independence. These agreements cover hiring policy, working conditions and remuneration. LGS is currently experiencing graduai staff cuts and becoming politicised.
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Alekhina, L. L. "DOCUMENT ASPECTS OF THE ORGANISATION’S PERSONNEL MANAGEMENT". Education and Science without Limits: Fundamental and Applied Researches, n.º 10 (25 de novembro de 2019): 50–53. http://dx.doi.org/10.36683/2500-249x-2019-10-50-53.
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In the system of personnel management the questions of personnel office-work and docu-ment circulation are especially urgent. It is stipulated by the fact that the employees of personnel department have to work with great body of information and observe legislation requirements, local statutory acts, and etc. The article contains the aspects of standard-legal base in document per-sonnel activity of the organization, feature of personnel expert work in the in system of personnel management.
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Тетяна Коляда. "SOCIAL CONDITIONS FOR THE DEVELOPMENT OF SECONDARY EDUCATION IN GREAT BRITAIN". Social work and social education, n.º 5 (23 de dezembro de 2020): 179–92. http://dx.doi.org/10.31499/2618-0715.5.2020.220814.
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The article considers the social conditions for the development of secondary education in Great Britain (XIX – first half of the XX century). It was founded that an important factor in the formation of the British education system was the influence of the ruling class of aristocrats (landlords) and the petty nobility. It was founded that education of the majority of the population depended on the area, financial status of the family and religion. It was emphasized that religion played a significant role in the field of mass education. It has been shown that in the early nineteenth century, English society was engulfed in a movement of evangelical revival, as a result of which the Anglican Church could not control all its faithful, unlike the Catholic Church in Europe. It is determined that industrialization, urbanization and democratization have created conditions for social, political and economic transformations that required educated personnel. As a result, a number of laws were passed initiating reforms in primary and secondary education.
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Doody, J. P. "Management for nature conservation". Proceedings of the Royal Society of Edinburgh. Section B. Biological Sciences 96 (1989): 247–65. http://dx.doi.org/10.1017/s0269727000010964.
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SynopsisSand dunes occur extensively around the coastline of Great Britain and in a wide variety of forms. Management for nature conservation is influenced by a long-term historical perspective which has led to a continued policy of protection. It has aimed firstly to prevent damaging developments such as building and orestry, and secondly to control excessive erosion brought about predominantly by man's own activities. However, an assessment of current nature conservation management problems suggests that at many sites in Great Britain over-stabilisation may be as much a problem as erosion. The implications for management in the face of other competing demands is discussed.
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Briš, Petr, Kristýna Keclíková, Małgorzata Macuda e Marie Čermáková. "Healthcare Quality Management in Great Britain and Czech Republic". Economics & Sociology 9, n.º 3 (setembro de 2016): 169–79. http://dx.doi.org/10.14254/2071-789x.2016/9-3/15.
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Wood, Stephen J., Lilian M. de Menezes e Ana Lasaosa. "Family-Friendly Management in Great Britain: Testing Various Perspectives". Industrial Relations 42, n.º 2 (abril de 2003): 221–50. http://dx.doi.org/10.1111/1468-232x.00288.
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Chychuk, Antonina. "The System of Teacher Education Management in Great Britain". Comparative Professional Pedagogy 5, n.º 4 (1 de dezembro de 2015): 80–86. http://dx.doi.org/10.1515/rpp-2015-0070.
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Abstract The system of teacher education management, namely, forms and principles of teacher education management according to the normative base (Education Reform Act (1988); Education Act (1992; 1993; 1996; 1997; 2002); School Standards and Framework Act (1998); Higher Education Act (2004), etc.), monitoring and participation of the public in its management have been analyzed. It has been proved that lately the democratization process in British education management has been combined with the increased attention of the state to monitoring, requirements to appropriate activity of educational establishments and trends seem to be forward education quality enhancing, democratization of evaluation, monitoring and information providing processes. Changes in education management in the historical context have been considered. The organizations participating in education management in Great Britain have been outlined. The data has been presented that enabled to distinguish similarities and differences in the functioning of the organizations participating in education management in Great Britain and ensure the existing of independent management authorities within them.
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Thornborow, Philip. "Non‐conformist records management in Great Britain: a review". Records Management Journal 17, n.º 3 (9 de outubro de 2007): 169–78. http://dx.doi.org/10.1108/09565690710833071.
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Alexander, T. L. "Seasonal management of farmed red deer in Great Britain". Applied Animal Behaviour Science 30, n.º 1-2 (abril de 1991): 192–93. http://dx.doi.org/10.1016/0168-1591(91)90122-e.
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Mole, John. "The Business Culture of Great Britain". International Area Review 4, n.º 1 (março de 2001): 15–28. http://dx.doi.org/10.1177/223386590100400102.
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This paper intends to analyze the business culture of Breat Britain. The core assumption of this research is that ‘values and behaviours that affect the way individuals and groups do business together’. Three core analyzing areas of this research are business environment, british self-image and ‘what a foreigner can expect when doing business with british people.’ The characteristic points of research results are following: British business people are likely to primarily concerned with the short-term impact of new business on their annual budget and financial plan. British think of their management style as team-based and participative.
