Employment Agencies Research Articles

Do Female–Owned Employment Agencies Mitigate Discrimination and Expand Opportunity for Women?

Do Female–Owned Employment Agencies Mitigate Discrimination and Expand Opportunity for Women?

Do Female–Owned Employment Agencies Mitigate Discrimination and Expand Opportunity for Women?

Do Female–Owned Employment Agencies Mitigate Discrimination and Expand Opportunity for Women?

Manpower Recruitment Agencies in Nepal

The daily exodus of an increasing number of Nepali to many foreign nations has a significant economic influence on the country. It is not a new phenomenon in Nepal for people to migrate outside to seek work. Still, it is a relatively new practice in Nepal to facilitate overseas migration through employment agencies. Nepal's liberal democratic atmosphere, openness, and the nationwide spread of the Maoist insurgency contributed to a dramatic rise in transnational movements in the country midway through the 2000s. Over this period, there was a notable increase in the number of Nepalis using brokering agencies and their agents to help them migrate out of Nepal, mostly to non-traditional locations in India. Moving further from mere focusing on impact of international migration on migrants and their family members, this article discusses the distinguishing features and nature of recruitment agencies that facilitate the worldwide migration of foreign workers from Nepal. This article is based on research that looked at companies that help workers migrate outside of Nepal through migrant recruiting. Since these groups are a part of global networks that assist individuals travelling across borders, their actions have made it simpler to turn Nepalis into commodities on the global market stage. To gain an understanding of the nuances of the topic and to derive meaning from the raw data, the study relied mainly on primary and ethnographic data that were subsequently processed thematically.

Decision Support System to Determine the Eligibility of Overseas Workers at the Employment and Transmigration Office of Sel Regency with the Analytica Hierarchy Process (Ahp) Method

Decision Support System to Determine the Eligibility of Overseas Workers at the Employment and Transmigration Office of Sel Regency with the Analytica Hierarchy Process (Ahp) Method

The influence of organizational characteristics, task division, job satisfaction and employee behavior on the work performance of employees of the regional revenue agency of muara enim district.

The research method used in this research is a quantitative method using questionnaires distributed to respondents. Test data quality using validity tests, reliability tests, normality tests. The analysis used is descriptive analysis and inferential analysis using statistical calculations with multiple regression formulas, partial simultaneous tests and coefficient of determination. Organizational characteristics have a significant effect on the work performance of Muara Enim Regency Regional Revenue Agency employees. The division of tasks has a significant effect on the work performance of Muara Enim Regency Regional Revenue Agency employees. Job satisfaction has a significant effect on the work performance of Muara Enim Regency Regional Revenue Agency employees. Employee behavior has a significant effect on the work performance of Muara Enim Regency Regional Revenue Agency employees. Organizational Characteristics, Division of Tasks, Job Satisfaction and Employee Behavior together have a significant effect on the work performance of Muara Enim Regency Regional Revenue Agency employees.

Implementasi Sistem Kenaikan Pangkat Otomatis Berbasis Online pada Kantor Regional VI Badan Kepegawaian Negara di Kota Medan

The implementation of a system of automatic promotion based online is one of the policies formulated by the state human resources agency in the letter to be no d-26 / 30 / v-99, explained one about the automatic promotion. This policy was made with the aim of accelerating, promotion because previously promotion often. The purpose of this study to described the made in automatic promotion system based on online and implemented in regional offices VI employment agency state in the city of Medan. This study using theory Van Meter van Horn. Descriptive methodes used is the method with a qualitative approach using theory Van Meter van Horn policy covering standards and objectives, resources, the in automatic promotion system based on online and implemented in relationship between organization (communication), characteristic of implementing agent, the social conditions, economic and political implementor and disposition. In this research data collection techniques used technique interview, observation and documentation . The result of the research indicated that the implementation of a system of automatic promotion based online at regional offices VI national civil service agency in the city of Medan was doing well, conforming to the standards and objectives set policy. Although the performance of the employee has been optimized with computerized there are still some obstacles in implementing this policy, because there are a lot of the implementing agency involved.

