Personnel Management Research Articles

Training Needs Assessment (TNA) of the Women and Children Protection Desk (WCPD) Investigators: Basis for a Proposed Enhancement Program

The thrust of the PNP is the continuing development and well-being of women and children investigators. To this end, a training needs assessment was conducted. This assessment is considered hybrid because it includes self-care, particularly the psychosocial and mental health needs of the WCPD investigators in their training. This study used a quantitative and descriptive approach to gather and analyze data. The questionnaire, which consisted of a 4-point scale, was used to assess the training needs of the WCPD personnel of the NCRPO from the regional headquarters down to its 5 district offices (NPD et al., and QCPD). Notably, the result of the study shows that family and self-care, including psychosocial and mental health, are highly needed as they describe the development and maintenance of stable physical and mental health. Additionally, the data gathered affirm that training and personnel capability enhancement and management and administration of assignments are highly needed. Specifically, the areas such as deployment of policewomen in the WCPD, placement of female WCPD Chief and personnel, Staffing Pattern and provision of an adequate number of personnel, strengthening of WCPC in the management of human resources, streamlining and efficient system of processing of the request for reassignment and placement of personnel, including the policy on reassignment, Standardization of WCPD offices, localization of assignment of WCPD investigators and required years of stay in the WCPD, are the points to be considered and improved in order to achieve optimum performance of WCPD as an office/ unit. Thus, the study provides an enhancement program for the training needs of WCPC investigators.

Research on Identification of the Capacity Influencing Factors of Youth Sports Clubs in China

Since the 1970s, nonprofit organizations have identified organizational capacity as the key to improving organizational effectiveness. Youth sports clubs have long been trapped in a predicament that makes it difficult for them to keep non-profit nature, operate independently and maintain high performance for a long time. This study investigates which influencing factors can act on the capacity of youth sports clubs to ensure their non-profit nature whilst achieving healthy and sustainable development. The organizational theory systems view emphasizes the relationship between open internal structures and the role of external environmental factors, therefore the capacity influencing factors of youth sports clubs can be comprehensively considered to achieve this by considering both the internal and external influencing components of organizational capacity. The focus of this study was obtained by searching 11 relevant policy documents, 21 papers, and in-depth interviews with 26 experts including youth sports club managers, coaches, and venue management personnel and scholars studying in the field of youth sports research or practice. The study revealed the internal and external influences on youth sports club capabilities, including strategic leadership, service innovation, resource acquisition, network relationships, policy, social media, and environmental uncertainty; and constructed a relationship between internal and external influences on youth sports club capabilities and organizational effectiveness. In addition, we found that Social media had the highest weight, policy had the lowest weight, and the rest of the influences did not differ significantly by the method of the weight calculation. We recommend that youth sports clubs increase the application of social media, stimulate employees' service and innovation ability, and cultivate the strategic leadership ability of leaders.

Current issues of staff motivation by the example of a tourism industry enterprise

In the presented article, the author examines the issues of personnel motivation management. Currently, no one doubts that the most important resource of any company is its employees, in this regard, the relevance of the topic of the scientific article is due to the extremely important role of motivating the workforce needed by the enterprise, since the success of any organization in modern conditions depends on its ability to maximize the use of available resources. Every company that is serious about personnel management issues tries to develop its own motivation management system for its employees.

Revitalizing Indonesian Tourism: Insights from Gunungkidul Regency's Communication Strategy

Tourism is a crucial part of Indonesia's economy, thanks to the country's natural beauty and attractions. However, the COVID-19 pandemic has presented significant challenges to the sector, requiring innovative strategies to revive it. This study examines the communication strategy of the Gunungkidul Regency Tourism Office, focusing on how it navigates the complexities of the new normal era. The study uses a qualitative descriptive approach and centers on the Gunungkidul Regency Tourism Office. Data was gathered through observation and documentation of tourist sites and interviews with tourism officials, site management personnel, and tourists from June to July 2021. The study found that the Gunungkidul Regency Tourism Office diligently adopted key communication strategy phases, including audience profiling, message formulation, method selection, and media choice. They also provided fundamental components of tourism development, such as attraction, accessibility, amenities, and ancillary, to cater to tourist demands. The strategy emphasizes effective communication to engage diverse stakeholders, using audience segmentation and engagement and multimedia platforms to ensure maximal outreach and resonance. The findings highlight the importance of crisis communication best practices, audience segmentation, and evaluating tourism community resilience, which are essential for crafting a resilient and sustainable tourism ecosystem.

