Hiring System Research Articles

소방특별사법경찰의 수사에 관한 직무집행능력 향상 방안연구

This study focuses on fire special judicial police and measures to improve their ability to carry out their duties regarding investigations by securing expertise as the subject of investigation of violators of fire laws and regulations in the area of fire administration, improving the hiring system, establishing a unified investigation-only organization, and strengthening the education and training system. The purpose is to present. The research method was an exploratory analysis of related previous research papers, statistical yearbooks such as the National Fire Agency, operation cases in foreign countries such as the United States, various government reports, homepages of Korean government ministries, and media reports. As a result of the analysis, there are only a very small number of personnel dedicated to investigative work, most of them hold other positions concurrently, the investigative position does not have a division-level structure, so independence is not secured, there is no public recruitment or special recruitment system for fire chiefs or lower to perform front-line investigative work, and no training for job training. Course opening was also insufficient. In conclusion, avoid the new investigative field recruitment or special recruitment system and rotational personnel system, designate the fire and special judicial police duties as a specialized field, ensure job continuity, establish a unified organization, develop a job training course, and complete at least 6 months of professional training. The introduction of an education system should be implemented quickly.

PRAKTIK JUAL BELI DESAIN GRAFIS MELALUI SISTEM HIRING DALAM PERSPEKTIF AKAD ISTISNA’ PADA MARKETPLACE SRIBU.COM

The practice of buying and selling graphic designs through the Sribu.com marketplace via a hiring system is a phenomenon that facilitates collaboration between clients and designers efficiently and transparently. The problem in this research is how to practice buying and selling graphic designs on the Sribu.com marketplace through the hiring system and how to review the Istisna' contract. The results of this research indicate that from an Islamic legal perspective, this transaction can be interpreted as a form of istisna' contract, which involves determining specifications, prices and payments based on the work that has been done. Any discrepancy between the design and the client's brief may result in the cancellation of the transaction as a valid option, taking into account the principles of fairness in dispute resolution. This practice allows the application of Islamic values and business principles in accordance with religious law in the context of the graphic design trade.

ОБЗОР СИСТЕМ СОЦИАЛЬНОГО НАЙМА ЖИЛОЙ НЕДВИЖИМОСТИ: ОТЕЧЕСТВЕННЫЙ И ЗАРУБЕЖНЫЙ ОПЫТ

The article presents an overview of the systems of social hiring of residential real estate, considering both domestic and foreign experience. The problem of affordable housing is relevant both in the global and in the Russian context, and the social housing rental system plays an important role in solving it. The research is aimed at a comparative analysis of the development of such systems in the world and Russian experience. The article presents data on the current situation in Russia, notes the lack of affordable housing and imperfections in the organization of the social hiring system. One of the priority and socially significant tasks being solved by the state at the moment is the creation of comfortable living conditions for citizens, providing them with decent housing. Constantly increasing social needs lead to the need for a qualitative change in the structure of the housing market, where one of the ways to solve the issue is to increase the supply of affordable and comfortable housing provided by solvent demand through the introduction of a mechanism for providing social housing. The improvement of the rental housing market system is defined as a necessary condition for building a post-industrial economy, increasing the territorial mobility of the active population, forming new standards of housing quality and the quality of human capital. Successful practices are considered in an international context, including projects from Singapore, France and the USA, which can be an example for development in Russia. The main recommendations for improving the social hiring system include the development of programs for the construction and reconstruction of residential complexes, the establishment of affordable rental prices, and the creation of favorable infrastructure around social housing complexes.