한국 발달장애인의 특수교육의 궁극적 성과 지수 개발

The purpose of this study was to develop SPecial education’s Ultimate Outcome Index(SP-UO-Index)
 for individuals with intellectual and developmental disabilities(IDDs). The “2021 Work and Life
 Survey for the Individuals with Developmental Disabilities” data from the Korea Employment Agency
 for the Disabled(KEAD) was used. The data of 549 individuals with IDDs was analyzed. The 8
 sub-areas and 22 indicators of “the ultimate outcome of special education” were confirmed using
 suitability assessment from a panel of special education experts: six university professors of special
 education and 14 special education teachers. The special education’s ultimate outcome index for
 individuals with IDDs was developed and validated using the Cronbach’s α coefficient and Pearson’s
 correlation index. In order to confirm the overall model fit of the index, χ2, RMSEA, CFI, and TLI were
 analyzed. The ultimate outcome of special education consisted of the 8 sub-areas: employment,
 postsecondary education, self-care and domestic living skills, daily living common competence,
 community participation, self-determination, health maintenance, and life satisfaction. This study is
 significant in that it was the first to conceptualize the ultimate outcome of special education for
 individuals with IDDs and develop the special education’s ultimate outcome index in Korea.
 Furthermore, this index could promote further domestic and international discussions on the quality
 enhancement of schooling and the postschool outcomes for students with IDDs.

Use of special knowledge in the investigation of crimes committed by employees of collection agencies

The article discusses some issues of the organization of proceedings in criminal cases committed by employees of collection agencies against debtors in debt collection. The introduction of a new rule of Article 172.4 of Criminal Code of Russian Federation into the criminal law is positively assessed, which, according to the authors, will strengthen the level of protection of the rights and legitimate interests of individuals with overdue debts in the credit sphere, especially in the field of microloans. It is noted that this is a new type of crime, for the effective investigation of which law enforcement agencies are not quite ready to a certain extent due to insufficient development of practical recommendations for conducting investigative and other procedural actions. Attention is paid to such an aspect as the use of special knowledge when conducting procedural actions on this category of crimes, which is due to the specifics of their commission. The methodology of the study consists in the use of an integrated and information-analytical method of processing forensic information, forensic investigative practice, as well as an objective assessment of the recommendations available in the legal literature on the production of procedural actions with the involvement of special knowledge. Recommendations on the use of specialist assistance in the production of verbal and non-verbal procedural actions are presented. Attention is drawn to the large volume of examinations conducted in cases of this category, the choice of which is influenced by the nature of the criminal activity considered in the article. It is concluded that the specifics of the implementation of criminal activities of employees of collection agencies in the collection of overdue debts affects a significant area of public relations, the knowledge of which is often difficult or impossible without the use of special knowledge.

NATIONAL SECURITY STRATEGY IN THE FIELD OF CYBER AND CRYPTOGRAPHY THROUGH ELECTRONIC CERTIFICATION SERVICES

The rise of cybercrime has caused the public to worry about criminal acts of theft and falsification of personal data in electronic form. Therefore, the government is obliged to provide protection to the public from all forms of disturbances caused by misuse of information technology and digital transactions. Based on this, this research aims to find out and understand what are the obstacles for BSRE as an agency providing electronic certificate management services which cannot provide services in general. Then, does BSRE's authority to provide general electronic certificate services to the public conflict with statutory regulations? The method used in preparing this research is the Normative Law research method with the data source, namely secondary data collected through literature study. The research results show that the obstacle for BSrE as an agency providing electronic certificate management services is that it cannot provide services in general because it is still separated by agency and non-agency provisions which limit the scope of BSrE in providing electronic certificate services to the public/general public. Furthermore, BSrE as an electronic Certification Organizer only serves the public as Indonesian citizens who have the status of government or agency employees. Keywords: Security Strategy; Certification; Electronics.

The Role of Nurses as Alternative Providers of Medical Services in Community-Based Care

