Personnel Assessment Research Articles

ОСНОВНЫЕ НАПРАВЛЕНИЯ ОРГАНИЗАЦИИ РАБОТЫ С КАДРАМИ ГОСУДАРСТВЕННЫХ СЛУЖАЩИХ

Annotation. An important direction in improving personnel work with civil servants is the assessment of personnel in accordance with the goals and objectives of the state structure. In the course of the study, it was revealed that the assessment of public employees is not regulated. Within the framework of the certification, there are no clear criteria for the applicant's compliance with the position for public service. In this matter, the main role for making a decision is assigned to the official regulations. The implementation of an assessment of the performance of civil servants will help determine the results of the goals set, strategies developed and decisions taken. The process of analyzing the work with the personnel of civil servants includes different stages: the definition of the object of analysis, functional analysis: structural analysis, parametric analysis, information analysis, performance assessment. It should be noted that in working with the personnel of civil servants, there should be ways to neutralize possible management actions that can lead to interpersonal conflicts, conflicts in the team and social explosions. The assessment of the professional level allows you to determine the potential abilities of civil servants. It should be noted that the accuracy of the assessment may depend not on the employee himself, but also on the poor equipment of the workplaces, the lack of up-to-date software, and the unhealthy moral and psychological environment in the team. The article considers the components of the methodology for rating the effectiveness of management in the subjects of the Russian Federation, as well as measures for the development of the organization of work on personnel management and the professional characteristics of a civil servant in assessing his activities.

Perioperative Peripheral Nerve Block Safety Education: A Quality Improvement Project

PurposeThe purpose of the quality improvement (QI) project was to improve patient safety by increasing the consistency of monitor application and oxygen administration during the placement of peripheral nerve blocks (PNBs), advance the knowledge of perianesthesia staff about PNB safety, and develop a PNB hospital policy. DesignQI project using the focus, analyze, develop, and execute model. MethodsThe project had two parts, an educational component that was deployed in the three hospitals (hospital A, hospital B, hospital C) and an observation component that was conducted in only one of the hospitals (hospital A). Baseline observation of monitor and oxygen application was recorded at hospital A for 3 months. Assessment of perioperative personnel's baseline knowledge regarding PNB safety was attained using a knowledge assessment tool in the three hospitals. Learners in the three hospitals were given a pretest and post-test to measure the change in knowledge level after a PNB safety presentation was given. Monitor and oxygen application during nerve block placements were observed and recorded after the PNB safety presentation at hospital A. Statistical analysis was completed to determine if significant differences in knowledge levels in the three hospitals and monitor and oxygen application at hospital A existed after an educational intervention was delivered to the perioperative teams. FindingsParticipants' knowledge level increased 13% overall with post-test scores greater than 90% after the educational intervention. Monitor application and administration of oxygen during PNB placement improved from 2% to 100% in a preliminary 3-week postintervention review. Systematic changes were implemented to facilitate adherence to best practice measures. ConclusionsPNB safety presentations significantly improved staff's knowledge regarding PNB procedures and potential problems. A multidisciplinary team approach was used to facilitate changes to improve electrocardiogram, blood pressure, pulse oximetry, and oxygen use in this patient population. A proposed PNB policy was accepted as a protocol. Patients are safer with increased monitoring.

Integrated management is effective in the prevention and control of COVID-19 in the blood purification center: joint efforts from multiple departments

BackgroundDuring the outbreak of new coronavirus pneumonia, many hospitals in China became the designated hospitals for the treatment of new coronavirus pneumonia. The goal was to develop rapid and effective prevention and control methods for blood purification centers.Research design and methodsThe medical department, hospital department, nursing department, and blood purification center jointly set up a multi-department integrated COVID-19 prevention and control management team to manage the blood purification center. The efforts included the establishment of the continuous renal replacement therapy (CRRT) team for COVID-19, the integrated training and assessment of medical personnel, the integrated education of patients and their families, and the integrated management of the workflow of the hemodialysis room.ResultsNo infected persons, including medical staff, patients, and their families, have been found in the dialysis center. After multi-departmental integrated training, the theoretical performance of medical staff in our dialysis center has increased from 82.36 ± 8.10 to 95.29 ± 4.95 (p < 0.05), and the unqualified rate dropped from 23.21 to 1.78% (p < 0.05). In addition, the three operational skills evaluation scores have also been significantly improved, from 86.00 ± 4.02, 88.01 ± 6.20, 92.01 ± 2.46 to 95.90 ± 0.30, 97.21 ± 0.87, 96.00 ± 1.00 (p < 0.01), and the passing rate from 80.36 to 100% (p < 0.05).ConclusionMedical staff’s knowledge of novel coronavirus pneumonia prevention and control can be improved by multi-sectoral integrated management, and CRRT treatment of COVID-19 patients is effective.

