Expertise Of Employees Research Articles

The Risk for Violence Screening Tool: A Psychometric Validation and Reliability Study

BackgroundThere is a lack of high-quality evidence to support the recommendation of an instrument to screen emergency department patients for their risk for violence. ObjectiveTo demonstrate the content and predictive validity and reliability of the novel Risk for Violence Screening Tool to identify patients at risk for violence. Design and SettingThis retrospective risk screening study was conducted at a 100-bed emergency department in an urban, academic, safety net trauma center in Southern California. ParticipantsNine subject matter expert employees and 22,583 non-critical adult emergency patients. MethodsSubject matter experts rated the relevance of 30 risk items and 10 domains comprising the Risk for Violence Screening Tool. Content Validity Index/Average Content Validity and Universal Agreement analyses determined the tool's content validity. Predictive validity, analyzed with logistic regression, used data from a patient incidence of violence registry (an incident occurred or did not occur), compared with the Risk for Violence Screening Tool screening result (positive or negative). Response agreement among three nurses who independently utilized the Risk for Violence Screening Tool to assess the same patients upon their arrival at the emergency department determined inter-rater reliability. ResultsThe overall Content Validity Index was 0.84, and the item-level Content Validity Index and the universal agreement scores were 1.00, indicating perfect agreement on item relevance and a unanimous consensus among experts. Patients who screened positive on the Risk of Violence Screening Tool, indicating a high probability of violence, were 27.55 times more likely to commit an act of violence compared to those who screened negative (95% CI = 24.73 to 30.70). The logistic regression model was statistically significant, (χ2(1) = 1140.29, p < .0001), explaining a range from 4.9% (Cox & Snell R2) to 37.3% (Nagelkerke R2) of the variance and indicating that the Risk for Violence Screening Tool successfully predicted violent incidents. The calculated area under the curve of 0.843 (95% confidence interval, 0.812-0.873, p< 0.001) affirmed the Risk for Violence Screening Tool's discriminatory ability to distinguish between individuals with and without a risk for violent behavior. Cohen's Kappa statistic yielded a value of 0.86 (p < 0.001). ConclusionsThe Risk for Violence Screening Tool is valid and reliable. This standardized tool can be used in emergency departments as part of a robust violence prevention program, creating a safer workplace for both staff and patients. Tweetable abstractThe Risk for Violence Screening Tool (RVST) is a valid and reliable brief screener to identify emergency department patients at risk for violence. @dhs.lacounty @ijn2024

Implementation of AI Recruitment Systems in Swiss HRM: The Importance of Technological and Organizational Factors

Purpose – There are no studies on the factors involved in the spread of AI recruitment tools in Swiss HR. Aims(s) – The aim of this paper is to understand the determinants of AI diffusion in Swiss human resources recruitment process. In addition to the usual factors such as relative advantage, costs, security, financial resources or organizational size, this paper also looks at factors such as red tape or the innovative climate of organizations. Design/methodology/approach – This article is based on a quantitative method, PLS-SEM. Our database consists of 324 private and public respondents working in Swiss HR. They were selected through a survey based on their membership of the various regional sections of the HR Swiss association. Findings – The main findings of this article are that relative advantage, compatibility, complexity, cost reduction, size of organization, technological expertise of employees, innovative climate, and red tape are directly related to the evaluation and adoption stages of this type of AI tool. Security, for its part, is only linked to the evaluation of these tools. Compatibility and technological expertise are also directly linked to the routinization of these tools. Limitations of the study – First, this is a longitudinal study that needs to be replicated to offer causal explanations. There may also be a selection bias in favor of optimistic respondents who already have HR AI in their organization. This bias is nevertheless controlled, as few of our respondents already use this type of tool. In the future, other predictors could be added to our model, including environmental or individual predictors. Practical implications – HR decision-makers now know what levers they can use to successfully implement HR AI in their recruitment process. Originality/value – This article makes a significant contribution to the literature about the diffusion of nascent HR information systems in the specific context of Switzerland and provides decision-makers with levers on which to act to encourage the introduction of this type of AI-based information systems within their organization. No other study has identified the factors behind the spread of HR AI tools in the specific context of Switzerland, as they are still in their infancy.

