Placement Of Personnel Research Articles

КАДРОВЫЙ МЕНЕДЖМЕНТ НА РАЗНЫХ СТАДИЯХ РАЗВИТИЯ АПТЕЧНОЙ ОРАГНИЗАЦИИ (ОБЗОР)

This article discusses the main and most pressing issues related to personnel management at different stages of development of a pharmacy organization. In particular, it talks about the need for constant and effective improvement of personnel management, since, as a rule, the success and profitability of any organization, including a pharmacy, depends on the correct placement of personnel. The article also analyzes the functioning of personnel services at each individual stage of a pharmacy organization and provides recommendations aimed at improving personnel management.

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 cargo volume prediction and personnel arrangement based on logistics network sorting centers

Research on cargo volume prediction and personnel arrangement based on logistics network sorting centers

Роль психодиагностики в прогнозировании профессиональной успешности руководителей органов внутренних дел Российской Федерации

<p style="text-align: justify;">The article discusses the problem prediction of the professional success of the personality of the head of the internal affairs bodies. The features of the establishment of predictors of professional success of the heads of internal affairs bodies, which allow predicting their success, are revealed. The professional success of the head of the internal affairs bodies is being investigated as a set of personal qualities related to objective indicators that ensure effective management of their activities. The personal resources of the head are identified, which, when carrying out professional activities that require high psychophysiological endurance, specific psychological qualities and skills, contribute to their success. The authors present an algorithm for forecasting and improving the effectiveness of managerial activities of the head, since the use of psychodiagnostics in predicting the success of the leadership of the law enforcement system is one of the most important tasks. Psychodiagnostic indicators of the success of managers are revealed at the stage of professional psychological selection, in the process of training and placement of personnel.</p>

Mathematical model of in-line manufacturing of sections in a flexible shipyard production system

The assembly and welding production of the shipyard is a complex production system. Studying the functioning of its individual elements, the interrelationships between them, and responses to the disturbing effects of external and internal factors in real conditions is difficult, expensive, and time-consuming. For this purpose, it is appropriate to use all possible modeling methods, especially when it comes to modeling systems with streaming processes. The application of this practice will allow, without significant expenditure of various kinds of resources, in a short time to find the optimal planning solution for the composition and performance of equipment, the placement of personnel, etc. Most modeling methods are based on a pre-developed mathematical model. The purpose of its development in the context of this article is reduced to the search for rational solutions related to increasing the flexibility of existing production processes and their management.

Analisis Penempatan dan Penugasan Tenaga Kependidikan di SMP Negeri 18 Surabaya

This study aims to understand the process, strategies, and obstacles related to the placement and assignment of education personnel at SMPN 18 Surabaya. The method used is descriptive qualitative, involving the principal, head of administration as the main source of information, vice principal, and teaching staff as additional sources of information. Data were collected through observation, interviews, and document analysis. The results showed that the placement and assignment of educators and education personnel are regulated by the provisions of the Education Office because SMPN 18 Surabaya is a public school under the auspices of the Ministry of Education and Culture. The placement is carried out by considering the educational background, work experience, attitude, and appearance of prospective education personnel, as well as factors such as rank, domicile, and age. Obstacles in placement include discipline problems and less than optimal utilisation of educational resources. Meanwhile, obstacles in the assignment of education personnel include the low performance of teaching staff, lack of supervision, and the inability to improve educational resources.

HISTORY OF THE FORMATION OF PERSONNEL POLICY IN THE INTERNAL AFFAIRS BODIES OF THE REPUBLIC OF UZBEKISTAN

In this article, the author analyzed in a comprehensive and comparative way the activities of the internal affairs bodies, in particular the historical and legal aspects of the selection, training and placement of personnel, and provided their relevant conclusions.

