Mobility Of Personnel Research Articles

Current issues of mobilization in wartime

Ukrainian resistance to full-scale armed aggression of the enemy has been going on for the third year. During this time, a significant number of social processes and institutions have changed taking into account the realities of wartime. This is also evidenced by a significant number of legislative changes, initiatives and political discussions. Current issues of mobilization and reservation were discussed at the Association of Lawyers of Ukraine on September 17, 2024. The organizers of the event were four committees of the APU: the Committee on Military Law, Military Justice and Protection of Veterans’ Rights, the Committee on Labor Law, the Committee on Sports Law and the Committee on Agrarian Law. Mobilization training and mobilization are components of a complex of measures carried out to ensure the defense of the state (the Law of Ukraine «On Mobilization Training and Mobilization»). One of the hottest topics throughout the years of the war was and remains the topic of mobilization and reservation of military personnel. Of course, laws regulating public relations in the field of national defense, military service, and military registration have always existed. However, most of them did not take into account the subtleties of the war period that arose in practice. Therefore, starting from February 2022 and to this day, the legislator has been actively adopting new regulatory legal acts that amend existing legislative acts, determine the procedure for implementing certain procedures, etc. From the very beginning of the full-scale armed aggression against Ukraine, much attention has been paid to the Law of Ukraine “On Mobilization Training and Mobilization”, which determined the principles of mobilization of military personnel, categories of persons entitled to a deferral from conscription, as well as other relevant issues. At the same time, for more than two years, problematic issues that arose in practice were not regulated by any legislative act, and the only source of information was judicial practice and numerous explanations by officials. A powerful information campaign, demobilization deadlines and a fair recruitment system are needed to resolve these problematic issues that have arisen.

International Collaboration and Diplomacy in Disaster Management: Analyzing Türkiye's Response to the 2023 Nigerian Floods

Disaster management has increasingly become a platform for international collaboration and diplomacy, highlighting the role of state and non-state actors in addressing transnational crises. This study examines Türkiye's response to the 2023 Nigerian floods, focusing on its humanitarian aid efforts and diplomatic engagement. The floods, among the most severe in Nigeria’s recent history, caused widespread devastation, including significant loss of life, displacement, and economic disruption. Through the lens of disaster diplomacy, the article evaluates Türkiye’s mobilization of resources, personnel, and financial assistance, alongside its coordination with Nigerian authorities and international organizations. Primary data from official reports, statements by Nigerian and Turkish authorities, and secondary literature provide insights into the disaster's scope and the effectiveness of Türkiye’s interventions. This study contributes to the broader discourse on international disaster management by identifying best practices and areas for improvement in Türkiye’s approach. It concludes with recommendations for strengthening bilateral and multilateral frameworks to enhance the resilience of disaster-prone regions like Nigeria. This research has implications for policymakers, humanitarian actors, and scholars of international relations.

STRATEGIC ASPECTS OF TALENT MANAGEMENT IN A BUSINESS ORGANIZATION

The workforce shortage in the market, combined with the lack of important competencies and the high personnel mobility, are becoming a critical factor in the development of business organizations around the world. The lack of highly qualified personnel for domestic business organizations that operate under conditions of military aggression from Russia is particularly painful. Strategic talent management is a response to the need to increase the efficiency of intellectual resources usage in order to solve a wide range of organizational tasks, in particular, developing innovative products, optimizing management decisions, achieving competitive advantages and creating additional value. Developing a talent management strategy is considered as the starting point in talent management. A talent management strategy aims to improve business efficiency and is a step-by-step program of actions to optimize the performance of high-performing employees through the application of various management tools in the process of attracting, adapting, developing, motivating and retaining talent. The purpose of the article was to establish the principles of construction and a general algorithm for developing a talent management strategy in a business organization. Based on the defined principles, a three-stage scheme for developing a talent management strategy was formed. The initiation stage establishes the key parameters of the strategy development process, taking into account strategic goals and resource constraints. The activation stage determines measures to attract and adapt talents to reach a stable level of productivity. The integration stage refers to measures aimed at ensuring the long-term life cycle of talents, their deep awareness of their role, the achievement of optimal productivity and valuable results for the company. As a practical tool, a template of nine blocks is offered that reflect the specific management actions needed to develop a sound talent management strategy. This allows to provide analysis of the current situation in talent management and develop a reasonable program of actions regarding further measures of effective interaction with them to achieve the organization's strategic business goals.

