Personnel Management Research Articles

Pengaruh Keterlibatan Siswa dalam Teaching Factory, Motivasi Belajar dan Praktik Kerja Industri terhadap Kesiapan Bekerja Siswa Sekolah Menengah Kejuruan

This study aims to: (1) analyze the effect of the teaching factory learning process on the job readiness of SMK Muhammadiyah Majenang students; (2) analyze the effect of learning motivation on the job readiness of SMK Muhammadiyah Majenang students. This study used quantitative methods. Hypothesis test using multiple liner regression analysis processed using SPSS program with data tabulation stages, classical assumption test (multicollinearity, heteroscedasticity, normal P-P plot), model feasibility test (simultaneous significance test F test, significance test of individual parameters t test, determination coefficient test), and interpretation of linear regression models. The results of the study are as follows: (1) student involvement in Teaching Factory Learning has a significant effect on Work Readiness. (2) Student learning motivation has a significant effect on job readiness. (3) Industrial work practices have a significant effect on students' job readiness. (4) Teaching Factory learning, learning motivation and industrial work practices have a significant effect on student job readiness. The factors forming teaching factory learning are curriculum, content standards, process standards, facilities, infrastructure, human resources, personnel management, operational management, and partnerships. Factors forming learning motivation, instrumental, social, achievement and intrinsic motivation. While the factors forming industrial work practices are training management skills, solving problems, applying conceptual domains, discipline, orderly industrial culture, responsibility, occupational safety and health.

Human Capital Formation in High-Tech: Features of Government Policy

Purpose: is to reveal the peculiarities of government policy aimed at building human capital in high-tech industries. Methods: this research is based on a systems approach; decomposition of human capital in order to identify systemic gaps in its formation; qualitative (traditional) analysis of government programs and projects; a comparative analysis of the directions of Russian government policy and some leading countries in the field of high technologies aimed at human capital development. Results: the essence and structure of the organization's human capital are considered based on the stages of its reproduction, as well as from the position of its expanded interpretation. Systemic gaps in the formation of human capital of high-tech organizations have been identified, including gaps in the formation of individual and corporate human capital, as well as in the institutional and infrastructural support for its reproduction. The features of Russian government policy aimed at the formation of human capital in the high-tech sector are shown, in comparison with the policies of a number of foreign countries. The role of government programs and projects (“Priority2030”, “Professionalitet” and “Advanced Engineering Schools”) in overcoming systemic gaps in the formation of human capital in high-tech organizations is outlined. Conclusions and Relevance: the performed analysis showed the presence of a wide range of government policy measures of a number of countries that occupy leading positions in the field of high technology, aimed at developing human capital in the high-tech sector. Among them are the development of fundamental science, interdisciplinary and mathematical knowledge, STEM competencies, as well as strengthening the interaction between the academic sector and the high-tech sector. The arsenal of tools of domestic government policy includes a focus on practice-oriented training, the development of digital competencies, advanced training of management personnel, as well as the development of interaction between the academic and high-tech sectors. The federal project “Advanced Engineering Schools” corresponds to the elimination of the largest number of system gaps. At the same time, the systemic gap at the stage of formation of general human capital, which manifests itself in the poor physical and mathematical training of schoolchildren, remains unresolved.

О совершенствовании взаимодействия локомотивных бригад пригородных поездов с ремонтными подразделениями

