Personnel Changes Research Articles

THE ROLE OF THE MOTIVATION SYSTEM IN THE STRATEGIC DEVELOPMENT OF AN ENTERPRISE

The article is dedicated to the exploration of the role of the motivation system in the strategic development of a company and the formulation of practical recommendations for its sustainable growth through the combination of formal and informal motivational methods. It provides an overview of the concept, key functions, and methods of motivation within a company. It is noted that the motivation system in the strategic development of a company constitutes a set of interconnected elements and consists of external and internal motivation, which should be balanced. Employee motivation methods are grouped into four stimulating categories: economic incentives, goal-oriented management, job enrichment, and participation systems. The article forms a conception of an effective motivation system in the contemporary business environment. It identifies a close connection between the personnel motivation system and the corporate culture of the company, which shapes the management philosophy, mission, values, vision, career advancement policies, and the reserve of future leaders supporting a healthy socio-psychological climate within the team, preventing emotional burnout among workers. The necessity of forming a program of personnel changes for the development of highly qualified leaders, ready to solve complex tasks, and actively participate in the strategic development of the company is emphasized. The conclusion is drawn that the effectiveness of the motivation system depends on the specificity of the company, the atmosphere within the team, and the psychological portrait of the employees. According to global experience, the combination of material and non-material motivation methods yields the best results. The motivation system, like the corporate strategy of balanced development, is an essential tool for the strategic development of a company.

Kryzys wewnętrzny w Chrześcijańskim Stowarzyszeniu Społecznym w latach sześćdziesiątych i upadek polityczny Jana Frankowskiego

This article presents the history of an internal crisis in the Christian Social Association (ChSA) in the 1960s, which led to the political downfall of its founder and first leader, Jan Frankowski, in 1968. The genesis of the events is presented, connected with the group’s dissatisfaction with the activities of the president, expressed both by the members of the CHSA and its political supervisors, as well as with the influence of the agents branched in the Association and the political conditions related to the crisis of 1968 in the People's Republic of Poland. Attention was also paid to the characterological predispositions of Frankowski and his opponents, which had a fundamental impact on their political choices and conduct. In this context, the question of the President's political opportunism was considered above all. All these factors contributed to his political defeat. His fate after his marginalization and the history of the Association after 1968 proved that the ChSA, despite changes in personnel, was still controlled by the Ministry of the Interior, and the Office for Religious Affairs and was divided by the ambitions of its leaders.

Lubelski Komitet Wojewódzki Polskiej Zjednoczonej Partii Robotniczej a październik 1956 r.

In October of 1956, the Polish People’s Republic went through a serious political crisis, which was partially caused by rivalry between fractions in the Central Committee of the Polish United Workers’ Party. The events in Warsaw influenced the lower party structures, namely the voivodeship committees. In the October period, the Lublin Voivodeship Committee of the Polish United Workers Party experienced turmoil and staff rotation. The text shows the processes that took place in the local center of power of the Lubelskie Voivodeship. It concerns personnel changes in the executive and the position of the first secretary. The analysis of the October events also takes into account characteristics of the processes that took place on the political map of Lublin.

„Von seiner Hochheit allenthalben recommendiret wird”

Based on archival material from the Hungarian Royal Court Chancellery Archive in Budapest, this study examines the extent to which the selection and advancement of offi cials were infl uenced by Prince Albert of Saxony (who became Duke of Saxe-Teschen in 1766). He was appointed by Maria Theresa, his future mother-in-law, as the lieutenantgovernor of the Kingdom of Hungary in late December 1765. From the official papers, it is possible to ascertain the reasons given for changes in personnel in the Hungarian Royal Lieutenancy Council, the primary government body (of which the Prince was the president) responsible for domestic policy in Hungary. The period under consideration is between 1765 and 1771. The influence of Prince Albert, an outsider in Hungary, was hardly discernable in the early four years. Appointments were invariably decided by the sovereign, Queen Maria Theresa. During this time, Prince Albert’s role was mostly limited to proposing individuals for non-salaried, so-called supernumerary posts or honorary councillorships. However, following the introduction of a new, more professinalised administration in 1769, the Hungarian Royal Lieutenancy Council required more experienced and qualified staff. Consequently, Prince Albert had the opportunity to advance his trusted officials who had proven their administrative efficiency. He achieved the promotion of talented secretaries to the rank of councillor, for example, even if it occasially involved unorthodox methods. The sources also show that low-paid, lowerranking officials received a pay increase, and from 1776, a special bonus. Hence, the files of the Hungarian Royal Court Chancellery clearly demonstrate that Prince Albert had an influential role in proposing candidates for administrative offices.