북유럽 출소자의 갱생보호 프로그램 동향

The aim of the study is to make policy suggestions that are suitable for the situation of the Korea Rehabilitation Agency. Therefore, we compared and analyzed the domestic Rehabilitation Policy with advanced North European countries, and derived shortcomings and improvements of the Korea Rehabilitation Agency. As a result, regarding the improvements for the domestic Rehabilitation Policy, first, it is necessary to actively utilize Nordic Rehabilitation policies to solve problems related to addiction and mental illness. Second, actively implementing empathy-building programs such as prison experience programs or camps with peers is needed. Third, we suggest strengthening the willingness for social adaptation by incorporating a motivation reinforcement program (MI) into prior counseling. Fourth, through the procedure of the program certification system, we propose to benchmark advanced programs that have been proven effective in reducing recidivism. Fifth, it is crucial to strengthen the expertise of employees and volunteers who are performing rehabilitation protection tasks by providing systematic and specialized education. Sixth, in order to effectively help released prisoners return to society and manage them professionally and systematically, the scope of social welfare services should be expanded to released prisoners and their families.

Belonging in Hybrid Work – Experiences of Expert Employees

Belonging in Hybrid Work – Experiences of Expert Employees

EVALUASI RISIKO KESELAMATAN DAN KESEHATAN KERJA PADA PROYEK INSTALASI PIPANISASI DI PT EFE BERBASIS METODE JSA DAN HIRARC

Work accidents occur in the work environment, which can occur due to unsafe work environment conditions or human error. PT TKA is a construction services company located in the Gresik Regency, and its work specifications use fiberglass and HDPE materials. In the work activities carried out by PT TKA, several unsafe actions or unsafe conditions were found which caused accidents. This research aims to evaluate the dangers and causes of danger based on the conditions and activities of pipe installation projects based on the risk of unsafe actions and conditions. Job Safety Analysis, Hazard Identification, Risk Assessment, and Risk Control were used as research methods. The research respondents were five expert employees on pipeline projects. The research showed that eleven stages of pipe installation project work were identified, resulting in small, medium, and large-scale hazard risks. The research results show that unsafe conditions dominate the occurrence of danger and the risk of work accidents.

An Analytic Study of The Relationship Between Internet Connectivity and Productivity in The Workplace

In the present study, the effect of the use of the Internet and digital technology in business has been discussed. From the study, It is clear that the slow connectivity and the lack of experience are the issues how far the internet connectivity is concerned. The employment of skilled and expert employees in the business is one of the most vital influences for the growth of the business products.&#x0D; The primary quantitative method has been used in the study with responses of the 75 people. The SPSS software also used in the research for the better analysis of the result. Statistical analysis through SPSS software has been done to evaluate the effects of technology on employee learning outcomes. The significant value less than 0.05 has denoted the independent variables are highly signified with Dependent Variables.&#x0D; Internet connectivity has a mixture of different factors that can be utilised to boost productivity at the workplace. Recently, globalisation has been revealed to progress contest, and trades require manners to build an acceptable benefit. It is concluded that the workplace productivity is the extreme time hired by employees to manage and deliver choice consequences. In a competitive atmosphere in the workplace, satisfactory productivity has been expanded by keeping adequate resources.&#x0D;

Pengaruh Koordinasi Terhadap Efektivitas Kerja di Dinas Pangan dan Pertanian Kota Cimahi

In an organization, good coordination is needed with regard to the abilities and expertise of employees, so that by itself the employee's duties can be carried out properly with full responsibility. That way it will create job satisfaction and give effect to the work effectiveness of each employee. One of the most important organizational components is coordination and work effectiveness. In an effort to achieve work effectiveness, the Food and Agriculture Office of the City of Cimahi has tried various efforts which basically cover four management functions, namely planning, organizing, implementing and supervising. The four management functions are carried out by the Food and Agriculture Service of Cimahi City with the aim of integrating the efforts of each individual and work unit within the Service in order to achieve the expected goals. The research objective was to find out the effect of coordination on work effectiveness in the Food and Agriculture Service of Cimahi City. Quantitative research methods were used in this study where employees of the Cimahi City Food and Agriculture Service became the population with a sample of 78 people. The technique used is simple linear regression analysis. The results obtained in this study were obtained by analysis of the coefficient of determination test known that the R-Square coefficient value was 0.836 or 83.6%, so it can be concluded that the effect of the independent variable, namely coordination on work effectiveness in the Food and Agriculture Service of Cimahi City, was 0.836 or 83.6% . In addition, the remaining 16.4% was influenced by other factors that were not present in this study.