The demands on the Irish acute and community-based health services are exponential, increasing the patient flow to the GP practice and/or ED department. Many of the attendances at both are as a result of a deficit in alternative options for the population to attend or because the GP practice and ED department have no alternatives to offer patients. This is also due to the increased acuity and complexity of patients being cared for. This is further compounded by a reduction in the workforce further affecting scheduled care. The nursing workforce has experienced significant impact as a result of the pandemic with many nurses deciding to not remain in the profession and instead reskilling for other professions outside of nursing. Other nurses travel for work abroad for experiences not acquired during the pandemic. Those nurses that have remained in the profession are now retiring and some choosing to do so earlier and returning to work through agencies and other alternatives in a flexible way to acquire a work/life balance. The health systems are increasing work pressures on nurses that lead to increased risk of patient and professional risk that many nurses are not comfortable with. Together these issues are compounded onto an existing health structure that is unable to manage the escalation in population needs, year on year.
 Sláintecare is the current Irish health policy with principles including hospital avoidance and early discharge including patient satisfaction, choice and flow. Nursing policy advocates for the advanced capability and competency from graduate to advanced practice. Whilst much attention is duly associated with advanced practice, the practice of all nurses to the full scope of practice is also advocated. Whilst not funded in the same way as advanced practice, opportunities are available for the profession to develop there mode of service delivery similar to other professionals such as GPs, Dentists, Opticians and Pharmacists. The HSE policy advocates for the contracting of all types of services to meet the healthcare demands, however nurses are normally employed within a public/private service or within agency employment.
 This proposed initiative is the development of a private clinical nursing service that can be delivered in the home to meet the patients’ needs avoiding attendance at the hospital and GP clinic. It differs to the current community nursing service in that it offers universal health coverage. Currently, there is no opportunity for public funding to support reimbursement. As mentioned earlier the PCRS system does not reimburse nurses for clinical work undertaken privately and is an issue that requires further investigation. The cost of this project already demonstrates exponential savings to the health services. It is also attractive to the workforce and offers a quality of life to the patients treated in their own homes.. What is offered is the opportunity for each nurse, who wishes to work independently, to place a plaque on the wall and ‘open for business’. This mode of service delivery is novel, innovative and is an opportunity to discover new ways of practice for nurses

The Effect of Self-Efficacy, Competence, Work Discipline, Employee Engagement on Work Performance and Work Motivation: Empirical Study on Umrah Travel Agency

The purpose of the research to be conveyed is to find the influence between the variables in this paper between independent variables and dependent variables. This study used a survey method. Testing the proposed hypothesis involves the use of statistical expressions or structural models suitable for causal analysis. Therefore, the method used in this study is a quantitative approach with correlational research, which is a type of research that aims to find out whether there is a relationship between several variables (Cooper and Schlinder, 2006). The population in this study is employees of Umrah travel agencies from several Umrah bureaus in Jakarta, Bekasi, Depok, a population of 37 employees with purposive Sampling, Data Analysis Techniques using simple regression analysis assisted by SPSS version 25

Оценка уровня развития должностных компетенций сотрудников Росгвардии

Introduction. The problem of creating a reliable system for evaluating employees of law enforcement agencies, selecting candidates and forming a personnel reserve is constantly within the sphere of researchers’ interests and involves the development and implementation of effective tools that allow both assessing professional suitability and forecasting the effectiveness of professional activity of employees. In relation to the employees of the non-departmental security units of the Rosguard, official competencies have recently become such a tool.
 The purpose of the study is to develop a technology for assessing the job competencies of employees of the non–departmental security (PSB) of the Rosguard within the context of a competence model. The object of the study were employees of the combatant units of the Rosguard of Russia in St. Petersburg and the Leningrad region (271 people), including 72 leaders (platoon and company commanders), 60 police officers and 139 PSB experts.
 Research methods. While developing procedures for assessing job competencies, the assessment center method, P. Ward’s 360-degree assessment method, comparative, correlation, factor, and regression analysis were used. The psychodiagnostic tools of the study involved a set of valid, reliable, complementary methods: expert assessment, standardized interview, short intellectual selection test CAT (V. N. Buzin, E. F. Vanderlik); standardized multifactorial method of personality research SMIL (L. N. Sobchik), self-actualization test SAT (E. Shostrom), the methodology of the motivational structure of personality (V. E. Milman), the methodology for assessing the level of neuroticism and psychopathization (I. B. Lasko, B. I. Tonkonogy).
 Results. The article presents the results of the empirical study of the level of development of job competencies of PSB employees. The authors come to the conclusion that such competencies as «professional motivation» and «compliance with official subordination» influence the effectiveness of the official activity of an ordinary employee, while such competencies as «professional motivation», «special knowledge», communication skills and the ability to use synergy in solving work tasks influence the effectiveness of the official activity of the head of the department.

