Personnel Development Research Articles

Separate ways of providing the forensic institution with qualified employees

The article deals with the topical issue of providing qualified employees to forensic expert institutions of Ukraine. It was determined that personnel policy is an integral component of the country’s economic system. According to the authors, modern approaches to the management of organizations require organizational changes in the priority areas of personnel development, including the processes of recruitment, selection and placement of personnel. It is noted that the selection and placement of employees in a forensic institution, being a direct expression of the division and cooperation of labor, is created by the institution’s team. The expediency of forming a collective has been proven, taking into account not only the professional, business and personal qualities of each of its members, but also the effect of their combination psychological compatibility, which helps employees to work quickly and successfully with each other. It is noted that the rational arrangement of personnel is the distribution of employees by positions, in which the discrepancy between a person’s personal qualities and the requirements for the work performed by him is minimal without excessive or insufficient workload. The purpose of the article is to highlight the ways of selection and placement of professional personnel as one of the directions of providing a forensic expert institution with qualified professional employees. To achieve the goal, general scientific methods of theoretical generalization, comparison, system analysis and formalization were used. The issue of effective provision of training by qualified personnel of forensic expert institutions of Ukraine was considered. The process of personnel selection, possible methods used for this process are considered in detail. The system of errors that are allowed in the personnel policy of forensic institutions and possible options for solving them are separately defined. Ways to overcome staffing errors that are more effective are proposed.

Analysis of Employee Competency Development

AThis research aims to examine the analysis of the competency development of the State Civil Officials in Tangerang Regency. This study uses a descriptive qualitative research method with an inductive approach. Primary data collection comes from observations and interviews with informants, namely employees who have the authority and duties in developing the competence of Officialsin Tangerang Regency, and Secondary Data obtained from documents at the Tangerang Regency Personnel and Human Resources Development Agency. Researchers used the data analysis technique of the Miles & Huberman model. Competency development carried out by the Tangerang Regency Personnel and Human Resource Development Agency has not been running effectively due to a lack of cooperation built by the Tangerang Regency Personnel and Human Resource Development Agency, the implementation of the Training Needs Analysis has not been maximized, the ineffectiveness of the implementation of education and training, there is still political intervention in the implementation of transfer, as well as the lack of motivation for civil servants in Tangerang Regency. So that the Personnel and Human Resources Development Agency for Tangerang Regency needs to build cooperation by conducting information dissemination and field visits related to the conditions for developing civil servant competencies, maximizing the SIMPEG and SIDAK applications to streamline the implementation of Training Needs Analysis, increasing supervision in organizing training and carrying out transfer management based on the principle put the right people in the right places.

Say Something, Do Something: Evaluating a Forum Theater Production to Activate Youth Violence Prevention Strategies in Schools.

Youth violence that takes place within school settings exposes youth to serious social, mental and physical consequences that affect education performance, and life opportunities. Previous work shows positive youth development frameworks can promote social-emotional learning by enhancing empathy and building problem-solving and conflict management skills. Theater-based interventions have been shown to enhance social emotional development by privileging youth voices, and building youth capacities and strengths. The current manuscript presents the evaluation of an arts-based and public health framework conducted to assess the development, implementation and impact of a forum theater production, Say Something, Do Something (SSDS) in St. Louis, Missouri. An iterative mixed methods approach was used, starting with observations of productions. Using convenience sampling, we then conducted post interviews of the theater team (n = 8) and school personnel (n = 10). Respondents highlighted that as a result of engagement of school personnel in program development, the language and scenarios presented were relevant to students. Data indicated that SSDS increased student knowledge and changed attitudes, developed student conflict management and problem-solving skills, and improved interpersonal behavior. SSDS also raised awareness of the importance of, and created the foundation for, additional system and policy changes in the schools. Forum theater is an approach that can enhance socio-emotional learning and conflict management among youth. Collaborative initiatives between public health and the arts are poised to uniquely engage community partners, animate interventions, and impact critical public health issues including youth violence prevention.