Designing the Framework of Specialization in the Recruitment of Non-Teaching Staff in Iran's Ministry of Education

Purpose: The present study aimed to design a framework for recruiting non-teaching educational staff in Iran’s Ministry of Education. Method: The present study pursues a qualitative approach. The statistical population of the research included experts and professors in the field of specialization and the senior managers of the General Department of Education of Semnan province in the academic year of 2023-2024, among which 15 were chosen as the samples using theoretical saturation sampling and targeted sampling. The research instruments were a semi-structured interview and a review of the existing documents on this subject. The collected data were validated using member checking. The data validity was evaluated and confirmed using the quality criterion (reliability). The research data analysis method was thematic analysis in three levels: basic themes, organizing themes and Global Themes. Findings: The data analysis led to the identification of 393 basic themes, 33 number-one organizing themes, and 13 number-2 organizing themes in the field of specialization in recruiting non-teaching educational staff in the Ministry of Education. These themes were categorized under 4 global themes including expertise management with two organizing themes (expertise management and performance management), resource management with four organizing themes (human, time, material, and information), change management with three organizing themes (change in organizational structure, change in competitive atmosphere, and change in attitude), and management of organizational development with four organizing themes (managerial capabilities, human resource planning, creation of specialization culture, and organizational interactions). Conclusion: The use of elite and expert employees in the nonteaching sector of the educational system, as a leading institution in providing extensive services to the general public, depends on the presence of a specialization pattern in the recruitment of non-teaching staff. Identification of specialization criteria in the non-teaching sector, which has been done in this research, helps with the formulation of an appropriate specialization model to employ skilled and specialist staff in this sector.

Selection of EVs as Tourist and Logistic Means of Transportation in Bosnia and Herzegovina’s Nature Protected Areas Using Z-Number and Rough Set Modeling

This research focuses on the use of electric vehicles (EVs) to transport visitors and cargo within Bosnia and Herzegovina’s Kozara National Park. Reduced air pollution and the preservation of natural resources are required to help protect this aerial spa. Together with the expert employees of this NP, the EV that would best suit their needs was chosen. The process of decision-making combines subjective and objective methods. Employees first chose the criteria and alternatives and then weighed their importance. On that occasion, Z-numbers were used to include uncertainty in the decision, because it is not always possible to make decisions with complete certainty. Furthermore, the weight of these criteria was determined using the fuzzy PIPRECIA (PIvot Pairwise Relative Criteria Importance Assessment) method. Range (C1) became the most important criterion, followed by vehicle cost (C2), and the technical specifications of these EVs were used to compare them. Because these specifications vary, a rough set was used in which the minimum and maximum EV characteristics were taken based on specific criteria. To rank the alternatives, the R-CRADIS (Rough Compromise Ranking of Alternatives with Distance to Ideal Solution) method was used. According to the research results, the Mercedes eVito Tourer 90 kWh is the highest ranked EV and the validation of the results confirmed these findings. According to the research results, the Mercedes eVito Tourer 90 kWh is the highest ranked EV and the validation of the results confirmed these findings. The sensitivity analysis revealed that if criterion C1 is not as important, the other EVs are ranked higher. This research`s methodology has demonstrated flexibility, therefore it is recommended for use in similar research.

Transformasi Digital terhadap Sumber Daya Manusia sebagai Upaya Meningkatkan Kapabilitas Perusahaan

Technological and industrial developments require qualified human resources in every company, strong companies are able to survive all forms of change and challenges of the times. Currently, companies must be able to anticipate and adapt to technological developments and one of the most important assets of a company is its human resources because this affects the survival of the company. The results of the literature review show that human resources have a significant influence on digital transformation, especially through increasing company capabilities. By using an HR quality assessment based on knowledge, skills, expertise and behavior, organizations can accurately determine how to improve the capabilities of each employee. To support objective performance assessment, a balance of qualified human resources is needed, and resource support will facilitate objective performance assessment. In the digital human resource transformation process, the optimization of a company's human resource capacity is measured through the knowledge, skills, expertise and behavior of the company's employees. By paying attention to the impact of performance, businesses can design strategies to achieve goals supported by digital transformation. This research presents an objective view of how to improve a company's human resource capabilities through digital transformation. Focusing on the digital era, this article provides knowledge about the importance of more accurate and effective decision making in human resource management. The aim of this article is to provide an effective combination to improve a company's HR capabilities during this complex digital transformation.

Evaluating factors affecting job burnout and quality of working life in the personnel working in Iran's National Drilling Company and providing management solutions.

Background and Objective: The present study was conducted with the aim of evaluating the factors affecting job burnout and quality of work life in the personnel working in National Iranian Drilling Company. Materials and Methods: In terms of purpose, this research was applied research, in terms of type, it was mixed (qualitative-quantitative) and was conducted by survey method. The statistical population of the research in the qualitative part, including all the expert employees working in National Iranian Drilling Company, about 20 people, was selected by theoretical saturation method for this purpose. In the quantitative part, among 19000 people, 385 people were selected as a statistical sample based on Cochran's formula and stratified random method. The tools used to measure job burnout and the quality of work life was standard Meslesh (1981) and Walton (1973) quality of work life questionnaires, the reliability of which was confirmed by Cronbach's alpha method.