Analysis of Dermatovenerological Pathology Among Military Personnel During Outpatient Clinic Admission in Ukraine

Amidst the rising number of COVID-19 cases, particularly due to the emergence of a new Omicron variant known as “FLIRT,” Ukraine is also experiencing the prolongation of martial law and ongoing mobilization of military personnel. These concurrent events have led to a significant increase in the number of soldiers presenting with various skin lesions at military hospitals. The heightened stress, close living quarters, and potential neglect of personal hygiene during mobilization may contribute to the exacerbation and spread of dermatological and venereal diseases among troops. This surge in dermatovenerological conditions has resulted in a substantial backlog of patients awaiting outpatient consultations. The situation underscores an urgent need to analyze the structure and prevalence of skin pathologies among military personnel, categorized by nosological entities. By conducting a thorough analysis, healthcare providers can identify common conditions, recognize patterns of disease transmission, and understand the underlying factors contributing to this increase. Such insights are crucial for improving and optimizing the provision of specialized medical care at different levels within the military healthcare system. Enhanced understanding will facilitate the development of targeted prevention strategies, efficient resource allocation, and tailored treatment protocols. This will not only alleviate the current strain on medical facilities but also improve overall health outcomes for soldiers during this critical period. Addressing these challenges is essential for maintaining the operational readiness of the military forces and ensuring the well-being of those serving during the mobilization in Ukraine.

Cross-border personnel mobility and bilateral value chain linkages: Evidence from visa liberalization in China

The cross-border personnel mobility has emerged as a crucial feature and trend in the process of globalization. This paper examines the impact of unilateral visa-free-entry policies in China on bilateral value chain linkages using a DID model. The research reveals that the implementation of visa-free-entry policies significantly promotes bilateral value chain linkages, with this effect lasting for approximately four years. Mechanism tests suggest that visa-free-entry policies facilitate the acquisition of soft information and strengthen the linkage between domestic and foreign value chains through three pathways: promoting information dissemination, enhancing the trust environment, and extending production steps. Heterogeneous analysis demonstrates that the positive impact of cross-border personnel mobility is more pronounced in low asset-specific industries, manufacturing, and the service sector. It has a greater effect on forward value chain linkages and high-value chain linkage industries. This paper provides valuable insights for the rational simplification of cross-border personnel mobility restrictions and procedures.

New German Administrative Guidance Concerning Permanent Establishments: A Chance to Reflect on the Application of the AOA in Relation to the Global Mobility of Personnel

This article addresses the topic of remote working, highlighting recent German administrative rules on permanent establishment and place of management and discussing the issues involved in income allocation.

PAM: Research on posture alignment method for camera robot system

By acquiring the posture information of the rigid body with markers, the camera motion on the robot end-effector can be controlled remotely. The essential step of posture alignment in teleoperation is to calibrate the transformation matrix of the world coordinate system of the optical motion capture system and the robot base coordinate system. It was necessary to change the position and attitude of the camera robot in the studio frequently. At the same time, the studio was complex with strong personnel mobility, thus the world coordinate system of the optical tracking system in the studio was needed to be re-established frequently. These two points asked the pose calibration scheme of the camera robot in the optical tracking system to be convenient and universal. In this paper, a novel posture alignment method (PAM) was proposed, which was an automatic, accurate and quick method to complete the posture alignment for related coordinate systems without non-systematic errors. PAM was applied to teleoperation for camera robot by inverse movement matrix. The comparative experiments prove that the proposed method is better than manual method, with higher precision and stability, more flexible physical setting for reference coordinate system, and shorter operation time consuming. Meanwhile, PAM is more suitable for camera robot teleoperation than existed automatic method, because it does not require paying attention to the calibration postures.

