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Artigos de revistas sobre o assunto "Personnel management – ireland"
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Brych, Vasyl, Borys Yazlyuk, Saak Hudratian, Khrystyna Snihur e Liudmyla Dermanska. "Prospects for use of coaching in Ukrainian banks". Banks and Bank Systems 13, n.º 2 (26 de junho de 2018): 116–29. http://dx.doi.org/10.21511/bbs.13(2).2018.10.
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Each bank manager should understand that the use of modern personnel management technologies is essential to motivate employees to work efficiently. Coaching is one of the ways to influence employees, it focuses on the formation of employee behavior in such a way as to maximize the independence and effectiveness of the decisions taken. To date, this kind of personnel management is becoming more relevant and significant. The purpose of the study is to determine the methods of coaching and its algorithm in personnel management, the possibility of borrowing the foreign companies experience, as well as its effective use as an innovative approach to personnel management. Scientific findings of leading scholars in personnel management, especially coaching, make the theoretical basis of the research. The research uses the methods of analysis, synthesis and comparison. The article describes the category of “coaching”, defines its main characteristics, functions and tasks, examines the use of coaching in the Coaching Policy on the Central Bank of Ireland, analyzes the current implementation of coaching in Ukrainian banks and rationalizes the relevance and prospects for using coaching by Ukrainian banks.
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Mapstone, Richard, e George Patterson. "THE NEW APPROACH TO FAIR EMPLOYMENT IN NORTHERN IRELAND: SOME IMPLICATIONS FOR PERSONNEL MANAGEMENT". Equal Opportunities International 9, n.º 2 (fevereiro de 1990): 5–8. http://dx.doi.org/10.1108/eb010526.
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Roche, William K. "The development of conflict resolution practices in Irish workplaces". Administration 64, n.º 3-4 (1 de dezembro de 2016): 61–89. http://dx.doi.org/10.1515/admin-2016-0025.
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Abstract This paper examines the development of procedures for conflict resolution in workplaces in Ireland and the more recent emergence of alternative dispute resolution (ADR) practices. Based on a synthesis of data from a series of studies and on a review of reports of conflict resolution innovations, the paper shows how conventional procedures for resolving collective disputes and individual employment grievances had become almost standard by the 1980s, while a series of ADR practices became features of conflict resolution from the 1990s. The changing character of conflict resolution procedures and practices is attributed to a series of influences that include the professionalisation of personnel and human resource management, the changing pattern and context of workplace conflict, the growing importance of multinational firms, and the emergence of professional training and expertise in the provision of ADR support services. The paper projects a continuing rise in the incidence and use of ADR practices but questions the extent to which organisations in Ireland are likely to adopt conflict management systems based on integrated sets of conflict resolution practices.
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Palomo-Navarro, Alvaro, Aidan McDermott, John Dooley e Ronan Farrell. "An investigation into environmental waste enforcement in Ireland". Irish Geography 46, n.º 2 (20 de dezembro de 2014): 213–30. http://dx.doi.org/10.55650/igj.2013.279.
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Despite a number of campaigns conducted in Ireland to increase awareness about appropriate waste management, waste enforcement is still a significant issue. Decisions such as the privatisation of waste collection services and the introduction of new waste charges have contributed to some of the classic waste enforcement issues, like illegal dumping. In addition, the current economic recession affects the resources that local authorities have available to implement enforcement actions. In order to analyse the current situation of waste enforcement in Ireland, a survey was carried out amongst the 34 environmental departments within the Irish local authorities. This paper presents the survey findings. From the results, the principal current waste enforcement issues are extracted and compared with previous studies in the field. In addition, an analysis of the resources employed with regard to technology, personnel, legal prosecutions and best practices is also performed. The technologies and practices used are evaluated for efficiency at reducing the main illegal actions, such as illegal dumping, and compared to international best practices. Finally, the actions carried out by the local authorities in terms of public awareness and environmental education are reviewed.
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Neilson, David E. "Planning Vs. Execution During a “Real” Spill Incident: Plan Vs. Reality". International Oil Spill Conference Proceedings 1999, n.º 1 (1 de março de 1999): 1123–25. http://dx.doi.org/10.7901/2169-3358-1999-1-1123.