An Observational Study of Hemostatic Profile during Different Stages of Liver Transplant Surgery Using Laboratory-Based Tests and Thromboelastography.

Background:Liver produces most of the blood coagulation factors, so it is not surprising to see a deranged coagulation profile in patients receiving liver transplants. Besides standard laboratory methods to evaluate coagulation profile, point-of-care assays are being used regularly since their results are rapidly available. However, sparse information is available on the comparability of point-of-care coagulation assays with laboratory coagulation assays in this special setting. In this study, our aim is to observe the changing hemostatic profile during different stages of liver transplant surgery using laboratory-based tests and thromboelastography (TEG).Methods:Fifty patients undergoing living donor liver transplantation surgery were selected. Coagulation tests (prothrombin time [PT], activated partial thromboplastin time [APTT], platelet count, and fibrinogen) and TEG were performed at various intervals during liver transplant surgeries – before induction of anesthesia, 2 h into dissection phase, 30 min into anhepatic phase, 30 min after reperfusion of homograft, postoperative – at closure of surgery, 12 h postoperative, and 24 h postoperative. Statistical analysis and Pearson correlation were performed between laboratory-based coagulation tests and TEG, and their pattern through various stages of the surgery analyzed.Results:Platelet count and fibrinogen have a significant positive correlation with TEG in almost all phases of liver transplant. PT and APTT have a positive correlation with TEG until uptake of new liver and predominantly negative correlation after that. However, this correlation is significant only before induction of anesthesia and anhepatic phase.Conclusions:TEG can be used to estimate platelet count and fibrinogen concentrations in all phases but PT and APTT only before induction and anhepatic phase of liver transplant surgery. The decision regarding transfusion of blood products should be based on a combination of the clinical assessment of surgeon and anesthesia personnel combined with results from laboratory and TEG.

The psychometric properties and norm data of the Norwegian military personality inventory (NMPI).

The five-factor structure is a well-established model for personality. The five traits covary with job-performance and work-relevant outcomes. The practical administration of existing big-five measurement scales is, however, somewhat limited, in a Norwegian setting, as existing scales are impractically large or have unknown psychometric properties. Because of this, a new brief Norwegian personality assessment tool has been developed by the Norwegian Armed Forces. This study aims to uncover the psychometric properties of the 50-item Norwegian military personality inventory (NMPI-50) and establish norm data for practical use. The inventory was administered to the 2002 cohort of Norwegian 17-year olds (N=54,355), and analyzed with factor analysis, graded response models and tests of gender invariance. The five scales of the NMPI-50 showed satisfactory internal consistency, yielded high information across a broad range of the five traits, and conformed to a bi-factor structure with one general factor and five specific factors. The general factor was positively associated with motivation for military service, indicating some measurement bias. The openness scale is less clearly psychometrically defined, compared to the other scales, and both extroversion and openness show some evidence of multidimensionality. The scales also showed scalar invariance between genders except for the openness scale. Overall, the results support the use of NMPI-50 in personnel assessment and research.

Introduction of an improved system for evaluating the work of commercial bank personnel

Personnel evaluation is a crucial factor contributing to the staff motivation, on the one hand, and on the other — allowing setting remuneration correctly and determining both the quantitative and qualitative composition of the company's personnel. The article is devoted to the study of the problem of integrated assessment of the organization's personnel.

Motivational profiles and safety-related traits

This article is concerned with the relationship between the job motivational and preference profile of individuals and their engagement in safety behaviours. Studies have investigated personality traits but not motive and value correlates of risk-related behaviour. More than 25,000 Americans completed a questionnaire on safety-related competencies in the workplace that measured six different, but related, safety-related traits. They also completed a motivational measure of preferences and values used extensively in personnel assessment and selection. The six safety dimensions yielded two factors labelled observant and resilient that, along with the total score, were the criterion variables. Step-wise regressions indicated that those with high needs for affiliation, hedonism and recognition tended to be less safety conscious. The two different factors also showed a different pattern of demographic and motivational correlates. Problems of method invariance are discussed, as well the role of job motivation individual differences in safety-related traits and competencies.

CFD simulation for dispersion of benzene at a petroleum refinery in diverse atmospheric conditions.