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Corby, Susan, Laura William e Sarah Richard. "Combatting disability discrimination: A comparison of France and Great Britain". European Journal of Industrial Relations 25, n.º 1 (5 de março de 2018): 41–56. http://dx.doi.org/10.1177/0959680118759169.
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This article examines disabled people’s employment in Great Britain and France. In both countries, they are far less likely to be employed than non-disabled people, but the gap is wider in Britain than in France. Possible explanations for the wider gap in Britain include weak enforcement mechanisms, judicial resistance and the lack of an institutional role for trade unions, resulting in an implementation gap; while the narrower gap in France may reflect the more proactive legislation, including its quota-levy scheme. We conclude that these explanations are not mutually exclusive, and we suggest that Britain might consider adopting some French provisions, thus tempering its voluntarist approach.
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Baranov, Igor' Vladimirovich, Andrey Anatol'evich Pivinskiy, Sergey Aleksandrovich Dubrovin, Mariya Sergeevna Tutova e Sergey Andreevich Sorokin. "Analiz luchshikh mirovykh praktik podgotovki kadrov v sfere kholodil'noy tekhniki i konditsionirovaniya i vozmozhnosti ikh primeneniya na territorii Leningradskoy oblasti". Refrigeration Technology 109, n.º 4 (15 de abril de 2020): 32–35. http://dx.doi.org/10.17816/rf104053.
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This article analyzes the international experience of training personnel in the field of refrigeration and air conditioning, as well as the application of the best world practices in the territory of the Leningrad region. The experience of such countries as France, Denmark, Germany, the Netherlands, Australia, Canada, the United Kingdom of Great Britain and China is considered. The greatest attention is paid to the system of professional education in the field of refrigeration technology of the Chinese People’s Republic. This country already has the largest refrigerating testing center in Asia, which indicates the successful training of personnel for working with refrigeration equipment [8].
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Mylian, Zhanna. "ORGANIZATIONAL AND MANAGEMENT CONDITIONS OF FORMATION OF PRIMARY EDUCATION CONTENT IN GREAT BRITAIN". Scientific Bulletin of Uzhhorod University. Series: «Pedagogy. Social Work», n.º 1(54) (13 de maio de 2024): 129–32. http://dx.doi.org/10.24144/2524-0609.2024.54.129-132.
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The study is dedicated to identifying the peculiarities of the formation of the content of primary education in Great Britain. In the modern conditions of globalization the study of the main laws affecting the formation and modernization of primary education content in Great Britain is relevant and necessary for the domestic national education system development. The research aim: to reveal the organizational and managerial conditions for the formation of primary education content in Great Britain. Methods of research: analysis, synthesis, generalization, specification, and comparison. Primary education in Great Britain occupies a prominent place in the education system, it is the basis of schooling. The content of education, primary including, is based on a combination of three key components: the formation of a management system based on educational results; stimulation of diverse cooperation of education subjects; implementation of freedom of choice principles. The countryʼs educational policy is aimed at developing and modernizing the content of primary education while preserving the country culture and history. In Great Britain, organizational and management actions are considered in terms of modern trends of management decentralization and centralization in the field of school education. The model of strategic development, financing, and management of general school education is an organizational condition for the formation of the primary school education content. The British centralized model of school education is a single-state management of general education throughout the country. Standardization is the basis of the organizational and management model of the formation of the content of primary education, which is mandatory with a variable structural and content component, implemented through the National Curriculum. Formation of primary education content in Great Britain depends on many factors, including the basic organizational and management conditions, which is a model of strategic development, management, and financing of general school education.
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Modiano, Philip. "Made in Great Britain: Lessons from manufacturing turnarounds". European Management Journal 5, n.º 3 (setembro de 1987): 174–79. http://dx.doi.org/10.1016/s0263-2373(87)80032-4.
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Ladd, Cai J. T. "Review on processes and management of saltmarshes across Great Britain". Proceedings of the Geologists' Association 132, n.º 3 (junho de 2021): 269–83. http://dx.doi.org/10.1016/j.pgeola.2021.02.005.
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Gospel, Howard F. "The Management of Labour: Great Britain, the US, and Japan". Business History 30, n.º 1 (janeiro de 1988): 104–15. http://dx.doi.org/10.1080/00076798800000006.
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Антон Андреевич, Коновалов,, e Ожиганова, Дарья Анатольевна. "TRAINING OF VOCATIONAL EDUCATION TEACHERS IN GREAT BRITAIN AND CHINA". Bulletin of the Chuvash State Pedagogical University named after I Y Yakovlev, n.º 4(117) (30 de dezembro de 2022): 109–16. http://dx.doi.org/10.37972/chgpu.2022.117.4.014.