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ABSTRACT The paper uses a current, significant spill incident (November 1997, Cork, Ireland) to discuss a number of planning and spill management issues. The paper demonstrates how the adoption of certain simple but crucial spill management techniques can allow the cleanup of the spill to proceed successfully. Comment is made on the significance of unwieldy spill management systems. The incident occurred at a single site refinery operation in Cork, Ireland. The incident involving fuel oil spilt from the refineiy will highlight pertinent issues as they existed in that local area, the state, and European community. The primary questions asked in the paper are: did the existing plan work? Was it executed correctly? How was the spill managed initially? How was the spill managed in the subsequent weeks?, The main content of the paper will be given to discussion about how the refinery's staff and support organisations initial response and how—with the adoption of simple but workable management systems—the situation was brought under control. More specific issues such as how a small volume of a persistent oil can be more problematic than first understood by less-experienced responders; Actually understanding the numbers of personnel and equipment resources that are required; and resources necessary for shoreline cleanup, especially in an area of difficult foreshore access and differing shoreline types. The importance of resource management and financial control from the very outset of the response activities will be highlighted in the paper. Conclusions will be made on cost comparison of cleanup of other spills at the time and whether large response management systems are effective in certain situations.
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Thornton, Claire, Ciara Losty e Jessie Barr. "Attitudes towards Concussion among Elite Irish Track Cyclists". European Journal of Sport Sciences 3, n.º 6 (23 de novembro de 2023): 18–27. http://dx.doi.org/10.24018/ejsport.2023.3.6.103.
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Concussion has become a widely discussed topic within scientific research and mainstream media in recent years due to the associated potential adverse health outcomes (McCrory et al., 2017). Within cycling, it is estimated that between one and 9% of injuries are concussions (Decock et al., 2016). O’Reilly et al. (2020) examined behaviour towards concussion among cyclists from various disciplines, including track cycling. Their study identified a lack of knowledge as a barrier to medical attention. In the absence of exclusive research, in addition to the high-risk nature of the sport, the barriers and facilitators affecting concussion reporting among track cyclists were investigated in this study. Underpinned by a qualitative research design, semi-structured interviews were carried out with eight track cyclists competing internationally for Ireland (duration between 20 to 25 minutes). Interview questions focused on participants’ experiences with and attitudes towards concussion and perceived barriers and facilitators influencing concussion reporting behaviours. Data was analysed using reflexive thematic analysis, which included an Interpretive Phenomenological Analysis approach. Four overarching themes were identified: (1) Athlete Mindset, (2) Concussion Awareness, (3) Support Systems, and (4) Screening Protocol. Practical applied recommendations include increasing access to education amongst track cyclists in addition to coaches, swannies and medical personnel. Future interventions should also seek to reduce negative perceptions towards reporting concussions and increase awareness of the dangers of concussion and the necessity of appropriate concussion protocol and management among athletes, coaches, swannies and medical personnel. Future research should seek to (1) examine coaches’ perceptions of concussion and how these perceptions are communicated and expressed to athletes and (2) explore concussion management protocol compliance within track cycling.
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Buggy, Conor, Yanbing Chen, Carolyn Ingram, Vicky Downey, Penpatra Sripaiboonkij e Carla Perrotta. "108 Preparation for and adaptation to COVID-19 in Irish Workplaces – experiences of Irish personnel with responsibilities for occupational hygiene and health". Annals of Work Exposures and Health 68, Supplement_1 (1 de junho de 2024): 1. http://dx.doi.org/10.1093/annweh/wxae035.049.
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Abstract Introduction An investigation of Irish workplace adaptation to COVID-19 was conducted to assess impact to workers, their organisations and to develop new occupational hygiene and health adaptation mechanisms for future pandemic emergencies. Materials and Methods As part of the study, occupational safety and health (OSH) professionals (n=60) that held responsibilities for occupational hygiene and occupational health risk management, took part in a series of semi-structured mixed-method online focus groups. Each focus group incorporated twenty quantitative questions that were answered anonymously via a poll function. Results 58% of workplaces began pandemic occupational hygiene and health risk management preparations prior to COVID-19s emergence in Ireland. 66% of workplaces remained open while 27% were partially closed. 34% of workplaces had over half their workforce working from home (as opposed to 5% pre-pandemic). 54% of workplaces had existing occupational hygiene and health risk assessments that incorporated infectious disease considerations prior to the pandemic. 41% of workplaces had identified a viral pandemic scenario as part of its emergency planning prior to COVID-19. The majority (63%) of workers understood the occupational hygiene and health control measures instigated as a response to COVID-19 with a greater majority (90%) more willing to accept future workplace changes if they know it is to keep them safe and healthy. Conclusion Irish workplaces adapted well to the changing OSH landscape that emerged in response to COVID-19. Irish workplaces are now more likely to be able to adapt and respond well to future similar public health emergencies.
