Qualified Employees Research Articles

Педагогические условия культурно-просветительской работы в органах внутренних дел Российской Федерации

The article reveals the problem of organizing cultural and educational work in the internal affairs bodies, both in the sphere of activity of society and the state, where intellectual, aesthetic and cultural development, combined with psychological stability and physical health, are of great importance in terms of the effectiveness of employees performing their professional duties. The article considers the specifics of work in the internal affairs bodies, which determines the psychological and physiological qualities of employees necessary for them to successfully perform their professional duties. It is determined that cultural and educational work should not only expand and develop the knowledge, skills and abilities already available to employees in terms of intellectual abilities, aesthetic and creative capabilities, but also contribute to the formation of readiness to effectively apply this knowledge, skills and abilities in practice. In addition, the activity itself must be constantly improved and in its content correspond to the characteristics and needs of its participants, as well as the requirements of modernity. Today, cultural and educational work in the internal affairs bodies meets the above requirements, but not to the full extent, which makes it difficult to solve the tasks assigned to it. These tasks are not only to educate and increase the level of development of professionally important spiritual, moral and civic-patriotic qualities of employees, but also to reduce their neuropsychic stress, including by providing additional information about different aspects of society and working out the skills necessary for the successful performance of professional duties. The analysis of the issue of organizing and implementing cultural and educational work in the internal affairs bodies in the context of pedagogy, thus, will allow us to determine the directions of its improvement and, accordingly, the possibilities of educating employees of the qualities indicated above.

Профессионально важные качества сотрудников уголовно-исполнительной системы в условиях цифровой трансформации

In the new socio-economic conditions, the requirements for professionally important qualities of specialists and the formation of their competencies are not just changing, but are being transformed and rebuilt, and this is primarily due to the restructuring of social processes and the introduction of digital technologies in various fields of professional activity. Professionally important qualities are understood as the individual properties of the subject of labor, a certain set of psychological characteristics that are necessary and generally sufficient for the implementation of effective and reliable professional activities, thus ensuring the success of its implementation. Understanding the formation of the necessary professionally important qualities among employees of the penitentiary system, ensuring the success of their official activities, is significant in terms of making timely, highly likely, objective managerial decisions on issues of professional and career growth of employees, assessing the prospects for appointment to certain positions, the possibility of forming a personnel reserve on a regular basis, conducting professional selection procedures, professional certification, professional training. The main professionally important qualities and competencies of employees of the penitentiary system in the context of digital transformation are considered. A promising scientific direction of research on professionally important qualities of employees of the penal correction system using the method of structural analysis of the organization of psychological indicators is highlighted. The issue of professional mentoring in the penal system of the Russian Federation has been updated. Additionally, such professionally important qualities as mastery of digital culture, digital competence, mastery of information hygiene skills when working with software and information systems, compliance with information security and information protection issues were noted. The study of the issues of professionally important qualities of employees of the penitentiary system is of promising scientific practice-oriented interest in such areas of psychological support of professional activity as professional selection optimization of programs to support professional adaptation of employees at various stages of professional development, development of an up-to-date professional description of professional activity, identification of factors of psychological success

Support Vector Machine-Based Prediction Model for Healthcare Workforce Transition Success Under Decentralization

Objective To develop predictive models for healthcare workforce transition success under decentralization using Support Vector Machine (SVM) analysis and identify key determinants across organizational support domains. Methods A cross-sectional study was conducted among healthcare personnel (n=430) who transferred from Ministry of Public Health facilities to Provincial Administrative Organizations in Thailand during 2023-2024. The SVM model evaluated 37 predictor variables spanning demographic characteristics, benefits, and welfare domains. Four kernel functions were compared to identify optimal model performance, and feature importance analysis was conducted to determine key predictors. Results The linear kernel demonstrated superior performance (accuracy: 71.43%, sensitivity: 49.02%, specificity: 85.37%) compared to other kernel functions. Analysis revealed five key predictors (feature weights >0.25): competitive compensation (0.427), career development opportunities (0.358), fair promotion processes (0.336), hazardous work compensation (0.285), and educational leave opportunities (0.252). While employee qualifications (0.236) emerged as a significant demographic predictor, organizational support factors, particularly financial incentives and professional development opportunities, showed stronger predictive power for transition success. Conclusions This study represents the first application of machine learning techniques to predict healthcare personnel transition success in decentralization contexts. The SVM model effectively identified critical factors influencing workforce transitions, emphasizing the importance of balanced organizational support mechanisms. These findings provide evidence-based guidance for healthcare administrators implementing decentralization policies, offering generalizable insights for workforce management during health system reforms.