Atmospheric parameters play a vital role in the dispersion of air pollutants. Benzene is a confirmed human carcinogen. It is also a neurotoxin and an irritant compound. The objective of this study was to examine the CFD simulation by Fluent16 software to simulate and analyze the effect of atmospheric conditions on the dispersion of benzene in eight different scenarios in a petroleum refinery. According to the results of this study, the highest and lowest impacts of atmospheric parameters occurred on spring days and autumn nights, respectively. Wind direction did not have a significant effect on the benzene distribution due to the artificial ceiling of piping installations in the computational domain. However, the wind speed had a critical role in the benzene dispersion. The maximum concentration occurred at 36- to 37-m distance from the inlet boundary for all scenarios except winter nights. On winter nights, this distance increased to 38 m. Benzene concentrations were the highest at their sources of release. They decreased after the artificial ceiling of the pipelines was at 5.5- to 7-m height where the air displacement was not sufficient, and therefore, leading to a gradual reduction in concentration. The accumulation of benzene concentration in the small domain was noticeable compared to the benzene concentration distributed in the total computational domain, and the authors recommended control measures in this domain. This study demonstrated CFD simulation methodology could enable the investigators to predict the benzene concentration dispersion in the atmosphere of a petroleum refinery plant. These findings can be used by occupational health engineers for health risk assessment of refinery personnel involved with maintenance operations and engineering control systems.

Nominal Factor Analysis of Situational Judgment Tests: Evaluation of Latent Dimensionality and Factorial Invariance

Situational judgment tests have gained popularity in educational and psychological measurement and are widely used in personnel assessment. A situational judgment item presents a hypothetical scenario and a list of actions, and the individuals are asked to select their most likely action for that scenario. Because actions have no explicit order, the item generates nominal responses consisting of the actions selected by the individuals. This article shows how to factor-analyze the nominal responses originated from such a test, including the estimation of the number of latent factors and a factor invariance analysis in a multiple group design. The method consists of applying the MNCM, a multidimensional extension of the nominal categories model by Bock. The article includes the results of two studies: (1) a simulation study about Type-I error rate, statistical power, and recovery of the parameters in a multigroup factorial invariance design and (2) a real data example using responses to a situational judgment test measuring gender stereotypes to illustrate the approach. Results suggest the use of the Akaike information criterion, Bayesian information criterion, and corrected Bayesian information criterion indices to guide the selection of the number of factors with nominal responses. All the analyses are conducted using the computer program Mplus. The code is included as Supplemental Material (available online) for the readers so that they can adapt it to their own purposes.

Comprehensive assessment system for commercial bank personnel

Personnel assessment is the most important factor contributing to the motivation of personnel, on the one hand, and on the other hand, allowing to correctly set remuneration and determine both the quantitative and qualitative composition of the company’s personnel. The article is devoted to the study of the problem of a comprehensive assessment of the organization’s personnel.

Підходи до розробки та реалізації стратегії управління персоналом на державній службі

Based on the analysis an important conclusion follows that the rapid development of market relations requires from enterprises new approaches and effective methods of public service management, which are able to ensure competitiveness, quick response and adaptation to the changing external environment, as well as the economic or social development of the organization in the long-term period of operation. In this regard the article formulates approaches to the development and implementation of a strategy for personnel management in the civil service as a practical relationship of strategic decisions on the activities of an enterprise with a personnel management system, since it is employees who are simultaneously organizers and executors of all work. Therefore, the strategy acting as one of the most important functional strategies of the enterprise, allows to ensure the formation and use of labor potential in accordance with changes in the economic conditions, recruitment and formation of the necessary categories of personnel, training of personnel for relevant professional activities, proper assessment and development of personnel, constant monitoring of safety, social security of personnel in service. Achievement of these goals is possible only under the condition of a clearly planned and developed strategy, which is the basis for the strategic management of the activities of each organization.

КЛЮЧЕВЫЕ ПРИНЦИПЫ РАЗРАБОТКИ И РЕАЛИЗАЦИИ СТРАТЕГИИ ВОВЛЕЧЕНИЯ ПЕРСОНАЛА ПРЕДПРИЯТИЯ В ИННОВАЦИОННЫЙ ПРОЦЕСС

The article substantiates the key principles of the development and implementation of a comprehensive system of motivating the company's personnel to carry out innovative activities. A conceptual model for the formation of a co – determination strategy with a systematic character and the construction of a logical chain of transition from the motivational assessment of personnel directly to the remuneration itself is developed. The problem of using synectics as a method of stimulating creative activity and the creative component of the qualities of modern workers is considered. A well-founded system of indicators is proposed that allows to comprehensively assess the effectiveness of innovative activity of personnel.