Managing social intelligence from the perspective of optimising labour market pricing

The objective assessment of their labour value by future employers is a pressing concern for all students and graduates of higher education institutions. Young people frequently overestimate their salary expectations, leading to substandard service provision, or conversely, accept low-paying jobs resulting in emotional burnout due to lack of motivation. The purpose of this study was to identify how students with developed social intelligence assess their earnings prospects during their studies, in the first years after graduation and in adulthood. For this, a survey of students was conducted using the TROMSØ test and specially designed questions that helped to identify the respondents’ subjective assessment of the value of their working time. The study found a statistically significant relationship between social intelligence and labour market pricing. This dependence is particularly pronounced for wage expectations immediately after the graduation (p≤0.01**). However, no correlation was found between social intelligence or its components and ambitions for the level of pay during study. It was found that students are willing to look for part-time work for any financial motivation. As for the level of salary that would fully satisfy them in adulthood, the average salary is three times higher than the minimum wage in Ukraine and equals USD 580. By understanding the level of a person’s social intelligence, one can build an effective hiring system, gaining an additional tool for assessing possible salary ambitions. This will help to optimise the work of the HR department and understand the range of financial incentives needed required to stimulate a particular employee

Lessons learned from employing Medicaid-funded peer recovery support specialists in residential substance use treatment settings: An exploratory analysis

IntroductionThis article explores the experiences of peer recovery support specialists (PRSS) and their colleagues working in residential adult services (RAS) facilities in a rural state to better understand how the role has been implemented in this setting. In West Virginia, PRSS and RAS services have been covered by Medicaid since 2018 for the treatment of substance use disorder (SUD). Thus, the aim of this study is to uncover what has and has not worked well in the early years of service implementation from the perspectives of both PRSS and their colleagues working in the SUD field. MethodsThe study interviewed forty-eight clinical and administrative staff at RAS facilities, including nine PRSS, across fourteen focus groups between 2020 and 2021. The study asked participants about general knowledge of West Virginia's 1115 Medicaid Waiver supporting the funding of PRSS, communication among providers, transitioning patients to other providers, scope of practice, barriers and facilitators to providing services, ethical challenges, and COVID-19. Data analysis utilized a phenomenological approach to describe individuals' unique experiences. ResultsThree core themes emerged from the analysis: (i) Lived Experience as Added Value, (ii) Inadequate Funding for PRSS Position, and (iii) Role Difficulties. Participants described the lived experience of PRSS as both beneficial to the recovery journey of patients with SUD and unique in that only PRSS can provide the specific skillset that benefits these patients; these characteristics also helped facilities to connect patients to supportive resources. Two funding limitations emerged as barriers to PRSS employment: funding available through Medicaid billing was insufficient to hire staff and the corresponding hourly compensation rate was not competitive against those offered via grants. Finally, participants identified an underdeveloped hiring system and an unclear scope of practice that led to staff feeling unsupported. ConclusionPRSS's experiential expertise complements clinical expertise by producing effective health care and support for patients. Despite their high value and expertise in SUD treatment, PRSS face major challenges in the workplace, including inadequate pay, underdeveloped support structures, and narrow job eligibility requirements. Future research should further quantify PRSS's levels of expertise and identify “value-added” benefits of this position.

Impacts of language barriers on healthcare access and quality among Afaan Oromoo-speaking patients in Addis Ababa, Ethiopia

BackgroundEthiopia is a multilingual and multinational federation with Addis Ababa serving as both the capital city of Oromia regional state and the seat of the Ethiopian federal government. Nevertheless, only Amharic is considered as the working language of the city and federal offices, including hospitals. As a result, Afaan Oromoo-speaking patients may be facing language barriers in the healthcare settings in Addis Ababa. Language barriers have the capacity to affect patients’ experience of care and treatment outcomes. This study, hence, examined the impacts of language barriers on the healthcare access and quality for the Afaan Oromoo-speaking patients in public hospitals in Addis Ababa.MethodsIn-depth interviews with patients (N = 27) and key informant interviews with healthcare providers (N = 9) were conducted in six public hospitals found in Addis Ababa. All the interviews were audio-taped and transcribed verbatim. A thematic analysis technique was employed to address the study objectives.ResultsThe study participants indicated the widely existing problem of language discordance between patients and healthcare providers. The impacts of language barriers on the patients include preventable medical errors, low treatment adherence, low health-seeking behavior, additional treatment cost, increased length of hospital stays, weak therapeutic relation, social desirability bias, less confidence, and dissatisfaction with the healthcare. For the healthcare providers, language barriers are affecting their ability to take patient history, perform diagnoses and provide treatment, and have also increased their work burden. The use of ad hoc interpreters sourced from bilingual/multilingual patients, patient attendants, volunteer healthcare providers, and other casual people has been reported to deal with the problem of language barriers.ConclusionA significant number of Afaan Oromoo-speaking patients are facing language barriers in accessing quality healthcare in public hospitals in Addis Ababa, and this constitutes structural violence. As a way out, making Afaan Oromoo an additional working language of the public hospitals in Addis Ababa, the assignment of professional interpreters, and a hiring system that promotes the recruitment of qualified multi-lingual healthcare providers are suggested.