Russia specialists panel of the Trump administration national security council

The article presents the state of the Russia Group (Russia specialist’s panel) of the National Security Council (NSC) Staff in the Donald Trump Administration term. The point at issue is officer’s group in charge of US-Russian relations. The article chronological framework - from January 2017 to January 2021. The essay’s focus on the personalities who held the Senior Director for European and Russian Affairs incumbency in the NSC office. Fiona Hill, Timothy Morrison, Andrew Peek, Tom Williams and Ryan Tully held it position the period under review. The article consciously thinks the NSC Russia Ring main functionality and its role in the Donald Trump Administration foreign policy priorities. The special attention had given to the NSC Russian Directorate personnel changes under the Donald Trump Cabinet. Their main reasons are considered. The research paper also analyzes the US National Security Advisors and Senior Directors for European and Russian Affairs relationship system under the Donald Trump presidency. The article considered the National Security Advisor John Bolton influential role on the NSC Russia Group political mood and professional activities.

Dethroning the Mao-era Elite, Clearing the Way for Reform

AbstractThe reform era began with the removal of Mao-era elites from leadership positions on a scale theretofore unseen in the People's Republic of China. Rather than depending on incentives to mobilize Mao-era cadres to support Reform and Opening, the new reform leadership brought in younger, better educated pro-reform elites. This article thus proposes a Personnel Model, in which the Communist Party brings in sympathetic cadres to implement major shifts in the Party line. Furthermore, personnel changes were first imposed on the military, then on the civilian apparatus. We show the large scale and rapid implementation of these reforms in 1982–1984 using an original database of over 60,000 cadres drawn from Organizational Histories.

Reflections on Required Competencies For Health Systems Monitoring, Evaluation, and Learning In India

The movement towards systems thinking and complexity-informed monitoring and evaluation has been ongoing for some time. Covid-19 has accelerated this shift and increased the salience of contextually aware, adaptive forms of evaluation. Drawing from our experience over three years of providing monitoring, evaluation, research and learning (MERL) to a large international philanthropic organization’s health systems portfolio of work in India, we identify three types of evaluator capacities and associated set of competencies that derive from complexity-driven practice in a developing country.
 The first type of capacity relates to deriving evidence in contexts where there are very few traditional forms of data. The MERL portfolio related to health systems outcomes of access, financial protection, and equity even as the health programs themselves were evolving in a period of rapid transformation and dynamism of policy priorities and implementation mechanisms. This required an integration of traditional performance indicators drawn from government datasets with qualitative ‘signals’ focused on drivers of change within the system. Assessment of signals in turn required synthesizing different sources of information, including informal channels of obtaining evidence such as partner meetings or government-sponsored events. The evaluating team thus consciously empowered different kinds of researchers with differential expertise with the goal of building a much more pixelated picture. The goal was not to identify a single source of truth but rather a patchwork of validated information where the relevance of different pieces of data were dependent on evolving outcomes of interest. 
 The second set of competencies related to the skills required to play a convening role for donors and implementing partners, supporting better understanding of the changing operating context and help inform decision-making by program officers and partners. This involved building and sustaining relationships across different stakeholders at different stages of the project – from proposal development to review. Competencies relating to effective dialogue and developing an understanding of the core interests of international, national and sub-national partners as well as international donors and experts could only be developed iteratively and over time, but this was crucial in a distributed health decision-making ecosystem like India.
 The third and final set of competencies relate to operational adaptiveness, while evaluating an ecosystem with few constants. This can be the hardest competency to acquire because it is the farthest from the traditional notions embedded in the training of evaluation scientists and MERL practitioners. We found that the degree of buy-in and commitment to previously agreed upon frames of reference for evaluation can be shifted by changes in personnel or internal organizational structures. These shifts can lead to chain reactions of mismatched expectations that needed to be understood and managed in real time by MERL partners. The pandemic further created a natural experiment that on the one hand required a reexamination of program priorities and on the other depended on reliability of donor support.
 Each of these three types of capacities – synthesizing nuanced evidence for adaptive action, relationship building and communication, and managing operational discontinuities are in fact inter-dependent. Building evaluator competencies isn’t simply about capacity-building but rather a recognition of the diversity of skills and worldviews that need to be encompassed within our monitoring and evaluation functions for today’s complex, discontinuous health systems.