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van Staaveren, Nienke, Bernadette Doyle, Alison Hanlon e Laura Boyle. "Multi-Stakeholder Focus Groups on Potential for Meat Inspection Data to Inform Management of Pig Health and Welfare on Farm". Agriculture 9, n.º 2 (19 de fevereiro de 2019): 40. http://dx.doi.org/10.3390/agriculture9020040.
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Meat inspection (MI) findings can act as a valuable source of information on pig health and welfare. The PIG WELFare INDicators (PIGWELFIND) project (Research Stimulus Fund 11/S/107) was developed to progress the development of ante and post mortem MI as a pig health and welfare diagnostic tool in Ireland. Three multi-stakeholder focus groups were organized to explore areas of conflict and agreement between stakeholders’ vision for including pig health and welfare indicators in MI and on how to achieve this vision. Each focus group consisted of eight stakeholders: pig producers, Teagasc pig advisors, pig processors, veterinarians involved in MI, private veterinary practitioners, and personnel with backgrounds in general animal health and welfare and food safety policy. In general, stakeholders expressed positive attitudes towards the use of MI data to inform pig health and welfare when standardization of recording and feedback is improved, and the MI system provides real-time benchmarking possibilities. Most emphasis was placed on health indicators as a first priority, while it was felt that welfare-related indicators could be included after practical barriers had been addressed (i.e., line speed/feasibility, standardization and training of meat inspectors, data ownership). Recommendations are made to further progress the development of MI as a pig health and welfare diagnostic tool and address some of these barriers.
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Maher, Gillian M., Ali S. Khashan, Joye McKernan, Fergus P. McCarthy e Richard A. Greene. "Accessing Anonymised Data from Ireland’s Maternal and Newborn Clinical Management System for Research Purposes". HRB Open Research 7 (4 de junho de 2024): 32. http://dx.doi.org/10.12688/hrbopenres.13898.1.
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Background Since 2016, maternity units across Ireland have been switching from paper clinical notes to an electronic health record called the Maternal and Newborn Clinical Management System (MN-CMS). Currently, four units have implemented the MN-CMS: Cork University Maternity Hospital (CUMH), University Hospital Kerry (UHK), Rotunda Hospital and National Maternity Hospital (NMH). The MN-CMS provides opportunity for new data-driven discovery to answer important research questions on maternal and child health. Aim Provide detailed information on how a request can be made to access anonymised MN-CMS data for research purposes, as well as current timelines involved from initial request to data access. Methods A request to collaborate should be made to the clinical lead within each maternity unit where data is being requested in the first instance. A detailed protocol and data collection sheet should be drafted and forwarded to the National Information Governance Group for approval. A Data Protection Impact Assessment should be completed, and permission to access data from each maternity unit must be applied for separately from each unit’s local Ethics Committee. Upon receipt of ethical approval, an application to the Local Information Governance Group must be submitted if requesting data from CUMH and/or UHK. Data can then be extracted and anonymised by the data manager at the respective unit and transferred securely to relevant project personnel. Results The timeline from initial request to data access can range from approximately 6-12 months, depending on number of maternity units from which data is being requested and number of variables being requested from each unit. Conclusions Accessing MN-CMS data for research can be a complex process. A national standardised process for managing the data is needed. This would allow a clear pathway to be developed for accessing data to facilitate new data-driven discovery in the area of maternal and child health.
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Harkin, Kathleen. "OP93 Collaboration Between Health Technology Assessment And Procurement: A Rapid Mixed-Methods Study". International Journal of Technology Assessment in Health Care 35, S1 (2019): 23–24. http://dx.doi.org/10.1017/s0266462319001454.