Extending X-reality technologies to digital twin in cultural heritage risk management: a comparative evaluation from the perspective of situation awareness

DT systems, characterized by real-time capabilities, high precision, and high integration, have become essential in various domains. In the context of cultural heritage, a DT system encompasses comprehensive information about heritage sites, contextual data, and expert knowledge, forming a complex dynamic system. The substantial volume of information and diverse sources significantly increases the cognitive load for management personnel in understanding on-site situations. This study, from the perspective of situational awareness, introduces X-reality technologies (VR and AR) into DT systems for cultural heritage risk management. The aim is to evaluate the effectiveness of different X-reality technologies in cultural heritage risk perception and their impact mechanisms. A total of 184 participants were divided into two groups and experienced three different applications (2D desktop, VR, and AR). Using situational awareness rating techniques, participants' responses were measured across three dimensions: attention resource demand, attention resource supply, and understanding of the situation. SEM was employed to estimate the stability of the scale data. The results indicate that, compared to traditional 2D desktops, both VR and AR demonstrate advantages in enhancing heritage risk situational awareness. However, in AR mode, no significant advantages were found in the dimensions of attention resource demand and attention resource supply compared to traditional 2D desktop applications. Furthermore, a significant difference in immersion between VR and AR was found to affect the attention resource demand dimension. Although the results suggest differences in the interactivity of VR and AR in affecting the attention resource demand dimension, no significant differences were found. By comprehensively understanding the functional mechanisms of X-reality technologies in influencing cultural heritage risk situational awareness, this study provides design references for constructing DT systems for cultural heritage risk management. Additionally, it offers insights for heritage site managers, experts, and stakeholders to enhance risk perception efficiency, promoting more effective risk assessment, analysis, and strategic decision-making, thereby reducing damage to cultural heritage.

ПРОБЛЕМНЫЕ АСПЕКТЫ В РАБОТЕ С КАДРОВЫМИ РЕЗЕРВАМИ УЧРЕЖДЕНИЙ И ОРГАНОВ ФЕДЕРАЛЬНОЙ СЛУЖБЫ ИСПОЛНЕНИЯ НАКАЗАНИЙ И НАПРАВЛЕНИЯ ПОВЫШЕНИЯ ЕЕ ЭФФЕКТИВНОСТИ

The article provides theoretical justifications for the need to manage the personnel reserve, including in the public administration system. The personnel situation in the penal enforcement system is analyzed and the main problematic aspects of the formation of personnel reserves of institutions and bodies of the Federal Penitentiary Service of Russia are identified, as well as proposals for improving work with personnel reserves are formulated. The topic raised is relevant due to the fact that in modern socio- economic and political conditions, the main purpose of staffing the Federal Penitentiary Service of Russia is to preserve and strengthen the human resources of the penal enforcement system. In the mechanism for achieving this goal, the most important task is the formation and effective use of personnel reserves of institutions and bodies of the Federal Penitentiary Service of Russia to meet the needs of the system in qualified managerial personnel in a timely manner. The analysis made it possible to substantiate a set of measures to improve work with the personnel reserve of territorial institutions and bodies of the Federal Penitentiary Service of Russia, including proposals to increase the salary of employees filling the positions of managers (chiefs); to stimulate employees enrolled in the personnel reserve; to increase the number of professional training programs for employees. A systematic approach to the formation and training of a reserve of senior personnel of institutions and bodies of the Federal Penitentiary Service of Russia will ensure the creation of an effective personnel management system of the penal system.

A comprehensive perspective on potentially hazardous elements (PHEs) bound with particulate matters in ambient air of landfill sites: a systematic review and probabilistic risk assessment.

Air pollution from Potentially Hazardous Elements bound with particulate matter (PHEs bound PM) in landfill air is a significant concern for human health. To date, no comprehensive research has focused on the health risks of PHEs bound to PM in landfill air. This systematic review aimed to examine PHEs, including Lead (Pb), Cadmium (Cd), Chromium (Cr), Arsenic (As), Nickel (Ni), and Zinc (Zn) bound with PM in landfill air and assess the health risk for workers and waste management personnel. The systematically search was made in different electronic databases. After the screening, 18 most relevant studied focused on PHEs bound PM in landfill air were selected. The data extraction analysis indicated that mean concentrations of Pb, Cd, Cr, As, Ni, and Zn in landfill air were 0.3037, 0.0941, 0.4093, 0.0221, 0.2768, and 0.7622μg/m3, respectively. Except for Pb, the concentrations of other PHEs bound to PM exceeded USEPA air quality standards. In addition, Non-carcinogenic risks from Cd, Cr, and Ni exposure exceeded permissible limits (HQ > 1), while As had an HQ value of 0.401. Carcinogenic risks from As, Cd, Ni, and Pb exposure were 1.31 × 10-5, 5.10 × 10-4, 3.51 × 10-5, and 2.03 × 10-6, respectively. Notably, the lifetime carcinogenic risk for workers exposed to Cr in polluted air (6.17 × 10-3) exceeded permissible limits (10-4 to 10-6). In conclusion, given the high carcinogenic and non-carcinogenic risks of some PHEs bound PM in landfills, it is necessary to conduct more research on the health effects of interaction with these PHEs bound PM on communities and the environment in different countries. Also, it is necessary to evaluate the role of different landfill operational activities on atmospheric dispersion of PHEs bound PM) in landfill air.