Containerizing neuroimaging workflows for scalable and reproducible analyses

AbstractBackgroundLarge multi‐center, longitudinal neuroimaging projects aiming to understand neurodegenerative disorders, such as Alzheimer disease (AD), frequently generate large datasets for use by external researchers. However, maintaining a replicable data processing workflow in an on‐going study can be difficult due to changes in personnel, computer or software upgrades, and disparate computing resources across collaborating institutions. Replicating workflows from prior studies is also important for validating and building scientific knowledge but can present similar challenges. Containerization is an increasingly popular solution to these issues. This process allows users to package their code, software, and any dependencies together, ensuring stable and consistent output across computing platforms. The main goal of this project is to guide researchers through the steps of custom container development for their own needs.MethodWe demonstrate the process of containerization using a neuroimaging workflow that quantifies edge density (ED), an emerging metric of white matter integrity. To calculate ED, structural and diffusion magnetic resonance images were processed using standard FreeSurfer (5.3) and FSL (6.0) procedures. Whole‐brain probabilistic tractography, ED metrics, and diffusion tensor indices were computed. A template for building a container image for neuroimaging use was developed. Scripts used for analyses were incorporated into the template and compiled as reusable container images using Docker and Apptainer. Additional scripts and documentation were released to facilitate custom implementation.ResultContainerized tractography, ED metrics, and tensor indices were identical across multiple computing systems and in‐line with prior research showing white matter integrity begins to decline prior to outward cognitive symptoms. The provided code and documentation outlines the containerization process for our workflow (Figure 1) and describes how to run the resulting container image using data from the recently updated Open Access Series of Imaging Studies 3 dataset (OASIS‐3) as an example.ConclusionContainerizing a neuroimaging processing workflow ensures stable results across the lifespan of a study and facilitates replication of prior workflows in new datasets. The containerized ED pipeline provided enables other researchers to replicate or extend upon our analyses in this cohort. The provided documentation and templates can also be adapted for use with other datasets that use common neuroimaging file formats.

Containerizing neuroimaging workflows for scalable and reproducible analyses

AbstractBackgroundLarge multi‐center, longitudinal neuroimaging projects aiming to understand neurodegenerative disorders, such as Alzheimer disease (AD), frequently generate large datasets for use by external researchers. However, maintaining a replicable data processing workflow in an on‐going study can be difficult due to changes in personnel, computer or software upgrades, and disparate computing resources across collaborating institutions. Replicating workflows from prior studies is also important for validating and building scientific knowledge but can present similar challenges. Containerization is an increasingly popular solution to these issues. This process allows users to package their code, software, and any dependencies together, ensuring stable and consistent output across computing platforms. The main goal of this project is to guide researchers through the steps of custom container development for their own needs.MethodWe demonstrate the process of containerization using a neuroimaging workflow that quantifies edge density (ED), an emerging metric of white matter integrity. To calculate ED, structural and diffusion magnetic resonance images were processed using standard FreeSurfer (5.3) and FSL (6.0) procedures. Whole‐brain probabilistic tractography, ED metrics, and diffusion tensor indices were computed. A template for building a container image for neuroimaging use was developed. Scripts used for analyses were incorporated into the template and compiled as reusable container images using Docker and Apptainer. Additional scripts and documentation were released to facilitate custom implementation.ResultContainerized tractography, ED metrics, and tensor indices were identical across multiple computing systems and in‐line with prior research showing white matter integrity begins to decline prior to outward cognitive symptoms. The provided code and documentation outlines the containerization process for our workflow (Figure 1) and describes how to run the resulting container image using data from the recently updated Open Access Series of Imaging Studies 3 dataset (OASIS‐3) as an example.ConclusionContainerizing a neuroimaging processing workflow ensures stable results across the lifespan of a study and facilitates replication of prior workflows in new datasets. The containerized ED pipeline provided enables other researchers to replicate or extend upon our analyses in this cohort. The provided documentation and templates can also be adapted for use with other datasets that use common neuroimaging file formats.

Nablyudenie voennoj kontrrazvedki za dejstviyami vysshego komandnogo sostava Krasnoj armii v hode boevyh operacij 1941–1945 gg.

