Qualified Employees Research Articles

خوێندنگە نيزاميەكان، دامەزراندن و بەرەوپێشچوونيان (٤٥٧-٥٩٠ك/١٠٦٤-١١٩٣ز)

The founding of the regular schools in the year (457AD/1064AD) by Nizam al-Malik as the minister of the Seljuk authority, is considered the oldest school, an organization independent of the mosque, and one of its primary goals is to stand in front of the Shiite current and their path, which then they turn towards the authority and dominance of the Abbasid Caliphate. There is no doubt that the presence of educational and scientific goals and the qualification of government employees in all institutions and departments concerned with the state, as well as providing the needs and stopping the regularities, has become an essential factor for the sustainability and independence of those schools. The Nizamiyah of Baghdad is one of the main centers that many Sunni scholars from the far corners of the earth in the Islamic world traveled to, and they wanted to become a teacher there. Regular schools were established in most of the different cities and regions in the Islamic world, and they began to pay attention to them, and reading the Qur’an was an essential center for study, not to mention other subjects such as Islamic sciences, and then they began to be interested in subjects such as (medicine and mathematics) and other sciences such as astronomy, astrolabe and sociology. The historians considered the Seljuk vizier Nizam al-Mulk Gol a person who established schools in the Islamic world, Since the idea of these schools “produced a kind of limited ideas according to the Shafi’i Sunni school of poetry, whose influence has been present throughout history and now onwards is clearly visible.

Innovative culture in personnel management in transport industry of Ukraine

Methods. The main methods used in the work are analysis and synthesis. With their help, the role and significance of innovative culture in the personnel management system of transport industry enterprises were determined (general theoretical principles, determinants of the formation of innovative culture and its practical implementation). The methods of generalization and system analysis made it possible to determine the system of principles on which the innovative culture in the personnel management system of enterprises should be based. Results. On the basis of the conducted study of approaches to determining the essential content of the concept of «innovative culture», the article examines the views of domestic scientists on the factors of formation and improvement of innovative culture in the context of personnel management. The role and place of innovative culture in the process of implementing the innovative strategy of enterprise development is determined. The main tasks and principles of forming an effective innovative culture in the context of personnel management in the transport industry are highlighted. The main functions of innovative culture in the personnel management system of the enterprise are substantiated. Novelty. The innovative culture of enterprises in the transport sector will contribute to the formation of its positive image among external counterparties (partners, consumers, potential employees, etc.), as one that actively develops and implements innovative ideas and is open to the perception of a new idea. Activities in the conditions of an effectively formed innovative culture stimulate specialists to reveal and realize their potential through the constant generation, selection, testing and implementation of new ideas. As a result of passing all stages of the innovation process – from the emergence of an innovative idea to its implementation – new knowledge, abilities, skills and experience are accumulated. Practical value. It is substantiated that innovative culture motivates enterprises of the transport industry to choose simple, clear goals and develops the desire of all personnel for innovative development. Innovative culture reflects the holistic orientation of personnel, fixed in motives, knowledge, abilities and skills, as well as in styles and norms of behavior. The constant updating of the «abilities» of the personnel contributes to the increase of the economic effect for the enterprise, the formation of a stable workforce of highly qualified employees. Innovative culture acts as a kind of filter on the way of introducing all innovations.

Analysis of the Current Situation and Problems of Technical Personnel in Material Production Enterprises

With the rapid development of high- temperature industry, our country has become the largest country in the world in the production, consumption and export of refractory products. However, the technical quality of front-line employees in refractory enterprises is generally low. Especially with the continuous upgrading of refractory production equipment, process and quality control, the problem of lack of technical and skilled personnel is becoming more and more serious. From the perspective of human resources, and in-depth investigation on the development of refractory industry and its personnel status, the current situation and problems of refractory enterprise technical personnel are analyzed. It is found that leading large enterprises are still in short supply of high-tech application-oriented technical personnel and operational personnel even though the structure of senior technical personnel is relatively reasonable, and small and medium-sized Enterprises gradually enter into a vicious circle of low wages, low technology, low labor productivity because they only focus on production, not research. In addition, vocational students working in different refractory enterprises often face a dilemma, some feeling lack of relatively complete theoretical knowledge, some wanting to improve the ability to operate and deal with faults.