Objective: to consider the need to make adjustments to the “Methodology for interaction between locomotive crews of commuter trains and repair departments”. To consider the introduction of a new operational center for interaction between the repair department and locomotive crews through a mobile application developed on the basis of the existing ACS-PRIG system. Develop the personnel management structure of the new center. To present a block diagram of interaction, as well as to describe new positions required for effective interaction of structures. Methods: identification of shortcomings in the interaction of locomotive crews of suburban trains with repair units at present, analysis of cooperation between the two units and their adjustment; development of a mobile application based on the existing ASU-PRIG system; development of a logical scheme of interaction. Results: the necessity of adjusting the interaction of locomotive crews of suburban trains with repair units is indicated. It is established that it is necessary to introduce a new position and a new apparatus of interaction, named in the project “CDC”, as well as to develop a list of job duties for responsible persons. The need to introduce a mobile application for information support of locomotive crews in the performance of their trip-related duties by providing the MVPS crew with access to electronic documentation, automating communication with the repair personnel of the CDC has been identified. To increase the efficiency of interaction the mobile application should be simple, convenient and have a clear interface. Practical importance: the necessity of introducing a new operational center of interaction between the repair department and locomotive crews through a mobile application recommended for use in the operating depot PM-20 and repair depot PM-15 is shown. This innovation will increase the efficiency of interaction between the two units, which in turn will improve the quality of repairs. This method of cooperation will reduce the number of failures and breakdowns of rolling stock. The proposed changes in cooperation can be recommended for practical use.

The Master of Business Administration (MBA) Advantage for Police Chiefs: A Case for Studying Business for Law Enforcement Leadership

Historically, two advanced degrees — the Master of Criminal Justice (MCJ) and the Master of Public Administration (MPA) — have been considered the preferred choices for those seeking the highest ranks of law enforcement leadership. However, in recent years, characterized by rapid social change, technological progress, and growing public attention, the role of the police chief has evolved into a multifaceted leadership position that goes far beyond the traditional responsibilities of law enforcement. It covers a broader set of duties related to leadership and management communications in police units, organizational effectiveness, strategic management, administration, and control, effective financial resources and budgeting management, communications and accountability in local communities, and ethical decision-making to overcome the multifaceted challenges of modern police activity. The article argues that the degree of Master of Business Administration (MBA), known for its adaptability and versatility, can become a powerful alternative to MCJ and MPA today, as it provides police leaders with a more universal educational base, a comprehensive set of business skills and specialized knowledge, becomes more extensive, practical and an actual form of education of capable and adaptive police management personnel, allows to best prepare them for dynamic changes and transformation of job roles. The article critically examines to what extent and when solving which tasks the heads of police departments need knowledge and skills according to the traditional attributes of an MBA: in the field of financial management, strategic planning, leadership, and human resources management, effective and crisis communication, negotiation, interaction with the public, business ethics. The specifics of the application of the main attributes of those theories that are traditionally studied within the MBA program for the role of heads of police departments are analyzed: the theory of servant leadership, the theory of situational leadership, the theory of managerial economics, PESTEL analysis, and the theory of human relations. As a conceptual inquiry, this article lays the groundwork for continued research in this area to explore the MBA and its content courses as a useful tool for developing the skills and abilities of law enforcement leaders.

Digital transformation as the driving force for sustainable business performance: A moderated mediation model of market-driven business model innovation and digital leadership capabilities

Global organizations are still facing challenges in achieving sustainable performance despite the surge in digital technologies. It is imperative that firms invest in digital capabilities to secure sustainable market performance in the face of a barrage of novel inventions. Today, ensuring a resilient future demands business to focus on digital ambidexterity capabilities (i.e., exploitation and exploration), digitalized strategy adoption, and digital transformation. This study investigates the intricate dynamics between digital capabilities and digitalization strategies and their impact on sustainable business performance. The research employed a questionnaire-driven methodology to gather data from managerial personnel within industries. Results show that digital exploitation and exploration capabilities significantly enhance sustainable business performance. The research also establishes the beneficial effect of adopting a digitalization strategy on business performance and innovation. Market-driven business model innovation emerges as a critical factor, not only driving sustainable performance but also serving as a mediating link between various digital strategies and business success. Moreover, the study highlights the importance of digital leadership capabilities, further strengthening the relationship between innovative business models and sustainable performance. The findings underscore the synergistic effect of digital competencies and strategic digitalization in promoting sustainable and innovative practices in today's digital-driven business landscape.