Prospects for Personnel Training for the Forestry Sector in the Regions of Russia: Arctic Context

Introduction. The development and enhancement of the management efficiency of the forestry sector in the Macroregion of the Northwest and the Arctic zone of the Russian Federation are strategically significant for the country's development, oriented towards global competitiveness. The aim of this study is to analyze the prospects for personnel training within the system of secondary vocational education for the forestry sector in the Northwest and Arctic zones of the Russian Federation. Materials and Methods. The materials for the study were statistical data from two forms of state federal reporting for 2022: No. 1-T (prof) "Information on the number and demand for workers in organizations by professional groups" and form No. SPO-1 "Information about the educational organization that carries out educational activities in educational programs of secondary vocational education." The study employed methods of descriptive statistics, economic-mathematical modeling, and comparative data analysis. Results of the Study. An extended list of 23 directions and specialties of secondary vocational education organizations training qualified personnel for the forestry complex in the Arctic Macroregion and Northwest Russia has been identified. An assessment of the provision of the economy of enterprises and organizations in the forestry sector with qualified personnel has been presented. The analysis revealed 12 entities in the macroregion whose personnel needs for mid-level specialists can be met by graduates from their own region, as well as 13 entities in the macroregion that need to train their personnel beyond the macroregion in other regions of Russia to meet the demand for qualified workers and employees. A mapping tool has been developed, comprising 85 subjects of the Russian Federation, divided into three groups based on the total admission to specialties and directions related to the forestry sector. Discussion and Conclusion. The mapping tool obtained demonstrates that the regions with the highest preparation of forestry specialists are located far from the Arctic zone and Northwest Russia. Meanwhile, the main forest resources of the macroregion's entities are unevenly distributed across their territories, concentrated mainly in the central and southern parts. The proposed mapping tool contributes to addressing the issues of personnel training for the forestry sector through the involvement of all interested actors: applicants, employers, secondary vocational education organizations, and regional executive authorities.

MODERN APPROACHES TO RECRUITMENT IN SMALL AND MEDIUM –SIZED ENTERPRISES: EFFECTIVE STRATEGIES AND METHODS

The article examines modern approaches to recruitment in small and medium-sized enterprises, focusing on effective strategies and methods. The study provides an overview of current trends and methods of candidate selection, an analysis of their applicability in a changing labor market, and the demands of modern business. The article examines the key aspects of successful recruitment, including the use of innovative approaches, adaptation to new technologies, and consideration of the specifics of hybrid and remote work. Special attention is paid to the impact of proper selection on the effectiveness of the organization, its competitiveness, and development. Based on the analysis of academic works in the fields of human resource management, labor psychology, and HR practices, the authors of the article identify important trends and innovations accompanying the recruitment process. The article offers recommendations for organizations aimed at optimizing recruitment, improving the quality of the workforce, and increasing productivity. Theoretical significance: The scientific article on recruitment is a contribution to the scientific field of human resource management and labor psychology. She summarizes modern theories and practices of recruitment and formulates new concepts and approaches, which contribute to the expansion of the theoretical base of the field. Practical significance: Optimization of the recruitment process: The recommendations presented in the article can be used by companies to optimize their recruitment processes, improve recruitment efficiency, and reduce staff turnover; Improving the quality of personnel: The methods and approaches developed in the article can help attract and select more qualified employees, which will lead to an increase in the professionalism of the team and the overall productivity of the organization; Economic effect: Effective recruitment can lead to lower costs for training and adaptation of new employees, as well as increase business profitability by increasing the quality and productivity of labor.