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IntroductionThe Irish Health Service (HSE) Health Technology Assessment Group (HTAG) aims to maximise the impact of its work by collaborating with HSE Procurement, formalised through an evidence-based Memorandum of Understanding (MOU). This study aims to inform the MOU.MethodsA sequential mixed-methods study design was used. A rapid review of the literature identified no substantive body of evidence on collaboration between independent national health technology assessment (HTA) and procurement bodies. Personnel involved in HTA or procurement were invited by email to complete a survey, take part in an interview, or both. The quantitative and qualitative data were analysed using descriptive statistics and thematic analysis, respectively. Findings were integrated using a conceptual framework that examined the complementarity of HTA and procurement processes relevant to an MOU.ResultsThirteen surveys were completed (response rate was 13 percent). Eleven interviews (five Ireland, two Canada, three UK, one New Zealand) were conducted between August and November, 2017. No formalised collaboration between independent national HTA and procurement bodies was identified. However in New Zealand, HTA and procurement are an integrated function of the Pharmaceutical Management Agency (PHARMAC). In other jurisdictions, successful ad hoc collaborations occurred where there was a clear need expressed by Procurement for additional evidence required for decision-making, and where HTA personnel tailored their research approaches accordingly. Key themes to successful collaboration were relationships, communication, clear roles, rigorous research and ‘system support’. Good individual relationships and ready access/communication promoted successful outcomes. Successful outcomes included improved clinical practice, and major cost savings. Collaboration may be focussed on: innovative or established devices; specific types of HTA/research products; specific categories/specialties; or specific procurement departments.ConclusionsAll participants considered collaboration to be beneficial but requiring good relationships and ‘system support’. Furthermore, successful collaboration requires clarity regarding the purpose, parties involved, their roles, responsibilities, modes of communication, information to be shared, and the expected outcomes.
Teses / dissertações sobre o assunto "Personnel management – ireland"
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Greenford, Brian C. "The management of personal injury claims by insurers in England and Ireland". Thesis, University of East Anglia, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.368184.
Texto completo da fonteLivros sobre o assunto "Personnel management – ireland"
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Harvey, N. Effective supervisory management in Ireland. Dublin: NCIR Press, 1994.
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Gunnigle, Patrick. Personnel management in Ireland: Practice, trends and developments. Dublin: Gill and Macmillan, 1990.
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Roche, William K. The diffusion of the commitment model in Ireland. Blackrock (Co. Dublin, Ireland): UCD, Centre for Employment Relations and Organisational Performance, 1996.
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Strategic HRM: Research and practice in Ireland. Dublin: Orpen Press, 2014.
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Cooney, Paula. An exploration of neopluralism in Ireland. Dublin: University College Dublin, 1992.
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Institute, Irish Management, ed. IMI best practice HR in Ireland. Cork: Oak Tree Press, 2005.
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Gerard, McMahon, e Fitzgerald Gerard, eds. Industrial relations in Ireland: Theory and practice. Dublin: Gill & Macmillan, 1995.
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Gunnigle, Patrick. Personnel and human resource management: Theory and practice in Ireland. Dublin: Gill & Macmillan, 1997.
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Commission, Ireland Labour Relations, ed. Human resources in the recession: Managing and representing people at work in Ireland. Dublin: Stationery Office, 2011.
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Roche, William K. The human resource policy sophistication of organisations in Ireland: Institutions,markets and internal influences. Blackrock (Co. Dublin, Ireland): UCD, Centre for Employment Relations and Organisational Performance, 1995.
Encontre o texto completo da fonteCapítulos de livros sobre o assunto "Personnel management – ireland"
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Kieran, Patricia. "Religion and Education in Southern Ireland". In The Oxford Handbook of Religion in Modern Ireland, 248–67. Oxford University Press, 2024. http://dx.doi.org/10.1093/oxfordhb/9780198868699.013.11.
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Abstract This chapter explores the complex, contested, and extensive influence of religion in education in post-independence southern Ireland. It identifies the Free State’s ceding of management of national schools to Catholic and Protestant religious bodies as one in a series of defining moments embedding a religious ethos not only in the state’s educational structures but within the state itself. The overwhelmingly Catholic denominational national school system reinforced a distinctive religious ethos where religious personnel and patronal bodies, and not the state, held responsibility for the management of schools. Religious bodies had autonomy in the design, delivery, and assessment of the syllabus for Religious Education thus benefitting the churches significantly. The evolving role of religious authorities in the management of Catholic and Protestant national schools, voluntary secondary schools, and religiously run industrial schools is analysed and critiqued.
