Готові списки джерел за темами / Needs of employees

Добірка наукової літератури з теми "Needs of employees"

Автор: Grafiati
Опубліковано: 30 травня 2022
Оновлено: 31 травня 2022

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Статті в журналах з теми "Needs of employees"

1

Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.1017/s1833367200001140.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.
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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.17.6.729.

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Abstract The employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.
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3

Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.729.

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Анотація:
AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.
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4

Hamid, Mahmud, and Asma Ul Hosna. "Employee’s Sustainable Performance Process: Developing a Model for Sustaining Employees performance by Managing Age Diversity." International Journal of Entrepreneurial Research 4, no. 2 (November 2, 2021): 42–47. http://dx.doi.org/10.31580/ijer.v4i2.2071.

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Sustaining employees performance is a critical process. Employee sustainability is crucial for achieving organizational sustainability. For an organization, it's important to understand the individual employees perspective based on their age differences. Needs and resources are different for young employees and old employees. This paper proposes a model of sustaining employees performance of diverse age groups of employees by considering individual employee’s based on Herzberg two factor theory, the motivational theory of lifespan development, and transformational leadership theory. This is a conceptual paper in nature and has successfully developed a model. The proposed model has covered important areas which can create employees satisfaction to retain them in the organization. Employee retention has been proposed as a mediator which is a strong component to build employee’s sustainable performance. For the researcher and practitioners, it will be recommended to test this model to identify its impact on employees and employers.
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5

Crainer, Stuart, and Julian Birkinshaw. "Who needs employees?" Business Strategy Review 19, no. 3 (September 2008): 18–21. http://dx.doi.org/10.1111/j.1467-8616.2008.00547.x.

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6

Earley, Alice. "Hear Employees Needs." Nursing Management (Springhouse) 18, no. 4 (April 1987): 12. http://dx.doi.org/10.1097/00006247-198704000-00004.

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7

Philpot, Denise R., and Mariya Gavrilova Aguilar. "Post-Leave (Return to Work) Training Needs and Human Resource Development." Advances in Developing Human Resources 23, no. 2 (March 5, 2021): 171–84. http://dx.doi.org/10.1177/1523422320982935.

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The Problem Employee leave is impacted by a variety of laws that address employer obligations and employee responsibilities. While the employee leave process is managed by an organization’s Human Resource Management (HRM) function, in most cases these laws and internal organizational policies and procedures do not address the training needs related to the employee’s return to work and subsequent integration into the workplace. Training, and Development is a component of Human Resource Development (HRD) and thus HRD should be largely involved in the employee’s transition back to work. In addition, supervisors/managers should examine their role in to evaluating the training needs of the employee and facilitating a successful post-leave return to work. The HRD literature can benefit from an integrated model of. The Solution This article reviews an important workplace phenomenon existing at the intersection of Human Resource Management (HRM) policies related to employee leave and HRD practices related to addressing training needs upon return to work and emphasizing employee orientation and integration back into the workforce. As a major component of HRD, Organization Development (OD) can also be employed to create a supportive organizational culture for employees on leave. We synthesize existing research on post-leave and rely on the HRD literature to propose solutions that highlight employee training and development interventions. Recommendations for practitioners include how to improve the workplace environment for employees prior to their leave as well as upon return, how to enhance the existence of orientation programs, and how to properly train managers to work well with employees and assess their training needs upon return from leave. The Stakeholders HRD practitioners that are looking to improve leave policies and documented practices as they pertain to the performance and training needs of leave-taking employees upon returning to work as well as managers that strive to ensure returning employees have the knowledge and skills necessary to regain previous levels of competence and productivity will be interested in this research.
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Izza, Ismiyatul, Budhi Setianto, and Inge Dhamanti. "Pengaruh Internal Service Quality (INTQUAL) terhadap Kepuasan Karyawan di RS Islam Ahmad Yani Surabaya." Jurnal Manajemen Kesehatan Indonesia 9, no. 2 (August 3, 2021): 78–86. http://dx.doi.org/10.14710/jmki.9.2.2021.78-86.