Improvement of the essence of the category «economic benefit» and its accounting, as a basis for determining the income and expenses of enterprises and ways of their optimization

The categories «income» and «expenses» were considered in the context of NP(S)BO 1, emphasizing the lack of a clear definition of the term «economic benefits». The need to specify it for unambiguous application of accounting standards is indicated. The proposed definition of economic benefit: «it is any benefit that an economic entity receives from its activity, which can be expressed as received money, various benefits (material, immaterial, social), etc.». This definition emphasizes the expediency of taking into account not only material, but also non-material benefits received by the enterprise. This corresponds to the modern realities of business, in which intangible assets play an increasingly important role. A classification of economic benefits has been developed according to various characteristics, namely: according to the form of expression (potential and actual), according to the time aspect of occurrence (short-term and long-term), according to the possibility of measurement in monetary units (objective and subjective). Based on the proposed classification of types of economic benefits, it is recommended to introduce additional sub-accounts to the Chart of Accounts No. 291 for accounting of economic benefits. This will make it possible to more reliably determine the moment of receiving economic benefits, which affects the reliability of determining the company’s income and expenses. Economic benefit is the ultimate goal of the enterprise, and income and expenses are its main components. Therefore, optimizing the amounts of income and expenses is an important task that allows the enterprise to increase its profitability, as well as other forms of economic benefit, such as increasing the market value of the enterprise, increasing competitiveness, improving the quality of products or services, etc. The «Economic Navigator» model for optimizing the amounts of income and expenses of enterprises is proposed for use. The model is based on a developed algorithm of actions, which includes specific strategies to improve the financial performance of enterprises and is relevant for all enterprises, regardless of their size, but may be more useful for micro and small enterprises, which usually have limited resources and a smaller number personnel for analysis and development of optimization strategies. The success of the model application depends on many factors, such as the quality and completeness of the performed analysis, the choice of the right optimization strategies and the implementation of the planned measures. However, even if the company cannot fully implement all the recommendations of the model, it can still help it achieve certain results in the field of revenue and cost optimization.

Professional Development of Teaching Staff in the Issues of Education and Socialization of Students Using the Resources of the Urban Environment

The article presents the results of a study of the practice of professional development of the director's advisers on education and interaction with children's public associations, an analysis of foreign and domestic approaches, models, practices and programs of professional development of pedagogical and managerial personnel in the issues of education and socialization of students, including using the resources of the urban environment. In the course of the study, various groups of methods were used, including the method of comparative analysis of normative, legal documents; analysis, systematization and generalization of the data obtained; complex analysis, classification and structuring of information and statistical data; modeling method; generalization of research results. As a result, model solutions have been developed and theoretically substantiated for the professional development of pedagogical and managerial personnel, including advisers to the director for education and interaction with children's public associations, in matters of education and socialization of students. It should be noted that one of the conceptual ideas that is reflected in almost all countries is the idea of continuity and individualization of professional development of teachers in the field of education and socialization of students. It should be noted that one of the conceptual ideas that is reflected in almost all countries is the idea of continuity and individualization of professional development of teachers in the field of education and socialization of students. Continuous professional development of teachers, including advisers to the Director of education and interaction with children's public associations, is carried out through the integration of formal and non-formal education, as well as through self-education and self-development. Teachers, advisers to the director of education should be able to design a socio-cultural educational environment for the upbringing and positive socialization of students, while including socio-cultural objects and resources in educational practice.

Efisiensi Realisasi Anggaran Belanja Dan Kinerja Keuangan Pada Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia Pematang Siantar

This study aims to analyze the efficiency of budget realization and financial performance at the personnel and Human Resource Development Agency of Pematang Siantar. The data used in this study is secondary data pbtained from the BKPSDM budget realization report data analysis the data used is quantitative analysis by calculating the efficiency ratio and growth ratio of budget realization in 2020-2022. The results of the study show that the performance of the budget realization Office of the personnel and Human Resources Development Agency of Pematang Siantar from 2020-2022 can be seen from the analysis of the spending efficiency ratio with an average of 87.30% which reflects a fairly efficient, where the realization of spending is smaller than the budget. Then the analysis of spending variants Bkpsdm Pematang Siantar as a whole for 3 years showed good financial performance. Where from 2020-2022 Bkpsdm Pematang Siantar uses less than the budgeted amount.