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Trauth, Eileen M. "Leapfrogging an IT Labor Force". In Information Technology Management in Developing Countries, 221–43. IGI Global, 2002. http://dx.doi.org/10.4018/978-1-931777-03-2.ch010.
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Throughout the world countries recognizing the economic benefits of IT are rapidly developing information sectors. Advanced industrialized nations have been moving gradually from industrial to post-industrial work while newly industrializing nations are leapfrogging directly from agrarian to information-intensive work. At the close of the twentieth century some interesting tensions result from these two types of nations moving in the same direction. An important issue for both advanced industrialized countries and newly industrializing nations is the human resource issue. Managers at multinational firms as well as policy makers in newly industrializing countries recognize the need for developing qualified IT personnel. The Irish IT sector provides a valuable setting for studying human resource issues associated with the rapid development of an information sector because it affords the opportunity to explore both the multinational and the indigenous viewpoints. Two key human resource issues for the global IT sector are explored in this paper: ensuring a supply of qualified IT workers in the host country and managing IT workers in a cross-cultural work environment. This paper is based upon an ethnographic study of the information sector in Ireland. The issues that are raised represent the experiences of American and Irish managers, Irish policy makers and Irish IT workers.
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Doran, Susan. "Long Live the King". In From Tudor to Stuart, 95–125. Oxford University PressOxford, 2024. http://dx.doi.org/10.1093/oso/9780198754640.003.0005.
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Abstract James’s right to the English throne was dubious, but the proclamation announcing his accession was worded to present him as the hereditary, not elected, successor to Elizabeth. However, immediate reactions outside London revealed doubts about the legality of his title, while printed works expressed confusion about the nature of his right. Moreover, despite the council’s careful management of the accession, uncertainties and anxieties remained over possible changes in policy and personnel under the new king. In Ireland, Catholics mounted demonstrations of their faith in order to propel the new regime into accepting a change in religion. Although James’s progress to London was presented in print as a public relations triumph, it hampered efficient government and gave rise to criticisms. Anna’s progress to London followed a conflict with her husband over the guardianship of their son Henry from which she emerged victorious but at the cost of a miscarriage.
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O’Connor, Thomas. "Exile Movement". In The Oxford History of British and Irish Catholicism, Volume I, 203–22. Oxford University PressOxford, 2023. http://dx.doi.org/10.1093/oso/9780198843801.003.0012.
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Abstract Under Queen Mary, Catholic reformers associated with Cardinal Pole envisaged the establishment of domestic institutions to provide formal training for at least some of the parish clergy. Elizabeth’s rejection of Catholicism obliged senior English and Scots clergy to make emergency provision for the overseas education of all clergy. From the late 1560s, a network of English and Scots seminaries was established, principally in Iberia, the Spanish Netherlands, and Rome. In Ireland, it was initially hoped that a domestic clerical educational infrastructure might be possible, and, throughout the period, the majority of Irish clergy continued to be trained informally and at home, often in Franciscan networks. However, Irish students also enrolled in the English and Scots colleges, and, from the 1590s, the Irish too began to establish overseas seminaries, usually in the same towns as their English and Scots confreres. For all three nations, the Jesuits played a decisive role in college management, although, in the English case, the Benedictines assumed a significant role in the early seventeenth century. During these early years, the colleges suffered governance and financial challenges, which were exacerbated by internal divisions and outside interference. After 1622, the Roman Congregation of Propaganda Fide gradually assumed oversight for the overseas networks, which suffered near ruinous personnel and fiscal setbacks with the onset of the civil war.
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Barrows, Clayton, e Michael Robinson. "Introduction to Clubs". In Club Management. Goodfellow Publishers, 2018. http://dx.doi.org/10.23912/9781911635062-3977.