Mobility of technicians and green innovation efficiency improvement: empirical analysis and policy implications in Chinese cities

ABSTRACT This study aims to explore the relationship between technicians’ mobility and green innovation efficiency in Chinese cities and proposes policy recommendations based on these findings. This study analyses data from 275 Chinese cities from 2011 to 2020 using the Spatial Durbin Model to examine the impact of technical personnel mobility on green innovation efficiency in local and adjacent areas and its transmission mechanism. The results indicate that technical personnel mobility significantly enhances green innovation efficiency in both local and adjacent areas, with a more pronounced effect in innovative cities and areas preferred by technical personnel. Additionally, the synergistic effect of government green innovation attention and the transmission effect of industrial structure upgrades further strengthen this positive impact. Based on these findings, it is recommended that enterprises, universities, and government agencies collaboratively enhance the mobility of technical personnel and cross-sector innovation. It is also advised to construct regional mechanisms for green innovation cooperation, and further boost green innovation efficiency by optimizing industrial configurations and intensifying awareness of green innovation. This study provides valuable references for attracting regional talent and innovation-driven high-quality development.

Trends in the mobility of primary healthcare human resources in underdeveloped regions of western China from 2000 to 2021: Evidence from Nanning

ObjectiveThis research aimed to identify the fundamental and geographic characteristics of the primary healthcare personnel mobility in Nanning from 2000 to 2021 and clarify the determinants that affect their transition to non-primary healthcare institutions.MethodsThrough utilizing the Primary Healthcare Personnel Database (PHPD) for 2000–2021, the study conducts descriptive statistical analysis on demographic, economic, and professional aspects of healthcare personnel mobility across healthcare reform phases. Geographic Information Systems (QGIS) were used to map mobility patterns, and R software was employed to calculate spatial autocorrelation (Moran’s I). Logistic regression identified factors that influenced the transition to non-primary institutions.ResultsPrimary healthcare personnel mobility is divided into four phases: initial (2000–2008), turning point (2009–2011), rapid development (2012–2020), and decline (2021). The rapid development stage saw increased mobility with no spatial clustering in inflow and outflow. From 2016 to 2020, primary healthcare worker mobility reached its peak, in which the most significant movement occurred between township health centers and other institutions. Aside from their transition to primary medical institutions, the primary movement of grassroots health personnel predominantly directs towards secondary general hospitals, tertiary general hospitals, and secondary specialized hospitals. Since 2012, the number and mobility distance of primary healthcare workers have become noticeably larger and remained at a higher level from 2016 to 2020. The main migration of primary healthcare personnel occurred in their districts (counties). Key transition factors include gender, education, ethnicity, professional category, general practice registration, and administrative division.ConclusionsThis study provides evidence of the features of primary healthcare personnel mobility in the less developed western regions of China, in which Nanning was taken as a case study. It uncovers the factors that impact the flow of primary healthcare personnel to non-primary healthcare institutions. These findings are helpful to policy refinement and support the retention of primary healthcare workers.

Dilemma in primary care facility development:a qualitative study based on grounded theory in Guilin city

BackgroundSince the new medical reform, remarkable progress was achieved in primary care facilities in the number of consultations and essential public health service program. However, the problems including low quality and high mobility of personnel, weakened capacity and low efficiency of service still remain. Therefore, it has become an urgent task to solve the dilemma in primary care facility development. ObjectiveTo analyze the development dilemma of primary care facilities and propose corresponding countermeasures. MethodsFrom April to May 2021 the managers of 16 primary care facilities in 6 counties and 2 districts in Guilin were selected using multi-stage sampling method and invited to attend semi-structured interviews, which main contents included resource allocation, service capacity building, health insurance policy implementation, and development dilemmas. Grounded theory method was applied to classify, summarize and refine the original interview data at each level by NVivo 11.0 software. ResultsA total of 38 initial concepts, 9 initial categories, 4 main categories, and 1 core category were extracted, and nodes of stagnation in four dimensions including "Constraints in Resource Allocation," "Deviation in Functional Positioning," "Obstacles in the approach of the joint reform of 3Ms(medical service system, medical security system and medicine system)," and "Lack of Cohesion in Hospital Group Construction" were obtained. ConclusionThe development of primary care facilities is constrained by a variety of factors, with resource allocation balance and compensation mechanism improvement as core issue, "approach of the joint reform of 3Ms" as an external condition, "adjustment of functional positioning"(adjustment of functional positioning of primary care facilities) as key link, and the construction of cohesion hospital group as important approach.