ОСОБЕННОСТИ РАЗВИТИЯ ПЕРСОНАЛА СЛУЖБЫ ПРИЕМА И РАЗМЕЩЕНИЯ ИНДУСТРИИ ГОСТЕПРИИМСТВА

The article analyzes the features of the development of reception and accommodation service personnel. Personnel development units and their types are being studied

ОРГАНИЗАЦИЯ ПРОФЕССИОНАЛЬНОГО РАЗВИТИЯ ПЕРСОНАЛА В УСЛОВИЯХ ЦИФРОВОЙ ТРАНСФОРМАЦИИ

The article discusses the organization of professional development of personnel in the context of digital transformation. It is noted that the qualities and skills of a qualified specialist necessary in the context of digital transformation are proficiency in digital technologies, the ability to use software products in various fields of activity, the presence of digital competencies (adaptability, flexibility, creativity, innovation) along with such professionally and personally significant qualities as critical and analytical thinking, initiative, determination, social and emotional intelligence, ability to work in a team, learning ability. Strategies for professional development of personnel in the context of digital transformation are highlighted. The features of organizing professional development of personnel in the context of digital transformation for each strategy are identified. It is concluded that the organization of professional development of personnel in the context of the development of digital transformation is focused on solving the following tasks: 1) implementation of innovative personnel strategies and a holistic HR concept, 2) implementation of personnel policy by creating an atmosphere of security, employee ownership, and creating comfortable working conditions , constant development and interaction with the team, socially responsible employees, 3) active implementation of digital tools combined with «live» communication.

STRATEGIC MANAGEMENT OF PUBLIC SERVICE PERSONNEL IN THE CONTEXT OF EUROPEAN INTEGRATION

The article is devoted to the study of strategic aspects of human resources management in the context of European integration. The study focuses on innovative approaches to human resources management that will help to increase its efficiency and compliance with European standards. In particular, the need for staff development and the introduction of digital technologies in HR is discussed. The key aspects of HRM standards in the public service in the European Union that can be revealed through the career model, gender approach and their integration into policies and programs are considered. The paper notes that Ukraine, as a candidate for EU accession, should implement European standards of public administration. In particular, this means that Ukrainian civil servants must understand the approaches and procedures of the EU supranational bodies, have in-depth knowledge of EU law in their field, and manage the full cycle of its implementation - analyze inconsistencies, develop changes with an impact assessment, consult with key stakeholders, develop the necessary legislation, apply project management for its implementation after adoption, and assess its impact during implementation. Among the hard skills for Ukrainian civil servants, knowledge of English and other EU languages is important, and among the soft skills, it is important to have a "customer focus" in their professional activities. The article notes that the public service HR management strategy should be developed on the basis of the public service strategy, taking into account the analysis of the current situation, when formulating the objectives of HR policy and specific measures and recommendations of experts. This process is cyclical and dynamic, since the HRM strategy should be in line with changes in policy, legislation and social requirements. The article determines that European standards of HR management in the public service may differ from Ukrainian standards in terms of the level of professional training and development of personnel, their ethical behavior, transparency and openness of procedures, as well as the system of evaluation and incentives.

STRATEGY OF VOCATIONAL EDUCATION QUALITY MANAGEMENT THROUGH HUMAN RESOURCE DEVELOPMENT

The article substantiates the importance of quality professional education for modern youth and the country as a whole. It is noted that one of the ways to get a high-quality, affordable and suitable education for their interests and needs is professional (professional) education, which involves students choosing a certain direction or specialization in high school. Professional education allows you to deepen your knowledge of subjects that are interesting and important for the future profession in order to continue studying at a higher level. An analysis of the problems of vocational education that affect its quality is carried out, in particular, the problems of the quality of vocational education at the level of personnel management are highlighted. A systematized sequence of steps in the formation of a personnel development strategy to improve the quality of education, taking into account the characteristics of the educational institution: involvement of interested parties; analysis of needs and problems to determine key directions for improving the quality of professional education; development of an action plan with the establishment of specific goals, deadlines and responsible persons; regular monitoring and performance evaluation; cooperation with other educational institutions, scientific institutions and organizations to exchange experience and gain new knowledge; constant improvement and search for ways to improve the quality of professional education. The methods and tools of human resources management are proposed to improve labor productivity, retain and develop personnel, create a favorable working environment, and achieve the organization's goals. The use of tools to encourage staff to experiment and use innovative teaching methods in the personnel strategy, which will contribute to improving the quality of education and student satisfaction, is substantiated; an example of successful application of personnel management methods is given. It was concluded that ensuring the country's competitiveness on the international market requires high-quality professional education. In order to solve the problem of low quality of professional education at the level of personnel management, the head of an educational institution must be able to develop and implement a personnel development strategy, taking into account the characteristics of a specific educational institution, aimed at improving the quality of education. In the personnel strategy of the educational institution, it is necessary to emphasize the encouragement of personnel to innovate and experiment with new teaching methods, to focus on the development and use of employees' competencies, and to ensure the process of continuous professional development of teachers.