Algorithmic Hiring Systems: Implications and Recommendations for Organisations and Policymakers

Algorithmic Hiring Systems: Implications and Recommendations for Organisations and Policymakers

An external stability audit framework to test the validity of personality prediction in AI hiring

Automated hiring systems are among the fastest-developing of all high-stakes AI systems. Among these are algorithmic personality tests that use insights from psychometric testing, and promise to surface personality traits indicative of future success based on job seekers’ resumes or social media profiles. We interrogate the validity of such systems using stability of the outputs they produce, noting that reliability is a necessary, but not a sufficient, condition for validity. Crucially, rather than challenging or affirming the assumptions made in psychometric testing — that personality is a meaningful and measurable construct, and that personality traits are indicative of future success on the job — we frame our audit methodology around testing the underlying assumptions made by the vendors of the algorithmic personality tests themselves. Our main contribution is the development of a socio-technical framework for auditing the stability of algorithmic systems. This contribution is supplemented with an open-source software library that implements the technical components of the audit, and can be used to conduct similar stability audits of algorithmic systems. We instantiate our framework with the audit of two real-world personality prediction systems, namely, Humantic AI and Crystal. The application of our audit framework demonstrates that both these systems show substantial instability with respect to key facets of measurement, and hence cannot be considered valid testing instruments.

Employment Discrimination by Algorithm: Can Anyone Be Held Accountable?

Accountable? Author Natalie Sheard The use by employers of Algorithmic Hiring Systems (‘AHSs’) to automate or assist with recruitment decisions is occurring in Australia without legal oversight. Regulators are yet to undertake an analysis of the legal issues posed by their use. Academic literature on this topic is limited and judicial guidance is yet to be provided. This article examines to what extent, if at all, Australian anti- discrimination laws are able to regulate the use by employers of discriminatory AHSs. First, it examines the re-emergence of blatant discrimination by digital job advertising systems. Second, it considers who, if anyone, is liable for automated discrimination. Third, it examines the law’s ability to regulate ‘proxy’ discrimination. Finally, it explores whether indirect discrimination provisions can provide redress for the disparate impact of an AHS. Australia’s anti-discrimination laws are long overdue for reform. This article concludes that new legislative provisions, as well as non- binding guidelines, specifically tailored to the use by employers of algorithmic decision systems are needed.