Improvement of Personnel, Education and Working Environments via Surveying the Status of Personnel in 119 Emergency Operation Centers

Excluding the Sejong Fire Department Headquarters, visitations to 119 emergency operations centers in 17 cities and provinces across the country were conducted as of 2022 to assess the improvements in personnel arrangements, scope of work, and status of education and training after the placement of situation rooms. On-site visitations were conducted to 119 emergency operation centers in Seoul and 119 emergency operation centers in Busan. Interviews with security personnel participating in the study, such as emergency operation center managers and team leaders, were conducted at the 119 functional emergency operation centers. The status of the deployment, personnel matters, education and training in the operations center, and working conditions were assessed. The following improvements were suggested: The 119 emergency operation centers must be designated as heavy duty departments, provide personnel with the same or higher points as other departments, and provide training and comprehensive evaluation using common practice and simulations on the 119 Emergency Management Standard Response Manual of the National Fire Agency. In addition, working conditions, such as additional personnel points related to promotions, resolution of malicious complaints, difficulty adapting to sleep patterns, the need for psychological treatment, and lack of manpower, must be improved. The results suggest the benefits of operating 112 police emergency operation centers must be introduced.

Parent company personnel embeddedness and stock price crash risk: evidence from Chinese enterprise groups

PurposeThis study aims to investigate the influence of parent company personnel embedding on the stock price crash risk (SPCR) of listed companies, along with the moderating effect of disparate locations between parent and subsidiary companies and other major shareholders.Design/methodology/approachThis research empirically tests hypotheses based on a sample of listed subsidiaries in China during the period between 2006 and 2021.FindingsOur results demonstrate that personnel embeddedness in the parent company significantly alleviates SPCR in subsidiaries. This effect is even more substantial when the parent and subsidiary companies are in different places. However, other major shareholders in the subsidiary company weaken it. Our additional analysis indicates that, relative to executive embeddedness, director embeddedness exerts a stronger effect on the SPCR of the subsidiary. Mechanism examination reveals that the information asymmetry and the level of internal control (IC) within the subsidiary are significant channels through which the personnel embeddedness from the parent company influences the SPCR of the subsidiary.Originality/valueThis study expands the literature on how personnel arrangements in corporate groups within emerging countries influence SPCR. We have extended the traditional concept of interlocking directorates to corporate groups, thereby broadening the understanding of the governance effects of interlocking directors and executives from a group perspective.

Реформирование системы силовых органов в СССР при Н.С. Хрущеве и его отражение советской интеллигенцией в киноискусстве

This article is devoted to the analysis of the results of reforming the system of law enforcement agencies of the USSR under N. S. Khrushchev, as well as to the understanding of their image by the Soviet intelligentsia in film art. The study expands our knowledge of how the key institutions of the Stalinist socio-political regime (security and law enforcement agencies, judicial and penitentiary systems, as well as the Armed Forces) were disman-tled and modernized in 1953–1964. and what kind of their image was constructed by the Soviet creative intelli-gentsia in cinema, which had a broad impact on the mass consciousness of Soviet people. The study is meth-odologically based on the provisions of institutional theory, the theory of bureaucracy, the theory of civil-military relations and the theory of the new class. The analysis carried out in the work allows us to conclude that the preservation of the system of party leadership of law enforcement agencies, mechanisms for the nomenklatura placement of management personnel and the command-administrative model of management determined the incomplete nature of the modernization of the system of ensuring national security and law enforcement under N. S. Khrushchev. The contradictory nature of Soviet security institutions, in which patriotism and decency coexisted with betrayal and lawlessness, is reflected in cinema.

УПРАВЛІННЯ ІННОВАЦІЙНИМ РОЗВИТКОМ АГРАРНОГО СЕКТОРУ АПК В СУЧАСНИХ УМОВАХ

The article states that the development of the agrarian sector of the agro-industrial complex on an innovative basis in the future should take place at the expense of the use of new types of machinery, equipment, machines, tools, varieties of plants and animal breeds, new production technologies, ways of searching, accumulating, recording and transmitting information. raising the level of qualification of employees, production of new types or with new properties of agricultural products, introduction of new forms of management and organization of production, development of new markets and methods of selling products, construction of new logistics systems, etc. At the state level: there is a huge economic need for biotechnological products among producers, processors, consumers and other participants of the agro-industrial complex, as well as for scientific knowledge related to its production and commercialization. At the regional level: among the main principles that form the methods of the innovation process of the regional agricultural industry, the following should be noted: the principle of scientificity, the principle of a systemic approach, the principle of responsibility, the principle of selection and placement of personnel. At the level of territorial communities: it should be noted that the innovation process of these communities is influenced by their specific features of location, management conditions, and differences in the provision of personnel capable of successfully conducting innovative activities. Innovative activity of an agribusiness is an activity related to the search and implementation of innovations that will allow the enterprise to have advantages over other market entities, which contributed to increasing the competitiveness and efficiency of their activities. It was determined that the management of innovative activities in the agricultural sector will take place with the wide implementation of digital technologies that allow obtaining the maximum effect from each unit of resources based on the most rational application in the right place, at the right time and in the right amount at the state and regional levels and at the levels of territorial communities and economic entities by strengthening the ties of rural commodity producers with advisory services, higher education institutions, scientific institutions and organizations engaged in innovative developments.