САМОМЕНЕДЖМЕНТ КАК ФАКТОР ПРОФЕССИОНАЛЬНОГО РАЗВИТИЯ УПРАВЛЕНЧЕСКИХ КАДРОВ

This article discusses the concepts of “management” and “self-management”. The relationship between the professional development of managerial personnel and the development of self-management techniques is shown. Methods and ways of introducing self-management are given. Conclusions are drawn about the feasibility of using such techniques.

Expert consensus on pre-treatment of clinical samples by liquid chromatography-tandem mass spectrometry

Liquid chromatography-tandem mass spectrometry (LC-MS/MS) combines the advantages of high separation ability of chromatography and high selectivity, specificity and sensitivity of mass spectrometry, making it one of the most vibrant new technologies in the field of clinical testing. However, the analytical performance is often limited by the characteristics of the sample to be measured. Due to the limited anti-contamination capability of the mass spectrometer, biological samples need to be properly pre-processed to effectively improve the detection performance and achieve accurate detection. The main function of pre-treatment is to selectively separate the target analyte from the biological matrix to reduce interference from other matrix components. At the same time, the target analytes can be concentrated and enriched to improve the analytical sensitivity. At present, there are many kinds of clinical sample pre-treatment methods, and several methods are time-consuming and cumbersome, which brings difficulties to laboratory personnel in method selection, development and standardized operation. Therefore, the purpose of this consensus is to provide guidance for the establishment of laboratory methods and facilitate the standardized development of clinical mass spectrometry measurement.

Digital Microlearning for Training and Competency Development of Older Adult Care Personnel: Mixed Methods Intervention Study to Assess Needs, Effectiveness, and Areas of Application.

Older adult care organizations face challenges today due to high personnel turnover and pandemic-related obstacles in conducting training and competence development programs in a time-sensitive and fit-for-purpose manner. Digital microlearning is a method that attempts to meet these challenges by more quickly adapting to the educational needs of organizations and individual employees in terms of time, place, urgency, and retention capacity more than the traditional competency development methods. This study aimed to determine if and how an app-based digital microlearning intervention can meet older adult care organizations' personnel competency development needs in terms of knowledge retention and work performance. This study assessed the use of a digital microlearning app, which was at the testing stage in the design thinking model among managerial (n=4) and operational (n=22) employees within 3 older adult care organizations. The app was used to conduct predetermined competency development courses for the staff. Baseline measurements included participants' previous training and competency development methods and participation, as well as perceived needs in terms of time, design, and channel. They then were introduced to and used a digital microlearning app to conduct 2 courses on one or more digital devices, schedules, and locations of their own choice during a period of ~1 month. The digital app and course content, perceived knowledge retention, and work performance and satisfaction were individually assessed via survey upon completion. The survey was complemented with 4 semistructured focus group interviews, which allowed participants (in total 16 individuals: 6 managerial-administrative employees and 10 operational employees) to describe their experiences with the app and its potential usefulness within their organizations. The proposed advantages of the digital microlearning app were largely confirmed by the participants' perceptions, particularly regarding the ease of use and accessibility, and efficiency and timeliness of knowledge delivery. Assessments were more positive among younger or less experienced employees with more diverse backgrounds. Participants expressed a positive inclination toward using the app, and suggestions provided regarding its potential development and broader use suggested a positive view of digitalization in general. Our results show that app-based digital microlearning appears to be an appropriate new method for providing personnel competency development within the older adult care setting. Its implementation in a larger sample can potentially provide more detailed insights regarding its intended effects.