Motivation attitudes of managers and ordinary employees of anti-tuberculosis organizations

The purpose of the study was to identify differences in the level of general professional satisfaction and motivational preferences of the managers and ordinary personnel of tuberculosis institutions.
 Materials and methods. An anonymous sociological survey of 75 employees of medical institutions of phthisiatric profile using the developed questionnaire was conducted. The level of satisfaction with occupational activity and motivational attitudes of medical workers was studied, and recommendations for improving the complex system of motivation of medical personnel were developed.
 Results. Managers are more likely to be dissatisfied with the key incentives compared to doctors. The priorities for doctors are loyalty to occupational duty, financial well-being and stability, for managers — self-realization, professional growth and social status. For doctors, the main motives are material, managers believe labour efficiency to increase due to developing a system of individual incentive payments and maintaining interpersonal relationships in the team. Conflict situations with a manager occur due to the imposition of additional responsibilities according to ordinary employees, to the managers’ opinion — their failure. The degree of employee satisfaction with work can be characterized as high, which is confirmed by the desire of a large number of employees to continue working in their previous position.
 Limitations: truthfulness, hasty and rash answers, distortion of results due to socio-psychological influence, small number of respondents, belonging to a narrow sphere of activity.
 Conclusion. When developing a motivation system for employees of anti-tuberculosis institutions, it is necessary to agree on satisfaction with working conditions of all occupational categories, improve incentive methods while maintaining existing favourable factors, create an individual incentive system based on investments in human resources, manage the motivational environment taking into account group affiliation, individual characteristics, preferences and personal qualities of employees, as well as assessment of employee satisfaction with innovations through regular questionnaires, sociological surveys

Smart Farming Using the Big Data-Driven Approach for Sustainable Agriculture with IOT

The study showcases the process of deep learning operated in agriculture, including Deep IoT, which makes the procedure easier using the deep neural system. The use of the IoT in the agrarian sectors makes the evolution of firms more effective. The application of the IoT detector supports the making of grade derivatives in the husbandry department. Marketing of crop finance is two other operations of smart agriculture that help for better harvest farming. Through the IoT technology in the farming industry, agriculturalists can get notifications about the temperature and climate. The method needs professional and qualified employees in the division to properly monitor the system and the methods. The submission of the proper nourishment for the proper crop increases the life duration of the harvest and makes the crop free from menace. The velocity of the manufacture of undeveloped items can also be improved by using the IoT. The function of the BDA and IoT has enlarged for the healthier construction of farming items. The foreword of elegant farming in the rural industry requires more capable and qualified trainers to give the personnel proper teaching. The urbanization of the farming process and the use of elegant and modern technology are well-designed in the time of "Agriculture 3.0".

“Boss, I am gonna to quit!!!” The resignation experiences of hotel employees in Vietnam

The hospitality industry has been confronted with the problem of attracting and retaining high quality employees while employee turnover is a continuous challenge. The purpose of this study is to explore the experiences of hotel employees in the resignation process in Vietnam. This study also adds on to the steps in the Mobley Model. A qualitative approach, 16 in-depth interviews were conducted, and data were analyzed. This study findings supported the Mobley Model and extended the model by furnishing a comprehensive picture of hotel employees’ resignation experiences in Vietnam. A study that explored the experiences of the resignation of Vietnamese hotel employees to understand the whole process as well as to identify the possible actual reasons affecting their resignation decision throughout their experiences.

Determinant Factors of the Quality of Work of Life of Employees at the Horticulture and Plantation Food Crops Service of Merauke Regency

The performance assessment of the Merauke Regency Horticulture and Plantation Food Crops Service according to the government agency performance accountability system (SAKIP) in 2021 is still low, namely 69.87. Efforts need to be made to improve performance. This research highlights the quality of employees in dividing their time between work in the office and personal life. Improving the quality of employee work and life or Quality Work and Live (QWL) according to the initial survey is known to be possible by improving career development variables, work-life balance, employee attitudes, and compensation. This research aims to determine the determinant factors of QWL of employees at the Merauke Regency Horticulture and Plantation Food Crops Service. The research uses a descriptive quantitative method of hypothesis testing research over explanatory research because it is intended to explain the relationship of influence between variables through hypotheses. The research results show that work live balance (WLB) has a positive and insignificant effect on QWL, where increasing WLB can increase QWL. The more balanced work and life are, the higher the quality of work and life. Career development has a positive and insignificant effect on QWL. Smooth and fair career development will increase QWL. Meanwhile, office management's focus must be on variables with positive and significant results, where attitude has a positive and significant effect on QWL and compensation has a positive and significant effect on QWL. So efforts are needed to increase obedience and loyalty as part of the employee's attitude to the service as well as providing fair and transparent compensation.

