Personnel Assessment Research Articles

Change-oriented Leadership in the Context of Transitioning to Strategic Autonomy

Growing geopolitical tensions have transformed the business landscape , driving domestic firms toward an era of strategic independence (Yale School of Management, 2024). This research examines a well-known Eastern European consulting firm that, after transitioning to an independent entity, was confronted with a new personnel assessment system. This shift necessitates a comprehensive understanding of employee readiness and resistance — fundamental concepts in change management literature (Armenakis et al., 1993). Our study incorporated quantitative methods to divide employees according to their readiness for the new system (k-means clustering, factor analysis, and discriminant analysis). At the same time, it employed qualitative research methods to explore motives and attitudes behind employee resistance or readiness (Choi & Ruona, 2011). Based on their adaptability to the new system, we identified three distinct clusters of employees: “Active Supporters,” “Cautious Appraisers,” and “Conservative Skeptics,” allowing us to pinpoint specific non-readiness factors and formulate tailored strategies to address them. The findings suggest that emotional involvement, openness to change, and previous experiences with similar practices significantly influence employee readiness. To mitigate these issues, the paper proposes a strategy rooted in psychological safety and differentiated error management, as advocated by Edmondson (2023), to enhance the organization's learning capability and adaptability. Our results align with previous research indicating that stronger attitudes, often based on personal experience, significantly predict behavior (Eagly & Chaiken, 1993). We found that the initial uncertainty of organizational changes served as a major stressor, underscoring the importance of understanding and conceptualizing changes (Kramer, 2015). Unlike Schwartz (1994), the value orientation of “Tradition” did not exert significant influence, but values of “Autonomy,” “Stimulation,” “Achievement” (consistent with Sortheix & Lönnqvist, 2014), “Hedonism,” and “Power” positively impacted employee openness to changes. The implications of this study extend to other Eastern European companies undergoing similar transitions, providing guidance on how change can be managed effectively in the context of transitioning to strategic autonomy.

EXPLORANDO AS PERSPECTIVAS DA PSICOLOGIA ORGANIZACIONAL NAS ROTINAS ADMINISTRATIVAS DENTRO DAS ORGANIZAÇÕES

The study addressed here explores the evolution and importance of Organizational and Occupational Psychology over time, highlighting the lack of clarity in initial conceptions of human beings in organizations and the concept of work. Currently, Organizational Psychology aims to understand the worker and promote human dignity in work relationships, representing a significant transformation in perspective over the years. Noted, in the face of rapid changes in the work context, the role of Organizational and Occupational Psychology has expanded beyond simple personnel assessment and selection. The approach has evolved, incorporating aspects such as interests, motivations, employee satisfaction, and the development of systems and teams focused on safety, health, comfort, and productivity. Currently, organizational psychologists play crucial roles in practices related to mental health at work, training planning, and staff development, in addition to addressing labor issues such as stress reduction, absenteeism, retirement, and the inclusion of individuals with disabilities in appropriate positions. The role of psychologists in organizations is summarized as being facilitators and consciousness raisers for various groups in the institution, considering the health and subjectivity of individuals, business dynamics, and integration into the broader context of the organization. The activities performed by organizational psychologists, grounded in psychological techniques and instruments, have the potential to promote not only the company’s development but also the individual growth of workers and a positive impact on society. In summary, the text provides a comprehensive view of the evolution and role of Organizational and Occupational Psychology, highlighting adaptation to changes in the work environment and the increasing complexity of labor relations. By exploring the perspectives of Organizational Psychology in Administration, we understand how this discipline plays a crucial role in the effective management of organizations, positively influencing not only the individual aspects of employees but also the overall functioning and sustainability of companies.