Corporate culture: institutional regulation and practical implementation experience

The article presents a theoretical analysis of the sociological discourse on corporate culture. The role of corporate culture in the practical activities of the enterprise and its institutional features are discussed. The subject of the study is corporate culture, in particular, the specifics of the use of the term and the components of corporate culture are clarified. It is shown that culture is based on a value component, the development of which in the context of the company should form the value of work and the value of belonging to one's company, which, in turn, should be congruent with the company's strategy and development goals. The article reveals the differences between a developed corporate culture, such as educating and motivating employees to perceive work in the company as a way of life, ensuring staff commitment to the ideas and values of the organization. The article used a theoretical review of scientific literature in the field of sociology of culture and personnel management. The novelty of the research is the translation of the experience of a medical organization (Mayo clinic), which has a highly developed corporate culture based on the ideas of customer orientation, as well as the identification of the principles of its work and the features of building a culture. The importance of compatibility of corporate culture and strategy is also emphasized. It is noted that at the material level, corporate culture can be observed through visible signs (branded clothing, corporate symbols, organizational ceremonies and attributes, work environment, etc.), and at the level of spiritual culture – values and norms that define and regulate the behavior of employees in the company. At the same time, values closely related to visual samples reflect the internal philosophy of the company. It is emphasized that norms, patterns of corporate behavior, through corporate culture are tools for personnel management, and corporate culture acts as an institutional management tool. The article concludes that it is necessary to purposefully form and develop a corporate culture in the process of which the primary should be the creation of a value component related to the company's development strategy.

Utilization of Data Analytics to Enhance Operational Efficiency in Manufacturing Companies

In the digital era, manufacturing industries confront challenges like heightened global competition and intricate production processes, urging them to boost efficiency and productivity. Amidst these circumstances, Big Data emerges as a pivotal opportunity to enhance manufacturing performance. Big Data, characterized by vast volumes of data, utilizes advanced data mining to machine learning techniques for analysis. Data analytics, an interdisciplinary field, profoundly impacts manufacturing operations, enabling deeper insights into production processes. By analyzing production data, companies identify inefficiencies, streamline workflows, and enhance operational efficiency and productivity. Predictive maintenance through sensor data analysis prevents machine failures, while logistics data analysis optimizes supply chains and inventory management, reducing costs and enhancing competitiveness. However, implementing Big Data analytics presents challenges such as rapid data growth, diverse data sources, real-time insights, skill shortages, and data fragmentation. Overcoming these hurdles requires robust technology, skilled personnel, and effective data management strategies. Examples of Big Data analytics applications include customer behavior analysis by Amazon and Netflix, fraud detection in insurance, and urban mobility optimization. Success factors in data analytics implementation include effective data-driven communication, technology integration, and skill enhancement. In conclusion, implementing Big Data Analytics in manufacturing promises significant benefits in operational efficiency, product quality, and competitiveness. Overcoming challenges necessitates robust strategies and consideration of ethical and security issues, ensuring responsible data usage. With a deep understanding of Big Data Analytics, manufacturing companies can leverage this technology to achieve higher efficiency and competitiveness in the global market.

Enhancing Quality in Hematology Laboratory Testing: A Comprehensive Review of Preanalytical Phase Errors and Prevention Strategies

Abstract: This comprehensive review explores the critical importance of the preanalytical phase in hematology laboratory testing and its significant impact on the overall quality of results. The preanalytical phase encompasses all the processes from sample collection to sample preparation, and any errors during this stage can lead to inaccurate and unreliable hematological data. By systematically examining the various sources of preanalytical errors, including specimen collection, transportation, and handling, this review provides insights into the potential challenges faced in the hematology laboratory. Furthermore, the article discusses a range of effective prevention strategies to mitigate preanalytical phase errors and enhance the reliability of hematological test results. These strategies encompass improvements in staff training, standardization of collection procedures, implementation of quality control measures, and advancements in technology and automation. The review emphasizes the importance of fostering a culture of awareness and adherence to best practices in the laboratory setting. Preanalytical errors remain a major concern in every laboratory because the majority of the stages leading up to these errors are not within the direct control of the laboratory. Even though they cannot be eliminated, they can definitely be minimized. The preanalytical errors of a hematology laboratory can be reduced with the help of quality management systems, personnel training, regular audits, and automation in the preanalytical stage, thus increasing the accuracy of the results and providing better patient care.