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Private clubs have existed for as long as people have desired to gather in groups to do things together. It has been suggested that private clubs (and their predecessors) date to the Roman baths but probably pre-date even those. It is doubtful that the Roman baths represented the first time people congregated in groups to socialize, discuss commerce, politics, or just engage in a mutually agreeable activity. Certainly, most agree that the ‘modern’ clubs (in the English speaking world) originated in England, were limited to ‘gentlemen’ and organized for social, political, business and/or pleasure reasons. The concept was then ‘exported’ along with ex-patriots all around the world. Clubs have since evolved to the point where they exist in countries around the world although they are embraced to a greater or lesser extent in different places. Examples of private clubs can be found in such countries as England (and the greater UK), Ireland, the United States, Canada, Australia and New Zealand, South Africa, Switzerland, Hong Kong, India, Pakistan, Japan, Singapore, and the UAE. Perhaps no country has adopted the idea of clubs as much as the USA, where they have evolved into a veritable industry, are protected by law, and number into the thousands. Humans, being social creatures, long to spend quality time with others – ‘others’, historically, representing those of their own kind. Perhaps it is for this reason that clubs have, rightly or wrongly, developed a reputation for being discriminatory. People generally find benefits from spending time with others. These benefits may accrue in many forms, including personal, professional, and political.
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Dietmann, Antonia, Emma Milton e Phillip Moore. "Implementing the PID Scheme in HM Courts and Tribunals Service". In Performance Management Transformation, 118–34. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190942878.003.0007.
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Her Majesty’s Courts and Tribunals Service (HMCTS) is responsible for the administration of the criminal, civil, and family courts and tribunals in England and Wales and nondevolved tribunals in Scotland and Northern Ireland. In 2016, HMCTS began a 6-year, £1.2 billion transformational reform program to modernize and upgrade the courts and tribunals system. A need was identified to change the HMCTS performance management (PM) process; the personal impact and development (PID) scheme was developed in response. The PID scheme includes regular conversations with direct reports to discuss performance, strengths, aspirations, and potential. It moves the HMCTS away from a past-focused, manager-driven PM system to a joint manager–colleague approach; employees are supported to achieve their goals and reach their potential. To achieve this, the objective setting was replaced with high-level outcomes and in-year monetary reward. Feedback about the PID scheme has been positive. People like the development focus, and line managers generally enjoy the flexibility they have. It takes fewer resources to operate—principally achieved through removing the moderation process—even when accounting for the higher frequency of performance conversations. Nearly three quarters of respondents to the annual staff survey said they had regular PID chats with their line manager. Of those who said yes, 67% agreed that the PID scheme had made them feel more supported by their line manager, and 69% agreed that their line manager had the skills needed to have a meaningful chat. HMCTS is heartened by early evidence, including feedback and internal audit results.
Trabalhos de conferências sobre o assunto "Personnel management – ireland"
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Lang, Michael, Jonathan Devitt, Seán Kelly, Andrew Kinneen, John O'Malley e Darren Prunty. "Social Networking and Personal Data Security: A Study of Attitudes and Public Awareness in Ireland". In 2009 International Conference on Management of e-Commerce and e-Government. IEEE, 2009. http://dx.doi.org/10.1109/icmecg.2009.105.
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Czakert, Jan Philipp, Florian Scheibein, John Wells, Leonor Pais, Nuno Rebelo dos Santos e Rita Berger. "Decent Work-Life-Flow and its Assessment". In International Association of Cross Cultural Psychology Congress. International Association for Cross-Cultural Psychology, 2024. http://dx.doi.org/10.4087/uhbw5049.
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This paper presents the underlying theoretical framework, cross-cultural and interdisciplinary research activities, as well as preliminary findings on influencing factors for a healthy and sustainable Work-Life-Flow (WLF) in diverse countries. The research is conducted within the scope of the cross-cultural Erasmus+-project, "Excellence based profiling to identify and apply tools and training for a better and sustainable Work-Life-Flow" (2020-1-ES01-KA203-083282). Within this framework, we promote the re-conceptualization of the concept of work-life balance towards a more dynamic and inclusive resource-demands based concept of WLF. The project develops assessment and training tools to foster WLF for individual and organizations alike. To justify this two-fold assessment and training approach, we link WLF to the established occupational psychology concepts of personal agency and Decent Work. We hypothesize that resources and demands can be assessed at both the individual and organizational level, and that resources relate positively and demands negatively to individual and organizational health indicators. Comparing correlational, cross-sectional evidence of our first samples from Spain (N = 1313) and Portugal (N = 494), we confirm our hypotheses. We discuss practical implications for the WLF-project including interdisciplinary assessment alignments with established quality management tools, such as EFQM. As our survey research is currently ongoing, we provide survey invitation links for workers from Germany, Ireland, and Kosovo.