Kepemimpinan Transformasional, Kompensasi Finansial, dan Lingkungan Kerja: Menelusuri Pengaruhnya terhadap Turnover Intention pada Klinik Dina Akupuntur & Beauty Care di Surabaya & Sidoarjo

The development of technology in the digital era has significantly impacted human resource management (HRM), particularly concerning the high employee turnover that is a primary concern in HRM. This research explores the influence of factors such as transformational leadership, financial compensation, and work environment on employees' turnover intention, aiming to assist companies in designing effective strategies to retain quality employees amidst dynamic market changes. The research object is Dina Acupuncture & Beauty Care Clinic in Surabaya & Sidoarjo. This research involves the entire population of Dina Acupuncture & Beauty Care Clinic in Surabaya & Sidoarjo, totaling 60 individuals. Data collection is carried out using both primary and secondary methods, incorporating interviews, questionnaires, and literature reviews. The research methodology employed is quantitative. Data analysis employs multiple linear regression techniques, and a Likert scale is utilized for sampling. Analytical tests encompass validity, reliability, normality, multicollinearity, heteroskedasticity, F-test, and t-test. Furthermore, data processing is conducted using SPSS software version 25. The research results indicate that the t-test produces a t-value of -3.548 for transformational leadership, which is smaller than the critical t-value of -2.003. Meanwhile, for financial compensation, the t-value is 5.392, exceeding the critical t-value of 2.003. Similarly, for the work environment, the t-value is -4.538, which is smaller than the critical t-value of -2.003. All variables exhibit significance below 0.05. Partially, transformational leadership and the work environment have a significant negative influence on turnover intention. On the other hand, financial compensation has a significant positive impact on turnover intention. The F-test yields an F-value of 23.775, surpassing the critical F-value of 2.77, with a significance of 0.000 < 0.05. This indicates that collectively, transformational leadership, financial compensation, and the work environment significantly influence turnover intention. Based on the results of this research, it can be concluded that independent variables, such as transformational leadership and the work environment, partially have a significant negative impact on the dependent variable, namely employee turnover intention. Meanwhile, financial compensation partially has a significant positive influence on turnover intention. Collectively, the independent variables, including transformational leadership, financial compensation, and the work environment, significantly affect the dependent variable, namely turnover intention. This conclusion indicates that these factors play a crucial role in understanding and managing employees' tendencies to leave their jobs. Therefore, when developing company strategies and policies, it is essential to consider these aspects to enhance employee retention and achieve organizational goals more effectively.

Pengaruh Kompetensi terhadap Penempatan Kerja Karyawan di PT Gapura Angkasa Bandar Udara Husein Sastranegara Bandung

In work placement, the competence of each employee must be considered with the aim that the quality, quantity and timeliness of work can be maximized. Competence can help an organization in an effort to improve the quality of employees and their work placements and the company is able to develop and survive in a competitive competitive environment as well as the support of employees who are competent in their fields. This study aims to determine the effect of competence on employee placement at PT. Gapura Angkasa Husein Sastranegara Airport Bandung. This study uses a quantitative descriptive research method with data collection techniques using a questionnaire distributed to employees of PT. Gapura Angkasa Husein Sastranegara Airport Bandung and data processing with the SPSS program. Population and sample in this study HR PT. Gapura Angkasa Husein Sastranegara Airport, Bandung, with a total of 37 employees. The results of the study show that competence affects employee job placement as evidenced by the results of data processing, namely t count is greater than t table (5,862 > 2,753) with a significance value of probability, namely 0.000 <0.05, it can be said that Ha is accepted and Ho is rejected. The amount of influence obtained from the data is 49.5% and the remaining 50.5% is influenced by other factors not discussed in this study.
 Keywords: Competence, Employee Work Placement, PT. Gapura Angkasa, Bandung Husein Sastranegara Airport.

Employee Recruitment and Development Process: Implementation of Islamic Values

This study aims to determine the implementation and suitability of employee recruitment and development applied at Islamic banks in South Tangerang with Islamic values. This research included qualitative descriptive research. Data collection techniques used by means of interviews and documentation. The results showed that the recruitment process at Bank Islam in South Tangerang used a closed method by prioritizing moral values (attitudes) and honesty of these employees. In recruitment that uses closed methods is also less in accordance with Islamic values because it tends to lead to elements of nepotism. So that the employee recruitment process is still less selective. From the employee development process at the Bank, Bank Islam in South Tangerang really realized that valuable assets in the company are employees within the company environment. Training and development applied to Bank bak Islam in South Tangerang not only prioritizes the potential and quality of employees, but Bank Bank Islam in South Tangerang also provides training and development in the form of moral and spiritual.