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The job satisfaction that employees get at the organization depends on whether or not the employee's needs are met. Employee needs that can be met will provide job satisfaction. The greater the employee's needs that can be met, the higher the employee's job satisfaction. Meanwhile, if the employee's needs are not met, the employee will have dissatisfaction. Objective: To identify the influence of internal service quality (intqual) on employee satisfaction at RSIAS. Methods: This study analyses an employee satisfaction survey conducted in 2020 using a cross-sectional study design. Population of this research is all employees in RSIAS. The sample of this study is also all employees in RSIAS, which is 421 people. The satisfaction survey is filled in using a score of 1 to 5, then averaged so that a score is obtained to determine the category of each aspect. The data obtained were analyzed based on the theory of internal service quality and employee satisfaction, then tested using a multiple linear regression statistical test model to determine the effect of internal service quality (intqual) on employee satisfaction at RSIAS. Results: The results of statistical tests showed that the value of p = 0.000, meaning that internal service quality has an effect on employee job satisfaction because the value of p <0.05. Several aspects of internal service quality affect job satisfaction, namely the aspects of tools, policies and procedures, management support, goal alignment, effective training and reward and recognition.
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Sheridan, Alison, and Lou Conway. "Workplace flexibility: reconciling the needs of employers and employees." Women in Management Review 16, no. 1 (February 2001): 5–11. http://dx.doi.org/10.1108/09649420110380238.

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Wood, Felecia, and Sharol Jacobson. "Employee Perceptions of Diabetes Education Needs: A Focus Group Study." AAOHN Journal 53, no. 10 (October 2005): 443–49. http://dx.doi.org/10.1177/216507990505301005.

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The purpose of this descriptive non-experimental research was to assess employee perceptions of desired diabetes education through focus groups. Thirteen employees of a southern university in three focus groups identified many standard and some emerging educational topics of interest including healthier food choices when eating out, increasing activity, deciding whether highly advertised “special” products for diabetes were necessary, and recognizing the importance of obesity among children. The employees were willing to attend group meetings related to diabetes, but not to pay for them. The information will be used to plan an intervention to promote diabetes prevention and self-management in a worksite environment where diabetes costs are rising rapidly, and to support the need for a university wellness program. Occupational health nurses can address both employees' needs and employers' costs through such a program.
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Дисертації з теми "Needs of employees"

1

Beckman, Michelle. "Training needs assessment for warehouse employees." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007beckmanm.pdf.

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Sweeney, Patricia. "Training needs assessment for Kell Container Corporation a needs assessment and subject matter analysis /." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999sweeney.pdf.

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Nfila, Cecilia. "Training needs analysis for Bachibanga Company in Botswana." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005nfilac.pdf.

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Lui, Young Kam-ling Margaret, and 雷楊金鈴. "Work-related needs among Hong Kong commercial employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31207005.

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Lui, Young Kam-ling Margaret. "Work-related needs among Hong Kong commercial employees /." [Hong Kong] : University of Hong Kong, 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12316581.

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Danielsson, Isabelle, and Matilda Hellqvist. "Meet the needs of tomorrow's employees : How potential employees perceive the Swedish banking industry." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-279733.

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The banking industry is experiencing a transformation where traditional actors are being challenged by newcomers with digital and innovative solutions. This transformation is affecting both customers, employees as well as potential employees. Therefore, banks have to focus on and innovate the employee experience to stay competitive on the employer market. This study intends to deepen the understanding of how students as potential employees perceive the Swedish banking industry and the attractiveness of different employers within it. The analysis is built on previous research within employer branding, employer value propositions, and transformations such as innovation and digitalization. A quantitative research method was used and a survey was conducted in order to collect data from the sample group, consisting of students in the last year at universities in Sweden heading for the working market. The main result of this study shows that potential employees prefer two value propositions when considering a future workplace. The first one is development value, which relates to the possibility to advance and grow professionally, and the second one is interest value, which relates to having interesting and challenging tasks. It also indicates that digital banks, compared to traditional banks, are more associated with these top two ranked value propositions, which entails that they communicate a more attractive employer brand towards potential employees. Conclusively, this research demonstrates that there is a significant difference between how traditional banks and digital banks employer brands are perceived by potential employees. This is important knowledge for the different actors within the banking industry to both possess as well as take into consideration.
Bankindustrin genomgår en förändring där traditionella aktörer utmanas av nya bolag med digitala och innovativa lösningar. Transformationen påverkar både bankernas kunder och anställda. Därför måste banker fokusera på och innovera de anställdas upplevelse för att fortsätta vara konkurrenskraftiga på arbetsmarknaden. Den här studien ämnar fördjupa förståelsen för hur studenter som potentiella anställda uppfattar den svenska bankindustrin och hur attraktiva de uppfattar dess aktörer som arbetsgivare. Uppsatsen bygger på tidigare forskning inom employer branding, employer value proposition och transformation så som innovation och digitalisering. En kvantitativ metod användes för att genomföra studien och en enkät togs fram för att samla in data från urvalet. Det huvudsakliga resultatet från studien visar att potentiella anställda värderar det som kallas development value, som är kopplat till möjligheten att avancera och utvecklas professionellt, och interest value, som är kopplat till att ha intressanta och utmanande arbetsuppgifter, högst. Studien visar även på att digitala banker associeras med dessa value propositions i högre grad än vad traditionella banker gör. Detta tyder på att digitala banker kommunicerar ett mer attraktivt employer brand till potentiella anställda. Avslutningsvis, visar denna studien att det finns en signifikant skillnad mellan hur traditionella och digitala bankers employer brand uppfattas av potentiella anställda. Vilket är en viktig lärdom för olika aktörer i banksektorn att både få kunskap om och förhålla sig till.
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Lassausaie, Claire, and Kyler Lotte. "Employees' Needs at Work : A case study of employee retention at a real estate firm." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151390.