Exploring the challenges to using telecardiology as perceived by pre-hospital emergency care personnel: a qualitative study

BackgroundToday, using the medical technology of telecardiology, as part of advanced medical services, plays an essential role in providing care to cardiac patients in life-threatening conditions who need emergency care. However, pre-hospital emergency care personnel are faced with certain challenges in using telecardiology, with adverse effects on their performance. Therefore, the present study aimed to investigate the challenges to using telecardiology as viewed by pre-hospital emergency care personnel in Southern Iran.MethodsThe present study is a qualitative work of research with a content analysis approach. Selected using purposeful sampling, 19 pre-hospital emergency care personnel were interviewed on a semi-structured, personal, in-depth basis. The qualitative data obtained were analyzed using the Graneheim and Lundman’s conventional content analysis approach (2004).ResultsBased on the qualitative data analysis, 3 themes and 8 subthemes were obtained. The three main themes included professional barriers (lack of clinical knowledge of telecardiology, lack of clinical skill in telecardiology, violation of patients’ privacy, lack of clinical guidelines on telecardiology), medical equipment and telecommunication barriers (poor reception and ineffective means of communication, low charge on the battery of tele-electrocardiogram machines), and organizational management barriers (serious lack of cardiologists available for medical counseling and lack of continual personal development of the telecardiology personnel).ConclusionSenior managers in pre-hospital emergency care services are recommended to use the results of this study to identify the influential factors in using telecardiology and take the necessary measures to eliminate the existing barriers toward making optimal use of telemedicine, thereby improving the quality of care provided for cardiac patients.

The Influence of Motivation and Discipline on Employee Performance in the Public Sector in Bandung

The pivotal role of employees as the most vital actors within an organization is underscored by numerous scholars. This research was conducted at the Bandung City Human Resources Development Personnel Agency (Badan Kepegawaian Pengembangan Sumber Daya Manusia or BKPSDM). The aim of this research is to determine the influence of motivation and work discipline on employee performance at the BKPSDM both partially and simultaneously. The method used consists of descriptive and associative methods through a survey approach. The sample for this research consists of 103 respondents. Sample collection was carried out using sampling techniques or saturation calculations. Data was obtained by distributing questionnaires using an online system via Google Form and further strengthened through direct interviews. The research results show that motivation has a positive effect on employee performance both partially and simultaneously, while work discipline has no effect on employee performance either partially or simultaneously. The findings underscore the need for targeted motivational strategies to enhance overall organizational effectiveness. This research significantly contributes to the understanding of performance determinants in public sector organizations, specifically highlighting the pivotal role of motivation.

Implementasi Manajemen Talenta Sebagai Upaya Membangun Aparatut Sipil Negara (ASN) Profesional di Pemerintah Kota Pontianak

<p>Along with development of human resource management concept paradigm it has shifted previous perception that viewed humans only one of the factors organizational production. However, currently human aspect in organization is not limited to that, but humans are asset for organization which then develops concept of talent management. Talent management has been outlined in form regulations required all government agencies to implement, including agencies in the regions. Purpose of research is describe implementation talent management in Pontianak City Government. Qualitative descriptive is method used conducting research. Results of research found to support implementation talent management, Pontianak City Government developed an application, namely Sistem Informasi Manajemen Talenta Kota Pontianak (SIMANTAP) application. Implementation talent management in Pontianak City Government begins with analyzing talent needs to predict number of talents needed according to positions will be vacant. After analysis, identification is carried out, in this case talent mapping for categorization in talent manahement box consisting of nine categories or talent mapping carried out. Based on results assessment and then determined as a succession planning group. Talent development carried out in classical and non classical forms as well other forms development that cannot be separated from monitoring and evaluation of the Personnel Development Officier. Final stage placing talents as successors to positions that are empty or vacant.</p>