Интеграция производства и образования для повышения качества подготовки специалистов в вузе на базе дистанционного наставничества

The article addresses the quality of student training amid a shortage of personnel in the information technology sector. It highlights issues related to the preparation of specialized professionals and proposes creating a center for collaboration between universities and industry. This center aims to integrate the educational process with real projects, enabling students to gain practical skills and knowledge essential for successful careers in IT. A phased training process is outlined, where foundational education occurs at the university level, while updated training takes place within companies and project activities. The effectiveness of this integration is analyzed through financial indicators and assessments of educational quality. The findings indicate that implementing this solution improves companies' financial performance by enhancing employee qualifications and reducing training costs for new specialists. Additionally, there is a noted positive trend in the evaluation of educational quality, reflecting an increase in graduates' preparedness. Future development prospects include expanding partnerships with other companies and universities, introducing new educational programs and technologies, and conducting regular research to analyze integration effectiveness.

Pengaruh Metode Seleksi Terhadap Kualitas Karyawan Baru

Effective selection methods are key to ensuring that the selected candidates not only meet the required qualifications, but also fit the company culture and values. Through the use of various tools and techniques such as interviews, aptitude tests, and psychological assessments,companies can improve the quality of employees they recruit. The research results show that systematic and rigorous selection methods contribute to improving employee performance, reducing turnover rates, and increasing team stability. In addition, ongoing evaluation of the selection process is also important to ensure its relevance and effectiveness. Thus, investing in appropriate selection methods will produce high-quality employees who can contribute positively to organizational goals. This research provides recommendations for companies to adopt a combination of various selection methods and carry out regular evaluations to improve recruitment results.

US sanctions, workforce dynamics, and corporate entrepreneurship: evidence from Iran

Purpose This study aims to explore how political sanctions imposed by the US government have influenced workforce dynamics and corporate entrepreneurship within Iranian listed firms. Design/methodology/approach The study utilizes a difference-in-differences approach to compare the workforce compositions and corporate entrepreneurship of Iranian listed firms subjected to US sanctions with those unaffected by sanctions both before and after the implementation of sanctions. The empirical analysis utilizes data from Iranian listed firms spanning from 2013 to 2023. Findings Our analysis reveals a significant decrease in employment rates among sanctioned firms, indicating a reduction in their workforce size. However, interestingly, we also observe a simultaneous positive effect on the educational qualifications of employees, as evidenced by increases in academic credentials and training hours, coupled with higher research and development (R&D) expenditures. These shifts in human capital investment and R&D spending contribute to a heightened level of entrepreneurship in the subsequent year. Furthermore, our findings suggest that firms enhance their entrepreneurial activities by prioritizing innovation in processes over exploring new business domains. Originality/value Through this investigation, our study elucidates the intricate relationship between sanctions and corporate entrepreneurship, highlighting a complex dynamic wherein sanctions, despite reducing workforce quantity, encourage investments in workforce quality and efficiency, ultimately fostering an environment conducive to enhanced entrepreneurship.

Perceptions of Junior High School (SMP) Leaders in the Batusangkar Region Regarding the Service Quality of Tanah Datar Regency Education and Culture Service Employees

This research was motivated by the results of observations made by the author at junior high schools in the capital of Tanah Datar Regency regarding the service quality of Education and Culture Service employees which was indicated to be still less than optimal. The purpose of this research is to obtain information and describe how good the quality of service of education service employees is from the aspects: Discipline, Ability, Attitude, Physical Appearance, Fairness, Speed. This research is a quantitative descriptive research. The population of this study was 78 junior high school (SMP) leaders in the Batusangkar area who came from 13 schools in 3 sub-districts, namely Lima Pemuda sub-district, Tanjung Emas sub-district and Sungai Tarab sub-district. The sample was taken using Stratified Random Sampling Technique, totaling 52 school leaders (Principal, Head of Administration, Curriculum Representative, Student Affairs Representative, Public Relations Deputy, Infrastructure Deputy). The research instrument uses a questionnaire with a Likert scale model which has been tested for validity and reliability. The data obtained was processed using the average formula (mean). It can be concluded that the service quality of Tanah Datar district education and culture service employees is in the good category with an average score of 4.46.