Inisiasi Pembentukan Angkatan Siber dan Digital dalam Organisasi Tentara Nasional Indonesia

In the era of digital transformation, every country in the world must be able to adapt and adopt these changes as a strategy to strengthen national defense because cyberspace in relation to international relations can be a source of various potential threats, vulnerabilities, and insecurity in the international order. China recognized the importance of AI in shaping the future global economic, military and geopolitical environment, and launched the "Next Generation Artificial Intelligence Development Plan." which aims to become a global leader in AI by 2030. The research method used is prescriptive analysis and qualitative data analysis. Based on the results of the study, there are 4 (four) important points to realize this, namely the alignment of regulations related to cyber and digital in Indonesia with the initiation with revisions both in the form of proposed new articles and / or reviews in Law Number 34 of 2004 concerning the Indonesian National Army, then digital infrastructure development in Indonesia, digital literacy development in Indonesia, and appropriate personnel mobilization strategies based on the state of human resources in Indonesia.

Nearly Zero-Energy Building Load Forecasts through the Competition of Four Machine Learning Techniques

Heating, ventilation and air conditioning (HVAC) systems account for approximately 50% of the total energy consumption in buildings. Advanced control and optimal operation, seen as key technologies in reducing the energy consumption of HVAC systems, indispensably rely on an accurate prediction of the building’s heating/cooling load. Therefore, the goal of this research is to develop a model capable of making such accurate predictions. To streamline the process, this study employs sensitivity and correlation analysis for feature selection, thereby eliminating redundant parameters, and addressing distortion problems caused by multicollinearity among input parameters. Four model identification methods including multivariate polynomial regression (MPR), support vector regression (SVR), multilayer perceptron (MLP), and extreme gradient boosting (XGBoost) are implemented in parallel to extract value from diverse building datasets. These models are trained and selected autonomously based on statistical performance criteria. The prediction models were deployed in a nearly zero-energy office building, and the impacts of feature selection, training set size, and real-world uncertainty factors were analyzed and compared. The results showed that feature selection considerably improved prediction accuracy while reducing model dimensionality. The research also recognized that prediction accuracy during model deployment can be influenced significantly by factors like personnel mobility during holidays and weather forecast uncertainties. Additionally, for nearly zero-energy buildings, the thermal inertia of the building itself can considerably impact prediction accuracy in certain scenarios.

МЕХАНІЗМ УПРАВЛІННЯ СОЦІАЛЬНОЮ МОБІЛЬНІСТЮ ПЕРСОНАЛУ: ТЕОРЕТИЧНІ АСПЕКТИ

The article highlights approaches to the management of social mobility in the context of the current challenges and threats posed by the full-scale war and the consequences of the COVID-19 pandemic. The author researches and analyses the management process from different perspectives, namely, from economic, social, and legal points of view. The methods and means of mutual influence of the subjects and the object of management of social mobility of personnel are characterized. The influence of factors on the development of social mobility among personnel through the interconnection of state institutions, trade unions, and employers is substantiated. The interrelation between the elements of the process of managing the social mobility of staff is considered with a view to intensifying socio-economic changes and generating innovative ideas aimed at solving social problems through an appropriate mechanism. The article emphasizes the development of human capital in the working population and the growth of quality of life due to the strengthening of the processes of social mobility of personnel. The author identifies the levers of influence of the subjects of social mobility management through the introduction of regulatory policy measures, the concept of decent work, social justice, and human capital. The importance of social dialogue in addressing pressing employment issues through the active involvement of employers and research institutions, the dissemination of information on labour market trends, expanding access to educational and training opportunities, and increasing the diversity of career prospects is emphasized. It is determined that the mechanism for managing the social mobility of enterprise personnel is its ability to accumulate, preserve, implement, improve, and restore labour potential in space and time to obtain a qualitative result of human capital management. This article examines both objective and subjective factors of influence on the mechanism of management of social mobility of personnel and identifies their division into those related to qualitative characteristics of a personality, those related to working conditions, and individual characteristics and interests of a personality.