Organizational and Social Psychological Foundations for the Development of Management Decisions

The head of a company makes important business decisions every day. The profit of the enterprise, the choice of reliable partners and the outcome of the work of the entire team depend on them. At the same time, all managers make management decisions differently. The article talks about the psychological basis for the development of management decisions. The social efficiency of a management decision is considered as the result of achieving social goals for a larger number of employees and the company in a shorter time, with fewer employees, and at lower financial costs. The organizational effectiveness of a management decision lies in the fact that the company’s personnel are involved in this work. Social is embedded in the personnel management mechanism, which includes levers of influence on people to coordinate their activities in the team. Formal relationships are consolidated in the form of functional or organizational structures of departments and the company as a whole. Informal (personal) relationships are established on the basis of common priorities of needs and interests, likes and dislikes. Informal relationships are also fixed in the form of a structure with leaders and subordinates, and have unwritten rules of relationship.

Sistem Pengelolaan Data Karyawan Secara Online di PT. DARMA HENWA, Tbk-ACP

The employee data collection system is an important part of employee management in the company. The information system required for the storage and management of employee information by PT Darma Henwa Tbk-ACP, a mining company in Asam-asam. In addition, this study also wants to find out the use of data collection information systems for employees at PT Darma Henwa Tbk-ACP and how this can affect operational efficiency and personnel management

The use of big data analytics for human resource management in an organization

Aim. To examine the application of big data in the field of human resource management and in organizational network analysis as a methodology to study the patterns of employee interaction within a formal organizational structure to improve the effectiveness of the human resource management system.Objectives. Theoretical analysis of existing methodologies for evaluating data on human resources of an organization to provide new opportunities for enterprise transformation; identification of hidden information on human resources and its use for internal staff development, retention and training; study of the possibilities of using organizational network analysis (ONA) to improve the effectiveness of human resource management.Methods. The authors used system and logical approaches, general scientific methods (analysis, synthesis), methods of comparative and economic analysis, analytical processing of information, graphical presentation of information.Results. The sources of big data are analyzed, the main indicators characterizing the state of personnel and allowing to forecast its development, dynamics of preservation of human resources in the organization, its training are allocated. The directions of using organizational network analysis in the personnel management system are proposed.Conclusions. The identified potential advantages of using organizational network analysis in the analytics of data on human resources in the organization will contribute to the reduction of staff turnover, optimization of staff structure, improvement of experience and knowledge sharing within the organization. This, according to the author’s position, will lead the enterprise to a positive economic effect and open new opportunities for its transformation

Review of the Training Room "The Role of Training Management Personnel"

In the context of human resources development (HRD), the role of training management personnel is crucial in ensuring the effectiveness and success of training programs [1]. This article aims to delve deeper into the roles and characteristics of the four main groups of training management personnel: instructors, educators, educational staff, and other personnel. Instructors, as the frontline in the teaching and learning process, play a crucial role in delivering content and facilitating learning. They not only possess adequate technical expertise in their respective fields but also have good communication skills to deliver information in an engaging and meaningful way to training participants. Educators, often integral parts of the teaching team, are responsible for curriculum planning, development, and management. They design effective learning strategies, develop relevant evaluation tools, and are responsible for continuous monitoring and improvement of training programs. Educational staff, on the other hand, are responsible for the administrative and operational management of training programs. They plan and organize training activities, manage facilities and available resources, and ensure that all administrative aspects run smoothly to support the smooth implementation of programs. In addition to these three main groups of training management personnel, there are also other personnel who support the implementation of training programs. This includes administrative staff handling general administration, technicians responsible for facility maintenance, and other facilitators who assist in the implementation of training activities. Through a deeper understanding of the roles and characteristics of each group of training management personnel, it is hoped that training institutions can improve the overall effectiveness, efficiency, and quality of the programs they offer, thereby making significant contributions to HRD and organizational quality improvement [ 4].