Treatment clusters and personnel assessment in psychosomatic medicine and psychotherapy - results of a feasibility study of the platform model

Treatment clusters and personnel assessment in psychosomatic medicine and psychotherapy - results of a feasibility study of the platform model Objectives: In accordance with the legal requirements of the PsychVVG, it is necessary to develop criteria for inpatient and day-care psychosomatic psychotherapeutic care, which can be used to determine the appropriate staffing for different treatment areas and different care structures. For psychosomatic medicine and psychotherapy a model with four treatment clusters was developed, which is oriented on the one hand to the psychotherapeutic intensity and on the other hand to the medical expenditure. Method: In three consecutive rounds with up to 30 experts, representative selected from the three institution types university hospital, departmental psychosomatic medicine and specialized clinic, the minute values per patient required for a treatment according to the guidelines were determined using the Delphi method. Newly developed activity profiles for the six occupational groups were used, which allow the recording of all patient- and setting-related activities. Results: With the results of the feasibility study, an instrument has been developed for the first time to determine the requirements of staffing in psychosomatic medicine. Convergent minute values could be formulated for three of the four treatment clusters. Conclusions: The provision of care in psychosomatic medicine and psychotherapy is complex, so that a limitation to four treatment areas is only possible if significantly more generous equivalence rules are applied between the professional groups than those laid down in the PPP Directive.

Determining Human Development Competency Training Needs of Family and Consumer Sciences Extension Professionals

Cooperative Extension Service (also known as Extension) agents may lack adequate content knowledge to meet the demands of the diverse programming in Family and Consumer Sciences (FCS) they are expected to deliver. This article reports on the findings from an assessment of FCS Extension personnel in Mississippi. Two surveys were administered to assess the perceived importance of FCS competencies and the perceived ability to perform them. A rank‐sum score was computed, which was used to determine the relative need for training on various Human Development competencies. Findings show that competencies related to child development, parenting, and family stress and crisis warrant training.

HMM speech recognition study of an Improved Particle Swarm Optimization Based on Self-Adaptive Escape (AEPSO)

Aiming at the single evaluation content of the current train simulation training system, the process of voice interaction in the daily work of train conductors cannot be effectively and comprehensively reflected, and the coordination between dispatching terminology and train running equipment are not considered. In order to realize the objective evaluation of whether the terms are clear and the semantics accurate and the consistency check of “schedule terms-equipment operation”, the HMM speech recognition subsystem of an Improved Particle Swarm Optimization Based on Self-Adaptive Escape (AEPSO) for railway dispatching was constructed. Compared with the traditional Baum-Welch algorithm, the experiment result shows that AEPSO-BW algorithm has certain advantages in speech recognition compared with traditional Baum-Welch algorithm. It provides a more comprehensive evaluation index for the training and assessment of vehicle service personnel.

Digital Transformation of HR Technologies

This article involves a study of the personnel management technologies digitalization degree based on the results of the SAP, Deloitte and Hays report, published in 2019. The analysis demonstrated HR automatization dependence on the size and specialization of organizations. The larger the company, the more complex personnel management processes are. The article defines four digitalization levels from the paper approach to the active use of artificial intelligence systems. Industries with the highest automatization percentage are identified. The article takes a closer look at personnel recruitment, selection, adaptation and training practices performed with the use of appropriate tools and programs. Among the most laborious recruitment functions stand communication with potential candidates, testing and interviewing, especially in cases of mass recruitment. Specialized programs that process CVs, build ratings, conduct video interviews and online testing to optimize recruiter’s work. The advantages of chatbots and messengers for adaptation digitalization are pointed out. Most executives have a positive attitude to the transition to new automated HR methods. The role of e-learning and software training is outlined, and the advantages of webinars, test constructors, and distance learning implementation are analyzed. It is noted that one third of Russian companies are actively automatizing employee training and development technologies. The article also highlights the most important personnel management processes that demand digital transformation in the first place. The automatization necessity of management accounting, effectiveness analysis of the current HR system, and benefits calculation is justified. Gamification advantages are outlined, as they are used in adaptation, training and personnel assessment processes. Senior management, HR executives and information services role in moving to a new level of personnel management is emphasized. VTB, VTB 24 and Sberbank spendings on automated HR systems are reasoned. Conclusions on the need to invest in digital transformation of HR processes are drawn.&#x0D; Keywords: personnel management, technologies, digitalization, process