Assessment of 19 Operation Room and Sterile Processing Units in Puerto Rico, 2023: Preliminary Findings using a new ICAR Tool

Background: Infection prevention and control assessments in healthcare settings serve as a primary resource for obtaining data and providing recommendations based on safety, compliance, and quality assurance guidelines. In Puerto Rico (PR), surgical site infections are underreported in the Epi Info platform used by the Puerto Rico Department of Health (PRDOH), mainly due to the complexity of their identification. By focusing on evaluating Operating Rooms/Sterile Processing and Distribution (OR/SPD) units in acute care facilities (ACFs), our goal is to generate new data within the Healthcare-Associated Infection/Antibiotic Resistance (HAI/AR) Program, specifically related to patient management throughout preoperative, intraoperative, and postoperative phases, as well as reprocessing practices. Methods: Nineteen evaluations of ACFs' OR/SPDs were conducted from May through December 2023. Direct observations, file reviews, and personnel assessments were performed using an infection control assessment and response (ICAR) tool developed collaboratively by a team from an acute facility in PR and the HAI/AR Program staff. This ICAR Tool was customized based on guidelines from the certified Board for Sterile Processing and Distribution (CBSPD), the Association of periOperative Registered Nurses (AORN), and the Association for the Advancement of Medical Instrumentation (AAMI), among other regulatory agencies. The Division of Health Quality Promotion (DHQP) reviewed and approved the tool for use in these evaluations. Results: Key findings indicate that 32% of Sterile Processing Department (SPD) units restrict access to dedicated personnel with available manufacturer’s instructions, yet only 36% of SPD personnel are certified in CBSPD and packaging practices. Only 10% of facilities had a water treatment system for sterilization and Immediate Use Steam Sterilization (IUSS) policies. Notably, 84% of endoscopy areas require additional equipment for cultivating endoscopes, and no facility possessed a borescope for visually inspecting endoscope lumens. Tray inspection occurred in 21%, and only 31% of staff knew the Spaulding Classification and Class V Indicators. Conclusion: These data underscore the necessity of evaluating OR/SPD units in ACFs to provide updated recommendations and mitigate the incidence of surgical site infections (SSI). They offer insight into the structural and functional status of OR/SPD units in Puerto Rico, aligning reporting with OR/SPD practices to enhance patient care and minimize infection risks.

The performance of large language models on quantitative and verbal ability tests: Initial evidence and implications for unproctored high‐stakes testing

AbstractUnproctored assessments are widely used in pre‐employment assessment. However, widely accessible large language models (LLMs) pose challenges for unproctored personnel assessments, given that applicants may use them to artificially inflate their scores beyond their true abilities. This may be particularly concerning in cognitive ability tests, which are widely used and traditionally considered to be less fakeable by humans than personality tests. Thus, this study compares the performance of LLMs on two common types of cognitive tests: quantitative ability (number series completion) and verbal ability (use a passage of text to determine whether a statement is true). The tests investigated are used in real‐world, high‐stakes selection. We also examine the performance of the LLMs across different test formats (i.e., open‐ended vs. multiple choice). Further, we contrast the performance of two LLMs (Generative Pretrained Transformers, GPT‐3.5 and GPT‐4) across multiple prompt approaches and “temperature” settings (i.e., a parameter that determines the amount of randomness in the model's output). We found that the LLMs performed well on the verbal ability test but extremely poorly on the quantitative ability test, even when accounting for the test format. GPT‐4 outperformed GPT‐3.5 across both types of tests. Notably, although prompt approaches and temperature settings did affect LLM test performance, those effects were mostly minor relative to differences across tests and language models. We provide recommendations for securing pre‐employment testing against LLM influences. Additionally, we call for rigorous research investigating the prevalence of LLM usage in pre‐employment testing as well as on how LLM usage affects selection test validity.