HR-MANAGEMENT DURING THE WAR: PERSONNEL SUPPORT

The relevance of the chosen topic is defined in the article. The essence of the concept of HR-management and personnel management is considered. The main differences in the application of HR-management and personnel management are studied. The scientific approaches to consider the elements of the personnel management system are defined. The values of personnel management are considered. The main components of personnel management in war conditions are studied. The functions of personnel management are defined. Challenges that arise in the personnel management system in connection with the beginning of military operations on the territory of Ukraine are considered. The dynamics of changes in the volume of average monthly salaries of employees and the level of unemployment in Ukraine are studied. According to the results of the review of the considered indicators trends changing, it`s possible to confirm that there is a multidirectional change in the average monthly salaries of employees and the unemployment rate in Ukraine. The importance of providing support to personnel who continues to work despite all the difficulties that arise today and may arise in the future is determined. The experience of remote control of the company`s personnel in the war conditions to ensure work efficiency and safety of employees is studied. A set of measures, aimed at supporting personnel in war conditions, are developed. The results of the conducted research are summarized and the prospects for continuing the research on the chosen topic are avaluated.

МАРКЕТИНГ ПЕРСОНАЛА: ИННОВАЦИОННЫЕ ТЕХНОЛОГИИ ИСПОЛЬЗОВАНИЯ ГЕНЕРАТИВНОГО ИСКУССТВЕННОГО ИНТЕЛЛЕКТА

The main characteristic of modern socio-economic development is the use of digital information technologies, in particular, the use of generative artificial intelligence. Artificial intelligence technologies are developing at a faster pace than originally predicted by specialists and scientists, while the areas of its use of generative artificial intelligence (AI) are also expanding. For example, the world experience of using AI in marketing personnel (selection, selection, formation of a personnel reserve, etc.) and directly in HR processes (onsite adaptation, training, payroll, termination, etc.) suggests that AI makes all processes more transparent, democratic, in compliance with the norms of social justice inherent in AI, which contributes to improving the efficiency of both HR management in the organization and the management system as a whole. The study examined the possibilities of using AI in personnel marketing and personnel management, the main positive aspects, and also paid attention to the main risks in this area. The use of generative artificial intelligence contributes to a multitude of benefits that increase the efficiency of personnel marketing and personnel management in the organization, which helps organizations scale, develop and rationally manage their resources, costs and efficiency.

SCIENTIFIC PROJECT TEAMS MANAGEMENT IN WARTIME REALITIES: PERSONNEL SECURITY ENSURING ASPECTS

The study is devoted to the scientific project teams management in the realities of wartime and personnel security ensuring aspects. The purpose of the work was to identify features that should be taken into account by personnel management and scientific and pedagogical personnel who are heads of scientific projects during the management of project teams engaged in research work under the influence of wartime risks. The research methodology means the use of content analysis and specialized literature processing, as well as taking expert opinion on modern features of scientific project management into account. As a result of the study, features were identified that should be taken into account by managers and scientific and pedagogical staff , including heads of scientific projects, when managing project teams mission is to provide research work under the influence of wartime risks; the characteristic features of the scientific projects management in comparison with applied research were investigated; the peculiarities of the scientific project team formation are determined, personnel risks accompanying the process of implementing a scientific project both in peacetime and in wartime are determined, and proposals are made for optimizing the management of scientific projects in the realities of wartime. The peculiarities of the scientific project team formation have been established, which include: the need for a team member to belong to the work team of a scientific institution or institution of higher education, the team members' compliance with the characteristics of active researchers, their availability of professional publications on the topic of the project; search for people with scientific degrees and scientific titles and united by common scientific interests. The field of application of research results is science management, project management, flexible management and team management in scientific and educational institutions, critical infrastructure enterprises and business structures.

Krause, Tobias A., Schachtner, Christian & Thapa, Basanta E. P. (Hrsg.) (2023). Handbuch Digitalisierung der Verwaltung. transcript Verlag. 420 Seiten. ISBN: 978-3-8252-5929-7 / ISBN: 978-3-8385-5929-2 (eBook). https://doi.org/10.36198/9783838559292.

The handbook Digitalisierung der Verwaltung provides meaningful knowledge on important management issues relating to the digital transformation in public administration and public service provision in Germany. 19 refreshing contributions shed light on personnel management, organisation, processes, and data infrastructure. With their valuable book, the editors not only address design features of digitalisation concepts, but also pose critical questions about implementation processes. The reader can learn from a multitude of illuminating practical examples, workable solutions and pioneering insights without ignoring the specific contextual factors of the political-administrative system in Germany. The book is aimed at public sector employees and executives, students and scholars, tech companies and service providers who deal with the digital transformation in public sector organisations.

