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Статті в журналах з теми "Hiring contract"
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Bigey, N. "Employment contracts: the inherent dangers of the fixed-term contract." Journal of Dentofacial Anomalies and Orthodontics 21, no. 4 (December 2018): 408. http://dx.doi.org/10.1051/odfen/2018096.
Повний текст джерелаАнотація:
Hiring an employee can be risky, especially when choosing the contract that will bind the employer to the employee. It is essential to choose a suitable contract. Oftentimes, the preferred choice is a fixed-term contract. If the reason for this choice is contested, the financial consequences may be exorbitant.
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Mynyo, Mykola. "EVOLUTION OF HIRING CONTRACT IN ANCIENT ROME." Visnyk of the Lviv University. Series Law, no. 59 (June 20, 2014): 102–7. http://dx.doi.org/10.30970/vla.2014.59.316.
Повний текст джерела
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Mynyo, Mykola. "THE HIRING IN ROMAN LAW AS A CONSENSUAL CONTRACT." Visnyk of the Lviv University. Series Law, no. 60 (September 4, 2014): 91–96. http://dx.doi.org/10.30970/vla.2014.60.276.
Повний текст джерела
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Brown, Jason L., Patrick R. Martin, Donald V. Moser, and Roberto A. Weber. "The Consequences of Hiring Lower-Wage Workers in an Incomplete-Contract Environment." Accounting Review 90, no. 3 (October 1, 2014): 941–66. http://dx.doi.org/10.2308/accr-50959.
Повний текст джерелаАнотація:
ABSTRACT Firms frequently attempt to increase profits by replacing some existing workers with new lower-wage workers. However, this strategy may be ineffective in an incomplete-contract environment because the new workers may provide lower effort in response to their lower wages, and hiring new lower-wage workers may damage the remaining original workers' reciprocal relationship with the firm. We conduct an experiment to examine this issue and find that when new lower-wage workers become available, firms hire them to replace original higher-wage workers and pay the new workers lower wages. However, these lower wages do not improve firm profit because the decision to hire new lower-wage workers causes both the new and remaining workers to provide lower effort. Moreover, hiring lower-wage workers reduces new workers' payoffs and, thus, decreases social welfare. These unintended consequences suggest that firms should consider both the wage savings and the potential costs when deciding whether to replace some workers with new lower-wage workers. We discuss the implications of our findings for contract design, hiring practices, and managerial accountants.
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Schneider, Mary Ellen. "Contract Must Detail All Responsibilities When Hiring Physician Extender Personnel." Internal Medicine News 39, no. 20 (October 2006): 56. http://dx.doi.org/10.1016/s1097-8690(06)74396-7.
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Karasheva, Z. T., and A. B. Omarova. "Development of the Institution of an Employment Contract and Its Delimitation from the Contract for the Provision of Paid Services in the Republic of Kazakhstan." Juridical science and practice 17, no. 1 (May 24, 2021): 89–95. http://dx.doi.org/10.25205/2542-0410-2021-17-1-89-95.
Повний текст джерелаАнотація:
The article deals with the concept and distinctive features of an employment contract, which resulted in separating such a contract from hiring and other civil contracts in the Republic of Kazakhstan (personal performance by an employee of work on a certain qualification, specialty, profession or position, compliance with the rules of internal labor regulations, etc.). The civil law contract of paid services generates a civil, rather than a labour relationship, and the person to render services under this civil law contract (contractor) has no rights and guarantees provided for by the Labour code of the Republic of Kazakhstan (annual leave with the average income, the payment of benefits for temporary disability, the inclusion of these activities in employment records, etc.).
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Ginès i Fabrellas, Anna. "The zero-hour contract in platform work. Should we ban it or embrace it?" IDP Revista de Internet Derecho y Política, no. 28 (February 17, 2019): 29–43. http://dx.doi.org/10.7238/idp.v0i28.3176.
Повний текст джерелаАнотація:
The aim of the paper is to analyze the zero-hour contract in the context of platform work; specifically, the risks and opportunities of this type of provision of services. In the context of the sharing economy and gig-economy, there have emerged multiple App-based companies that have significantly altered the way in which services are provided. Companies like Uber, Lift, Taskrabbit, Deriveroo, Glovo or Amazon Mechanical Turk have introduced new forms of work that have altered the boundaries of Labor Law. The model of these companies is the division of their production into microtasks, the externalization of their entire production to a wide number of independent contractors through an App or webpage and the hiring of each service on-demand. As a result, new technologies have allowed these companies to avoid hiring workers and to provide their services entirely through self-employed workers. This hiring on-demand implies the use, de facto, of the zero-hour contract, as platform workers are not subject to a specific working time regime, having absolute liberty to determine, not only their schedule, but also their working time and, even, their willingness to work. In this context, the aim of the paper is to analyze the zero-hour scheme in the context of platform work. The final objective of the paper is to determine, from a lege ferenda perspective, if jurisdictions should introduce this type of contract to promote the business model used by digital platforms or, on the contrary, if they should ban it.
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Batool, Amreen, and Yungcheol Byun. "Reduction of Online Fraudulent Activities in Freelancing Sites Using Blockchain and Biometric." Electronics 11, no. 5 (March 3, 2022): 789. http://dx.doi.org/10.3390/electronics11050789.
Повний текст джерелаАнотація:
Digital freelancing refers to hiring potential employees to work on specific projects on a contract basis by organizations, companies, and individuals. Existing freelancing systems are based on client-server models and managed in a centralized way. Centralized freelancing systems are originating several issues: lack of trust, payment delays, central control over all operations, less reliability, online frauds, and lack of fairness. Hence, we propose a decentralized freelancing system based on blockchain and biometrics. Blockchain in the freelancing system makes contracts decentralized, and no one can control the interaction and deals between buyers and sellers. Biometric signatures on smart contracts in the freelancing system enhance the authenticity and validity of agreements between buyers and sellers. Our decentralized freelancing system is an online web-based platform based on blockchain and biometrics and built on Python. It makes the interaction and deals between buyers and sellers via the innovative approach of smart contracts. The proposed work illustrates the development, implementation, and functionalities of the freelancing system, such as registration as buyer or seller, logging in to the system, posting a job, bidding on jobs, hiring process, finalizing deals with smart contracts having a biometric signature of both parties and distributing smart contracts among all stakeholders via blockchain. Our system proves the fairness, clarity, security, and reliability in all processes of posting and hiring without the involvement of any central management authority.
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Feng, Shanfei, and Trichy V. Krishnan. "Series of successive B2B contracts: impact on contract length and rental rate." Journal of Business & Industrial Marketing 34, no. 7 (August 5, 2019): 1570–79. http://dx.doi.org/10.1108/jbim-01-2019-0023.