Training of library and information personnel in the context of the digital transformation of the library industry in Vietnam: Case study of the Center for Libraries and Digital Knowledge of Hanoi National University

The author analyzes and evaluates the current situation with training library and information personnel at the Center for Libraries and Digital Knowledge of Vietnam National University (Hanoi) in the context of the digital transformation of the library industry in Vietnam. The following issues are highlighted: the role of library and information personnel in the digital transformation of the library industry; application of the ASK model (attitude, skills, knowledge) to analyze the current situation with information and library human resources at the Center for Libraries and Digital Knowledge of the Vietnam National University, Hanoi. The statistically reliable data evidence on the imbalance of three main components of the planned program: the level of professional library training for the implementation of the goals is generally sufficient; the qualifications of employees in the field of new information technologies look weaker. Third, the librarians’ practical knowledge of foreign languages is of particular concern, which is essential for real digital transformation of libraries. The author offers assessments and recommendations to improve the training of library personnel capable and to meet the requirements of the digital transformation of the library industry in Vietnam.

Evaluation of New Employee Selection using the Multi Factor Evaluation Process Method

The process of accepting and selecting prospective employees is the earliest process for a company to get quality employees that the company or agency needs. Companies must have criteria for the employees they want. On CV. Adtuil Photocopying in recruiting employees is still less efficient, namely prospective employees still send application files to the company or via expedition delivery. So HRD will have difficulty in selecting prospective employees because they have to record and double-check incoming application files as well as the process of determining the right criteria . Solutions used to overcome problems on CV. Adtuil uses a decision support system for selecting new employees, using the Multi Factor Evaluation Process (MFEP) method. This method is quantitative which uses a weighting system in decision making. Application design using the Vb programming language. Net and MySQL databases that can manage data quickly and accurately. The results of this research show that there were 3 employees who received 10 alternative data, namely A1, A5, A9 with scores > 75. After using this decision support system it can help CV. Adtuil Photocopy in determining employee acceptance precisely, quickly and accurately

Analysis of the Impact of Leadership, Organizational Culture, and Career Development on the Quality of Creative Industry Employees in Indonesia

This research investigates the impact of leadership styles, organizational culture, and career development on the quality of creative industry employees in Indonesia. Using a quantitative approach, a sample of 300 professionals from the creative sector was analyzed. The measurement model evaluation confirmed the reliability and validity of the constructs, while the structural model revealed significant positive relationships between leadership styles, organizational culture, and career development with the quality of creative industry employees. The results provide valuable insights for organizational strategies and practices within the Indonesian creative industry, emphasizing the importance of visionary leadership, innovative culture, and career development opportunities in enhancing the quality of creative outputs.

The Influence of Islamic Work Ethic, Work Motivation, and Work Experience on Employee Quality in Completing Tasks at BMT Ummat Sejahtera Abadi Jepara

The Influence of Islamic Work Ethic, Work Motivation, and Work Experience on Employee Quality in Completing Tasks at BMT Ummat Sejahtera Abadi Jepara

Public Service Bureaucratic Reform At The One Door Integrated Services Department of Bone District

This research aims to identify the implementation of bureaucratic reform, while presenting solutions to improve license management services. The research method used is a qualitative approach with an informative case study that focuses on the Licensing Service Agency in Bone Regency covering several aspects. From an institutional perspective, licensing services have developed into a One Stop Service. However, from the aspect of human resources, employee qualifications do not match the needs of the organization, and employee discipline and responsibility are still low. In terms of systems and procedures, there are delays in completing permits, discrimination and contradictions. This study also confirms the concept of formalism as a characteristic of prismatic society described by Fred W. Riggs. This phenomenon has been confirmed in research as “Regulatory Heresy.” Thus, this research not only identifies the problems of implementing bureaucratic reform, but also contributes to the verification of relevant concepts and theories in the context of this research.

Improving the Quality of Employees and Members of KSP Tani Makmur

Savings and loan cooperatives or abbreviated as KSP are cooperatives that operate in the field of deposit (savings) and loan (credit) services. KSP Tani Makmur was trusted to manage agribusiness funds and general credit funds for the people of Bantul Regency. This community service is carried out using a method of transferring knowledge with counseling containing motivation and work discipline through making posters in order to increase motivation and enthusiasm at work. The work program implemented can be a solution to increase motivation and work discipline for KSP Tani Makmur.