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The intent of this study is to improve our understanding of employee behavior. Specifically, to understand why an employee would be motivated to seek a job somewhere other than their current place of employment. As well to understand the perspective of the employer with how they could retain these employees, considering the current job-hopping phenomenon and the high cost of employee turnover. The purpose of this study is to understand the needs of employees at work and apply them to retention strategies. The study focuses on the differences between organizational levels, as this has not been sufficiently studied in the past. The present study applies Maslow's hierarchy of needs, along with traditional retention strategies to employee's current views, in order to create a new framework for retention strategies. As a qualitative case study, interviews have been conducted within a small firm from the real estate industry in the USA to obtain an insight into employees' needs at work and their perception of retention. It was of paramount importance that every level of the organization was represented, with responses from the lowest level administrator up to the partner owner level of the company. Discussing the findings, this study intends to create a model for employee job satisfaction at two different levels of an organization, thus providing an understanding of their needs and goals at work. As well also contributing to suggested retention strategies by offering a retention model for each level. The main contribution of this study is that it demonstrates a difference in factors for job satisfaction at different levels of an organization, which justifies the adoption of a uniquely adapted retention strategy for each level. If the traditional means of motivation and retention can be used for employees highly positioned within the hierarchy, this study shows that at a lower-level, employees seek well-being far more than performance and financial rewards. Thus, the conclusion has been proposed that achievement and success are central to the satisfaction and retention of high-level employees where well-being and company culture are central to low-level employees.
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Finch, Sheri A. "Training needs assessment for an operation in a juice processing plant." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001finchs.pdf.

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Johnson, Edsel J. "Exploration of training needs assessment methodologies employed by ISO 9000 registered organizations." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999johnsone.pdf.

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Messner, Angelina. "Needs assessment and analysis methods." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009messnera.pdf.

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Книги з теми "Needs of employees"

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Peterson, Robyn. Training needs assessment: Meeting the training needs for quality performance. 2nd ed. London: Kogan Page, 1998.

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Barbazette, Jean. Training Needs Assessment. New York: John Wiley & Sons, Ltd., 2005.

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3

Training needs assessment. Englewood Cliffs, N.J: Educational Technology Publications, 1987.

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4

1940-, Taylor Billie W., ed. Analysing learning needs. Aldershot, Hampshire, England: Gower, 1994.

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5

Caroselli, Marlene. Hiring and firing: What every manager needs to know. Mission, KS: SkillPath Publications, 1993.

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6

Brenda, Gibson, ed. Training needs analysis: A resource for identifying training needs, selecting training strategies, and developing training plans. 2nd ed. Aldershot, England: Gower, 1997.

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7

Brenda, Gibson, ed. Training needs analysis: A resource for identifying training needs, selecting training strategies, and developing training plans. Aldershot, Hampshire, England: Gower, 1994.

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8

Development, Instituteof Training and, ed. Training needs analysis in the workplace. London: Kogan Page in association with the Institute of Training and Development, 1992.

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9

Staff training and assessment. London: Cassell, 1996.

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10

Training needs analysis. London: Library Association Publishing, 1993.

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Частини книг з теми "Needs of employees"

1

Menges, Uta, Jonas Hielscher, Annalina Buckmann, Annette Kluge, M. Angela Sasse, and Imogen Verret. "Why IT Security Needs Therapy." In Computer Security. ESORICS 2021 International Workshops, 335–56. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-95484-0_20.