Повний текст джерелаАнотація:
Purpose Companies in the B2B service sector often sign a series of successive contracts instead of one long contract with their vendors. Economic researchers have shown how the lengths of stand-alone contracts are influenced by economic factors such as asset specificity and economic volatility, but have not researched into contracts that are part of a continuous series. The purpose of this study was to explore if being a part of a series of contracts influences the length of the focal contract and the rental rate. Design/methodology/approach The authors use data collected from the oil drilling industry to empirically test their hypotheses. The data set consists of 2,621 contracts involving jack-up rig hiring in the Gulf of Mexico region. Findings The authors empirically show that the series duration affects both the length and rental rate of each constituent contract, even after considering all other plausible economic factors. Specifically, the duration of a series has a positive effect on the length and a negative effect on the rental rate of the constituent contract. Originality/value Although contract length is as vital as the rent in B2B service transactions, it is rather unfortunate that marketing scholars have not researched much into this topic. The findings offer a new insight into the forces that shape the B2B service contracts and thus help the B2B managers make a better decision in service contracts.
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Mulders, Jaap Oude. "EMPLOYERS’ AGE-RELATED NORMS, STEREOTYPES, AND AGEIST PREFERENCES IN EMPLOYMENT." Innovation in Aging 3, Supplement_1 (November 2019): S570. http://dx.doi.org/10.1093/geroni/igz038.2109.
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Abstract Social norms about retirement timing and stereotypes about qualities of younger and older workers are pervasive, but it is unclear how they relate to employers’ ageist preferences. Analyzing 2017 survey data from 960 Dutch employers, I study effects of employers’ retirement age norms and age-related stereotypes on their preferences for younger or older workers in three employment decisions: (1) hiring a new employee; (2) offering training; and (3) offering a permanent contract. Higher retirement age norms are related to lower preferences for younger workers in all employment decisions. More positive views about older workers’ soft qualities (such as reliability), but not about hard qualities (such as physical capacities), lead to managers being more favourable towards older workers for hiring and training, but not providing a permanent contract. The results show how ageist preferences of high-level organisational actors can influence outcomes in different employment decisions at the organisational level.
Дисертації з теми "Hiring contract"
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Маліков, Василь Володимирович. "Звичаєво-правовий інститут наймитування в українській етнокультурі другої половини ХІХ – початку ХХ століть". Thesis, Національна Академія Наук України; Інститут мистецтвознавства, фольклористики та етнології ім. М. Т. Рильського, 2012. http://repository.kpi.kharkov.ua/handle/KhPI-Press/3029.
Повний текст джерелаАнотація:
Дисертація на здобуття наукового ступеня кандидата історичних наук за спеціальністю 07.00.05 – етнологія. – Національна академія наук України. Інститут мистецтвознавства, фольклористики та етнології ім. М. Т. Рильського НАН України. – Київ, 2012.
Дисертація присвячена комплексному дослідженню звичаєво-правового інституту наймитування в українській етнокультурі другої половини ХІХ – початку ХХ століть. Розкрито основні складові частини договору наймання робітників за звичаєвим правом. Досліджено особливості відносин між господарями і наймитами та їх регулювання. Виявлено, що в звичаєво-правових відносинах наймання традиційні уявлення українців стосовно соціальних ролей у сімейних, громадських та трудових відносинах мали вплив на сфери сільськогосподарського найму чоловіків та жінок, можливості реалізації своєї робочої сили, умови праці та платні, обсяг прав та обов'язків. Показано, що звичаї самоорганізації повинні були забезпечити успішну реалізацію виконуваних за наймом робіт і гармонізувати відносини як між наймитами та господарями, так і всередині наймитського колективу. Проаналізовано основні світоглядні та звичаєво-правові уявлення, пов'язані з відносинами наймання, соціальним і правовим становищем наймита. Формування та функціонування інституту наймитування в українській етнокультурі відбувалося на основі звичаєво-правових і господарських традицій, світоглядних настанов, усталених статевовікових та соціальних ролей українського селянства під впливом нових соціально-економічних явищ.Thesis for the Degree of Candidate of Historical Sciences, speciality 07.00.05 – ethnology. – M. Ryls’ky Institute of Art Studies, Folklore and Ethnology of the National Academy of Sciences of Ukraine, Kyiv, 2012. This thesis offers complex study of the essence, significance and functioning of customary law institute of hiring in Ukrainian ethnoculture. The institute is analysed as a system of interconnected customary law ideas and norms, terms of agreement, ritual practices, social and gender roles, forms of organization, labour activity and lore concerning the hiring agricultural workers. The study reveals basic components of labour contract and analyzes special features of relations between wage labourers and masters and their regulation according to customary law norms. Traditional ideas of Ukrainians concerning social roles in domestic, communal and labour relations influenced spheres of men and women farm labour, availabilities of their workforces implementation, terms of labour and rewards, measures of rights and obligations. These ideas in customary-law relations of hiring consolidated the status of women and children as deficient labourers comparatively to men. The results of research show that customs of worker self-organization were aimed to secure successful execution of hired labour and to harmonize the relations between labourers and masters and within the working association. The objectives of the research are Ukrainian peasantry’s world-view and customary law conceptions that played fundamental role in the relations of hiring, social and law status of wage labourers. It also focuses on the examination of the consequences of this tradition on the social life of peasant community.Agricultural ritualism including magic rituals subserved proper regulation of hiring and accomplishment of works as well as labour contract compliancy. Drawing upon research it becomes clear that the functioning of examined tradition of hiring labourers was based on established customary law and economic practices, social and gender roles that are embedded in Ukrainian traditional culture. Moreover, the customary law practice of hiring labourers had a great impact on core values and relationships within peasant community.
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Маліков, Василь Володимирович. "Звичаєво-правовий інститут наймитування в українській етнокультурі другої половини XIX – початку XX століть". Thesis, Національна Академія Наук України; Інститут мистецтвознавства, фольклористики та етнології ім. М. Т. Рильського, 2012. http://repository.kpi.kharkov.ua/handle/KhPI-Press/3028.