АНАЛІЗ ФАКТОРІВ ВПЛИВУ НА ФОРМУВАННЯ КОНКУРЕНТОСПРОМОЖНОСТІ ПРОМИСЛОВИХ ПІДПРИЄМСТВ

In this article the problems of determining the place of competitiveness of enterprises were considered. The factors that experts evaluate in the points that determine the ranks of factors are analyzed and it is noted that the value of the highest rank can not exceed the total number of factors. Used for convenience of reduction calculations for factors. The method of expert assessments used to assess the degree of influence of factors on the economic condition of industrial enterprises is studied. The technique of the expert method is indicated. Conditional ranks of factors, transformed ranks for each expert and ranks of factors for each expert are substantiated. After the transformation of ranks, the loss of information was assessed by experts at the following stages: the sum of the ranks of each factor is determined and the conditional ranks of the factors are determined by the sum of the ranks. The critical value of the normalized Laplace function by the formula is calculated to estimate the significance of the Spearman coefficient. The influence of factors on the economic condition of industrial enterprises is shown. It is noted that the pricing policy of an industrial enterprise depends on the performance of the industrial enterprise. The influence of components on the economic situation is shown industrial enterprises. It is investigated that the results of the influence of components on the economic condition of industrial enterprises show that the significant influence of factors determined which components have the greatest impact on the economic condition of enterprises. It is noted that the process of personnel planning and management is aimed at ensuring the appropriate level of economic security and should include the organization of the system of selection, hiring, training and motivation of necessary workers, including material and moral incentives, prestige and creative will, social benefits. It is determined that the formation of a strategy to ensure the competitiveness of industrial enterprises should contain primarily components: technological, personnel and environmental.

УПРАВЛІННЯ ПІДБОРОМ І НАЙМОМ ПЕРСОНАЛУ НА СУЧАСНОМУ УКРАЇНСЬКОМУ ПІДПРИЄМСТВІ

The article examines the system of selection and hiring of enterprise personnel in the competitive conditions on the example of PE "Tilda". The content and importance of effective recruitment activities in modern conditions of high competition in the labor market are considered. The characteristics of the personnel of PE "TILDA" by sex, the dynamics of the age structure of employees of the enterprise, as well as the stages of personnel selection are studied. The author developed a SWOT-analysis of recruitment activities, which identified the strengths and weaknesses of the company, opportunities and threats. The concept of strategic management was proposed, the purpose of which is to introduce new methods and forms of personnel selection and selection. To increase the efficiency of the recruitment process at PE "TILDA" it was proposed to supplement and specify the available documents and job descriptions of employees of the personnel department. The stages of personnel planning at PE "TILDA", which consist of 4 stages, were analyzed. It is established that special Internet sites – Work.ua, rabota.ua, Linkedin, DOU.UA, UpWork, etc. – should be used to search for staff. The proposed algorithm of the personnel selection process of PE "TILDA" was presented in Figure 3.2. This algorithm will allow you to accurately formulate a description of the vacancy and attract relevant candidates, closing the vacancy in a timely manner.To increase the efficiency of the recruitment system at PE "TILDA" was also presented for the development of "competency form" for the position. The main task is to reduce staff turnover at the enterprise. Responsibility for its development will fall on the heads of structural units, the head of the personnel department, the inspector of the personnel department and the general director of the enterprise. Thus, the competency map will help to find a candidate who will fit well into the profiles and models of competencies used in the company, ie to hire a "ready" specialist who can quickly learn the corporate culture of the organization, share its values and perform their duties in accordance with the efficiency standards adopted in it.

Regimes of justification in the datafied workplace: The case of hiring

The uptake of data-driven hiring systems has introduced important questions about how decisions about who is eligible for jobs, and why, are changing. To explore this, the article draws on interviews with prominent providers of data-driven hiring systems and analyses the way they situate the provision of tools in relation to existing hiring processes, what problems they claim to solve, and the nature of the solutions they provide. While the ideological grounds of datafication have been well-established, privileging data-driven knowledge production as less biased, more objective, and with superior insights than other forms of information-gathering, in hiring, we find legitimisation frames extend to ways in which work and workers should be organised and assessed. Drawing on the notion of ‘regimes of justification’, we argue that such legitimisation frames in turn invoke certain normative expectations about what is just and unjust organised around a vision of the common good.