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AbstractOver the past decade, researchers investigating IT security from a socio-technical perspective have identified the importance of trust and collaboration between different stakeholders in an organisation as the basis for successful defence. Yet, when employees do not follow security rules, many security practitioners attribute this to them being “weak” or “careless”; many employees in turn hide current practices or planned development because they see security as “killjoys” who “come and kill our baby”. Negative language and blaming others for problems are indicators of dysfunctional relationships. We collected a small set of statements from security experts’ about employees to gauge how widespread this blaming is. To understand how employees view IT security staff, we performed a prolific survey with 100 employees (n = 92) from the US & UK, asking them about their perceptions of, and emotions towards, IT security staff. Our findings indicate that security relationships are indeed often dysfunctional. Psychology offers frameworks for identifying relationship and communication flows that are dysfunctional, and a range of interventions for transforming them into functional ones. We present common examples of dysfunctionality, show how organisations can apply those interventions to rebuild trust and collaboration, and establish a positive approach to security in organisations that seizes human potential instead of blaming the human element. We propose Transactional Analysis (TA) and the OLaF questionnaire as measurement tools to assess how organisations deal with error, blame and guilt. We continue to consider possible interventions inspired by therapy such as conditions from individual and group therapy which can be implemented, for example, in security dialogues or the use of humour and clowns.
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Townend, Anni. "Meeting the Work–Life Balance Needs of Employees." In Assertiveness and Diversity, 169–76. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230582019_18.

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Livada, Alexandra, and Athanasios Pechlivanidis. "Incentives, Personal Needs, Behavior of the Employees: How Do These Parameters Affect Employees’ Productivity, Job Satisfaction and Commitment?" In Contributions to Management Science, 287–312. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-67020-7_16.

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Steele, John C. H. "Employee Needs." In Clinical Laboratory Management, 232–42. Washington, DC, USA: ASM Press, 2014. http://dx.doi.org/10.1128/9781555817282.ch9.

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Rudolph, Cort W., Annet H. De Lange, and Beatrice Van der Heijden. "Adjustment Processes in Bridge Employment: Where We Are and Where We Need To Go." In Aging Workers and the Employee-Employer Relationship, 221–42. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_13.

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Bal, P. Matthijs, and Paul G. W. Jansen. "Idiosyncratic Deals for Older Workers: Increased Heterogeneity Among Older Workers Enhance the Need for I-Deals." In Aging Workers and the Employee-Employer Relationship, 129–44. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_8.

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. "The Primacy of Social Needs." In Employee Motivation in Saudi Arabia, 255–77. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67741-5_7.

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"Identifying the Orientation Needs of New Employees." In New Employee Orientation Training, 9–16. Elsevier, 2006. http://dx.doi.org/10.1016/b978-0-7506-6364-9.50006-4.

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Lawson, Karen. "Identifying the Orientation Needs of New Employees." In New Employee Orientation Training, 9–16. Routledge, 2006. http://dx.doi.org/10.4324/9780080455822-2.

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Yildirim, Filiz, Bilge Abukan, and Duygu Oztas. "Determining the Needs for Employee Assistance Programs (EAPs)." In Handbook of Research on Human Resources Strategies for the New Millennial Workforce, 65–89. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0948-6.ch004.

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The purpose of this study was to compare the needs for assistance programs of employees who work in private and public sector and to validate the Turkish version of the needs for Employee Assistance Programs (EAPs) scale. It was conducted on 198 employees, who work in Ankara, Turkey. As data collecting tool, the needs for EAPs scale and personal information form were used. The results showed that the Turkish version of the scale was valid and reliable. The needs of individuals for the assistance programs on personal and working issues did not indicate significant variation by the sectors. It was found that gender and having children variables had effect on the variation of the needs for assistance programs of the employees. Although this study has filled a significant gap in the literature in Turkey in terms of EAPs needs and the fact that the services in the scope of programs should be structured in accord with the problems of employees, more research is needed on the topic.
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Тези доповідей конференцій з теми "Needs of employees"

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Radovic, Svetlana, and Kristina Bojović. "AN ASSESSMENT OF EDUCATIONAL NEEDS OF EMPLOYEES IN ORGANIZATION." In 11th International Conference on Education and New Learning Technologies. IATED, 2019. http://dx.doi.org/10.21125/edulearn.2019.1375.

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Astuti, Rahmaniyah Dwi, and Muhammad Abdu Haq Navi. "Designing workload analysis questionnaire to evaluate needs of employees." In THE 1ST INTERNATIONAL CONFERENCE AND EXHIBITION ON POWDER TECHNOLOGY INDONESIA (ICePTi) 2017. Author(s), 2018. http://dx.doi.org/10.1063/1.5024086.