Повний текст джерелаАнотація:
Дисертація на здобуття наукового ступеня кандидата історичних наук за спеціальністю 07.00.05 – етнологія. – Національна академія наук України. Інститут мистецтвознавства, фольклористики та етнології ім. М. Т. Рильського НАН України. – Київ, 2012. Дисертація присвячена комплексному дослідженню звичаєво-правового інституту наймитування в українській етнокультурі другої половини ХІХ – початку ХХ століть. Розкрито основні складові частини договору наймання робітників за звичаєвим правом. Досліджено особливості відносин між господарями і наймитами та їх регулювання. Виявлено, що в звичаєво-правових відносинах наймання традиційні уявлення українців стосовно соціальних ролей у сімейних, громадських та трудових відносинах мали вплив на сфери сільськогосподарського найму чоловіків та жінок, можливості реалізації своєї робочої сили, умови праці та платні, обсяг прав та обов'язків. Показано, що звичаї самоорганізації повинні були забезпечити успішну реалізацію виконуваних за наймом робіт і гармонізувати відносини як між наймитами та господарями, так і всередині наймитського колективу. Проаналізовано основні світоглядні та звичаєво-правові уявлення, пов'язані з відносинами наймання, соціальним і правовим становищем наймита. Формування та функціонування інституту наймитування в українській етнокультурі відбувалося на основі звичаєво-правових і господарських традицій, світоглядних настанов, усталених статевовікових та соціальних ролей українського селянства під впливом нових соціально-економічних явищ.Thesis for the Degree of Candidate of Historical Sciences, speciality 07.00.05 – ethnology. – M. Ryls’ky Institute of Art Studies, Folklore and Ethnology of the National Academy of Sciences of Ukraine, Kyiv, 2012. This thesis offers complex study of the essence, significance and functioning of customary law institute of hiring in Ukrainian ethnoculture. The institute is analysed as a system of interconnected customary law ideas and norms, terms of agreement, ritual practices, social and gender roles, forms of organization, labour activity and lore concerning the hiring agricultural workers. The study reveals basic components of labour contract and analyzes special features of relations between wage labourers and masters and their regulation according to customary law norms. Traditional ideas of Ukrainians concerning social roles in domestic, communal and labour relations influenced spheres of men and women farm labour, availabilities of their workforces implementation, terms of labour and rewards, measures of rights and obligations. These ideas in customary-law relations of hiring consolidated the status of women and children as deficient labourers comparatively to men. The results of research show that customs of worker self-organization were aimed to secure successful execution of hired labour and to harmonize the relations between labourers and masters and within the working association. The objectives of the research are Ukrainian peasantry’s world-view and customary law conceptions that played fundamental role in the relations of hiring, social and law status of wage labourers. It also focuses on the examination of the consequences of this tradition on the social life of peasant community.Agricultural ritualism including magic rituals subserved proper regulation of hiring and accomplishment of works as well as labour contract compliancy. Drawing upon research it becomes clear that the functioning of examined tradition of hiring labourers was based on established customary law and economic practices, social and gender roles that are embedded in Ukrainian traditional culture. Moreover, the customary law practice of hiring labourers had a great impact on core values and relationships within peasant community.
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García, Paz Jorge. "Las compras verdes, una práctica sustentable y ecológica: posibilidad de su aplicación en el Perú." Pontificia Universidad Católica del Perú, 2012. http://repositorio.pucp.edu.pe/index/handle/123456789/114837.
Повний текст джерелаАнотація:
Green purchases are part of a strategy for the application of a sustainable country development, considered as ‘a development that satisfies the people’s current necessities without affecting the ability of future generations to satisfy their own’. (Brundtland Report 1987). In the same way, it is part of a strategy to fight the effects of the weather changes or greenhouse that affect our planet and as a consequence the humanity.The green or ecological purchases are simple practices in the developing countries, in most cases in the European countries, but they are not known in Latin American countries. Just Costa Rica is supporting this practice with public institutions, for that reason they will get considerable benefits in its process.The Peruvian government is conformed by more than two thousand public entities, they are formed as national and regional government entities, town halls, decentralized offices, entities in the scope of FONAFE, business treatment and charitable work. These entities programmed purchases in the year 2008 approximately 58.234 million soles. However, just a few of the purchases had an ecological purpose.The following article has the objective to show the benefits of the green or ecological purchases, and the experience in developed countries to decide its application in Peru. In this way, this study pretends to join a number of experiences of countries in their green purchases and so it is divided in four parts. The first part referrs to the framework of the green purchases and it refers to the different concepts that explain those factors that push the United States to apply this strategy. The second part is about the international experience with the best practices. The third part shows the possibility of the green purchases in the country, and in the fourth part conclusions are presented.Las compras verdes se convierten en parte de una estrategia para la aplicación del desarrollo sostenible en un país, entendido este como el «desarrollo que satisface a las necesidades actuales de las personas sin comprometer la capacidad de las futuras generaciones para satisfacer las suyas» (Informe Brundtland, 1987). Así, también, es parte de una estrategia que trata de contribuir a combatir los efectos del cambio climático e invernadero que ponen en peligro la existencia de nuestro planeta y, por lo tanto, también de la humanidad.Las compras verdes o ecológicas son prácticas comunes en los países desarrollados, sobre todo europeos; sin embargo, son muy poco conocidas en los países de América Latina. Solo Costa Rica está promocionando esta práctica en sus instituciones públicas y ha obtenido considerables beneficios en su implementación.El Estado peruano está compuesto por más de 2 mil entidades públicas contratantes, las cuales están agrupadas en entidades de gobierno nacional y regional, municipalidades, instancias descentralizadas, entidades bajo el ámbito del FONAFE (Fondo Nacional de Financiamiento de la Actividad Empresarial del Estado), de tratamiento empresarial y sociedades de beneficencia. Estas entidades programaron compras en el año 2008 por la cantidad de 58.234 millones de nuevos soles. Sin embargo, muy pocas de dichas compras tuvieron un criterio ecológico en su proceso de selección.El presente artículo tiene por objetivo mostrar las bondades de las compras verdes o ecológicas y la experiencia en países desarrollados, y plantear su aplicación en nuestro país. Así, este trabajo trata de recopilar una serie de experiencias de países en sus compras verdes y se divide en cuatro partes. La primera parte se refiere al marco conceptual de las compras verdes y abarca, principalmente, los diversos conceptos que explican los factores que impulsan a los Estados a implementar dicha estrategia. La segunda parte presenta la experiencia internacional en la que se describen las mejores prácticas. La tercera parte analiza la posibilidad de la aplicación de las compras verdes en el país y, en la cuarta parte, se presentan las conclusiones del artículo
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Pereira, Talles Henrique. "Análise da efetividade dos programas de movimentação interna de pessoas na gerência executiva de tecnologia da informação e telecomunicações: um estudo de caso em uma empresa de energia." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/17553.