Recyclable plastic waste segregation with deep learning based hand-eye coordination

Plastic waste management is a critical concern in municipal solid waste management systems worldwide. Despite the efforts of waste management personnel to segregate waste manually, the existing challenges persist. In municipal waste facilities, individuals responsible for waste segregation face numerous obstacles. Consequently, a significant amount of plastic waste ends up in landfills, exacerbating the plastic waste problem. To overcome these challenges, this research focuses on developing an automated system capable of categorizing plastic waste based on its visual characteristics. The trained model exhibits high precision in identifying various types of plastic waste, including PET, HDPE, PVC, LDPE, PP, and PS. Specifically, the model achieves an Average Precision of 0.917 and an Average Recall of 0.801. Moreover, the model maintains a good balance between precision and recall. In real-time operation, an overhead camera locates the positions of both the waste items and the gripper. By calculating the positional difference between the waste and the gripper, the system achieves a higher level of segregation accuracy, resembling human-like hand-eye coordination. The proposed system offers a solution to the challenges faced in MSW facilities, where the timely segregation of waste is crucial. By automating the plastic waste categorization process, the system can significantly improve waste management practices, leading to a more sustainable approach to plastic waste disposal and recycling.

INNOVATIVE HR MANAGEMENT: NECESSITY AND METHODS OF APPLICATION

The paper deals with the concept of innovative HR management, also in paper the circumstances and procedure for introducing innovations into personnel work are presented. By analyzing innovative methods and technologies used in modern organizations, the need to create and implement innovations in personnel management is proven.

MENTORING IN IMPROVING PERSONNEL MANAGEMENT EFFICIENCY OF HOSPITALITY ENTERPRISES

The scientific article examines current problems and ways to solve them in ways of improving the efficiency of hospitality enterprises, in particular, hotel and restaurant business organizations and tourism firms, through increasing the efficiency of personnel management of these enterprises. The essence and significance of mentoring, as a measure aimed at improving the qualifications of personnel of hospitality enterprises, is revealed. The developed process of mentoring at hospitality enterprises is appropriate for use in personnel management and general management of these enterprises, which includes the following stages: identifying the need for mentoring to improve the efficiency of hospitality enterprise personnel; selection of goals to be achieved as a result of the mentoring process; definition of mentoring tasks; highlighting the terms of the mentoring process and describing the conditions for its suspension or termination;establishment of motivation criteria for participants in the mentoring process; establishment of criteria for involvement of a mentor and intern in the mentoring process; determination of the mentor and intern evaluation indicator system; development of the program and documentation of the mentoring process; selection of mentors, their training and instruction, formation of necessary skills, definition and application of directions of motivation; selection of interns; carrying out a trial mentoring process; control of the effectiveness of trial mentoring, adjustment of the process; carrying out the main mentoring process; determining the effectiveness of the mentoring process in personnel management of a hospitality enterprise

Research on the Path of Enhancing the Serviceability of University Educational Administration Personnel Based on Knowledge Management