Job Advertisement, Selection, Recruitment and Placement of Personnel in Sokoto State Agency for Mass Education

Job Advertisement, Selection, Recruitment and Placement of Personnel in Sokoto State Agency for Mass Education

ОБҐРУНТУВАННЯ МЕТОДИКИ ПРОВЕДЕННЯ РЕКОНСТРУКЦІЇ БУДІВЕЛЬ ТА СПО-РУД (ІНШИХ ЗАВЕРШАЛЬНИХ БУДІВЕЛЬНИХ РОБІТ) У ВІЙСЬКОВІЙ ЧАСТИНІ НГУ

The increase in the number of personnel, weapons, military equipment, material and technical equipment stocks causes the need for quartering and placement of military personnel, the use of additional buildings and structures for housing, storage of combat and special equipment, material and technical equipment stocks, conducting combat and special training, implementation tasks of everyday activities, as well as for economic and other needs. The solution to this problem lies in the reconstruction of buildings and structures in the military unit. Taking into account the specifics of financial support, management and subordination of the military units of the NSU, the mechanism defined for civil legal organizations and individuals regarding the implementation of measures for the preparation of project and estimate documentation, the start of the construction process and its progress, the author's supervision and control of the progress of the reconstruction of buildings and buildings (other final construction works) in the military part of NSU has a number of differences. In the conditions of martial law, it is positive that the repair and construction works performed in the area of reconstruction of buildings and structures (other final construction works) in the military unit are carried out with the preservation of the elements of the load-bearing and enclosing structures, and under the condition of their autonomy, there is no need for the duration of the works suspension of the operation of the facility subject to reconstruction, which allows the barracks and housing fund, other buildings and structures of the military unit to be used for their purpose in the future. With the help of the proposed methodological recommendations, the head of the rear quarters and operational service will have the scientific and methodological apparatus necessary for the reconstruction of buildings and structures (other final construction works) to solve the issues of quartering personnel, placing weapons and military equipment, and storing supplies of material and technical means in the military unit.

Separate ways of providing the forensic institution with qualified employees

The article deals with the topical issue of providing qualified employees to forensic expert institutions of Ukraine. It was determined that personnel policy is an integral component of the country’s economic system. According to the authors, modern approaches to the management of organizations require organizational changes in the priority areas of personnel development, including the processes of recruitment, selection and placement of personnel. It is noted that the selection and placement of employees in a forensic institution, being a direct expression of the division and cooperation of labor, is created by the institution’s team. The expediency of forming a collective has been proven, taking into account not only the professional, business and personal qualities of each of its members, but also the effect of their combination psychological compatibility, which helps employees to work quickly and successfully with each other. It is noted that the rational arrangement of personnel is the distribution of employees by positions, in which the discrepancy between a person’s personal qualities and the requirements for the work performed by him is minimal without excessive or insufficient workload. The purpose of the article is to highlight the ways of selection and placement of professional personnel as one of the directions of providing a forensic expert institution with qualified professional employees. To achieve the goal, general scientific methods of theoretical generalization, comparison, system analysis and formalization were used. The issue of effective provision of training by qualified personnel of forensic expert institutions of Ukraine was considered. The process of personnel selection, possible methods used for this process are considered in detail. The system of errors that are allowed in the personnel policy of forensic institutions and possible options for solving them are separately defined. Ways to overcome staffing errors that are more effective are proposed.