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O presente trabalho tem o objetivo de analisar a efetividade dos programas de movimentação interna, sob perspectiva dos empregados, em uma empresa de energia brasileira. Foram analisados os programas divulgados nos anos de 2014 e 2015. Entenda-se por efetividade um conceito integrado cujos pilares são os interesses e necessidades da empresa e dos empregados, aderentes à estratégia corporativa. Foi realizada uma extensa análise documental, através de relatórios gerenciais, pesquisa de clima organizacional e normas e procedimentos de recursos humanos. A partir desta, foram conduzidas entrevistas semiestruturadas aos empregados selecionados pelo programa, cujo perfil é composto por profissionais de nível superior, das carreiras de Análise de Sistemas e Engenharia de Telecomunicações. Os depoimentos foram avaliados em relação aos construtos carreira, dimensão organizacional, dimensão pessoal e movimentação interna à luz da teoria dos contratos, âncoras de carreira, motivação e carreira proteana. A pesquisa traz insumos relevantes à gestão de carreira nas organizações e ao recrutamento e seleção interna, considerando as especificidades e complexidade do arranjo da organização pesquisada.
This dissertation aims at analyzing the effectiveness of internal hiring programs at a large energy company in Brazil, considering the employee´s perspective. The programs considered comprised the period of two years: 2014/2015. Effectiveness was meant to be an integrated concept, which basic elements are the company and employee needs, aligned to the company main strategic plans. The methodology included an extensive documentary research, through managerial reports, organizational climate surveys and current human resources rules and procedures adopted by the company. From these sources, semi structured interviews were conducted to the selected employees by the internal hiring programs, whose professional profiles are comprised of IT and Telecommunication college graduates. Statements taken during the interviews were then analyzed through career, organization and personal perspectives. In order to analyze the interview results, academic research regarding contract theory, anchor of careers, motivation and protean careers were reviewed. The current research brings valuable resources to career management and to internal hiring programs, considering the complex organizational arrangement of the specific organization.
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García-del-Barrio, Pedro. "Hiring Costs and Temporary Work Agencies. An explication of regional disparities across Spanish provinces." Economía, 2014. http://repositorio.pucp.edu.pe/index/handle/123456789/117946.
Повний текст джерелаАнотація:
The Temporary Work Agencies (TWA) industry experienced continuous growth throughout the 90s, and now represents around 15% of temporary hiring in Spain. More interestingly, are markable regional disparity in this sector exists across Spanish provinces. By developing a simple theoretical model and using panel data methodology, this article examines the Spanish caseand suggests that the costs of recruiting, training and screening could explain a large part of the regional disparity. This result is supported by the empirical fact that the TWA firms have greater success in markets with low unemployment rates, where the average duration of unemploymen tis longer, and in provinces with higher concentrations of urban population, respectively.El sector de las Empresas de Trabajo Temporal (ETT) experimentó un fuerte crecimiento en la década de 1990, hasta estabilizarse en torno al 15% de la contratación temporal en España. Aún más significativa es la fuerte disparidad regional en el recurso a las ETT que existe entre las provincias españolas. A partir de un sencillo modelo teórico, y con metodología de datos de panel, este artículo sugiere que los costes de reclutamiento, entrenamiento y selección podrían explicar gran parte de dicha disparidad. Esta conclusión, estaría fundada en la evidencia empírica de que la cuota de mercado de las ETT es mayor en mercados con bajas tasas de desempleo, donde la duración media del paro es mayor y en aquellas provincias con más concentración de población urbana, respectivamente.
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Jurksaitis, Guilherme Jardim. "Contratação direta: análise crítica do sistema e o caso dos serviços advocatícios." Universidade de São Paulo, 2013. http://www.teses.usp.br/teses/disponiveis/2/2134/tde-10112016-112249/.
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O presente trabalho oferece uma análise crítica das hipóteses de contratação direta previstas na Lei Geral de Licitações e Contratos brasileira, Lei Federal n.º 8.666, de 21 de junho de 1993, com atenção especial para o caso da contratação direta de serviços advocatícios. A dissertação encontra-se dividida em quatro partes. A primeira delimita o tema do trabalho no estágio atual de evolução do Direito Administrativo brasileiro. A segunda parte do trabalho explora o tema da licitação e sua importância para o Direito Administrativo. Nessa etapa, são apresentados os princípios norteadores da licitação e sua importância para o ideal republicano, tal qual previsto pela Constituição Federal. A terceira parte do trabalho analisa as hipóteses de contratação direta previstas na Lei 8.666/93, procurando identificar suas possíveis razões e as características em comum que existem entre elas. Elaborou-se uma classificação própria aglutinando os incisos do artigo 24 da Lei 8.666/93 em 6 categorias, a saber: a) dispensa de licitação em função do valor do objeto contratado; b) dispensa de licitação em função de situação excepcional; c) dispensa de licitação em função de problemas em contratação anterior; d) dispensa de licitação em função dos atores envolvidos; e) dispensa de licitação em função de políticas de fomento; e f) dispensa de licitação em função de especificidades do objeto. A quarta parte do trabalho contém uma análise sobre o caso da contratação direta de serviços externos de advocacia nos tribunais superiores: o Supremo Tribunal Federal e o Superior Tribunal de Justiça. Ao olhar para as decisões proferidas por essas Cortes, espera-se alcançar dois objetivos: captar os argumentos usados pelas partes que tomam posição nesse debate e identificar o posicionamento das maiores instâncias do Poder Judiciário sobre o tema da contratação direta de serviços advocatícios e o dever de licitar. Não se trata, portanto, de uma análise de jurisprudência, que foi usada como fonte de pesquisa para identificar situações reais envolvendo a contratação direta de serviços advocatícos, suas razões, e os argumentos forenses favoráveis e contrários a ela.This paper offers a critical analysis of the cases of direct hiring as prescribed by the Brazilian General Law of Public Bids and Contracts, i.e., Federal Law No. 8.666, of June 21, 1993, with due regard for the direct hiring of legal services. The paper is divided into four parts. The first defines the theme of the paper viewed from the current standpoint of evolution of the Brazilian Administrative Law. The second part of the paper analyzes the issue of bidding per se, and its importance to Administrative Law. At this stage the bidding guiding principles and their importance to the republican ideal are presented, as set forth in the Brazilian Federal Constitution. The third part of the paper looks into the cases of direct hiring set out under Law No. 8.666/93, seeking to identify the possible reasons therefor and the common characteristics existing among them. Under a specific classification the items of article 24 of Law number 8.666/93 were combined in order to fall under six categories: a) waiver of bidding in view of the amount of the contracted object; b) waiver of bidding due to exceptional circumstances; c) waiver of bidding due to problems occurred in previous hiring; d) waiver of bidding due to the players involved; e) waiver of bidding based on development policies; and f) waiver of bidding based on the specific characteristics of the object. The fourth part of the paper analyzes the case of external legal services directly hired, as viewed by the higher courts, i.e., the Supreme Court and the Superior Court of Justice. When looking into the decisions handed down by these courts, two goals are expected to be met: to raise the arguments used by the parties involved in this debate and identify the standing of the Judiciary Branch highest instances on the subject of directly hiring legal services, as well as and the duty to promote competitive bids. This is not an analysis of case law, which was used as a research source to identify real situations involving direct hiring of legal services, their reasons, and forensic arguments for and against them.