Background and Aim: “Educational administration service” is a key means for educational administration personnel in colleges and universities to better serve the development of school teaching affairs based on their positions. Its service level and efficiency directly affect and restrict the development of education and teaching work in colleges and universities. Therefore, improving the serviceability of educational administration personnel in colleges and universities is of practical significance. Materials and Methods: This study adopts the method of literature and questionnaire. Construct the dimensions of knowledge management of university educational administration personnel by consulting literature. To investigate the influence of knowledge management on the serviceability of university educational administration personnel, this paper analyzes the relationship between the current situation of knowledge management and the serviceability of university educational administration personnel through a questionnaire survey. Results: A variable measurement method combining multiple methods is constructed. The quantitative model of service management ability is built by combining interpersonal communication ability, organization and coordination ability, teamwork ability, professional management ability, and research expansion ability. The index system of educational administration service has been formed, which provides theoretical and practical data for more fully and systematically analyzing educational administration serviceability. The results show that the total score of knowledge management has a significant predictive effect on the total score of educational serviceability of university educational administration personnel, that is, knowledge acquisition and creation, knowledge sharing and circulation, knowledge application and transformation, knowledge protection and management, knowledge innovation and development have a promoting effect on the improvement of educational serviceability of university educational administration personnel. Conclusion: This paper reveals the multifaceted ways of influencing knowledge management on educational administration serviceability. The five dimensions of knowledge acquisition and creation, knowledge sharing and circulation, knowledge application and transformation, knowledge protection and management, knowledge innovation, and development have a direct impact on the serviceability of educational administration. This paper reveals the improvement path of educational administration serviceability and summarizes the influencing factors of knowledge management on educational administration serviceability.

Monitoring the Connection Between the Application of EFQM Model Principles and the Results of Organisations

Purpose: The present paper evaluated the connections between the degree of fulfilment of the EFQM model's requirements and the organisation's size, key results, social responsibility, employee satisfaction and customer satisfaction. Methodology/Approach: The dataset was acquired via an internet-based survey hosted on Google Forms. The survey targeted managerial personnel within manufacturing entities situated within the geographical boundaries of the Czech Republic. Findings: Research on the relationship between the degree of fulfilment of the EFQM model requirements and the organisation's size, critical organisational results, social responsibility, employee satisfaction, customer satisfaction and overall organisational results demonstrated a moderately significant to strong correlation for all monitored indicators. Research limitation/implication: The data is collected only in one specific country, but the production organisations in which the research was carried out are mainly foreign-owned. Originality/Value of paper: The current research results offer practical and theoretical implications. Theoretically, the research expands the literature on the EFQM model and its connection with current trends, which are the higher innovative activity of organisations and correlation with Industry 4. Practically, the research results will benefit managers, directors, and leaders of companies by allowing them to maintain an optimal level of quality management and estimate future requirements for complex enterprise integration.

The Influence of Procedural Justice on Work Engagement And Turnover Intention

To attain long-term growth and maintain a competitive edge in light of swift technological and environmental transformations, the organization is presently concentrating on generating novel values through the implementation of diverse personnel management systems and an innovative organizational structure. The principal objective of this research is to ascertain whether organizational commitment has a substantial influence on the operation of a company's system and to investigate the consequences of interrelationships among pre-existing variables. Purposive sampling is a non-probability sampling technique that is employed in this investigation. The cumulative number of participants (120) was determined by employing the methodology suggested by Hair et al. (2019), which required the multiplication of n by 5. The study's eligible participants are personnel from the marketing department who fall within the age range of 18 to 45 years. The analytics method utilized is Partial Least Square Structural Equation Modeling (PLS-SEM). It is possible to conclude, on the basis of the research findings, that procedural justice increases organizational trust. Work engagement is positively influenced by procedural justice, which subsequently has a positive impact on organizational commitment. An organization's level of trust has a positive effect on employee engagement. Labor engagement and organizational commitment are correlated in a positive way. Trust within an organization has a constructive influence on members' level of commitment. Work engagement is not influenced by organizational trust in the context of the organization's procedural justice. A negative correlation has been observed between attrition intention and procedural justice. Organizational commitment mediates the relationship between procedural justice and attrition intention. Organizational commitment has a statistically significant and negative effect on attrition intention. Procedural justice significantly and positively mediates the relationship between organizational trust and organizational commitment; however, organizational commitment does not mediate the relationship between procedural justice and work engagement.