ИНСТРУМЕНТЫ ОЦЕНКИ ПЕРСОНАЛА НА ЭТАПЕ ПОДБОРА И ОТБОРА НА ПРИМЕРЕ АО «ВКУСВИЛЛ»

The purpose of research is to study methods of recruitment and selection of personnel; to analyze staff turnover; to evaluate the effectiveness of methods for selecting sales personnel at JSC Vkusvill. Objectives of the study: to determine the main tasks in the selection of sales personnel; to explore an automated personnel search system; to consider methods for assessing candidates; to assess the competencies of applicants using the case study method; to estimate the costs and profits of recruiting and selecting sales personnel at JSC VkusVill. The article discusses methods of personnel assessment at the selection stage, identifies the main tasks of selecting sales personnel, and examines the advantages and disadvantages of the ATS Potok information system. It is noted that one of the most important problems at JSC VkusVill is staff turnover. The model for selecting candidates for the personnel reserve of JSC VkusVill has been studied and it has been determined that the most rational way to evaluate a candidate at the interview stage is the case interview method. The stages of developing a case for assessing sales personnel and a methodology for compiling cases for a situational interview at the stage of admission to JSC VkusVill are proposed. An assessment of the effectiveness of methods for selecting sales personnel at JSC VkusVill was carried out. According to the authors, the effect of the proposed measures is that JSC VkusVill needs to introduce a more diverse system of methods for assessing sales personnel at the selection stage, for example, introduce the case interview method, which will allow assessing not only the presence and severity of the skills demonstrated by the candidate, but will also provide an opportunity to measure his personal qualities. To select candidates for the personnel reserve of the company JSC VkusVill, a questionnaire method was used, comparative analysis was used to study the advantages and disadvantages of case interviews, and the costs of searching, selecting and hiring personnel were assessed using methods of economic analysis.

Optimization Path of University Management Personnel Assessment Mechanism from the Perspective of Artificial Intelligence

Optimization Path of University Management Personnel Assessment Mechanism from the Perspective of Artificial Intelligence

THE PROCESS OF EVALUATING AN EMPLOYEE FROM MANAGERIAL POINT OF VIEW

The goal of any organization is to obtain the desired result, which can be achieved with the help of proper motivation and actions of employees. The evaluation of personnel in the organization in modern conditions is becoming increasingly relevant. The effectiveness of achieving the goals of the organization directly depends on the personnel potential, personnel policy and the quality of the staff. Regular assessment of the staff contributes to creating an effective working structure, motivating employees, and increasing their productivity. The purpose of the study is to identify the characteristic features of the personnel evaluation process in organizations of the Chuvash Republic. Materials and methods. The methods of analysis of scientific papers, survey and assessment of competencies are applied in the paper. The sample of companies to achieve the research goal was implemented stochastically among small and medium-sized enterprises and organizations of the Chuvash Republic real sector of the economy. It accounted 40 small and medium-sized businesses. Results. The authors analyze the practice of personnel evaluation at various stages of personnel policy implementation in enterprises and organizations included in the sample. The study revealed that the nature, procedure, tools and frequency of evaluation depend on the size of the organization, the position of the head and the company's personnel policy. In general, a properly organized assessment of employees in a company can become a powerful tool for personnel management, contributing to improving the efficiency of the company and achieving its goals. Conclusions. The evaluation of personnel in all areas, the choice of evaluation criteria and the evaluation procedures depend on the size of the organization, the position of the manager and the company's personnel policy. In large organizations, personnel assessment is regularly carried out as part of the organizational culture. In such organizations, there are job profiles, an active personnel policy, and understanding on the part of managers of the need for personnel evaluation.

Radiation shielding assessment for interventional radiology personnel: Geant4 dosimetry of lead-free compositions