The dynamics of faculty hiring networks

Faculty hiring networks—who hires whose graduates as faculty—exhibit steep hierarchies, which can reinforce both social and epistemic inequalities in academia. Understanding the mechanisms driving these patterns would inform efforts to diversify the academy and shed new light on the role of hiring in shaping which scientific discoveries are made. Here, we investigate the degree to which structural mechanisms can explain hierarchy and other network characteristics observed in empirical faculty hiring networks. We study a family of adaptive rewiring network models, which reinforce institutional prestige within the hierarchy in five distinct ways. Each mechanism determines the probability that a new hire comes from a particular institution according to that institution’s prestige score, which is inferred from the hiring network’s existing structure. We find that structural inequalities and centrality patterns in real hiring networks are best reproduced by a mechanism of global placement power, in which a new hire is drawn from a particular institution in proportion to the number of previously drawn hires anywhere. On the other hand, network measures of biased visibility are better recapitulated by a mechanism of local placement power, in which a new hire is drawn from a particular institution in proportion to the number of its previous hires already present at the hiring institution. These contrasting results suggest that the underlying structural mechanism reinforcing hierarchies in faculty hiring networks is a mixture of global and local preference for institutional prestige. Under these dynamics, we show that each institution’s position in the hierarchy is remarkably stable, due to a dynamic competition that overwhelmingly favors more prestigious institutions. These results highlight the reinforcing effects of a prestige-based faculty hiring system, and the importance of understanding its ramifications on diversity and innovation in academia.

Online Product Hiring System

Nowadays, it is difficult to find a lessor who is willing to rent a product at an appropriate price for a few days. At times, even if he is willing to rent it becomes difficult for him to find people willing to buy/ hire his products. This project aims to solve this problem faced by the lessor and the customer. The Online Product Hiring System is an an online platform where in the user can hire goods of his/her choice. The user must create an account on the platform if he wants to hire. The system will have different categories. The software system will have multiple vendors wanting to rent their products. The consumer can view the ratings of the product as well as review and rate the product after use. The product can be tracked at what stage it is in the purchase cycle. There will be recommendations also for the user about a similar product. The buyer can view his/hers past orders. The system will be supported on mobile version with notifications.

A cross-case analysis of developing program sustainability and institutionalization in early stages of a multisite biomedical student diversity initiative

BackgroundGrant funding often drives innovative programming in efforts to enhance diversity in biomedical fields, yet strategies for sustainability of grant-funded biomedical intervention are not well understood. Additionally, as funding agencies shift toward supporting institutional change to biomedical training, less is known about the extent to which sustainability strategies can support long-term institutionalization of the original goals of the grant-funded initiative. The purpose of this study is twofold: to identify strategies used by grant-funded programs for promoting sustainability, and to examine the interrelations between the concepts of sustainability and institutionalization during early stages of grant-funded biomedical career training efforts.MethodsWe employed a multiple case study design and cross-case analysis using interviews of program administrators and participants from 10 undergraduate institutions that received Building Infrastructure Leading to Diversity (BUILD) awards funded by the National Institutes of Health (NIH).ResultsBUILD sites engaged in the following strategies to develop program sustainability: 1) scaling and adapting to expand programmatic impact, 2) identifying additional funding and cost-cutting measures, 3) developing and maintaining infrastructure and structural operations, 4) leveraging relationships and with intra-and inter-institutional partners, and 5) and addressing hiring, policies, and reward systems at the institution. Senior administrative support supported program sustainability and early institutionalization, although we also identified situations where participants felt that they were on track for sustainable changes without administrative support or institutional change. Of the strategies identified, those that involve organizational and infrastructural changes contribute to early stages of institutionalization.ConclusionsThis study contributes to literature on organizational change by providing evidence of distinctions and interrelations between program sustainability efforts and institutionalization of change efforts in that some sustainability strategies can overlap with strategies to move toward institutionalization. The findings indicate the importance of program administrators developing early sustainability plans that also lead to institutionalization, as well as an opportunity for funding agencies to develop technical assistance on sustainability, organizational change, and institutionalization as a resource to support program administrators’ efforts toward making lasting, structural change on their campuses.