Digital economy, resource distortion and low-carbon inclusive development-Evidence from the perspectives of a threshold effect and knowledge spillover effect.

The low-carbon economy represents a global transformation that encompasses production methods, lifestyles, values, national interests, and the destiny of humanity. As a significant contributor to carbon emissions, China has made a momentous strategic decision on carbon peaking and neutralization, infusing momentum into the global effort to address climate change. The rapid growth of the digital economy offers a fresh approach to achieving the "double carbon" objective and advancing the development of low-carbon transformation. Based on the panel data of 30 provinces in China, this paper uses the least square method to investigate the impact of digital economy development on regional low-carbon inclusive development. It is found that there is a significant inverted U shape in the impact of the digital economy on low-carbon inclusive development and the mechanism is resource allocation and ecological inequality. The threshold test found that the role of the digital economy in promoting low-carbon inclusive development shows a marginal decreasing trend. The inverted U-shaped impact of the digital economy on low-carbon inclusive development in the eastern and coastal areas and areas with a low level of factor productivity is more significant. Based on the knowledge factor spillover perspective, we found that the impact of the digital economy on low-carbon inclusive development has a spatial spillover effect, and this effect is more obvious under the role of R&D personnel mobility.

ТРАНСФОРМАЦІЯ ФУНКЦІЙ УПРАВЛІННЯ ПЕРСОНАЛОМ В УМОВАХ ЗМІН

The article is devoted to issues of changing the function of personnel management in the period of changes and transformations. The purpose of the article is to systematize and generalize the processes of transformation of personnel management functions that occur under the influence of economic changes and digitalization; researching the possibilities of competent people management in a period of change and determining the main areas of HR affected by the changes. The topic is extremely relevant, because in a period of rapid changes in the business environment, where the competition for talent is constantly growing and technological innovations are constantly developing, the ability to effectively manage human capital becomes the main condition for success. Empirical research methods have been chosen to study the topic. The evolution of the personnel management function continued continuously. However, now, in the conditions of new realities, the transformation of HR has become especially necessary. This was caused by rapid digitization and development of the digital economy, personnel mobility, constantly changing employee motivations, and the emergence of hybrid work schedules. The transformations affected the following areas of HR: 1) Culture and communication in the company – Readiness for challenges and risks, the ability to quickly adapt, collective cooperation, gender equality, increasing the role of corporate culture; 2) Organizational structure – moving away from clear centralization and hierarchy, replacing control with delegation and cooperation; 3) Training, evaluation and development of employees – increasing the weight of knowledge, career management, individualized development; 4) Search and selection of personnel – automated search for candidates, chatbots, use of recruiting software, video interview as the first stage of the interview, selection of candidates based on values; 5) Staff motivation – paying more attention to the needs of employees and their job satisfaction, creating an effective system of material and non-material incentives; 6) Automation – the transformation of HR processes through social, mobile, analytical and cloud technologies allows to reduce the amount of paper media and documentation, increase the reactivity of personnel management procedures and operations, reduce their labor intensity, make all HR activities more mobile and optimized; 7) Changing the model of labor relations – gig contracts, short-term projects, remote work, hybrid work schedules, outsourcing; 8) New HR technologies – HRM, Big Data, ERP systems. Therefore, the main goal of the transformation of the personnel management function is to optimize and increase the effectiveness of the management process aimed at the human component of the organization, which is achieved through the search and application of more effective personnel management methods and tools.

The role of governmental leadership mobility in stimulating technological innovation diffusion: city mayor and secretary transfer networks in China

ABSTRACT While the study of government leadership mobility has made significant contributions, it has primarily focused on policy innovations, neglecting the pivotal role of technological advancements that have revolutionised government operations and productivity in recent decades. This study describes how leadership mobility functions as a conduit for fostering local technological innovation. Based on data on the mobility of mayors and party secretaries in 282 Chinese cities from 2004 to 2015, we find that the mobility of city officials between municipal governments can facilitate the diffusion of technological innovation. We also find that leadership mobility in a similar institutional background enhances the diffusion of technological innovation, whereas relocating leadership to cities with a more market-oriented orientation facilitates the diffusion of technological innovation. This article expands upon conventional research on innovation diffusion and offers a practical reference for the mobility of government personnel.