Political Directors and the Recruitment of Foreign Workers

Companies strive to gain a competitive advantage by recruiting highly qualified employees. One way to achieve this goal is by recruiting foreign workers, frequently through the H-1B visa program. However, immigration has become a contentious political issue in the United States, making it more difficult to recruit foreign workers. We examine how politicians on the board influence recruitment strategies aimed at attracting foreign workers. Studying the aftermath of the 2016 U.S. presidential election and President Donald Trump’s “Buy American, Hire American” policy, we estimate the impact of political directors on recruiting strategies. By analyzing the near-universe of job advertisements in the United States, we develop novel firm-level measures of employment barriers for foreign workers. We find that the presence of political directors increased the employment barriers for foreign workers after Trump’s inauguration. We also argue that the information processing capabilities of the board moderate this effect: diverse boards and boards with Human Resources committees decrease the employment barriers for foreign workers, whereas shareholder meetings during periods of heightened political risk increase these employment barriers.

Статистический анализ рабочей силы в Архангельской области

Labor force is a key driver of economic growth and productivity. The more labor force, the more production, trade and services can be created. In addition, the quality and efficiency of the labor force directly affects the level of productivity and competitiveness of the region and countries. Although the workforce is a key resource, managing it can be challenging. One of the main challenges in workforce management is retaining highly qualified employees, as the labor market is constantly changing and opening up new opportunities. This article is devoted to the study of the labor force in the Arkhangelsk Oblast, which is of great importance for understanding the current situation of the region and determining directions for development. The object of the study is the labor force in the specified territory, and the subject is its essence, state, structure and movement. In the course of the study, the following goals were set: determining factors affecting the quality of the labor force, analyzing the dynamics and structure of the labor force, studying the level of employment and unemployment, identifying the impact of the labor force on the economic indicators of the region. The methodological basis of the study is general scientific statistical methods of data analysis: absolute and relative statistical indicators, series of dynamics, correlation and regression analysis. The main conclusion of the article is that the labor force of the Arkhangelsk Oblast is steadily declining, but the balance between the share of men and women in it is preserved. However, the problem of unemployment during the period under review becomes more relevant for women than for men. These changes reflect the need for key measures that will stimulate not only economic development, but also the creation of favorable working conditions.

Process quality matters: investigating the inherent characteristics of quality and performance in digital, physical and omnichannel services

PurposeIn the literature, quality and performance have primarily been analyzed at a micro level, particularly within individual service channels. This study aims to explore the meta-level differences between service channels in terms of quality relevance and performance in service organizations.Design/methodology/approachQuality relevance was measured using meta-level quality factors from the TIHPS framework and assessed by their impact on the performance of service organizations while exploring differences between digital, physical and omnichannel services through a partial least squares structural equation model.FindingsThis exploratory study reveals the high relevance of process quality on performance in physical, digital and omnichannel services. Notably, the transition from physical or digital services to an omnichannel service amplifies the importance of process quality. This finding aligns with the theoretical understanding of the relevance of process quality in service organizations. Furthermore, the study shows that quality relevance and performance vary significantly depending on the service channel.Practical implicationsService providers should prioritize lean and efficient processes in omnichannel services. The outcome of an omnichannel service is significantly influenced by the quality of employees’ work, emphasizing the essential nature of employee training in omnichannel services. Digital services should focus on the quality of technologies, and information quality should be given particularly high priority in physical services.Originality/valueThe meta-level differences between service channels in terms of inherent quality and performance characteristics have not yet been explored in the literature. This paper addresses this research gap.

PENTINGNYA ANALISIS JABATAN DALAM MENINGKATKAN EFISIENSI KERJA DI DINAS PEKERJAAN UMUM DAN PERUMAHAN RAKYAT (PUPR)

Every government agency requires an effective human resource management system to ensure the availability of qualified employees. This research aims to analyze the implementation of job analysis at the Public Works and Spatial Planning Office (PUPR) of Garut Regency, specifically in the Water Resources Sector. Several identified issues include the failure to collect rainfall data by the UPT in each sub-district, the mismatch between employees' educational backgrounds and job specifications, and the incomplete achievement of some work programs in 2021. This research uses qualitative methods with a descriptive approach through direct observation, interviews with relevant stakeholders, and document analysis at the Garut Regency Public Works and Spatial Planning Office (PUPR). The research results indicate that based on four dimensions of job analysis, several improvement steps are necessary. First, the head of the UPT must be committed to proposing improvements to the rainfall measurement instruments to support performance indicators. Second, the mismatch in employees' educational backgrounds can be addressed through training to enhance competencies or by providing opportunities to pursue higher education. Third, more intensive supervision and in-depth evaluation of program implementation are necessary to improve the quality of field activities