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Актуальные социально-экономические условия поднимают проблему быстрой и качественной подготовки специалистов среднего звена, условия реализации которой зависят от кадрового обеспечения педагогического состава образовательных организаций. В связи с этим выделяется необходимость изучения зарубежного опыта с целью модернизации существующей системы профессионально-педагогического образования. Ведущими методами в исследовании стали анализ и обобщение содержания научной литературы, государственных сайтов различных ведомств и образовательных организаций, нормативных и локальных документов. В результатах исследования представлено сравнение зарубежных моделей профессионально-педагогического образования, в частности в Великобритании и Китае, с российской. Общие тенденции по профессионально-педагогической подготовке педагогических работников сферы профессионального образования в анализируемых зарубежных странах могут быть учтены при модернизации и развитии национальной системы подготовки педагогов СПО в России, прежде всего по тем направлениям, которые сегодня в России не реализуются. Current socio-economic conditions raise the problem of rapid and high-quality training of middle-level specialists, realization of which depends on the staffing of educational personnel. In this connection, the need to study foreign experience in order to modernize the system of vocational education and training is highlighted. The basic methods in the study are the analysis and generalization of the content of scientific works, national sites of various departments and educational organizations, regulatory and local documents. The study results present a comparison of foreign models of vocational education and training system, in particular Great Britain and China, with the Russian model of vocational and pedagogical education. General trends in the vocational and pedagogical training of vocational teachers in the foreign countries under analysis can be taken into account in the modernization and development of the national system for vocational education and training system in Russia, first of all, those trends that are not implemented in Russia today.
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Beaumont, P. B., e D. R. Deaton. "Correlates of Specialisation and Training among Personnel Managers in Britain". Personnel Review 15, n.º 2 (fevereiro de 1986): 29–31. http://dx.doi.org/10.1108/eb055536.
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Varady, David P. "Local housing plans: Learning from Great Britain". Housing Policy Debate 7, n.º 2 (1 de janeiro de 1996): 253–92. http://dx.doi.org/10.1080/10511482.1996.9521222.
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Oxley, Michael J. "Housing policy and tenants' organisations in Great Britain". Property Management 4, n.º 3 (março de 1986): 217–29. http://dx.doi.org/10.1108/eb006624.
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Adger, W. Neil, Katrina Brown, Robert S. Shiel e Martin C. Whitby. "Carbon dynamics of land use in Great Britain". Journal of Environmental Management 36, n.º 2 (outubro de 1992): 117–33. http://dx.doi.org/10.1016/s0301-4797(05)80139-2.
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Blanchflower, David G. "The Economic Effects of Profit Sharing in Great Britain". International Journal of Manpower 12, n.º 1 (janeiro de 1991): 3–9. http://dx.doi.org/10.1108/01437729110135501.
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Harris, Richard I. D., Renee S. Reid e Rodney McAdam. "Consultation and communication in family businesses in Great Britain". International Journal of Human Resource Management 15, n.º 8 (dezembro de 2004): 1424–44. http://dx.doi.org/10.1080/0958519042000258011.
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Zaletok, N. "Service and Life of British and Soviet Women in the Navy during World War II". Problems of World History, n.º 14 (10 de junho de 2021): 107–18. http://dx.doi.org/10.46869/2707-6776-2021-14-3.
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Comparative studies on the experiences of female representatives of different countries in WWII remain relevant today. They not only deepen our understanding of the life of women at war, but also allow us to explore the power regimes of different states at one stage or another. After all, the government organized the activities of various groups of the population aimed at winning the war. Women were no exception in this respect, regardless of whether they worked in the rear or defended their homeland with weapons in hand. For centuries, the navy for the most part represented a purely masculine environment, and the presence of a woman on a ship was considered a bad omen. However, the scale of hostilities during the world wars and, as a consequence, the need for a constant supply of personnel to the armed forces made their adjustments – states began to gradually recruit women to serve in the navy. The article compares the experiences of Great Britain and the USSR in attracting women to serve in the navy during WWII. The countries were chosen not by chance, as they represent democracy and totalitarianism, respectively, and studying their practice of involving women in the navy can deepen our knowledge of these regimes.
After analysing the experience of women’s service in the navy in 1939-1945, the author concludes that their recruitment to the navy in Great Britain took place through a special organization – the Women’s Royal Naval Service (WRNS). Its personnel were trained mostly separately from men and then sent to military units of the navy. The USSR did not create separate women's organizations for this purpose; women served in the same bodies as men. The main purpose of mobilizing women to the navy in both the USSR and Great Britain was initially to replace men in positions on land to release the latter for service at sea. However, in both countries there were cases when women also served at sea. The range of positions available to them in the navy expanded during the war, and in the USSR reached its apogee in the form of admission of women to combat positions. In Great Britain, women in the navy did not officially perform combat roles, and there was a ban on them from using lethal weapons.
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Sutherland, John. "Skills and training in Great Britain: further evidence". Education + Training 51, n.º 7 (11 de setembro de 2009): 541–54. http://dx.doi.org/10.1108/00400910910992745.
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