ОЦІНЮВАННЯ ПЕРСОНАЛУ В СИСТЕМІ УПРАВЛІННЯ СТРАТЕГІЄЮ СУБ’ЄКТА ЕКОНОМІЧНОЇ ДІЯЛЬНОСТІ НА РИНКУ СТРАХОВИХ ПОСЛУГ

The main task of the management of any modern organization is to find competent and qualified employees, to inspire a common goal, to unite them so that achieve the highest economic and social results, survive in the difficult market, sometimes crisis conditions. Management of the strategy of the subject of economic activity is the intersection of sets of goals and resources of the enterprise. The study and processing of the initial data is a complex task and allows you to identify the most significant values, as well as the error of this value, to assess the reliability of the difference between two close values and establish the reliability of the functional relationship between the values. Personnel assessment in the ability to manage the strategy of the subject of economic activity is focused on the fact that the company provides services or produces products of the exact assortment and quality that will satisfy the needs of consumers. It should be noted that numerical methods, as a rule, are used in mathematical modeling of economic processes. The results of calculations in this case are compared with the original data and by the degree of their consistency judge about the quality of the chosen model. In order to reasonably draw conclusions about the compliance or non-compliance of the chosen transformation approach, it is necessary to carry out statistical processing of the data. In addition, the task of statistical processing of initial data represents an independent task, as it is very important when a management decision is required. It should be noted that the higher the requirements to the raw data, the more complex the methods of resource estimation become. Thus, the more well-designed processing of the input data in some cases allows to identify and partially eliminate calculation errors, may be more effective than the use of specially developed programs. The work analyzes and proposes a method of personnel evaluation in the system of managing the strategy of the subject of economic activity in the market of insurance services, which includes four stages: model creation, creation of the functions of affiliation, formation of a fuzzy deduction system based on the Mamdani algorithm, formation of the knowledge base of the system.

Banking front-line personnel assessment by fuzzy logic approaches

The article is dedicated to the qualitative assessment of banking personnel and the interpretation of the results with a developed fuzzy logic expert system. The authors proposed to evaluate human resources based on the Company Loyalty, Customer Service Quality and Intra-Corporate Communication which are linguistic terms for personnel to be assessed. To interpret the results of the received staff assessment, a fuzzy expert system was developed which enables the Business Efficiency of Personnel to be estimated. The expert system was tested at the front-line office of the regional bank. Regression and correlation analysis revealed high correlations between the Business Efficiency of Personnel and the quantitative results of employees. The practical relevance of the research is conditioned by the growing need to assess credit managers during the trial period or at the introduction of new products, while quantitative indicators are absent. The methods used for research comprise survey, ranking of the factors and factor analysis.

Некоторые аспекты управления деятельностью профессорско-преподавательского состава вузов

Human resources management is one of the most important issues of any company, where issues of recruitment, selection, assessment and promotion of personnel are raised. In higher educational institutions, this issue is always actual, since the strategic programs of universities set forth goals for the development of personnel policy, where one of the tasks is to improve the mechanisms for managing personnel. The experience of different universities in monitoring and evaluating the activities of the teaching staff is presented. The approaches and methods for assessing the quality of teaching staff activity have been investigated. A systematic approach to the management of teaching staff is proposed. The procedures for assessing, monitoring activities, as well as promoting the teaching staff are presented.

УПРОВАДЖЕННЯ КОМПЕТЕНТНІСНОГО ПІДХОДУ В СИСТЕМУ ОЦІНКИ ДЕРЖАВНИХ СЛУЖБОВЦІВ

Within the strategy for reforming public administration, priority is given to the issues of personnel competence in the public service. It is in this context that the main directions of personnel reforms in the framework of the state personnel policy have been determined, since the competitiveness and socio-economic development of the state depends on the quality level of staffing, the professionalism of the public servants. The results of research by scientists give grounds to assert that the management of public service personnel today is carried out without taking into account the systematic assessment of public servants. Reducing professionalism, insufficient level of staff involvement and satisfaction negatively affect the performance of government agencies. As practice shows, the public servants, for various reasons, are not engaged in the systemic development of their professional level. Given the high level of intensity of professional activity, specific difficulties in the public service, problems in the personal and professional development of public servants complicate the process of disclosing human potential. The article defines the essence of the competence-based approach, characterizes the constituent elements and features of the assessment of public service personnel and substantiates the possibility of introducing the competence-based approach to the system of assessing public servants. Particular attention is paid to the definition of the "professional competence" concept. It is recommended to assess professional competence in the public administration system by measuring the specific ability: effectively carry out specific activities in the public service; use knowledge and skills in the workplace at the level of established standards; apply knowledge and skills in the uncertain and dynamic conditions of the public administration system; responsibly perform duties and achieve planned results; demonstrate the ethical and business qualities of a public servant. It is concluded that the introduction of a competency-based approach to the assessment system of public servants should be based on the use of innovative technologies in higher education, in the direction of introducing a new generation of standards. This approach is the basis for the development of a passport for a public servant position with a clear definition of professional competencies for each of the positions in the public service.