Scourge of replacing contemporary work environment with artificial intelligence (AI-dark-side): the role of capacity development in quality of work-life and organisational performance

Purpose The emergence of artificial intelligence (AI) which operates through technology and digital workspace has proven to transform organisations in recent times. However, there has been key concern over its efficiency among the workforce on how it may replace human intelligence in the contemporary work environment. This study aims to investigate the drawbacks otherwise known as the dark side of AI and its effect on employee quality of work−life and organisational performance through the lens of employee capacity development in reducing its shortcomings. Design/methodology/approach This study used a descriptive research design using a cross-sectional survey approach to administer the research instrument to 1,847 customer service officers of banks, customer agents of telecoms, customer care of retail organisations in Nigeria business environment across various units were respondents of this study, however, 862 participants were finally used. A simple random strategy was used to survey the study participants, and existing scales were adopted to form a new research instrument. A partial least square (PLS) based structural equation model (SEM) was adapted to analyse the collected data from the respondents. Findings The outcome of the study indicated that AI lacks creativity and has a negative impact on both employee quality of work−life and overall organisational performance. The outcome of the study demonstrated the drawbacks and the dark sides of AI as lack of emotional intelligence, lack of in-depth contextual knowledge, over-reliance on data quality and lack of ethical and moral decision analysis are the possible dark side of AI which adversely affect quality of work−life and overall performance of the organisations. The study concluded that it is difficult to replace human intelligence because of AI’s drawbacks and dark side. AI cannot function effectively beyond what is programmed in the system. Originality/value This study has offered a novel trajectory against the efficiency and possible benefits of AI that people are familiar with. It has changed the understanding of the researchers, policymakers and organisations that AI cannot replace human intelligence in the workplace without improvement on those established AI dark sides.

Hubungan Disiplin Kerja Terhadap Pelatihan dan Kualitas Pelayanan Pegawai Outsourcing Dinas Perhubungan Kota Surabaya

This research aims to identify and analyze the influence of work discipline and training on the service quality of outsourcing employees at the Department of Transportation in Surabaya. This study is associative and employs a quantitative approach. The sample size of this research is 65 employees, using a saturated sampling technique. Data collection was conducted through interviews and questionnaires. The analytical tool used is the Statistical Package for the Social Sciences (SPSS) version 25. The results of this study are: 1) training has a positive and significant effect on the service quality of outsourcing employees at the Department of Transportation in Surabaya, and 2) work discipline has a positive and significant effect on the service quality of outsourcing employees at the Department of Transportation in Surabaya.

INNOVATION OF THE SME SECTOR IN POLAND AND ITALY

PRESENTATION AND PURPOSE OF THE STUDY. The SME sector is the backbone of the economies of both Poland and Italy. In Poland, the SME sector comprises more than 2.2 million enterprises, accounting for around 99.8% of all active businesses, while in Italy, the SME sector comprises around 4.4 million enterprises. Italy is one of the countries in the European Union with the most significant number of SMEs. Micro-enterprises dominate the SME structure in both countries. They generate a significant percentage of exports. In the case of Poland, this is about 30% of the total value of exports, and in the case of Italy, this sector accounts for more than 52% of the country's total exports. Innovation is critical for SMEs to survive and grow in a highly competitive environment. Supporting innovation in the SME sector is essential, especially given the natural barriers these businesses face. This article compares approaches to innovation in SMEs in Poland and Italy. RESEARCH METHODS. The paper uses a literature analysis method. The paper reviews the literature on the topic and innovativeness of the SME sector in Poland and Italy. The selection of literature made it possible to compare the importance and innovativeness of this sector in both countries. THE RESULTS. The literature analysis has shown that SMEs are the backbone of the economy in Poland and Italy, but their role in innovation varies. In both countries, access to finance is one of the biggest obstacles to SME innovation activities. In both countries, there is a problem of a mismatch between the qualifications of employees and market needs, which limits the ability of SMEs to innovate. CONCLUSIONS. Poland and Italy should adopt new systemic solutions to support their SME sectors better. They should improve the conditions for innovation development in this sector. KEYWORDS: innovation; SME sector; importance of SMEs; SME in Poland; SME in Italy.