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Basilio, Juliana Regina 1983. "Contratos de trabalho de professores e a construção da condição docente na escola pública paulista (1974-2009)." [s.n.], 2010. http://repositorio.unicamp.br/jspui/handle/REPOSIP/251381.
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Orientador: Ana Maria Fonseca de AlmeidaDissertação (mestrado) - Universidade Estadual de Campinas, Faculdade de Educação
Made available in DSpace on 2018-08-17T02:40:58Z (GMT). No. of bitstreams: 1 Basilio_JulianaRegina_M.pdf: 2460861 bytes, checksum: 64921daf6bb289e8a2a74ea7ccc78362 (MD5) Previous issue date: 2010
Resumo: A pesquisa tem em vista contribuir para o entendimento da condição docente na escola básica paulista, por meio do estudo das práticas de recrutamento e das formas de inserção dos professores nas escolas que compõem essa rede de ensino. O estudo foi estruturado em dois eixos. O primeiro consistiu no levantamento e na análise, numa perspectiva histórica, da legislação que governou a contratação de professores de 1974 a 2009. O segundo determinou o exame das práticas de recrutamento realmente realizadas. Para isso, foram levantados e estudados os dados estatísticos disponíveis sobre os professores e seus contratos no Departamento de Recursos Humanos da Secretaria Estadual de Educação; foi também realizada uma observação de inspiração etnográfica, no ano de 2009, em diferentes etapas de atribuição de aulas, numa das Diretorias Regionais de Ensino, com vistas a acompanhar in loco os processos de recrutamento e inserção de professores efetivos temporários e eventuais. O estudo apontou que: (i) a atuação dos professores na escola tem uma relação intrínseca com a sua situação de emprego, ou seja, se ele possui ou não um contrato de trabalho e se ele tem ou não estabilidade no emprego; (ii) sua atuação docente, quando analisada do ponto de vista da formação inicial e continuada, tende a culpabilizar o professor pela situação da escola, sem considerar as condições objetivas do exercício do seu trabalho; (iii) o processo de obtenção do emprego e a inserção na escola são reveladores tanto dos processos pelos quais se constrói o lugar objetivo do professor no sistema de ensino quanto de sua posição social.
Abstract: This research aims to contribute to the understanding of teacher's condition in elementary school in São Paulo by the study of recruitment practices and forms of insertion of teachers in schools which make up this network of education. The study was structured in two approaches. In the first, the survey and analysis of the legislation that governed the hiring of teachers from 1974 to 2009 were carried out in a historical perspective. In the second, it was accomplished the examination of recruitment practices which are really carried out in the schools. Thereby, the available statistical data on teachers and their contracts with the Department of Human Resources at the State Department of Education were surveyed and studied. In addition, it was accomplished the observation of ethnographic inspiration, in 2009, in different stages of classes attribution in one of the Regional Boards of Education, aiming to follow in loco the processes of recruitment and insertion of temporary effective and eventual teachers. The study showed that: (i) the teachers' performance in school has an intrinsic relationship with their employment situation, in other words, whether or not they have a labor contract or stability in the work, (ii) their teaching performance, when analyzed from the viewpoint of initial and ongoing formation, tend to blame the teachers for the school situation, without considering the objective conditions of the practice of their employment, and (iii) the process of obtaining the employment and the insertion in school reveal both the processes by which the objective place of teachers is developed in the education system and their social position.
Mestrado
Educação, Conhecimento, Linguagem e Arte
Mestre em Educação
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VURM, Michal. "Návrh změn zdravotních a psychosociálních kritérií pro přijetí uchazečů do služebního poměru vojáka z povolání." Master's thesis, 2011. http://www.nusl.cz/ntk/nusl-54412.
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Abstract Currently, the issue of a growing extremist right-wing orientation in professional soldiers serving in the Army of the Czech Republic has acquired top priority. This diploma work should present a targeted proposal of changes in psycho-social tests and the whole selection system of candidates applying for the army professional status. The objective of my diploma work is thus summarised in its very name ?A Proposal of Health and Psycho-Social Criteria for the Purposes of Hiring New Professional Soldiers?. The significance or danger of right-wing extremist opinions in professional soldiers serving in the Army of the Czech Republic cannot be seen in its current massive occurrence but in the trend of the growth of such negative phenomena. Based on the experimental section of my diploma work consisting in the collection and evaluation of opinions and standpoints of experienced staff members responsible for the selection of the Ministry of Defence personnel, two hypotheses were established. H1. Current psychosocial test do not comply with the hiring reguirements related to candidates for a professional army career. H2. Health checks as a component of the hiring procedure do not include the detection of external marks or signs which would indicate right-wing extremist views. The respondents who have taken part in my research have dealt with the issue in a most responsible and reliable way. The opinions of former professional soldiers who have been dismissed from the army due to their right-wing extremist opinions and acts have also been of great significance. The conclusions of my diploma work shall be submitted as a proposal for an improved hiring procedure, predominantly as far as psycho-social tests and health examinations are concerned, with the aim of detecting potential latent right-wing extremist inclinations.
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Nel, Dehlia. "An exploratory study of the perceptions of people affecting and affected by day labourers at hiring sites in Tshwane." Diss., 2007. http://hdl.handle.net/10500/2288.
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This dissertation explores the perceptions of different groups of people (subsystems) who affect and are affected by the phenomenon of day labourers in Tshwane.
Three "day labourer sites" were identified. Businesses, residents, police, metro-police and the municipality directly connected to these sites were interviewed. Their perceptions were analysed using the systemic frame of reference.
The data was processed to describe perceptual relational patterns between the day labourers and the different subsystems. The following themes amongst these relational patterns were identified and described: employment, law and order, contact between subsystems, sharing the environment / community and resources / facilities. These themes were described in relation to the Bill of Rights (Chapter 2 of the Constitution of the Republic of South Africa, 1996).
This research aims to highlight some of the voices of the groups affecting and affected by the phenomenon of day labourers.Social Work
M.A. (Mental Health)
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Bühning, (geb :. Dünger) Dennis. "Brauchen wir gadoliniumhaltiges Kontrastmittel in der Hirn-MRT-Diagnostik bei Kindern?" 2019. https://ul.qucosa.de/id/qucosa%3A73885.