Attributes of errors, facilitators, and barriers related to rate control of IV medications: a scoping review

BackgroundIntravenous (IV) medication is commonly administered and closely associated with patient safety. Although nurses dedicate considerable time and effort to rate the control of IV medications, many medication errors have been linked to the wrong rate of IV medication. Further, there is a lack of comprehensive studies examining the literature on rate control of IV medications. This study aimed to identify the attributes of errors, facilitators, and barriers related to rate control of IV medications by summarizing and synthesizing the existing literature.MethodsThis scoping review was conducted using the framework proposed by Arksey and O’Malley and PRISMA-ScR. Overall, four databases—PubMed, Web of Science, EMBASE, and CINAHL—were employed to search for studies published in English before January 2023. We also manually searched reference lists, related journals, and Google Scholar.ResultsA total of 1211 studies were retrieved from the database searches and 23 studies were identified from manual searches, after which 22 studies were selected for the analysis. Among the nine project or experiment studies, two interventions were effective in decreasing errors related to rate control of IV medications. One of them was prospective, continuous incident reporting followed by prevention strategies, and the other encompassed six interventions to mitigate interruptions in medication verification and administration. Facilitators and barriers related to rate control of IV medications were classified as human, design, and system-related contributing factors. The sub-categories of human factors were classified as knowledge deficit, performance deficit, and incorrect dosage or infusion rate. The sub-category of design factor was device. The system-related contributing factors were classified as frequent interruptions and distractions, training, assignment or placement of healthcare providers (HCPs) or inexperienced personnel, policies and procedures, and communication systems between HCPs.ConclusionsFurther research is needed to develop effective interventions to improve IV rate control. Considering the rapid growth of technology in medical settings, interventions and policy changes regarding education and the work environment are necessary. Additionally, each key group such as HCPs, healthcare administrators, and engineers specializing in IV medication infusion devices should perform its role and cooperate for appropriate IV rate control within a structured system.

Staffing in the legal sector: current issues

The article offers a study of current problems in jurisprudence, namely, the problems of higher legal education (methods and quality of education), the problem of employment of the younger generation, and the problem of uncontrolled corruption, which is the basis for all of the above. The study identifies alternative solutions to the problematic issues and ways to improve the current state of jurisprudence so that it could be in line with European standards. The author also highlights the weaknesses of this field that require attention from society and immediate action by the authorities.
 The article points out that under modern conditions, the place of public service staffing in the legal field is becoming fundamentally important and is studied through the prism of recent changes in Ukrainian legislation. It is shown that the organization of public service in modern conditions involves a significant number of interrelated forms and procedures of staffing. The relevant forms include: determination of the strategy of organizational work and staffing; training and preparation work; recruitment and selection of personnel; appointment and filling of positions, placement of personnel; and ensuring the service. It is established that the forms of personnel support outline the boundaries of the relevant personnel procedures. The author identifies and characterizes the specifics of personnel procedures implemented within the framework of these forms of personnel support (for example, within the framework of strategic organizational work and staffing, procedures for calculating the number of public service personnel, positive incentives for this service, etc.) It is theorized that the correct combination of available forms and procedures of staffing contributes to a real increase in the efficiency of the jurisprudence as a whole based on the qualitative use of employees' potential without increasing the time and resources required for staff maintenance.
 The article explains the needs of the modern labor market, and emphasizes that a university degree is not an indicator of the future employee's intelligence and qualifications, as statistics show that 80% of the unemployed are people with higher education.
 In this context, staffing is a preventive tool and a means of preventing corruption, an additional means for compliance with ethical behavior standards and an extra measure for strengthening the institution of responsibility, as well as the basis for the rational use of human resources in public.

Роль аграрного образования в повышении устойчивости развития сельских территорий

Abstract. Purpose is determining the role of agricultural education in improving the sustainability of rural areas development based on the analysis of indicators of sustainable development of these areas, substantiated by the authors in previous studies. Methodology and methods. For the calculations, methods of economic and statistical analysis were used, such as (observation (continuous and selective), grouping methods, relative and average values and economic forecasting), as well as abstract-logical and expert methods. The scientific novelty of the study revealed the validity of the role of agricultural education in the sustainability of the development of sustainability of perception, which can manifest itself in the development of agricultural production, which has the main area of application of labor in areas, personnel with observable modern digital competencies. As well as the development of a methodological approach to determining the prospective need for personnel in specific specialties for agriculture in the region, which allows planning the training and placement of personnel in accordance with the need for them. The input parameters for the model are the number of vacancies, the personnel composition of agricultural enterprises and organizations in accordance with the positions held, the age of employees, work experience and level of education. The results of the study consist in approbation of the methodological approach proposed by us on the basis of the largest municipality of the Irkutsk region – the Usol’skiy district municipality, the gross agricultural production of which is 1/5 of the gross agricultural production in the region, and the distribution of sample survey data to the entire general totality. The websites of the Ministry of Agriculture of the Irkutsk Region (section of personnel policy) and employment services, as well as data from departmental statistics, were used as initial data for testing.