Gesundheitliche Vorausplanung für die letzte Lebensphase: Wie sind Einrichtungen für erwachsene Menschen mit Behinderungen in Bayern hierauf vorbereitet?

IntroductionAutonomy at the end of life is associated with the ability to make self-determined decisions. The heterogeneous field of inpatient integration assistance poses particular challenges in this context. Advance care planning (ACP) is now available to people with disabilities. Nevertheless, little is known about the institution-related needs and the current status with regard to ACP in integration assistance homes. MethodsA survey of all 850 inpatient homes providing integration assistance for adults in Bavaria was carried out. The survey was conducted online and addressed to home managers. In total, data of 96 homes (11.3% of all homes) was included in the descriptive and categorizing text analysis. ResultsResidents die in 60% of the homes surveyed. 73.7% of the homes offer ACP for their residents, with 62.9% of these homes using standardized procedures. One of the reasons given by the participants for not offering ACP is a better qualification of employees. Barriers include the residents’ lack of ability to participate in ACP meetings or relatives’ reluctant attitude towards ACP. DiscussionEnd-of-life care is a relevant topic for inpatient homes providing integration assistance. Accordingly, ACP is already being addressed by a large proportion of homes. Here, special needs of residents due to existing impairments can pose challenges. ConclusionThe study enables us to draw conclusions about the optimization of ACP from the perspective of care homes, which relate to structural (e.g., adaptation of existing concepts), personal (e.g., qualification) and emotional (e.g., de-tabooization) aspects.

Servant leadership increases employee satisfaction

If servant leadership leads to happier and more qualified employees, why doesn’t it help with retention — and is it ultimately costing companies more than it's worth? That's the question a new study, published in the Journal of Leadership and Organizational Studies, aimed to answer, as it looked at high turnover rates among those organizations that used servant leadership strategy.

IMPLEMENTATION OF WORK CULTURE AS AN EFFORT TO IMPROVE EMPLOYEE QUALITY AT UD. BOEROQ MOTOR CYCLE (BMC) KARANGASEM-JENU-TUBAN

This study examines the role of work culture in improving employee quality at UD. Boeroq Motor Cycle (BMC)Karangasem-Jenu-Tuban,This study aims to characterize and evaluate the role of work culture in improving employee quality at UD. Boeroq Motor Cycle (BMC). Through a phenomenological and qualitative descriptive approach, this study analyzes how the work culture in BMC affects employee performance and operational services. The results of the study indicate that the work culture in BMC acts as a set of knowledge that shapes employee behavior and attitudes. This work culture has succeeded in creating quality standards and encouraging employees to meet consumer demand. The implementation of work culture in BMC has created positive values that can be applied and further developed as guidelines in achieving the company's vision and mission. This study reveals that work culture in UD. BMC has a significant influence on improving employee quality. Values such as [mention specific values found, for example: integrity, professionalism, accountability, innovation and exemplary behavior have been internalized in the daily behavior of employees. In addition, this study also found a positive correlation between the implementation of work culture and increased customer satisfaction.

NEUROMARKETING: TRANSFORMING MANAGEMENT FOR CONSUMERS AND EMPLOYEES

The main focus of this research was to explore management tools in response to stimuli from neuromarketing, contributing to consumer satisfaction and improving the quality of life of employees. The research problem inquires about management strategies that, aligned with neuromarketing, can simultaneously meet consumer expectations and promote employee well-being. The main objective is to understand the application of neuromarketing as a strategic business management tool, aimed at improving consumer experience and raising quality of life in the workplace. Specific objectives include analyzing the predictions of neuromarketing as a management strategy, identifying organizational disadvantages resulting from its consumer-centered application, and justifying the relevance of neuromarketing for improving employee quality of life. The research proposes a comprehensive approach, discussing not only the effectiveness of neuromarketing as a management tool, but also exploring the practical and organizational implications of its implementation. The expectation is to provide specific insights for managers and marketing professionals, highlighting how the integration of neuromarketing into management practices can be a multifaceted strategy to achieve consumer satisfaction and promote healthier work environments.