The article analyzes an important element of the control of the Soviet military counterintelligence over the top command staff of the Red Army - monitoring the actions of the command in combat conditions. Two approaches are identified that manifested themselves in the activities of counterintelligence during the war: traditional (exposing) and constructive. The author divided the supervisory functions of military counterintelligence into two blocks: control of the army (behind the army) and control “within the army". The issues of the need for informing, its quantitative and qualitative characteristics are considered. The degree of influence of counterintelligence information on the actions of military leaders on the decision-making on personnel changes is considered.

Change Management for Improving the Quality of Public Services

The article describes peculiarities of introduction of changes in organizational structures to improve the quality of public services and resistance to these changes as an inevitable process. It is proved that the professional activity of a manager in the public sector depends on change management, and resistance to them is the main element of the change management system. The essence and interconnection of the concepts of “change management” and “resistance to change” are substantiated. The author considers the main theories of change that are used in practice in the public sector: energy, mathematical, economic, biological, systemic, psychological, psychoanalytic, political, sociological, cultural and developmental. It is proved that most theories of change emphasize that resistance to these changes is inevitable. The main reasons, forms and types of resistance in the implementation of changes and innovations by the head of a public organization are formulated. People’s ability to adapt and deal with external variability are two key variables in determining how they will respond to change. It is taken into account that external variability is usually high for most organizations providing public services. But at the same time, public authorities, especially during the war in Ukraine, are mainly staffed by people who prefer a stable environment and well-structured ways of activity. This means that managers can expect significant resistance when trying to implement changes in public services, despite the goals of these changes. The author formulated possible fluctuations in the attitude to changes in personnel from the announcement of them to their implementation. It is confirmed that the main reasons for resistance to changes in the provision of public services aimed at improving these services include: adherence to bureaucratic habits related to delegation of authority; skepticism; challenges associated with many hierarchical levels of authority, accountability and reporting; the tendency to push decision-making upwards, which is contrary to approaches aimed at increasing self-control and independence; relationships that are governed by the interests of many stakeholders; the presence of conflicting interests and values, and others. It is noted that the main forms of resistance to change include: apathy, tardiness, sabotage, going to the hospital, absenteism, procrastination, working by the rules, slow work, leaks in the media, backstage criticism and others. The categories of employees in the sphere of public provision, which are most vulnerable to any changes, are defined. The author of the article developed recommendations for overcoming resistance to changes and their effective implementation to improve the quality of public services.

Establishing a culture of highly reliable quality care

Reliability is the likelihood that a process will perform a required function without failure, consistent over time and personnel changes. In the rapidly evolving healthcare landscape, reliably delivering excellent surgical care demands a comprehensive and systematic approach. Accomplishing this task is beyond the reach of any individual clinician, administrator, or leader. The team must work together to establish a highly reliable quality care culture that serves as the foundation for safe, patient-centered practice. High reliability thus inherently relies on transdisciplinary collaboration, with every level of clinical, administrative, and regulatory team members actively communicating, supporting each other, and building trust in each other’s expertise.Here, we discuss the fundamentals of establishing a highly reliable quality care culture. We outline the key principles of a highly reliable organization – preoccupation with failure, sensitivity to operations, reluctance to oversimplify, commitment to resilience, and deference to expertise – and the characteristics of teams that can effectively implement these principles. We discuss the importance of standardization, continuous process and outcome measurement, and setting collective goals. And finally, we exemplify these fundamentals through a brief case study. In outlining these foundational concepts for today’s care, we also look forward to the impact of big data, artificial intelligence, and interconnectedness on our future continuous quality improvement efforts. Within the myriad complexities of surgical care, there are bound to be adverse outcomes, but by instilling a culture of highly reliable quality care, we can do our best to minimize their frequency, mitigate their harm, and optimize outcomes.

Review of Research on Influencing Factors of Personnel Recruitment

With the development of society and the increase of talent in recent years, recruitment has become an essential step for enterprises. This article studies the factors that affect employee recruitment, with the aim of improving the future survival and development of enterprises, reducing the huge losses caused by personnel changes, and indirectly improving the efficiency of enterprises. By using literature research methods to understand the factors that affect employee recruitment, the content can be divided into factors, problems, countermeasures, suggestions, and future sections. And through reading a large amount of literature, it can be concluded that the main factors affecting employee recruitment include the degree of job matching, differentiated needs, discrimination, recruiters own literacy, and the rationality of human resource planning. The main countermeasures are to effectively implement personnel job matching, differentiate the treatment of applicants, standardize the recruitment process of enterprise employees, scientifically formulate human resource planning, and improve the professional literacy of human resource management personnel. Effective recruitment work improves employee quality and personnel structure, and injects new management ideas into the organization, adds new vitality to the organization, and may even bring significant technological and management innovations to the enterprise.