The inherent biological hazards associated with ionizing radiation necessitate the implementation of effective shielding measures, particularly in medical applications. Interventional radiology, in particular, poses a unique challenge as it often exposes medical personnel to prolonged periods of high x-ray doses. Historically, lead and lead-based compounds have been the primary materials employed for shielding against photons. However, the drawbacks of lead, including its substantial weight causing personnel’s inflexibility and its toxicity, have raised concerns regarding its long-term impact on both human health and the environment. Barium tantalate has emerged as a promising alternative, due to its unique attenuation properties against low-energy x-rays, specifically targeting the weak absorption area of lead. In the present study, we employ the Geant4 Monte Carlo simulation tool to investigate various formulations of barium tantalate doped with rare earth elements. The aim is to identify the optimal composition for shielding x-rays in the context of interventional radiology. To achieve this, we employ a reference x-ray spectrum typical of interventional radiology procedures, with energies extending up to 90 keV, within a carefully designed simulation setup. Our primary performance indicator is the reduction in air kerma transmission. Furthermore, we assess the absorbed doses to critical organs at risk within a standard human body phantom protected by the shield. Our results demonstrate that specific concentrations of the examined rare earth impurities can enhance the shielding performance of barium tantalate. To mitigate x-ray exposure in interventional radiology, our analysis reveals that the most effective shielding performance is achieved when using barium tantalate compositions containing 15% Erbium or 10% Samarium by weight. These findings suggest the possibility of developing lead-free shielding solutions or apron for interventional radiology personnel, offering a remarkable reduction in weight (exceeding 30%) while maintaining shielding performance at levels comparable to traditional lead-based materials.

The Development of Screening Application of the Risk of Elderly with Dementia in Saraphi District, Chiang Mai Province

This research aimed to develop dementia screening tools through a mobile application for use by public health volunteers and medical personnel in an attempt to detect the risk of dementia at early stages in Saraphi district, Chiang Mai province and to explore the satisfaction of the application users towards the implementation of a dementia screening application. The sample group was 90 public health volunteers residing in Nongphueng sub-district, Yang Noeng sub-district, and Saraphi sub-district, and 15 medical personnel working in Ban Nongphueng Tambon health promotion hospital, Yang Noeng Tambon health promotion hospital, and Saraphi hospital, Saraphi District, Chiang Mai Province. The research methodology comprised eight steps as follows: 1) conducting documentary research on dementia symptoms, screening tools, and dementia data from medical personnel at the Chiang Mai Neurological Hospital. 2) carrying out a field study with community participation to investigate the circumstances of dementia in Tambon Nong Phueng, Tambon Yang Noeng, and Tambon Saraphi. 3) selecting 90 public health volunteers, and 15 medical personnel to participate in this research. 4) formulating a storyboard which described the application model 5) designing the system and create the application with the consultancy from a psychiatric doctor for the elderly and an occupational therapist. 6) testing the operation of the application and carry out the improvement. 7) preparing the manual 8) publicizing and making the application available. The data collection instrument consisted of a satisfaction questionnaire towards the implementation of an application for dementia screening. The statistics used in the research were mean and standard deviation. The dementia application, named "Brain Screening," was developed using the Flutter software development kit and the Dart programming language. It operates on the Android operating system. This application consists of four cognitive assessments: the 14-question item memory assessment, the Mini-Cog assessment, the 8-question item IQCODE-Modified assessment for relatives or caretakers to assess memories, and the AMT assessment for public health and medical personnel. Additionally, the satisfaction assessment of public health volunteers regarding the application's implementation yielded high levels of satisfaction, with an overall mean of 4.19 and a standard deviation of 0.53.

"Psychological Well-Being and Resilience Assessment of Brazilian Navy Military Personnel During a Long- Term Mission"

"Psychological Well-Being and Resilience Assessment of Brazilian Navy Military Personnel During a Long- Term Mission"