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Hintergrund und Ziele: Gadolinium (Gd) wird seit 1988 als Kontrastmittel (KM) für Hirn-Magnetresonanztomographie (MRT)-Untersuchungen verwendet und gilt auch heute noch in vielen Kliniken zum Standard einer „lege artis“ durchgeführten pädiatrischen Hirnuntersuchung. Es galt lange Zeit als sehr nebenwirkungsarm, doch in den letzten Jahren wurden vermehrt Studien veröffentlicht, die von zum Teil schweren Folgen aufgrund der Gd-Applikation berichteten (Nephrotic systemic fibrosis, Gadolinium deposition disease). Ziel dieser Studie war es, den diagnostischen Zugewinn durch die generelle Gabe von Gd bei Kindern zu beurteilen, wenn initial im nativen Hirn-MRT kein pathologischer Befund zu finden war.
Methodik: Für diese retrospektive Studie wurden 6.683 kraniale KM-MRT-Untersuchungen von Kindern im Alter von 0 bis 16 Jahren nochmals ausgewertet und daraufhin untersucht, ob die KM-Gabe zusätzliche relevante Informationen liefern konnte.
Ergebnisse: In 8 von 3.003 (0,03 %) nativ unauffälligen Untersuchungen konnte durch KM-Gabe ein relevanter Zusatzbefund ermittelt werden. In allen 8 Fällen handelte es sich dabei um ein meningeales Enhancement. Dies entspricht einem negativen prädiktiven Wert (NPV) von 0,97. Von diesen relevanten Zusatzbefunden war das Enhancement nur bei einem Kind (0,03 %) richtungsweisend für die Diagnostik. Bei den nativ auffälligen Untersuchungen konnte in 297 von 3.680 (8,1 %) MRT´s ein relevanter Zusatzbefund gefunden werden.
Schlussfolgerungen: Unsere Studie zeigte, dass eine KM-Gabe bei nativ unauffälligem Befund nur in einem Fall (0,03 %) eine richtungsweisende Diagnose mit Änderung der therapeutischen Strategie brachte. Stellt man diesem Ergebnis die Nachteile einer routinemäßigen Gd-Applikation gegenüber, ergibt sich eine zahlenmäßig begründete Evidenz, zukünftig routinemäßig auf die KM-Gabe bei nativ unauffälligen Befunden zu verzichten. In Einzelfällen kann von dieser Empfehlung abgewichen werden, wenn klinisch der Verdacht auf eine ZNS-Infektion besteht, oder wenn bei unklarer Symptomatik ein spreitender meningealer Tumor mit KM-Gabe ausgeschlossen werden soll. Bei pädiatrischen MRT-Untersuchungen des Gehirns, die schon vor KM-Gabe Auffälligkeiten zeigen, besteht weiterhin eine klare Indikation für die KM-Applikation.Abstract Background: Brain imaging is the most common examination in pediatric magnetic resonance imaging (MRI), often combined with the use of a gadolinium-based contrast medium. The application of gadolinium-based contrast medium poses some risk. There is limited evidence of the benefits of contrast medium in pediatric brain imaging. Objective: To assess the diagnostic gain of contrast-enhanced sequences in brain MRI when the unenhanced sequences are normal. Materials and methods: We retrospectively assessed 6,683 brain MR examinations using contrast medium in children younger than 16 years in the pediatric radiology department of the University Hospital Leipzig to determine whether contrast-enhanced sequences delivered additional, clinically relevant information to pre-contrast sequences. All examinations were executed using a 1.5-T or a 3-T system. Results: In 8 of 3,003 (95% confidence interval 0.12-0.52%) unenhanced normal brain examinations, a relevant additional finding was detected when contrast medium was administered. Contrast enhancement led to a change in diagnosis in only one of these cases. Conclusion: Children with a normal pre-contrast brain MRI rarely benefit from contrast medium application. Comparing these results to the risks and disadvantages of a routine gadolinium application, there is substantiated numerical evidence for avoiding routine administration of gadolinium in a pre-contrast normal MRI examination.
Книги з теми "Hiring contract"
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Hiring Your First Employee. Berkeley: NOLO, 2008.
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Backer, Bradden C. Hiring and firing in Wisconsin. 4th ed. Madison, WI: State Bar of Wisconsin CLE Books, 2009.
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Backer, Bradden C. Hiring and firing in Wisconsin. Madison, WI: State Bar of Wisconsin CLE Books, 1997.
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Backer, Bradden C. Hiring and firing in Wisconsin. 4th ed. Madison, WI: State Bar of Wisconsin CLE Books, 2009.
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Backer, Bradden C. Hiring and firing in Wisconsin. 3rd ed. Madison, WI: State Bar of Wisconsin CLE Books, 2004.
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Backer, Bradden C. Hiring and firing in Wisconsin. 4th ed. Madison, WI: State Bar of Wisconsin CLE Books, 2009.
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Backer, Bradden C. Hiring and firing in Wisconsin. Madison: State Bar of Wisconsin CLE Books, 1996.
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Backer, Bradden C. Hiring and firing in Wisconsin. Madison, WI: State Bar of Wisconsin CLE Books, 1998.
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Hiring your first employee: A step-by-step guide. Berkeley, CA: Nolo, 2008.
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1936-, Weiss Donald H., ed. Fair, square, and legal: A manager's guide to safe hiring, managing, and firing practices. [Watertown, Mass.]: American Management Association, 1998.
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Bisson, Linda F., Philip H. Kass, Kyaw Tha Paw U, and Laura Grindstaff. "Assessing Institutionalized Bias." In Uprooting Bias in the Academy, 61–80. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-85668-7_4.
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AbstractIdeally, higher education systems are meritocracies in which advancement or promotion is based on demonstrated accomplishment and scholarly impact. “Merit” is believed to be associated with innate intellectual ability, dedication to learning and knowledge generation, mastery of a field of study, and recognition by others of comparable training and academic standing. Evaluations of accomplishment are dutifully (and often wishfully) believed to be wholly objective despite an abundance of evidence to the contrary. Unfortunately, implicit bias and other barriers to inclusion are pervasive within meritocracies. For members of marginalized groups, their social identity may diminish how their accomplishments are perceived and valued; conversely, the accomplishments of those with privileged identities may be over-valued. Moreover, what counts as “valuable” is itself not objective or neutral but rather reflects socially-constructed and culturally-specific priorities. Because academic merit and reward systems, as well as local cultures, can intentionally as well as unintentionally reinforce and hence perpetuate bias and barriers to inclusion, one of our UC Davis ADVANCE initiatives centered on review of all policies and practices affecting faculty advancement. We appraised the potential for bias in hiring, promotion, progression, and retention of faculty. We also evaluated the importance of culture in replicating barriers to inclusion.