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Lang, Donogh W., Paul Bohan, Victor Gomes, Germain Venero e Hugues Corrignan. "Advances in Riser Management Technology Enabling Improved Efficiency for Deepwater and Harsh Environment Drilling". In ASME 2019 38th International Conference on Ocean, Offshore and Arctic Engineering. American Society of Mechanical Engineers, 2019. http://dx.doi.org/10.1115/omae2019-96261.
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Abstract Despite the abrupt fall in crude oil prices since 2014, operators continue to explore for, and develop, oil and gas resources in some of the most challenging offshore environments. Exploration and development drilling is currently ongoing or planned in locations such as West of Shetland, offshore Eastern Canada, along Ireland’s Atlantic margin, in the South Atlantic Ocean and offshore South Africa. All these locations are characterized by the challenges of deepwater, powerful ocean currents and high seas. With the lower oil price environment, carrying out drilling operations at these locations both safely and economically requires the adoption of new digital technologies and associated processes that maximize efficiency and reduce the cost of well programs. A significant aspect of this relates to planning and execution of operations involving the marine drilling riser, which can be a major contributor to non-productive time in deepwater and harsh environment locations. This paper describes a holistic approach to addressing this challenge, which covers every phase of riser operations for the drilling program, from pre-operations global riser analysis through to post-operations assessment. The paper focuses on the technology that enables this holistic solution, with emphasis on the state-of-the-art riser management technology that is deployed on the drilling vessel. This uses an advanced finite element model of the riser, BOP stack, wellhead, conductor, casing and soil interaction as well as a detailed model of the riser tensioning system. The same model is used in both the pre-operations global drilling riser analysis phase and the operational drilling phase to ensure consistency. Incorporation of the model provides the capability to perform forecast analysis on-board the rig, allowing offshore personnel to simulate a range of operations hours and days in advance using forecast metocean conditions, thereby assessing the feasibility of critical well construction operations before they commence. Capabilities for real-time monitoring of ongoing operations, fusing sensor data with the riser model, are also described. These provide calculation of live watch circles and operating envelopes for connected-mode operations, in addition to tracking of riser joint, wellhead, conductor and casing fatigue from both wave and VIV excitation. Additionally, calibration of soil models — often a critical input to wellhead fatigue analyses — can be performed. Application of the technology is illustrated by means of a case study describing deployment on a record-breaking well in a harsh environment location. This demonstrated significant cost savings while simultaneously increasing safety and improving integrity assurance.
Relatórios de organizações sobre o assunto "Personnel management – ireland"
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Linehan, Margaret, e Corina Sheerin. The Black Ceiling: Employment Experiences of Women of Colour in Southwest Ireland. Munster Technological University, outubro de 2023. http://dx.doi.org/10.34719/vuzy6228.
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This report presents valuable insights of the lived experiences of women of colour in the labour market in southwest Ireland. Their voices articulate a perceived double challenge of being both female and persons of colour, challenges not shared by male persons of colour or generally by white persons in organizations. Some of these challenges arise from misunderstandings, unwarranted preconceptions, conscious and unconscious biases, but sometimes from an insensitive blending of racist and misogynist attitudes. The importance of educating the wider labour market, and society in general, to the sensitivities of these employees is apparent from this report. Proactive implementation of positive organizational policies was also espoused by the interviewed employers. These employers recounted how they make extra efforts to make their workplaces more inviting for these employees. As well as reaching out with extra supports to genuinely support the wellbeing of these employees, the employers acknowledge that a better and happier work environment contributes to improved work outcomes, including greater staff retention. This report provides a positive contribution to stakeholders in the overall labour market by highlighting first-hand perspectives of women of colour in employment contexts. As well as contributing to the literature and providing practice-led policy recommendations, this report can usefully be shared by talent management staff and human resource managers during induction training and as a contribution to continual personal development.