СУЧАСНІ МЕТОДИ ОЦІНКИ ПЕРСОНАЛУ У СИСТЕМІ УПРАВЛІННЯ ЛЮДСЬКИМИ РЕСУРСАМИ

Evaluation of enterprise employees is one of the management functions personnel aimed at determining the level of effectiveness activities and obtaining the necessary information about human resources the organization as a whole. This is a mandatory element of the control system in any organization, the "end-to-end" type of personnel work is inevitably taken into account when development of personnel programs. Effective personnel assessment plays a huge role in management them, it is the basis of many procedures: hiring, internal transfers, layoffs, enrollment in the reserve for promotion, material and moral incentives, application of sanctions, retraining and advanced training, personnel control, improving the organization of managerial work, techniques and methods work, improving the structure of the apparatus. Lack of reliable systems assessments may cause the organization to lose a capable employee and acquire an incapable. There is a wide variety of methods, each of which is unique in its own way, and the organization faces a great challenge in determining the appropriate one both for the company as a whole and for its individual parts. The article discusses modern methods of assessing enterprise personnel, among which the scoring method in personnel assessment, the questionnaire method, the method of comparison in pairs, the method of rating behavioral settings, the 360 degree method, assessment center, assessment methods taking into account competency models are highlighted. Organizations often combine or modify methods and adjust them to suit themselves, taking into account financial costs and specifics organizations. Only by taking into account all the listed subtleties can you build your system for personnel assessment and at the same time achieve effective use of human resources. A variety of personnel assessment methods allows the employer to identify current and potential staff capabilities, see the strengths and weaknesses of the system management and create your own employee assessment model based on the specifics and goals of the organization. All these necessary measures contribute to economic stability, increased efficiency, labor productivity, cohesion and mutual assistance of employees, mentoring and, most importantly, a caring attitude towards development priorities and strategies the organization in which they work.

Механизм оценки цифровой зрелости персонала промышленных предприятий

Introduction. The current trends in the development of the world economy set the vector for innovative renewal in the industrial entities of the Russian Federation. Digital independence and technological sovereignty of enterprises are determined by the introduction of cutting-edge computer programs and advanced information support for domestic developers. All-encompassing digitalization with no regard to the digital maturity of personnel could be a challenge with a large number of personnel risks and financial losses. Therefore, the concerns for appropriate assessment of personnel’s digital maturity come to the front. Purpose. The purpose of this study is to develop an assessment mechanism for the digital maturity of personnel, which ensures the efficiency of assessment procedures that make it possible to objectively determine specialists’ readiness to work in the digital environment and promote industrial enterprises to a new level of technological development. Materials and Methods. The paper refers to the methods of structural analysis and synthesis, generalization, analogy, modeling, system analysis, and optimization. Results. The paper describes some ideas for assessing and increasing the digital maturity of personnel at industrial enterprises in the Russian Federation. These ideas expand the methodological tools of modern managers and support accelerated modernization processes that transfer enterprises to a state of innovative activity. Conclusion. The author’s developments and conclusions have high practical significance for the development of key competencies at the Russian enterprises. This contributes into achieving the goals and higher competitiveness in a turbulent economy. The strategic guideline for further research is the issues of methodological and technological support for the developed proposals.

ИСПОЛЬЗОВАНИЕ МАТРИЧНОГО МЕТОДА ДЛЯ ОЦЕНКИ СИСТЕМЫ МЕДИЦИНСКОГО ОБЕСПЕЧЕНИЯ РАБОТНИКОВ ПРОМЫШЛЕННЫХ ПРЕДПРИЯТИЙ НЕФТЯНОЙ КОМПАНИИ

Staff health protection is an integral part of the corporate social policy of oil companies organized on a divisional basis. A medical support system based on outsourcing requires an effective system for monitoring its functioning. Since it includes dozens of objects, such control is possible only when using digital technologies. The matrix method of information representation was chosen for the implementation of the task. Two matrices were developed: the health risk management results Matrix and the health risk resource and process management Matrix. System was developed for quantitative risk assessment, key indicators, processes and outcomes of medical support personnel for each group of indicators selected a five-point scale by experts determined the weights for each factor. The developed methodology was applied to analyze the state of health and evaluate the medical support system at 49 enterprises. Special attention was paid to enterprises located in the "orange" zone of relative disadvantage (51-75 points). For three years of observations, 9-10 enterprises were registered in it, with 4 enterprises in both matrices. Based on the analysis of reports, a set of measures to correct the situation for specific enterprises was developed. Conclusion. Building health risk matrices using information technology allows you to monitor a significant number of enterprises, quickly obtain information, identify problem situations and make targeted management decisions.