The Influence Of Work Attitude, Emotional Intelligence, Work Productivity And Work Motivation On The Effectiveness Of The Work Of Employees Of The Regional Revenue Agency Of Muara Enim Regency

This study aims to determine and analyze the effect of work attitude, emotional intelligence, work productivity and work motivation on the work effectiveness of employees of the Muara Enim Regional Revenue Agency. The research method used in this study is a quantitative method using questionnaires distributed to respondents. Test the quality of the data by using the validity test, reliability test, normality test. The analysis used is descriptive analysis and inferential analysis using statistical calculations with multiple regression formulas, partial tests and coefficient of determination. The results of the study showed that work attitude has a significant effect on the work effectiveness of employees of the Muara Enim Regency Regional Revenue Agency. Emotional intelligence has a significant effect on the effectiveness of the work of employees of the Muara Enim Regency Regional Revenue Agency. Work productivity has a significant effect on the work effectiveness of Muara Enim Regency Regional Revenue Agency employees. Work motivation has a significant effect on the work effectiveness of employees of the Muara Enim District Revenue Agency.

Belbin’s Team Role Theory and Shared Leadership for Universities Employment Services: New Bridges Between Graduates and Employers

Nowadays, higher education institutions are required to have a more significant role in society, especially by leading mediation among stakeholders and transferring their research results. In Spain, universities still do not have a substantial role in linking potential employers and graduates. In this indispensable context of transferability and collaboration, The University of Extremadura and the state Employment Office of the region of Extremadura signed an agreement with the aim of becoming bridges between students, former students and employers. To do so, the Internship and Employment Office (SEPYE) was launched to develop actions and projects that will increase the employability of students. In order to optimize the SEPYE, a diagnosis and capacitation process that allowed the training of the service’s staff was developed. This process was designed under a shared leadership perspective using Belbin’s team roles theory as a diagnosis tool. In this article, the description of the creation of the service, the training of its staff and the results of the strategy using Belbin’s theory will be described with the idea that this common leadership collaboration can be transferred to similar contexts.

Improving Performance Based on Competency, Work Discipline and Leadership at the Bondowoso Regency Regional Revenue Agency

Every organization, whether government-owned or private-owned, is required to continue to improve its performance in line with increasing competition in all lines of business. This research is aimed at analyzing and determining the impact of competence, work discipline and leadership on performance at the Bondowoso Regency Regional Revenue Agency. The population in this study were Bondowoso Regency Regional Revenue Agency employees, 67 Bondowoso Bapenda employees and 23 tax collection officers in each sub-district, so the total population in this study was 90 employees other than leaders. The entire population is used as a sample, so the sample in this study is a saturated sample. Description analysis, validity test analysis and reliability test as well as hypothesis analysis are used as analytical tools in this research. The results of this research are that competence, work discipline and leadership have a positive impact on the performance of Bondowoso Regency Regional Revenue Agency employees.

Railroad infrastructure investment and economic performance in Portugal: An industry-specific analysis

This study addresses the crucial question of the macroeconomic impact of investing in railroad infrastructure in Portugal. The aim is to shed light on the immediate and long-term effects of such investments on economic output, employment, and private investment, specifically focusing on interindustry variations. We employ a Vector Autoregressive (VAR) model and utilize industry-level data to estimate elasticities and marginal products on these three economic indicators. Our findings reveal a compelling positive long-term spillover effect of these investments. Specifically, every €1 million in capital spending results in a €20.84 million increase in GDP, a €17.78 million boost in private investment, and 72 new net permanent jobs. However, these gains are not immediate, as only 14.5% of the output increase and 38.8% of the investment surge occur in the first year. In contrast, job creation is nearly instantaneous, with 93% of new jobs materializing within the first year. A short-term negative impact on the trade balance is expected as new capital goods are imported. Upon industry-level analysis, the most pronounced output increases are witnessed in the real estate, construction, and wholesale and retail trade industries. The most substantial net job creation occurs in the construction, professional services, and hospitality industries. This study enriches the empirical literature by uncovering industry-specific impacts and temporal macroeconomic effects of railroad infrastructure investments. This underscores their dual advantage in bolstering long-term economic performance and counteracting job losses during downturns, thus offering valuable public policy implications. Notably, these benefits are not evenly distributed across all industries, necessitating strategic sectoral planning and awareness of employment agencies to optimize spending programs and adapt to industry shifts.