Medical Resource Management in Emergency Hierarchical Diagnosis and Treatment Systems: A Research Framework.

The occurrence of major public health crises, like the COVID-19 epidemic, present significant challenges to healthcare systems and the management of emergency medical resources worldwide. This study, by examining the practices of emergency medical resource management in select countries during the COVID-19 epidemic, and reviewing the relevant literature, finds that emergency hierarchical diagnosis and treatment systems (EHDTSs) play a crucial role in managing emergency resources effectively. To address key issues of emergency resource management in EHDTSs, we examine the features of EHDTSs and develop a research framework for emergency resource management in EHDTSs, especially focusing on the management of emergency medical personnel and medical supplies during evolving epidemics. The research framework identifies key issues of emergency medical resource management in EHDTSs, including the sharing and scheduling of emergency medical supplies, the establishment and sharing of emergency medical supply warehouses, and the integrated dispatch of emergency medical personnel. The proposed framework not only offers insights for future research but also can facilitate better emergency medical resource management in EHDTSs during major public health emergencies.

The Influence of Personnel Management and Servant Leadership on Teacher Discipline

The Influence of Personnel Management and Servant Leadership on Teacher Discipline

Unlocking Success: Factors Influencing Zakat Collection and Reputation at Zakat Institution

This study aims to determine the factors that influence the increase in zakat collection and institutional reputation at the Muhammadiyah Zakat Infaq and Shadaqah Institution (LAZISMU). The variables studied are Digital Fundraising, Organizational Capability, Religiosity as independent variables. Increased collection as the dependent variable and institutional reputation as the mediating variable. The sample used was 249 respondents from the western, central and eastern Indonesian regions. Data analysis techniques using Structural Equation Model (SEM) techniques with the help of Smart PLS 4 statistical tools. The results showed that digital fundraising, organizational capabilities have a positive and significant influence on increasing zakat collection and institutional reputation. Religiosity has a positive and significant influence on increasing zakat collection. However, it has no influence on institutional reputation. The mediation results show that institutional reputation mediates the relationship between digital fundraising, organizational capability, religiosity to the increase in zakat collection. The implication of this research is that to obtain the level of trust of muzakki to pay professional zakat, it is necessary to pay attention to good institutional management and adequate personnel support so as to increase the collection of zakat and institutional reputation.

Workplaces of Today and Tomorrow to Attract and Retain Top Talent: Challenges and Opportunities with Remote / Hybrid Practices

The face and nature of the workplace are changing; remote work technologies and the capabilities of artificial intelligence are having a transformative effect on traditional norms of work performance, to which both employees and managers must adapt. The article analyzes the advantages and problems of remote work, its impact on staff turnover and retention, the sources and specifics of industrial stress during remote work, and the problem of environmentalization of workplaces with this format of work organization. The basis of the study was the results of an electronic survey from November 2023 till March 2024 of 40 specialists from the public and private sectors of South Florida (USA) who studied a postgraduate course in personnel management regarding their views, expectations, and preferences for onsite, remote and hybrid workplaces. Respondents gave answers to both closed and open questions to analyze the answers to which content analysis and inductive coding were used. 54% of respondents work in traditional offices, 32% can work remotely, and 14% of respondents have a hybrid work format. Analysis of the answers to the open questions allows us to determine the desired organizational culture format as flexible, remote/hybrid, positive, belonging/inclusive, work-life balance, and employee-oriented. The majority of respondents consider workplace design to be an essential determinant of labor productivity. Technologies for monitoring employees’ working hours for office, remote or hybrid work formats are different, and it is necessary to respect the employee’s right to privacy (20% of respondents consider regular monitoring appropriate, 50% – periodic, and 30% consider monitoring inappropriate). Organizations that organize a comfortable format of remote work for their employees are more likely to be able to attract and retain a talented workforce at a lower cost than those that require the presence of employees in the office (over the next decade, only 10% of respondents are willing to prefer working in the office, then as 90% – hybrid or remote work option). Based on the survey results, a list of criteria a company must fulfil to attract and retain talented employees and the characteristics of the most attractive work environment was formulated.

Avoiding an Impression of Surveillance

The National Labor Relations Board (NLRB) continues to take a hard line against employers who pose certain seemingly innocent questions or make apparently harmless statements to a voter during the preelection period. As a consequence, one unwitting query or remark from supervisory or managerial personnel may quash an employer's hard work in a winning campaign effort.