PSYCHOLOGICAL CAPITAL AS A FACTOR INFLUENCING EMPLOYEE PRODUCTIVITY

The purpose of the scientific article is to evaluate the concept of psychological capital as a factor of employee effectiveness and, as a result, the productivity of the entire company as a whole. The following methods of information collection were used in the article: analysis of literature sources on the problems and methods of assessing the psychological health of personnel; review of scientific articles on the problem of personnel assessment; methods of comparative analysis and synthesis. Psychological capital can be considered not only as a precursor to productivity, but also as a harbinger of mental health in the workplace. Thus, an increase in psychological capital in organizations would allow for "win-win" events for both parties involved (employers and employees). The results obtained in this work may encourage HR managers to focus more on psychological capital, as the development of self-efficacy, hope, optimism and resilience is crucial for the formation of desirable organizational attitudes and behaviors. At the same time, the main advantage of the four dimensions of psychological capital is that these dimensions are psychological quasi-states, which, unlike traits and quas

Self-Reliance in the Workplace: The Curvilinear Effect of Workplace Ostracism on Subjective Career Success

Workplace ostracism, which is defined as the extent to which an individual perceives that he or she is ignored or excluded by others, has become a pervasive phenomenon. Most scholars found that workplace ostracism has a negative linear effect on the employees’ work outcomes. However, based on the transactional theory of stress and coping, individuals could evaluate pressure and take action to solve the problems. Thus, they could positively cope with workplace ostracism when they are in trouble. This study investigates the curvilinear relationship between workplace ostracism, psychological empowerment, and the employees’ career success using a multi-wave design (257 respondents from three-time points). We found the curvilinear effect of workplace ostracism on subjective career success via psychological empowerment. The current investigation supports the theorized links and offers notable implications for personnel assessment and career development.

MAPEO DE LOS DETERMINANTES ORGANIZATIVOS DEL RENDIMIENTO LABORAL

The purpose of the present research was to identify and assess key organizational factors affecting work performance via Gilbert´s Behavioral Engineering Model (BEM). Therefore, a self-made scale considering BEM´s dimensions was developed and tested. Data were gathered from the 1st of April to end of May 2023, using a randomly stratified sample of 297 Mexican companies of Sonora State. The final questionnaire – named ADOPTproved adequate psychometric properties to assess eight organizational factors of human performance proposed. ADOPT liability and validity are shown in the light of commented literature and data on present organizational effectiveness and corporate longevity. Main results indicate a global alpha scale liability of .92 being Task Support, knowledge/Competences, and Context most valued predictors of organizational effectiveness, followed by Aims/Objectives and Feedback factors. It was also confirmed that both contextual (environmental level) and behaviour (individual level) type of supports are equally important in predicting work performance. Evidence indicates that organizational performance management in SMEs is highly achieved on a long-term basis by attending these key factors in a specific loop, i.e. contextualising, system maintenance (feedback), and empowering. This sequence support personnel assessments as essential for empowering decision-making processes.

Effective motivation, effective personnel management in rehabilitation centers of Kazakhstan

This article discusses effective personnel management in rehabilitation centers in Kazakhstan. In modern business, with its inherent volatile competitive environment, the implementation of effective activities is impossible without effective personnel management. As a result of sociological research, the degree of satisfaction with the incentive system for medical personnel of the Rehabilitation Center Kokshe was revealed. From these data it can be seen that for the employees of the rehabilitation center, the most significant motivational factors are economic methods, and among the preferred motivational methods are socio-psychological ones. To substantiate the importance of applying socio-psychological methods in the system of medical personnel management and the formation of a personnel management model, methodological approaches of classical theories of motivation were considered: a questionnaire according to A. Maslow's theory and F. Herzberg 's tests. The effectiveness of the organization's activities is determined by the ratio of the results achieved and the resources expended on this and is made up of the efficiency of using various factors, one of which is motivated work. The success of healthcare institutions, including rehabilitation centers, depends on the extent to which medical workers realize their professional potential. We have proposed a more advanced and effective management approach – the KPI method for motivating medical personnel in Kazakhstan, which allows us to organically combine material and non-material incentives with the motivational impact of all healthcare workers. The presented calculations showed that the introduction of personnel assessment according to the KPI system for all medical services will provide a multiplier effect and improve the competitiveness of rehabilitation centers and healthcare in general.