Implementation of the Job Creation Law on the Supervisory Function of Foreign Workers by the Manpower and Transmigration Service

The phenomenon of the high number of foreign workers (TKA), which is increasing every year in Indonesia, especially in the Central Sulawesi region, of course, means that the supervisory function carried out by the Central Sulawesi Province Manpower and Transmigration Service will be increasingly strict. However, since the existence of the Job Creation Law, employment agencies have changed the supervisory function of TKA. The research aims to analyze the role of the employment service in carrying out the supervisory function of foreign workers entering the Central Sulawesi region after the existence of the Job Creation Law. The research method used in this research is Normative Juridical research, which will examine the role of the employment department's supervisory function from changed aspects of the Job Creation Law. To examine how the law should apply. where based on cases in the field, researchs try to analyze facts and also applicable legislation. The research results show that the supervisory function of the Manpower Service after the existence of the Job Creation Law still provides a mandate similar to the Manpower Law. However, in its implementation, as an institution appointed by the state that has the task and function of issuing IMTA (Permits to Employ Foreign Workers), it has now been revoked by the Job Creation Law. The regulations regarding foreign workers after enacting the Job Creation Law underwent significant changes.
 Keywords: Employment Service; Supervisory Function; Job Creation Law

Разработка математической модели оптимизации и применение методов динамического программирования в задаче управления учебной группой процесса обучения курсантов силовых структур в высших учебных заведениях

This article discusses the problem of developing a mathematical model and applying dynamic programming methods to improve the effectiveness of the training process for students in the interests of law enforcement agencies of the Russian Federation in subordinate higher educational institutions, which, within the framework of this article, are considered as a complex organizational system. Currently, due to the existential challenges presented to our country, it is necessary to solve more multifaceted professional tasks by employees of law enforcement agencies in their practical activities. All this requires advanced professional training for solving professional tasks by law enforcement officers who study at higher educational institutions. The training of law enforcement officers in higher education institutions, like any complex organizational system, depends on the objective and subjective parameters that affect the functioning of this system. To this end, in order to increase the effectiveness of managerial decision-making in the process of training cadets of law enforcement agencies, heads of higher educational institutions responsible for improving the quality of the educational process should introduce information systems into the activity that operate on the basis of a mathematical apparatus describing the model of preparing students to perform professional duties. The development of mathematical models involves the use of the apparatus of the theory of operations research, as well as the theory of Markov random processes, in particular, the description of functioning based on processes with discrete states and continuous time and using game theory in order to achieve the necessary practical results is considered.

Accessibility And Competence Toward Zakat Financial Accountability Moderate By Internal Control

This research examines the influence of financial report accessibility and human resource competency on zakat financial accountability with internal control as a moderating variable. This research is quantitative research by processing primary data using a questionnaire. The population of this research is all 268 executive and supervisory agency employees from 35 Lazismu regional offices in Central Java. Sample selection was carried out using a purposive sampling method so that 120 research samples were obtained. The data analysis technique used in this research is the quantitative structural equation modeling-partial least squares (SEM-PLS) analysis method using SmartPLS version 4.0 software. The research results show that the accessibility of financial reports and human resource competency positively affect Zakat's financial accountability. Internal control can strengthen the influence of financial report accessibility on Zakat's financial accountability. However, internal control weakens the influence of human resource competency on Zakat's financial accountability. The results of this research can be used as reference and comparison material for further research. Then, the research results can be used for consideration, input, and thought contribution, especially regarding increasing accountability in zakat financial management.

Legal aspects of artificial intelligence in the employment process

The introduction of artificial intelligence in all domains of life is the most transformative process in recent history. It is also a highly dynamic process, and due to the pace of technological development, a very limited legal framework is available to address issues of human rights, ethics, transparency, privacy, safety and accountability. During the last few years, artificial intelligence started to reshape employment processes. Positive aspects of the introduction of AI in the employment process are efficiency and quality in job matching, digitalisation and acceleration of the process, ability to process large data and match job seekers to available vacancy announcements, the alleviation of administrative burdens of employees of employment agencies and giving them strategic and innovative roles. All these are indispensable in present times when demographic challenges in European countries are leading to increased labour migrations and require changes in the recruitment process. The paper explores the current challenges of AI, i.e. how to achieve human-centred values and fairness of AI use during the employment process, preventing algorithmic bias and discriminatory application of AI tools. In order to harness the maximum benefits of AI, we need to develop a regulatory framework that would be enforceable, inclusive and adaptive (OECD), particularly knowing that most AI solutions are privately owned and developed for commercial purposes.