Mathematical Modeling for Optimal Management of Human Resources in Banking Sector of Bangladesh

A new mathematical model on human resources divided employees into two compartments, namely, fresher and expert employees, has been designed and analyzed. A system of ordinary nonlinear differential equations has three state variables including vacancies. This model describes the dynamics of the number of fresher employees and expert employees as well as vacancies and shows the impacts of training programs and benefits of provided facilities for employees. The equilibria of this proposed model are determined, and its stability at these points is checked. Moreover, characteristics of state variables with respect to parameters have been discussed. Using two optimal control variables, this study finds the maximum number of experts including the minimum cost of provided facilities as well as the training program based on Pontryagin’s maximum principle.

EFEKTIVITAS LAYANAN PENDAMPINGAN PERUBAHAN BIODATA KARTU KELUARGA DI KANTOR KELURAHAN SEMOLOWARU, KOTA SURABAYA

Changes in biodata on the Family Card are an important administrative process that must be updated with information on the demographic data of family members and marital status. The city of Surabaya as the second largest city in Indonesia has a large population, so there is a need for effective assistance services in the population administration process. This study aims to examine how effective assistance services are in changing Family Card biodata in the city of Surabaya. The research method used is descriptive qualitative with data collection techniques through interviews, observation, and documentation. The research informants are the Head of Village Government and Public Services, Service Sector Officers, community service users. The results of the study show that assistance services for changing family card biodata are generally effective. However, there are still obstacles, such as the lack of knowledge and expertise of employees in serving residents, the lack of outreach activities to the community about the importance of updating population data for family members, the long waiting time to get service, especially when there are technical constraints in the service system that need to be continuously improved so that the process changes to family card biodata went smoothly.

HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL PERFORMANCE

Human resource management is one of the most important components to increase organizational performance. This is because human resources are the most valuable assets that can drive the organization to grow and prosper, and to be able to compete in the global market. This paper aimed to study the important components of human resource management and a linkage between human resource management and organizational performance based on the literature review. The results of the study showed that human resource management can help the organization to elicit and extract knowledge, skill, expertise, talent and competency of employees to work for the success and growth of the organization. Without effective human resource management, the organization cannot run its business to reach its goals and objectives. Therefore, each organization focuses on recruiting and selecting knowledgeable, skillful and competent employees and pay them with fair benefits and compensation to create their organizational commitment so that that they work to increase organizational performance. In addition, the organization should train unknowledgeable and unskillful employees to have more knowledge and skills required to work for the organization.

Analysis Of The Quality Of Public Services At The Office Of The Takalar District Population And Civil Registration Office

The implementation of regional government which was marked by the enactment of Law No. 32 of 2004 concerning Regional Government has had far-reaching consequences for the government agency for the analysis of the quality of public services at the Office of Population and Civil Registration of Takalar Regency. This research is a qualitative descriptive study that aims to determine the quality of public services at the Office of the Population and Civil Registration Office of Takalar Regency. Data collection techniques through observation, interviews, and documentation. The results of the study show that the analysis of the quality of public services at the office of the takalar district population and civil registration office seen from the Tangible dimension (physical evidence) has been implemented. The Reability dimension has been implemented, but there are still indicators that have not met people's expectations, namely regarding the expertise of employees in using assistive devices. The Responsiveness dimension has been implemented, but there are indicators that have not met the expectations of the community regarding the timeliness of employees in providing services. The Assurance dimension has been implemented according to the wishes of the community. The Empathy Dimension has been implemented. This study presents new, more detailed information by linking the latest theory compared to previous research regarding the quality of public services at the Population and Civil Registration Office of Takalar Regency so that it can be used as evaluation material for research loci to further improve the quality of their services

Examining the relationship between social intelligence and social-emotional expertise: the example of hotel management employees

Social intelligence has an important position in explaining social-emotional expertise. Because social intelligence develops social-emotional skills and increases interpersonal interaction. The primary purpose of the research is to examine the relationship between social intelligence dimensions and the social-emotional expertise of employees. A quantitative research method was adopted. Data collection was carried out through a questionnaire. The universe of the research consists of hotel businesses in Antalya. SPSS 22 statistical program was used in the analysis process. Explanatory factor analysis was performed to determine the validity of the scales, and correlation analysis was performed to explain the relationship between variables. Regression analysis was applied to determine the effect level of social intelligence dimensions on social-emotional expertise. According to the analysis results, social awareness and social skills significantly affect social-emotional expertise. However, the social knowledge process does not substantially affect social-emotional expertise.