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Wu Xiaohang. "Manage the tension between the needs of organization and employees." In 2012 First National Conference for Engineering Sciences (FNCES). IEEE, 2012. http://dx.doi.org/10.1109/nces.2012.6543456.

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Wu, Xiaohang. "Manage the Tension Between the Needs of Organization and Employees." In 2013 Conference on Education Technology and Management Science. Paris, France: Atlantis Press, 2013. http://dx.doi.org/10.2991/icetms.2013.290.

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Radovanović, Olga. "Adaptation of Benefits to the Needs of Employees in Companies in Serbia." In 26th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2021. http://dx.doi.org/10.46541/978-86-7233-397-8_164.

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Lim, Jungyon, Misun Kim, and Jiyoung Yoon. "Educational Needs Analysis of Essential Job Competencies for Science and Engineering Employees in Korea." In 3rd Eurasian Conference on Educational Innovation 2020 (ECEI 2020). WORLD SCIENTIFIC, 2020. http://dx.doi.org/10.1142/9789811228001_0074.

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Vuković Vojnović, Dragana, and Jelena Jerković. "The Writing Skill Needs Analysis in a Professional Context: A Case Study of Hotel Employees." In 10th International Language Conference on »The Importance of Learning Professional Foreign Languages for Communication between Cultures«. Unviersity of Maribor Press, 2019. http://dx.doi.org/10.18690/978-961-286-252-7.30.

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Pratama, Ahimsyah Wahyu, and Endang Parahyanti. "Counterproductive Work Behavior Among Government Employees: The Role of Basic Psychological Needs, Compensation, and Organizational Justice." In Proceedings of the 2nd International Conference on Intervention and Applied Psychology (ICIAP 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iciap-18.2019.64.

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Base, Ebonie. "THE INFLUENCE OF BASIC PSYCHOLOGICAL NEEDS SATISFACTION TO EMPLOYEES’ PSYCHOLOGICAL SAFETY IN A HIGHER LEARNING INSTITUTION." In 16th International Technology, Education and Development Conference. IATED, 2022. http://dx.doi.org/10.21125/inted.2022.1608.

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Tan, Paul Juinn Bing, and Ming-Hung Hsu. "Understanding the needs and criteria of employees in the electronics industry for English e-learning website programmes." In 2017 12th IEEE Conference on Industrial Electronics and Applications (ICIEA). IEEE, 2017. http://dx.doi.org/10.1109/iciea.2017.8282897.

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Звіти організацій з теми "Needs of employees"

1

Goldemberg, Diana, James Genone, and Scott Wisor. How Do Disruptive Innovators Prepare Today's Students to Be Tomorrow's Workforce?: Minerva's Co-op Model: A Pathway to Closing the Skills Gap. Inter-American Development Bank, September 2020. http://dx.doi.org/10.18235/0002633.

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Bridging the skills gap is necessary to increase productivity and equity. In Latin America and the Caribbean, this challenge has manifested in high rates of youth unemployment, informality, and inactivity. Traditional higher education has struggled to respond to this challenge, with rising costs limiting access and poor outcomes forcing students to question the value of a university degree. In this paper, we explore a model for collaboration between higher education providers and employers designed to overcome these challenges. In this co-op model, students earn a bachelors degree in three years, while also working part-time during the second and third years. This model provides students with the foundational skills and knowledge needed to become broad, interdisciplinary thinkers, while also giving them valuable work experience for which they earn credit while pursuing their degree. Economic constraints are addressed by students degrees being partly subsidized by an employer, who benefits by easily hiring employees who can fill their most critical human resource needs.
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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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O’Brien, Tom, Deanna Matsumoto, Diana Sanchez, Caitlin Mace, Elizabeth Warren, Eleni Hala, and Tyler Reeb. Southern California Regional Workforce Development Needs Assessment for the Transportation and Supply Chain Industry Sectors. Mineta Transportation Institute, October 2020. http://dx.doi.org/10.31979/mti.2020.1921.