Process evaluation of The Breastfeeding Trial. What factors impact the intervention delivery?

Abstract Background Breastmilk is the ideal nutrition for infants, and breastfeeding is an important health promoting behaviour. In Denmark, most mothers initiate breastfeeding but many cease within the first months resulting in just 14% reaching the World Health Organization recommendation of six months exclusive breastfeeding. A large-scaled, cluster-randomized intervention study implemented in the Danish health visiting programme aimed to extent the duration of breastfeeding and reduce social inequality. To elucidate how the intervention was implemented, a process evaluation of the intervention was conducted. Methods Following the MRC guidelines for process evaluation, we used a mixed methods approach to assess the delivery of the intervention, and facilitators and barriers in the context that affected the implementation. Data from questionnaires distributed to the health visiting managers of 21 Danish municipalities and 242 health visitors employed there, and data from three focus groups with health visitors and eight individual interviews with mothers in the intervention informed the process evaluation. Results Preliminary findings from questionnaires imply that the training program slightly enhanced health visitors’ breastfeeding support competencies. However, health visitors explained in the focus groups that they provided support as usual. A contextual factor hindering the implementation was change of personnel. Having had favourable experiences with the intervention acted as facilitator. Findings from interviews with mothers indicated a high fidelity in the distribution of intervention materials and partner involvement. Conclusions Preliminary findings of this study show variability in how the intervention was implemented throughout the intervention sites. This evaluation will assist in the interpretation of the results of the effectiveness study and inform policy makers about if and how this intervention could be scaled up. Key messages • Health visitors in intervention clusters seemed to have gained competencies in breastfeeding support; however, expressed that they provided support ‘as usual’. • Change of personnel acted as a barrier, while having had positive experiences with the intervention acted as a facilitator.

Propensity of US Military Personnel to Seek Mental Health Care When Community Psychiatric Capacity Changes

Understanding how the active duty military population's mental health care use is associated with local military and civilian psychiatrist capacity is critical in designing the optimal allocation of mental health resources from both sectors to improve the mental health of military personnel. To evaluate whether the probability of mental health care visits by military personnel changes when psychiatrist capacity changes in their communities, when capacity is measured separately for military treatment facilities and civilian sectors. This cohort study of active duty US military service members between January 1, 2016, and September 30, 2020, combines data from the Defense Health Agency, the National Plan and Provider Enumeration System, and the US Census. Data were collected and analyzed from June 2022 to July 2023. The main outcome was the probability of making at least 1 mental health care visit in a given quarter at military treatment facilities and in civilian settings. Linear probability models with 2-dimensional fixed effects at individual and community levels were implemented to estimate changes in individual outcomes when community psychiatrist capacity changed. This study includes 1 958 421 US service members (83% men; mean [SD] age at baseline, 28.4 [8.0] years). Thirteen percent of service members did not have military treatment facility psychiatrists available within a 30-minute driving time, and 66% lived in communities with a psychiatrist shortage (<1 psychiatrist per 20 000 relevant population), while 9% lived in communities with high (>3 psychiatrists per 20 000 relevant population) military treatment facility psychiatrist capacity. Five percent of service members lived in communities with no civilian psychiatrists within a 30-minute driving time, while 66% lived in communities with high civilian psychiatrist capacity. The mean quarterly mental health care visit rates to military treatment facilities and civilian settings were 7% and 2%, respectively. The probability of a mental health care visit to a military treatment facility increased by 0.95 percentage points (95% CI, 0.79-1.10 percentage points; equivalent to 14%) when the individual experienced a change in military treatment facility capacity from no psychiatrist to high capacity. The probability of a mental health care visit to a civilian setting increased by 0.57 percentage points (95% CI, 0.38-0.76 percentage points; equivalent to 32%) when civilian capacity changed from no psychiatrist to high capacity. The magnitude of responses to military treatment facility capacity changes remained similar in communities that already had high civilian capacity. This cohort study of the US military population suggests that active duty military personnel rely largely on military treatment facilities for their mental health care and that there are meaningful responses to military treatment facility psychiatrist capacity changes even in communities with high civilian psychiatric capacity. Realigning military treatment facility psychiatrists across communities with shortages and high-capacity military treatment facilities, as well as addressing nongeographical barriers in the civilian sector, remain critical to achieve the optimal balance between military and civilian care provision.