The Effect of Motivation and Job Training on The Performance of Employees of PT BPR Sukasada Palembang City

Employees in banking are one of the assets that must be optimized in order to create good company output, if there are no qualified employees, the company’s planned goals will not achieved. To have good employee quality, the company must hold training so that employees have high motivation to work so that their output will affect employee performance so that it can be maximized. Motivation is an attitudinal drive for everyone to perform a goal. Job training is an activity to improve the skills and expertise of employees while performance is a level of achievement of results that is linked to the mission created by the company. The purpose of this study is to find out the triggers for motivation and job training on employee performance at PT BPR Sukasada. The study population is the workforce at PT BPR Sukasada. The total sample utilized in this study was 39 respondents. The data collection techniques used are literature studies and questionnaires. Data analysis with studies is descriptive analysis and multiple linear regression analysis. Based on the study, namely motivation variables and job training variables that have a positive and relevant impact on employee performance at PT BPR Sukasada. The results shown in multiple linear regressions show that the motivation variables and job training variables play a positive influence on employee performance at PT BPR Sukasada.

Impact of Agile Organization and Leadership on Employee Experience: Case Study UPTD (Technical Implementing Service Unit) Digital Service Center, Geospatial Data and Information of West Java Provincial Government (Jabar Digital Service)

This research is a mixed study that analyzes the implementation of agile organization and agile leadership, and analyzes the impact of its implementation on employee experience at the Technical Implementing Service Unit Digital Service Center, Geospatial Data and Information of West Java Provincial Government called Jabar Digital Service (JDS) This research was conducted by searching for information on civil servants (PNS) and ex- pert employees about organizational and leadership methods applied in Jabar Digital Service. Concepts of agile organization and agile leadership and researching quantitatively the perception of employee experience of expert employees on the implementation of agile conceptions to organization and leadership in Jabar Digital Service using Structural Equation Modeling (SEM) with a Partial Least Square (PLS) method was compared. This study shows that the implementation of agile organization and agile leadership can be applied in government organizations that are in fact rigid about change which is also shown by the level of positive perception of expert employees on the employee experience in the Jabar Digital Service environment.

Development of Crisis Management Competencies: Factors Dominating It. A Case Study of Local Authorities in Malaysia

Performance improvement in an organisation can be achieved if all competency elements can be strengthened, employees perform their roles efficiently, and services meet the expectations of the management and customers. The competency development process requires continuous supervision and evaluation in order to produce an effective and integrated management system. The research used a qualitative method, in which eight informants participated in this study to discuss the comprehensive development and factors dominating the process. The themes of the study are derived based on participatory observations, document analysis, and interview sessions that have been conducted. The discussion topic is focused on the components that influence the development of crisis management competencies according to their perspectives. The three themes are 1) Enhancement of the transparency of governance and integrity in organisational human resources, 2) Empowerment of organisational learning to drive organisational excellence, and 3) Strengthening the efficiency of organisational governance. Integrity governance with high expertise requires continuous training and development to increase the knowledge, skills, and abilities of employees from time to time. It also assists in enhancing the talents and expertise of employees in related fields as well as improving self-confidence and personality to achieve the objectives of the transparency of governance.

PERILAKU KEWIRAUSAHAAN DAN PEMASARAN DALAM MENINGKATKAN PENDAPATAN STUDI PADA USAHA ORIANA MINI MART

Entrepreneurship is a way of thinking, studying, and acting that is based on business opportunities, a holistic approach, and leadership. With entrepreneurship, the government hopes that all elements of society can create equal employment opportunities so that it can reduce the unemployment rate in Indonesia. Oriana Mini Mart is a business store engaged in the retail business that sells some basic needs for the local community. This business certainly relies on the expertise of employees or labor both in terms of waiters.&#x0D; This type of research is a qualitative research that seeks to collect facts and circumstances properly through interviews. The interview technique used is a structured interview which guides the interviewees to ask various questions to the informants. Interviews were conducted with business owners, employees/ti, and several consumers.&#x0D; The results showed that entrepreneurial behavior through innovation, decision making in dealing with business risks, and taking existing opportunities, was very effective in increasing income at Oriana Mini Mart. In addition, the marketing carried out by Oriana Mini Mart also plays an effective role in increasing revenue through price and product management, as well as promotions carried out. And supported by a quite strategic location