Research of a Multi-Level Organization Human Resource Network Optimization Model and an Improved Late Acceptance Hill Climbing Algorithm

Complex hierarchical structures and diverse personnel mobility pose challenges for many multi-level organizations. The difficulty of reasonable human resource planning in multi-level organizations is mainly caused by ignoring the hierarchical structure. To address the above problems, firstly, a multi-level organization human resource network optimization model is constructed by representing the turnover situation of multi-level organizations in a dimensional manner as a multi-level network. Secondly, we propose an improved late acceptance hill climbing based on tabu and retrieval strategy (TR-LAHC) and designed two intelligent optimization operators. Finally, the TR-LAHC algorithm is compared with other classical algorithms to prove that the algorithm provides the best solution and can effectively solve the personnel mobility planning problem in multi-level organizations.

New Retailing Mode: Analysis on Burberrys Marketing Strategy Through Literature Review

The new retail model is one of the focuses of today's research. Researchers have found the progress of the new retail model of luxury goods, but there is still no unified explanation on how to transform and utilize the new retail to make money. Therefore, this paper focuses on explaining how to solve this problem. This study is a case investigation of omnichannel strategy, a new retailing mode, exploited by the fashion luxury brand Burberry within a few years. By reviewing its development and performances, and referring to the current state of marketing, this study analyzed several advantages of its multichannel strategy and pointed out the weaknesses of this new mode. The findings show that this innovative and customer-oriented brand has utilized digital element both in offline and online stores, emphasizing the uniqueness and exclusiveness of features in luxury brand, to meet customers emotional needs and provide seamless, supreme shopping experience. However, relatively lacking in the promotion of sustainable concepts and gradually losing pricing advantages, compared with its counterparts, the findings suggest that Burberry reconsider and implement their initiatives. Hence, this study also offers practical suggestions for further steady development in the mobility of personnel and capital.

From a peripheral town to the Silicon Valley of northern Israel

ABSTRACT This article examines how the small peripheral town of Yoqneam became one of the largest high-tech centres in Israel. It does so by using official data analysis and in-depth interviews with key figures to construct a holistic model that explains the town’s phenomenal success in upgrading its socioeconomic level from 3 to 7 in 25 years. Four major success anchors have been identified: a) Employment opportunities that include high paying jobs in innovative clean industrial parks that enable personnel mobility and experience sharing; b) High standard of living that includes an excellent education system, along with various housing opportunities and beautiful surroundings; c) Growth accelerators, such as technological incubators that can contribute towards the transformation of this peripheral area into a technological centre; and d) Efficient transportation system that connects the town to the country’s business centre, as well as to knowledge centres such as universities.

Staff rotation: resources of the institutional channel of personnel professionalization and the instrument (procedure) of public service personnel management

In the article, the authors define the main tasks that should be solved by job rotation in the public (civil) service. Also, the authors proposed a system of functions as results of the personnel management process, which should be possessed by job rotation. The research was carried out in the paradigm of formation of professional mobility of personnel. The authors summarized that the following job rotation tasks are most common in practice: formation of professional competence, enrichment of professionalism, professional suitability; acquisition of competencies of related positions; transfer of personnel to other positions in order to determine the most optimal option for their placement; prevention of professional deformation; formation of personnel reserve; prevention of corruption.
 It is noted that suitability for job rotation also depends on the effectiveness of the previous professionalization process in terms of assessing the general professional mobility of the candidate as his ability to relatively quickly acquire relevant job competencies and switch to individual innovation in work.
 From a functional point of view, job rotation should be used in the processes of: professional orientation of personnel; its selection (recruitment, selection, selection) and subsequent professional evaluation; professional motivation; professional adaptation; for professional activation; continuous education (training) and professional education.
 It was concluded that the new vision of the functional purpose of job rotation consists in the fact that it can be productively used in the processes of: professional orientation of personnel; its selection (recruitment, selection, selection) and professional evaluation; professional motivation; professional adaptation; professional activation; continuous education (training) and professional education.