Evaluasi Implementasi Penganggaran Berbasis Kinerja di Masa Pandemi Covid-19

The research aims to evaluate performance-based budgeting during the Covid-19 pandemic at the Ministry of State Secretariat. The Covid-19 pandemic has become a global issue, so government agencies have refocused the national budget. Meanwhile, performance gains can be realized if supported by an adequate budget. The research used a case study strategy with a qualitative approach, single case study method, qualitative descriptive data analysis on single unit analysis with data documentation instruments and group discussion forums (FGD). This research is interesting because it examines strategic ministries during the Covid-19 pandemic through FGD instruments. The results of data analysis for 2020-2022 show that the absorption of the Ministry of State Secretariat's budget is on average &lt;95% due to the high and dynamic intensity of the activities of the President/Vice President, which is a particular challenge in budgeting. Significant fluctuations in output efficiency occurred due to savings in official travel costs during the pandemic. The value of output and outcome achievements is relatively constant and meets targets even though efficiency has increased due to digital transformation and new work patterns. The results of the study show that there are still HR constraints and priority scales, but cross-departmental collaboration is still implemented through ICT optimization when working from home. The research concludes that performance-based budgeting has been carried out in accordance with regulations as per the results of budget performance evaluations in the aspects of implementation, benefits, and context. However, the implementation is not optimal when there is a change in personnel, regulations, and applications, so that the improvement of HR competence and collaboration needs to be carried out continuously.

YOLOv5s-gnConv: detecting personal protective equipment for workers at height.

Falls from height (FFH) accidents can devastate families and individuals. Currently, the best way to prevent falls from heights is to wear personal protective equipment (PPE). However, traditional manual checking methods for safety hazards are inefficient and difficult to detect and eliminate potential risks. To better detect whether a person working at height is wearing PPE or not, this paper first applies field research and Python crawling techniques to create a dataset of people working at height, extends the dataset to 10,000 images through data enhancement (brightness, rotation, blurring, and Moica), and categorizes the dataset into a training set, a validation set, and a test set according to the ratio of 7:2:1. In this study, three improved YOLOv5s models are proposed for detecting PPE in construction sites with many open-air operations, complex construction scenarios, and frequent personnel changes. Among them, YOLOv5s-gnconv is wholly based on the convolutional structure, which achieves effective modeling of higher-order spatial interactions through gated convolution (gnConv) and cyclic design, improves the performance of the algorithm, and increases the expressiveness of the model while reducing the network parameters. Experimental results show that YOLOv5s-gnconv outperforms the official model YOLOv5s by 5.01%, 4.72%, and 4.26% in precision, recall, and mAP_0.5, respectively. It better ensures the safety of workers working at height. To deploy the YOLOv5s-gnConv model in a construction site environment and to effectively monitor and manage the safety of workers at height, we also discuss the impacts and potential limitations of lighting conditions, camera angles, and worker movement patterns.

Robust Interval Prediction of Intermittent Demand for Spare Parts Based on Tensor Optimization.

Demand for spare parts, which is triggered by element failure, project schedule and reliability demand, etc., is a kind of sensing data to the aftermarket service of large manufacturing enterprises. Prediction of the demand for spare parts plays a crucial role in inventory management and lifecycle quality management for the aftermarket service of large-scale manufacturing enterprises. In real-life applications, however, demand for spare parts occurs randomly and fluctuates greatly, and the demand sequence shows obvious intermittent distribution characteristics. Additionally, due to factors such as reporting mistakes made by personnel or environmental changes, the actual data of the demand for spare parts are prone to abnormal variations. It is thus hard to capture the evolutional pattern of the demand for spare parts by traditional time series forecasting methods. The reliability of prediction results is also reduced. To address these concerns, this paper proposes a tensor optimization-based robust interval prediction method of intermittent time series for the aftersales demand for spare parts. First, using the advantages of tensor decomposition to effectively mine intrinsic information from raw data, a sequence-smoothing network based on tensor decomposition and a stacked autoencoder is proposed. Tucker decomposition is applied to the hidden features of the encoder, and the obtained core tensor is reconstructed through the decoder, thus allowing us to smooth outliers in the original demand sequence. An alternating optimization algorithm is further designed to find the optimal sequence feature representation and tensor decomposition factors for the extraction of the evolutionary trend of the intermittent series. Second, an adaptive interval prediction algorithm with a dynamic update mechanism is designed to obtain point prediction values and prediction intervals for the demand sequence, thereby improving the reliability of the forecast. The proposed method is validated using the actual aftersales data from a large engineering manufacturing enterprise in China. The experimental results demonstrate that, compared with typical time series prediction methods, the proposed method can effectively grab the evolutionary trend of various intermittent series and improve the accuracy of predictions made with small-sample intermittent series. Moreover, the proposed method provides a reliable elastic prediction interval when distortion occurs in the prediction results, offering a new solution for intelligent planning decisions related to spare parts in practical maintenance.