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Marson, James, and Katy Ferris. "19. Hiring Staff and Establishing the Contract of Employment." In Business Law, 479–509. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198849957.003.0019.
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This chapter discusses how employment relations affect all business organizations and why it is especially important to identify the status of individuals engaged in employment. It begins by considering the regulation of the employment relationship and identifies the tests to establish the employment status of individuals, as well as the reasons behind the significance of the distinction between an employee and independent contractor. The three common law tests that have been used to determine employee status—control, integration, and mixed or economic reality—are identified, and how it is most appropriate, in applying the tests, to begin with those established in Montgomery v Johnson Underwood, and then proceed to the final question in Ready Mixed Concrete. The chapter also identifies the terms implied into contracts of employment and the obligations these place on the involved parties.
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Hoppe, Carsten. "Positive Human Rights Obligations of the Hiring State in Connection with the Provision of ‘Coercive Services’ by a Private Military or Security Company." In War by Contract, 111–29. Oxford University Press, 2011. http://dx.doi.org/10.1093/acprof:oso/9780199604555.003.0007.
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Golden, Eve. "2." In Jayne Mansfield, 3–13. University Press of Kentucky, 2021. http://dx.doi.org/10.5810/kentucky/9780813180953.003.0002.
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The beginning of Jayne Mansfield's career: early roles in films and TV, her separation from her first husband, signing a contract with Warner Bros., hiring go-getter press agent Jim Byron. Jayne's big splash at the Underwater! premiere in 1955, and her first Playboy appearance.
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Nordman, Christophe J., and Smriti Sharma. "Pecuniary Returns to Working Conditions." In Micro, Small, and Medium Enterprises in Vietnam, 208–29. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198851189.003.0010.
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Using matched worker-firm data from three waves of the Vietnam Small and Medium Enterprises data, we examine whether workers are compensated with higher wages for working in vulnerable jobs and unfavourable working conditions. Wage equations indicate that there are no clear compensating mechanisms for working in poor conditions, for having an informal contract, and for having few financial benefits. Quantile regressions show that workers in the upper tail of the wage distribution are more likely to be penalized for working in adverse working conditions. Employees recruited through official hiring channels with an informal contract earn less than employees hired through social networks. Upon estimating mean decompositions of wage gaps based on working conditions, we find that the gap is almost entirely explained by the conjunction of worker, job, and firm characteristics in 2015, in contrast to the previous survey year of 2013.
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Light, Paul C. "Pressures on the Dividing Line." In The Government-Industrial Complex, 77–120. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190851798.003.0003.
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Chapter 3 explores the pressures that encourage government dependence on contract and grant employees. The chapter begins by reviewing Eisenhower’s call for a “proper meshing” between the military and industry. The chapter then explains the time, bureaucratic, and political pressures that increase the temptation to use contract and grant employees in lieu of federal employees. The time pressures stem from the federal government’s (1) sluggish hiring process, (2) aging workforce, (3) high promotion speed, (4) inflated performance appraisals, and (5) and changing mission. The bureaucratic pressures stem from (1) skill gaps in mission-critical occupations, (2) the barriers to federal employee engagement, (3) disagreements on how much federal and private employees cost, (4) weak oversight, and (5) a sluggish presidential appointments process. Finally, the political pressures arise from (1) the thickening of the leadership hierarchy, (2) the need to protect government achievements and fix breakdowns, (3) public trust and distrust toward government, (4) high levels of political polarization, and (5) cabal, intrigue, and corruption.
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"If the claimant suffers consequential loss as a result of the property damage, such as expense incurred or profits lost as a result of the destruction of a ship subject to a charterparty, that loss is recoverable, except where it amounts to loss of general future profit. The claimant may also recover for the cost of hiring a substitute until the replacement is available." In Sourcebook on Contract Law, 691–93. Routledge-Cavendish, 1995. http://dx.doi.org/10.4324/9781843141518-269.
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SOUZA, Pedro Junior Lima, and Ana Lucia de MEDEIROS. "GESTÃO DE COMPRAS EM ORGANIZAÇÕES PÚBLICAS: um estudo de caso a partir das aquisições da UFT entre os anos de 2012 a 2016." In GESTÃO PÚBLICA: a visão dos técnicos administrativos em educação das universidades públicas e institutos federais, 67–81. editora OESTE, 2020. http://dx.doi.org/10.51911/9786599020063.6.
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Business organizations are reorienting their practices to optimize their operating flows for more efficient management. This scenario of administrative rationalization is also impacting public organizations. In this perspective, the search for more effective management is leading public organizations to seek new answers to address their budgetary limitations. This work aims to study the purchasing management of the Federal University of Tocantins, between 2012 and 2016. This research is a qualitative case study and was conducted with the analysis of institutional documents and bibliographic research. Of the total volume contracted from 2012 to 2016, 72.05% of the total volume was destined to contract services. Hiring through direct contracting represents 73.85% of the number of processes, which may signal weakness in the control related to the fractioning of acquisitions. It was observed that UFT uses the electronic auction as its predominant form for its acquisitions, of the total financial volume contracted 73.91% was through this modality. Even with the fiscal constraint scenario, there was an increase in the global value of acquisitions from 2014. The results showed that the university still lacks robust improvements in the monitoring of procurement processes, especially with regard to the agility of processing orders. demands, which may be explained by the University’s multi-camp reality that makes coordinated actions between administrative units difficult.
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Trigo, António, João Varajão, Pedro Soto-Acosta, João Barroso, Francisco J. Molina-Castillo, and Nicolas Gonzalvez-Gallego. "IT Professionals." In Professional Advancements and Management Trends in the IT Sector, 32–45. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-4666-0924-2.ch003.
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Nowadays, Universities and other Training Institutions need to clearly identify the Information Technology (IT) skills that companies demand from IT practitioners. This is essential not only for offering appropriate and reliable university degrees, but also to help future IT professionals on where to focus in order to achieve better job positions. In an attempt to address this issue, this study rely on 102 Chief Information Officers, from Iberian large companies, to characterize current IT professionals and what is expected from future hirings. Results revealed that IT Technicians and Senior Analysts are the predominant positions and also that future hiring will request candidates with at least two to five years of work experience. The two most important skills found were core functions at the IT department: business knowledge and user support. In contrast, traditional competences such as web development and management of emerging technologies were less demanded.
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"Dual-Career Queer Couple Hiring in Southwest Virginia: Or, the Contract That Was Not One: Shelli B. Fowler, Virginia Polytechnic Institute, Blacksburg, VA and Karen P. DePauw, Virginia Polytechnic Institute, Blacksburg, VA." In Lesbian Academic Couples, 79–94. Routledge, 2012. http://dx.doi.org/10.4324/9780203729113-9.