AI-Assisted Hiring Process and Older Workers: An Exploratory Study

An increasing number of companies have adopted an artificial intelligence (AI) hiring system such as resume screening and/or AI-powered video interview. This study explored older adults’ attitudes toward AI and their intentions to apply for jobs based on AI-assisted hiring process. Data came from an online survey in South Korea (N=123). Results showed an acceptable reliability of the scale of attitudes toward AI (Cronbach’s a = 0.72) and indicated no statistically significant differences in the attitudes toward AI across age groups (F(4,118) = 0.41, p = .80). However, a one-year increase in age was associated with a 5.8% decrease in the likelihood of decisions to apply for jobs based on AI-assisted hiring process after accounting for attitudes toward AI as well as socioeconomic status. The findings raise a concern about older workers’ constraints in job mobility as well as early retirement due to technological change in the hiring process.

Catholic Slaveowners and the Development of Georgetown University’s Slave Hiring System, 1792–1862

Abstract This article examines the place of enslaved laborers in the founding and operations of Georgetown University. It draws evidence from the school’s administrative and financial records; the archives of the Maryland Province of the Society of Jesus; and manuscript collections in Maryland and Washington, DC. The school generally rented rather than bought and owned enslaved people to work on campus. The school used its position as a provider of education and religious services to obtain enslaved laborers from two types of Catholic slaveowners: priests and parents—women in particular—who sent their children to Georgetown. Enslaved laborers worked at the school from its earliest days until the abolition of slavery in Washington, DC, in 1862. Indeed, the school’s last enslaved worker, Aaron Edmonson, left campus in March of 1862, only a month before the passage of the Compensated Emancipation Act of the District of Columbia.

Can AI hiring systems be made antiracist? Makers and users of AI-assisted recruiting software reexamine the tools' development and how they're used - [News

Two years ago, Amazon reportedly scrapped a secret artificial-intelligence hiring tool after realizing that the system had learned to prefer male job candidates while penalizing female applicants—the result of the AI training on resumes that mostly male candidates had submitted to the company. The episode raised concerns over the use of machine learning in hiring software that would perpetuate or even exacerbate existing biases.

Crossing academic borders: exploring the role of social capital in academic hiring

ABSTRACT Academics are increasingly seeking employment abroad. Despite their growing number, there is limited research on how academics secure positions at foreign universities. The literature does indicate however, that academic hiring is not a standardised meritocratic process, but influenced by academic tradition and social capital. Drawing on this perspective, this study explores the role social capital plays among international and local hires at two universities (located in the U.S. and Flanders), that exhibited contrasting approaches towards recruiting foreign talent. At the U.S. university, social capital was used to counterbalance lacking elements in a candidate's curriculum vitae related to their professional experience. At the Flemish university, social capital was used to signal a candidate's compatibility with the ethos of the hiring university or system. The study demonstrates that the role social capital plays is not exclusively determined by nationality but linked to an academic's professional background which signals their insider/outsider status in the system of their employment.

Elementary science teacher education in Korea: past, present, and future

This paper will present how the preservice elementary teacher education institutions have changed, what has become the qualification of teachers, and what is the hiring system. The development process of elementary teacher education institutions in Korea can be classified into four stages. The earliest national training for elementary school teachers started after World War II and continued both during and after the Korean War. From 1951 until 1961, elementary school teachers were required to have completed secondary school. However, from 1962 through to 1980, teachers needed to have completed high school and then be trained in two-year colleges. Finally, starting in 1982, elementary teachers began being trained in four-year universities. From this time, graduate schools began to be founded in national universities to focus on education and to both prepare preservice elementary school teachers to promote inservice teacher professionalism. Currently, there are 13 elementary teacher education institutions in Korea. This paper provides an overview about how science education courses are taught in these institutions and explains the pathways to becoming an elementary school teacher in Korea. Based on this historical review of the elementary teacher education system in Korea, I discuss future directions for continued research and development in primary education, especially in science.