The concept and nature of the occurrence of doctrinal legal errors

The concept and nature of the occurrence of doctrinal legal errors

The influence of gender personal and professional qualities of heads of general educational institutions on the effectiveness of management

Introduction. The relevance of the study is due to the fact that it is necessary to study the characteristics of male and female managers in order to develop ways to form general professional personality traits, as well as to compile programs for improving the skills of managers. The process of developing personal and professional qualities is especially important for a leader in the education system, as it affects the effectiveness of management in education. At the same time, the personal and professionally significant features of male and female managers from educational institutions have not been studied enough. Materials and methods. The experimental study was conducted on the basis of the Republican Center for Extracurricular Work (Russia, Kazan). Principals and head teachers of secondary schools, as well as methodologists and inspectors of the district departments of education of the Republic of Tatarstan of the Russian Federation took part in the experiment. A sample of 120 male and female principals were studied (30 persons in each group). The subjects ranged in age from 35 to 65 years old. The work experience was not less than 3 years. The components of self-attitude and professionally important personal qualities of male and female managers were evaluated. Gender differences were determined. Methods of mathematical statistics: Student's t-test and Pearson's χ2 agreement test. The results of the study. A comparative analysis of the data showed that female heads of educational institutions have high values of self-confidence (Хave=7.4) and self-leadership (Хave=8.6). Male managers have high values of self-confidence (Xave=7.2), self-leadership (Xave=8.3) and reflection of self-attitude (Xave=8.3). Female leaders are less diplomatic, collected, with a high super-ego, they have high intelligence, strength of I. Male leaders are less practical and conformal than female leaders. Conformity and practicality distinguish female managers from managers of the opposite sex (at p<0.05). Conclusion. The materials of the article are of practical value for the heads of general educational institutions. The results obtained will enrich the theoretical material on the problem of professionally important qualities of female and male leaders in general. At the same time, the results of this study can help improve the quality of retraining of managers in the system of professional development. They will help the selection, recruitment, and placement of personnel. Keywords: education, manager, management

SELECTION AND USE OF PERSONNEL MANAGEMENT TECHNOLOGIES IN HOTEL ENTERPRISES

The article is aimed at defining the criteria and algorithm for selecting the optimal technologies for the use of personnel management in the hotel enterprise. The main approaches to the definition of the term management technology and staff management technology are analysed. The composition of technologies of target management and process technologies is considered. The features and conditions of use of process management technologies are defined. The advantages and disadvantages of management technologies when used in hotel enterprises are analysed. Recommendations on the use of personnel management technologies in accordance with the working conditions of hotel business enterprises are provided. The main types of personnel management technologies are listed. Personnel technologies and staff technologies are considered. A system of criteria for choosing the technology of personnel management is proposed. The following are proposed as selection criteria: size of the hotel enterprise, staff qualification, level of automation of production and management processes, degree of management informatisation, readiness for innovations, cost of technology and its popularity, period of introduction and initial testing of technology and the degree of technological maturity of the enterprise in general. An algorithm for choosing technologies for management of personnel of hotel enterprise has been provided. The formation of a refined list of management technologies recommended for implementation is carried out after selecting the target technology and assessing the level of technological and managerial maturity of the hotel enterprise. The expediency of adapting the components of the technology of personnel management by functional subsystems is emphasised. The main subsystems are as follows: technology of planning the need for personnel; technology of search, selection and attraction of personnel; technology of placement and accounting of personnel; technology of professional and social development of employees; technology of personnel evaluation; technology of stimulation and motivation of personnel. Keywords: personnel management, management technology, target management, personnel technologies, HR technologies.