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COVID-19 brought the public’s attention to the critical value of transportation and supply chain workers as lifelines to access food and other supplies. This report examines essential job skills required of the middle-skill workforce (workers with more than a high school degree, but less than a four-year college degree). Many of these middle-skill transportation and supply chain jobs are what the Federal Reserve Bank defines as “opportunity occupations” -- jobs that pay above median wages and can be accessible to those without a four-year college degree. This report lays out the complex landscape of selected technological disruptions of the supply chain to understand the new workforce needs of these middle-skill workers, followed by competencies identified by industry. With workplace social distancing policies, logistics organizations now rely heavily on data management and analysis for their operations. All rungs of employees, including warehouse workers and truck drivers, require digital skills to use mobile devices, sensors, and dashboards, among other applications. Workforce training requires a focus on data, problem solving, connectivity, and collaboration. Industry partners identified key workforce competencies required in digital literacy, data management, front/back office jobs, and in operations and maintenance. Education and training providers identified strategies to effectively develop workforce development programs. This report concludes with an exploration of the role of Institutes of Higher Education in delivering effective workforce education and training programs that reimagine how to frame programs to be customizable, easily accessible, and relevant.
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Petersen, Rodney, Danielle Santos, Matthew C. Smith, Karen A. Wetzel, and Greg Witte. Workforce Framework for Cybersecurity (NICE Framework). National Institute of Standards and Technology, November 2020. http://dx.doi.org/10.6028/nist.sp.800-181r1.

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This publication from the National Initiative for Cybersecurity Education (NICE) describes the Workforce Framework for Cybersecurity (NICE Framework), a fundamental reference for describing and sharing information about cybersecurity work. It expresses that work as Task statements and describes Knowledge and Skill statements that provide a foundation for learners including students, job seekers, and employees. The use of these statements helps students to develop skills, job seekers to demonstrate competencies, and employees to accomplish tasks. As a common, consistent lexicon that categorizes and describes cybersecurity work, the NICE Framework improves communication about how to identify, recruit, develop, and retain cybersecurity talent. The NICE Framework is a reference source from which organizations or sectors can develop additional publications or tools that meet their needs to define or provide guidance on different aspects of cybersecurity education, training, and workforce development.
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McCracken, Arienne, Chunhui Xiang, Ellen Carol McKinney, Ling Zhang, Rachel Eike, and Sarah Bennett. Product Development Competencies: Analysis of Employer Needs. Ames (Iowa): Iowa State University. Library, January 2019. http://dx.doi.org/10.31274/itaa.8435.

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Woodbury, Stephen A. Employer Training Needs in Hawaii: Summary Report. W.E. Upjohn Institute, November 1992. http://dx.doi.org/10.17848/wp92-15.

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Auten, Dana. Examining Employee Needs at Work and Home: a Self-Determination Theory Perspective. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.7384.

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Jones, Nicole S., Jeri D. Ropero-Miller, Heather Waltke, Danielle McLeod-Henning, Danielle Weiss, and Hannah Barcus. Proceedings of the International Forensic Radiology Research Summit May 10–11, 2016, Amsterdam, The Netherlands. RTI Press, September 2017. http://dx.doi.org/10.3768/rtipress.2017.cp.0005.1709.

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Анотація:
On May 10–11, 2016, the US Department of Justice (DOJ) National Institute of Justice (NIJ), the Netherlands Forensic Institute (NFI; Dutch Ministry of Security and Justice of the Netherlands), the International Society for Forensic Radiology and Imaging (ISFRI), the International Association of Forensic Radiographers (IAFR), and NIJ’s Forensic Technology Center of Excellence (FTCoE) at RTI International organized and convened the International Forensic Radiology Research Summit (IFRRS) at the Academic Medical Center in Amsterdam. The summit assembled 40 international subject matter experts in forensic radiology, to include researchers, practitioners, government employees, and professional staff from 14 countries. The goal of this 2-day summit was to identify gaps, challenges, and research needs to produce a road map to success regarding the state of forensic radiology, including formulating a plan to address the obstacles to implementation of advanced imaging technologies in medicolegal investigations. These proceedings summarize the meeting’s important exchange of technical and operational information, ideas, and solutions for the community and other stakeholders of forensic radiology.
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Коломоєць, Таміла Григорівна. Model of Socialization of Preschoolers with Special Needs in the System of Special Education. Південноукраїнський національний педагогічний університет імені К. Д. Ушинського, 2017. http://dx.doi.org/10.31812/123456789/4387.

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The relevance of socialization of children with special needs beginning at the stage of preschool age is proved in the article. Critical analysis of scientific works on the socialization’s nature was made. Absence of common opinion on the pointed concept is grounded, and main scientific views on the problem are summarized. Main tasks of special educational establishments are formed, which will allow to improve the process of socialization of children with special needs. Subject-subject character of relationship between an employee of special educational establishment and their pupils is proved. Model of such interaction is built.
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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM, and Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.
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