Adaptability, Acceptance and Resistance to Change of Local College Personnel in the Province of Batangas Philippines: Basis for Organizational Change Management Framework

Change is indeed one of the struggles of any employee and company itself when there are changes in administration, leadership, and in-office occurs. Cognitive, affective, and behavioral adaptability in times of change are the three main facets of adaptability that are considered intrinsically related (Ashford and Taylor, 1990; Ployhart and Bliese, 2006; Van Dam, 2013). Marques (2016) concluded that acceptance grows as the changed situation loses its threats. Different dimensions are being distinguished such as open expressively, concealed, active, and passive support. Meanwhile, Rehman et al. (2021) mentioned that it is vital to shape the employees' resistive attitudes for the successful implementation of change, while their readiness greatly influences resistance (Banguntopo, 2018). The researchers further evaluated the personnel's adaptability, determined the personnel's acceptance, and assessed the personnel's resistance to change in local colleges. The researcher used descriptive-correlational research was valuable in providing facts that could form the basis of scientific judgment, which provided essential knowledge. The results revealed that the respondents displayed a high level of adaptability and acceptance, and strongly agreed to be resistant to change. Significant differences were observed in behavioral adaptability and openly expressive and passive support when grouped to position. Gen X group exhibited greater resistance to change in terms of behavioral response. Moreover, positive relationships among variables in different dimensions of change were identified as highly significant. The art of change allows organizations to ensure that new policies, procedures, and controls are adapted, accepted, and free from any form of resistance.

Обеспеченность службы медицинской статистики квалифицированными кадрами

The implementation of the tasks of the medical statistics service is an integral part of the health care management process, as well as methodological support of the management vertical in the system [2, 3]. The quality of medical statistical and analytical data depends primarily on the personnel component of the medical statistics service. Currently, medical statistics are developing in the context of significant organizational changes in the healthcare system [1], which determines the priority of providing the service with qualified personnel [5]. The purpose of the study: to study the availability of qualified personnel engaged in professional activities in medical statistics. Materials and methods. The data of the Federal statistical observation form No. 30 “Information about a medical organization” were used for the study. Statistical and analytical methods were used in the study. Results. The Medical Statistics Service performs one of the key roles in the management of a medical organization and the healthcare industry as a whole. In medical organizations, statistical document management is carried out by specialists of departments (offices) of medical statistics, which make up the medical statistics service as a whole. The key specialists of the service are statisticians and medical statisticians. The analysis of the indicator of the availability of qualified personnel of the medical statistics service shows its stable decline. Thus, in the dynamics of the total indicator of the provision of statisticians and medical statisticians per 10 000 population in the Russian Federation from 2015 to 2021, there is a decrease in its level by 18,6% or from 0,86 0/000 to 0,700/000, including in outpatient settings by 24,4% or from 0,450/000 to 0,34 0/000, in stationary by 11,8% or from 0,34 0/000 to 0,30 0/000. By the end of 2021, the shortage of qualified specialists of the medical statistics service amounted to 44,3% of their total needs. A similar situation is observed in medical organizations for outpatient and inpatient medical care (45% and 42,6%, respectively). Simultaneously with the decrease in the staffing of the medical statistics service, an increase in the load on the specialist was revealed. Thus, in medical organizations providing medical care in outpatient and inpatient settings, the average load on a statistician and medical statistician is almost 1,5–2 times higher than the average standard. Conclusions. The analysis of personnel changes in the medical statistics service indicates the need to improve approaches to the training and use of qualified personnel engaged in professional activities in medical statistics.