The Impact of Carbon Emission Trading System on ESG of Agricultural Enterprises: Evidence from 24 Listed Agricultural Companies in China

With China’s dual carbon goals of carbon peaking and carbon neutrality, the carbon emission trading system will play a crucial role. In addition, agriculture, which is closely linked to carbon emissions, is a foundational industry in China. It is worth paying attention to how it responds to carbon emission trading policies. This study uses data from agricultural listed enterprises from 2009 to 2022, and employs the Difference-in-Differences (DID) method and the intermediary effect model. The evidence suggests that the the carbon emission trading system will significantly improve the the ESG evaluation of agricultural enterprises. Furthermore, green management innovation, green total factor productivity, and CSR information disclosure quality of enterprises will act as intermediaries. The study calls for the government to accelerate the establishment of a national carbon trading market, improve reward and penalty systems, and evaluation frameworks for green innovation in agricultural enterprises. It also emphasizes the need to strengthen pre-subsidies for small-scale enterprises, encourage environmental literacy training for management personnel in agricultural enterprises, intensify green innovation efforts, and establish relevant department assessments of corporate social responsibility.

Operational Elements Influencing the Occurrence of Unfavorable Incidents in the Railway System.

The article delves into the intricacies of rail transport, addressing the repercussions of adverse events such as delays, incidents, and accidents within the railway system. It explores the impact of disruptions on the day-to-day responsibilities of railway employees, with a primary focus on Station managers. The study employs two distinct approaches: first, an experimental analysis involving traffic management personnel, where factors contributing to failures are examined through a questionnaire survey. Second, a comprehensive perspective is taken by leveraging expert knowledge, combined with Fault Tree Analysis and Event Tree Analysis methodologies. This combination is used to illustrate how alterations in the system, including erroneous decisions, can lead to subsequent undesirable events.

인사공정성이 조직구성원의 조직몰입과 이직의도에 미치는영향에 관한 연구

With the emphasis on fairness issues, the importance of fairness in personnel management for public servants is increasing. We examined the level of fairness in personnel management, from recruitment for public service to promotion, staffing, workload, and evaluation, and explored how fairness in personnel management affects organizational commitment and turnover intentions. Analyzing the results, firstly, the level of fairness in recruitment was the highest, and workload was the lowest. Secondly, perceived fairness in recruitment, promotion, workload, and evaluation positively influenced organizational commitment. Thirdly, perceived fairness in recruitment and workload was found to decrease turnover intentions. Based on these findings, implications were provided to enhance organizational commitment among members and reduce turnover intentions.

ИССЛЕДОВАНИЕ ФАКТОРОВ МОТИВАЦИИ В АПТЕЧНОЙ ОРГАНИЗАЦИИ

The article presents the results of a study of the motivation of pharmaceutical personnel as one of the most important factors in increasing labor productivity in pharmacy organizations (JSC). Motivation serves as a personalized guideline that helps the manager identify a list of tools that lead JSC specialists to increase labor productivity. Currently, most of the motivational policy is occupied by material factors and this is insufficient in personnel management. The purpose of this work is to identify the primary motivating factors, as well as to study the opinions of JSC employees on the problems of motivation in the work of pharmaceutical personnel. Questionnaires, including those based on the Internet platform Google Forms, were used as research materials; the following methods were chosen: statistical, mathematical, content analysis, sociological survey, grouping methods. The study was conducted in the period April-May 2023. In the course of the work, the degree of significance of motivational factors was revealed, personnel motivation systems in specific pharmacy chains were analyzed, and the main advantages and disadvantages of existing systems in specific pharmacy chains in Voronezh were established. The material and monetary factor is the leading one, while among the material and non-monetary motivational factors, JSC employees give preference to additional medical insurance and partial payment for vacations. Based on the results of the study, it can be concluded that the motivational system should not be built on one type of incentive. By properly motivating pharmacy workers, the head of the pharmacy can successfully coordinate their professional activities. Knowledge of the motives that influence work allows you to improve personnel management processes, obtain the greatest return on human resources, and, as a result, increase the effectiveness and profitability of the organization.