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Smith, Warren N. "Reprocurement Considerations for an Existing Municipally Owned Refuse-to-Energy Plant: Pinellas County, Florida." In 13th Annual North American Waste-to-Energy Conference. ASMEDC, 2005. http://dx.doi.org/10.1115/nawtec13-3159.
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On May 7, 2007, the operating agreement for the Pinellas County mass-burn resource recovery facility will expire. This contract, originally negotiated in the late 1970’s is one of the first in the United States for the design, construction, operation and maintenance of a municipally owned refuse-to-energy facility, and thus is one of the first to expire. In late 2003, Pinellas County began the process to reprocure an operator for its resource recovery facility under the terms of a new long-term agreement. This paper discusses planning processes and reprocurement activities to date, including hiring a reprocurement consulting engineer; formation of the project team (Project Working Group and Project Oversight Committee); development of the project schedule; and, identification of the reprocurement approach (informal meetings with vendors, Request for Qualifications and Request for Proposals). The paper also addresses certain technical and contractual issues associated with contracting a 24-year old refuse-to-energy facility. Technical items considered are a modified approach to ash processing and metals recovery; whether or not to continue the WESPhix® ash treatment process; and the need for various capital improvements. Contractual matters include such items as ownership of spare parts; availability of operating documents and record drawings; transfer of proprietary licenses; and consideration of a transition agreement. Pinellas County’s reprocurement is being designed with the primary goal of developing a process that is fair, open and competitive; and one that provides a level playing field for all interested proposers. The paper draws comparisons between the reprocurement methods and processes considered, with conclusions about why the final reprocurement approach was selected.
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Tomašković, Slavko, and Julka Sremac. "THE FUNDAMENTAL FUNCTIONS OF PUBLIC SECTOR ORGANIZATION ON THE EXAMPLE OF SUBOTICA LOCAL SELF-GOVERNMENT." In Sixth International Scientific-Business Conference LIMEN Leadership, Innovation, Management and Economics: Integrated Politics of Research. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/limen.2020.363.
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Organizations, as well as individuals, realized that they possess their core, the core which consists of the necessary activities and necessary people, the core which is surrounded by an open and flexible space that can be complemented with flexible workers and flexible delivery contracts. The attempts to save money, by downsizing the management layers or by hiring temporary workers, change the form of the organization and the style of coordination within the organization itself. This paper will firstly explain the notion of organization and organizing. Since the example which will be presented is the Local Self-Government Subotica organization, the author will state the specific characteristics of a public organization first.
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Kumar, Mohit, Stefano Teso, and Luc De Raedt. "Acquiring Integer Programs from Data." In Twenty-Eighth International Joint Conference on Artificial Intelligence {IJCAI-19}. California: International Joint Conferences on Artificial Intelligence Organization, 2019. http://dx.doi.org/10.24963/ijcai.2019/158.
Повний текст джерелаАнотація:
Integer programming (IP) is widely used within operations research to model and solve complex combinatorial problems such as personnel rostering and assignment problems. Modelling such problems is difficult for non-experts and expensive when hiring domain experts to perform the modelling. For many tasks, however, examples of working solutions are readily available. We propose ARNOLD, an approach that partially automates the modelling step by learning an integer program from example solutions. Contrary to existing alternatives, ARNOLD natively handles multi-dimensional quantities and non-linear operations, which are at the core of IP problems, and it only requires examples of feasible solution. The main challenge is to efficiently explore the space of possible programs. Our approach pairs a general-to-specific traversal strategy with a nested lexicographic ordering in order to prune large portions of the space of candidate constraints while avoiding visiting the same candidate multiple times. Our empirical evaluation shows that ARNOLD can acquire models for a number of realistic benchmark problems
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Kahlen, Franz-Josef, George Swingler, Anabela C. Alves, and Shannon Flumerfelt. "Decision-Making Competencies in Engineering and Medicine." In ASME 2014 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/imece2014-39891.
Повний текст джерелаАнотація:
A number of studies conducted since the turn of the millennium have identified several deficits in engineering education; the most widely cited are deficits in critical analysis, systems thinking, and visualizing non-linear cause-effect chains. The field of engineering education has undergone a number of notable changes in response to such identified deficits but recent field studies such as Vision 2030 identified remaining shortfalls in engineering competencies as well as significant discrepancies in the perception of the severity of these deficits. While academic engineering programs feel that their programs adequately prepare engineering students for the practice of engineering, entry-level hiring managers disagree. In the practice of medicine, decision-making in practicing physicians is a critical competency which can make the difference between appropriate and incorrect diagnoses, and may affect the patient’s well-being or his life. Making a decision for an appropriate treatment plan in the face of insufficient or contradicting data points often times is compounded by the fact that time-scales can be significantly shorter than in the case of a machine design project. And while the majority of patients is discharged from hospital care in better health, medical professionals and educators are questioning their own approach to decision making in light of technological advances affecting their disciplines, and because of an improved understanding of the biochemistry and opportunities of genetic manipulations of the human body. Therefore, the field of medical decision making is also undergoing an overhaul in the education and training of medical students. This paper contrasts the current decision-making competencies that are imparted as part of the respective fields’ academic education, identifies the challenges in each discipline, and identifies opportunities for cross-pollination of better practices to develop decision-making competencies.
Звіти організацій з теми "Hiring contract"
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Bertoni, Eleonora, Gregory Elacqua, Carolina Méndez, and Humberto Santos. Teacher Hiring Instruments and Teacher Value Added: Evidence from Peru. Inter-American Development Bank, December 2020. http://dx.doi.org/10.18235/0003123.
Повний текст джерелаАнотація:
In this article, we explore whether the evaluation instruments used to recruit teachers in the national teacher hiring process in Peru are good predictors of teacher effectiveness. To this end, we estimate teacher value-added (TVA) measures for public primary school teachers in 2018 and test for their correlation with the results of the 2015 and 2017 national evaluations. Our findings indicate that among the three sub-tests that comprise the first, centralized stage of the process, the curricular and pedagogical knowledge component has the strongest (and significant) correlation with the TVA measure, while the weakest correlation is found with the reading comprehension component. At the second, decentralized stage, we find no significant correlation with our measures of TVA for math, as well as non-robust correlations for the professional experience and classroom observation evaluation instruments. A positive and significant correlation is found between the classroom observation component and TVA for reading. Moreover, we find correlations between our measure of TVA and several teacher characteristics: TVA is higher for female teachers and for those at higher salary levels while it is lower for teachers with temporary contracts (compared to those with permanent positions).