SYSTEM OF STRATEGIC KNOWLEDGE MANAGEMENT AS A COMPETITIVE ADVANTAGE OF THE MODERN ORGANIZATION

The article focuses on modern theoretical and practical recommendations for knowledge management at the enterprise. Scientific research of the knowledge management problem have been studied. The main stages of monitoring for the construction of the knowledge management system of the enterprise are given. It was noted that the process of knowledge management should be governed, controlled, created from certain sequential interrelated actions, understandable for the recipient. The main tasks of knowledge management at enterprises are defined. It is proposed to use information technologies to facilitate knowledge management at enterprises. The main obstacles that arise during the implementation of the knowledge management system are identified.
 In order to minimize the effect of obstacles, it is proposed to use the approaches of such schools of strategic management as cognitive, learning and culture, since the cognitive school emphasizes the fact that it is necessary to change one of the main issues of strategy construction, namely: instead of what a strategist needs to know, it is necessary to ask what is the essence of their mental process, the school of learning tries to turn management into governance that influences through change and brings practical content to the study of the process of strategy formation, and the school of culture defines approaches to building a development strategy for organizations with a rich history and culture as well as brings an important collective dimension of the social process.
 The proposed knowledge management system at the enterprise, which includes three subsystems: human capital management; knowledge exchange management (information support); management of communication technologies. The main conditions for creating a knowledge management system can be the following competitive advantages: creation of conditions for stimulating and motivating further continuous development of personnel (through professional training and self-education of employees), which contributes to increasing the efficiency of professional training and development of employees; increasing the efficiency of the human capital use, which will ensure the improvement of the competitiveness of enterprises (through the creation of an environment for the sharing and dissemination of knowledge, the involvement of personnel in teamwork, etc.); creation of effective feedback with the subjects of the external environment; and others.

Pengaruh Komitmen Organisasi, Disiplin Kerja dan Keadilan Sosial terhadap Kinerja Pegawai Badan Kepegawaian dan Pengembangan Submer Daya Manusia Kabupaten Tapanuli Utara

The aim of this research is to determine and analyze the influence of organizational commitment, work discipline and organizational justice on the performance of employees of the North Tapanuli Regency Personnel and Human Resources Development Agency. The type of data is quantitative data with a saturated sample of 30 respondents. This research concludes that organizational commitment has a partially positive and significant effect on the performance of employees of the North Tapanuli Regency Personnel and Human Resources Development Agency. Work discipline partially has a positive and significant effect on the performance of employees of the North Tapanuli Regency Personnel and Human Resources Development Agency. Organizational justice partially has a positive and significant effect on the performance of employees of the North Tapanuli Regency Personnel and Human Resources Development Agency. Organizational commitment, work discipline and organizational justice simultaneously have a positive and significant effect on the performance of employees of the North Tapanuli Regency Personnel and Human Resources Development Agency.

Thoughts and Exploration on the Cultivation of Health Management Talents

In order to meet the needs of the rapid development of the domestic health management industry, many domestic colleges and universities have gradually carried out the training of health management professionals. This paper analyzes the current situation of the training and development of health management personnel at home and abroad, and points out the shortcomings of the current training of construction management professionals. Combined with the practice, it puts forward a new concept of building a health management college in a comprehensive university, a new concept of practical education for health management courses, and a new concept of a multi-level professional and skill education model for health management. Through the exploration of health management education models in comprehensive universities, it provides human resources guarantee services for the development of health management disciplines and science and technology in China, and also promotes the construction of my countrys health management education and training system.

The Effect of Change Management, Training and Work Life Balance on Employee Performance at the Regional Personnel and Human Resources Development Agency of Pangkalpinang City

This study aims to determine whether there is an effect of change management, training and work life balance on employee performance. The population inthis study were all employees at the Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Daerah Kota Pangkalpinang by sampling with the saturated sample method. The data analysis techniques used were validity and reliability tests, classical assumption tests, multiple linear regression analysis tests, t tests, f tests, and R2 tests using the Statistical Package for Social Science (SPSS) version 24.
 Based on descriptive analysis on the variables of change management and work life balance are in the very high category, and training is in the high category. Based on multiple linear regression analysis shows that Change Management, Training, Work Life Balance partially and simultaneously have a positive and significant effect on employee performance. The results of the analysis of the coefficient of determination (R2) with Adjusted R Square of 0.74 or 74%. It states that the variable of employee performance is influenced by the variables of management, training, and work-life balance by 74%, the remaining 26% is influenced by other variables from the research variables.