НЕЗАВИСИМАЯ ОЦЕНКА КВАЛИФИКАЦИИ КАК ОДИН ИЗ ИНСТРУМЕНТОВ УПРАВЛЕНИЯ ПЕРСОНАЛОМ В ОРГАНИЗАЦИИ НА ПРИМЕРЕ ПАО «РОССЕТИ ЮГ»

This article examines the practice of implementing independent qualification assessment as an important tool of the personnel management system in the organization, briefly presents the theoretical and legal characteristics of independent qualification assessment, professional standards, the history of their implementation in PJSC Rosseti Yug. Particular attention is paid to the results of the implementation of the personnel assessment procedure for the period 2019-2022.

Portable Modular Pool Prototyping for Military Training and Testing in Remote Environment

Military training and periodical assessment are essential in preparing a well-built soldier physically and mentally for the Malaysian Army Forces. One of them is the water survival training test. The test consists of a series of aquatic tasks conducted in a remote area. As a matter of fact, it requires a water-pool facility which is durable and portable. Therefore, this research aims to design and prototype a modular portable swimming pool for floating exercises and assessment for military personnel. The study is conducted in partnership with the Royal Army Engineers Regiment, with the objectives being to design, simulate, prototype, and build the modular portable swimming pool for military uses. The study output wastested, evaluated, and appraised on the swimming pool workability on site. The methodology is divided into 4 phases; (i) Content Studies and Design Profiling, (ii) Digital Prototyping, Evaluation and Testing, (iii) Physical Prototyping -Materials and Method; and (iv) Application and Measurement. The study seeks to maximise the training of military personnel and reduce the transportation time and resource costs of building a permanent pool by placing it with a modular portable swimming pool, which is more cost-efficient and user-friendly. The findings of Phase 1 prototyping required improvement on design structure where it indicated disadvantages in sustaining water volume ability at targeted level due to structural integrity. Upon improvement of Phase 2 prototyping using metal with bracing framethe pool are able to sustain the desired water volume at 5200 l3. Moreover, this study, also responds to the approaches of the Sustainable Development Goals (SDGs) 9, 16 and 17 towards harmonizing and interconnecting the three core elements of sustainability, economic growth, social inclusion, and environmental protection for human well-being.

The development of a method for assessing the preparation of aviation personnel participated in ensuresing flight safety

The problem solved in the research is to increase the efficiency of decision making in the tasks of professional training of pilots while ensuring the specified reliability, regardless of the hierarchy of the system of evaluation indicators. The object of the research is the professional training system for civil aviation pilots. The subject of the research is the process of assessing the qualities of civil aviation pilots using fuzzy cognitive maps. The hypothesis of the research is to increase the number of indicators for assessing the quality of training of civil aviation pilots with restrictions on the efficiency and reliability of decision making. A method has been developed for assessing the preparedness of aviation personnel involved in ensuring flight safety. The method consists of the following sequence of actions: – input of initial data; – standardization of numerical values of concepts of a fuzzy cognitive model of preparedness of aviation personnel involved in ensuring flight safety; – transition of numerical values of concepts of a fuzzy cognitive model of preparedness of aviation personnel involved in ensuring flight safety; – building a fuzzy cognitive model; – determination of quantitative estimates (ranks) of the importance of model elements; – calculation of importance indices of model elements. Based on the results of the analysis of the effectiveness of the proposed method, it is clear that the proposed assessment method increases the accuracy of the assessment of aviation personnel involved in ensuring flight safety by 23 % compared to the known ones. It is advisable to use the developed method in decision making support systems for assessing the quality of professional training of aviation personnel in order to increase the efficiency and reliability of decisions made.