SYSTEM OF STATE REGULATION OF PROFESSIONAL TRAINING OF MANAGING STAFF OF HIGHER MEDICAL EDUCATION IN UKRAINE

The article addresses the topical issue of public administration of professional training for higher medical education management personnel in Ukraine. It explores the current state and development prospects of the training system for managers of higher medical education institutions, and identifies priority areas for its improvement. The relevance of the research is determined by the need to provide the Ukrainian healthcare system with highly qualified managers capable of effectively managing higher medical education institutions in the context of dynamic changes and integration into the European and world educational and scientific space. The article defines the main approaches and mechanisms for implementing state policy in the field of healthcare and higher medical education. It identifies the directions for improving the organizational, legal, and economic mechanisms of state regulation of professional training for management personnel of higher medical institutions in Ukraine in terms of clarifying the content of the key research concepts "management personnel of higher medical education institutions" and "state administration of professional training for management personnel of higher medical education institutions". It is determined that the reforming and development of the healthcare and higher medical education sector of Ukraine in the context of integration into the European and world educational and scientific space requires the preparation of a new generation of managers - healthcare managers. It is determined that this category of managers includes vice-rectors and heads of relevant scientific, educational-methodological and educational commissions, deans and vice-deans of faculties, heads of departments and other structural units. The formation of a comprehensive mechanism of state administration of professional training for management personnel of higher medical education institutions should be carried out on the basis of such principles as scientific justification, legality, common interests and values, consistency, comprehensiveness, systematicity, subsidiarity, transparency, innovation, adequacy, efficiency, and responsibility. The article analyzes the features of the system of state administration of professional training for management personnel of higher medical education institutions in Ukraine and abroad. Based on a comparative analysis of management training systems in 6 developed countries of the world, it is proved that the system of professional training and advanced training of management personnel of higher medical education institutions should function in accordance with the current trends in the healthcare sector and the field of higher medical education, comply with the implementation of state policy principles, and be systematic. Statistical analysis of the dynamic changes in the indicators of provision with higher medical education institutions and medical institutions over the years of Ukraine's independence demonstrates the need for joint coordination and cooperation to coordinate the efficiency of the healthcare system. Thus, the article reveals the essence and features of state administration of professional training for management personnel of higher medical institutions, analyzes the regulatory framework governing this area, and identifies the main areas for improving the training system for managers of higher medical education institutions, namely: Updating the content and forms of training; Introduction of innovative teaching methods; Improvement of teachers' qualification; Strengthening the practical focus of training; Development of international cooperation.

경찰공무원의 직무만족에 미치는 영향요인 연구

In modern society, police officials are responsible for key security tasks such as crime prevention, crime response, and civil safety, and play a role in maintaining national safety and stability. Therefore, it can be said that the job satisfaction of police officials is an important factor that has a great influence on social stability and the effectiveness of law enforcement. In this study, an in-depth study was conducted to analyze the relationship between police officials' job satisfaction based on Herzberg's motivation and hygiene theory to examine the factors affecting police officials' job satisfaction. Herzberg's motivation and hygiene theory is one of the important theories for explaining and improving job satisfaction, and classifies job satisfaction and job dissatisfaction as other factors. According to the analysis, higher growth potential, promotion, praiseㆍrecognition, and achievement, which are Herzberg's motivating factors, can have a positive effect on job satisfaction, and higher hygiene factors such as communication, work environment, policyㆍ supervision, and salaryㆍallowance can have a positive effect on job satisfaction. These results support Herzberg's motivation and hygiene theory, and suggest that police organizations need to improve job satisfaction by strengthening organizational management and support. As active and active police activities of individual police officials are required, the following implications are derived based on the analysis results of this study. The first is a sense of accomplishment. As shown in the analysis results, it was found that the sense of achievement had a high effect on job satisfaction. If you feel rewarded and accomplished through your current work as a police officer, this will soon help you improve your ability and expertise. Second is the rationalization of the police personnel management system. A representative area of human resources management is promotion. This is because police officials, unlike other organizations, are a vertical class culture and have a large difference in authority and responsibility for performing their duties depending on the class. Therefore, measures should be devised to increase the rationality of the performance evaluation system and the fairness of promotion.