Mediating effect of sleep quality on the association between job stress and health-related productivity loss among workers in R&D enterprises in Shanghai.

Past research indicates that occupational stress negatively predicts health-related productivity. Simultaneously, sleep problem among workers may stem from job stress, subsequently leading to a decline in sleep quality and resulting in reduced health productivity. Therefore, this study aims to idenitify whether the sleep quality of employees functions as a mediator in the process through which job stress impacts health productivity. This study aimed to assess the status and analyze differences in quality of sleep, job stress, and health-related productivity loss (HRPL) among workers in research and development (R&D) enterprises in Minhang District, Shanghai. We also assessed the mediating effect of sleep quality on the relationship between job stress and HRPL. A total of 3,216 workers in R&D firms aged between 18 and 60 years participated in this study (mean age 35.15 years; standard deviation 8.44; male-to-female ratio≈2:1). The Nakata Insomnia Questionnaire, the Chinese version of the Brief Job Stress Questionnaire revised edition, and the Chinese version of the Work Productivity and Activity Impairment Questionnaire were used in this study. And the Kruskal-Wallis test, Hierarchical Multiple Regression Analysis, and Path Analysis were utilized for data analysis in this study. There were significant differences in the positive detection rate of insomnia among participants according to age, educational level, marital status, position, length of service, and level of financial difficulties (all P < 0.05). We also found significant differences in the positive detection rate of HRPL among participants according to age, marital status, length of service, and level of financial difficulties (all P < 0.05); participants with insomnia scored higher for HRPL than those without insomnia (6.00 vs. 4.20, P < 0.001). Additionally, participants with job stress problems had higher HRPL than those without these issues (7.00 vs. 4.20, P < 0.001). Our findings suggest that sleep quality plays a mediating role between job stress and HRPL (all P < 0.05). Occupational health professionals must pay particular attention to job stress, sleep quality, and their influencing factors to positively influence the wellbeing of workers while improving productivity.

FORMULATION OF PERSONNEL POLICY AS THE BASIS OF EFFICIENT ENTERPRISE ACTIVITIES

It is noted that the personnel management system at a modern enterprise, regardless of the form of ownership, is the most powerful tool for ensuring competitiveness and development. It is determined that the personnel policy of an enterprise is one of the most important management tools, since in modern conditions the role of human resources in the implementation of business activities is crucial, and the quality of their management determines the success of the enterprise. It is found that the effective use of human resources can be achieved through the formation and implementation of an effective personnel policy of an enterprise, which today is considered the most important competitive advantage and means of achieving success of any modern enterprise. A number of requirements to the personnel policy of an enterprise are analyzed. The stages of formation of the personnel policy at the enterprise are disclosed. The most common problems of the enterprise’s personnel policy are allocated, in particular: lack of qualified employees, which results in poor quality of work performed, high staff turnover at the enterprise, the problem of organizing the selection and recruitment of personnel. It is proved that the presence of a personnel policy at an enterprise as the basis for effective operation of an enterprise makes it possible to implementation of a competitive policy in the presence of high quality human resources. The dependence of enterprise competitiveness on the choice of personnel policy is analyzed. Recommendations for solving personnel problems at the time of formation of the enterprise’s personnel policy have been developed, which can be the basis for the effective operation of the enterprise. It is noted that the effective development of an enterprise is based on a systematic approach to the personnel management strategy. It has been researched that the personnel policy is created to merge the efforts of all personnel of the enterprise to solve the tasks.

Analisis Proses Rekrutmen dan Seleksi terhadap Kinerja Karyawan

The aim of this research is to examine the influence of the recruitment and selection process on employee performance in various company contexts. In this study, researchers collected data from several sources, including questionnaires distributed to a number of companies or institutions. Data analysis shows that the recruitment and selection process has a significant effect on employee performance. Quality employee candidates can result from an effective recruitment process, while a careful selection process can ensure that the selected candidates match the company's needs and criteria. In addition, this research also notes that recruitment methods that primarily use recommendations have weaknesses, such as late feedback after interviews. Therefore, it is recommended that companies consider recruitment methods, such as using print or electronic advertisements to publicize available positions. The results of this research have important implications for human resource management and companies in order to optimize the employee recruitment and selection process to improve a company's performance. Apart from that, this research also estimates other factors that influence employee performance, such as education, experience and motivation. Overall, this research helps companies manage their human resources in a competitive business environment more effectively.

The Influence of Leadership Style, Education and Training (Diklat) and Work Discipline on Perumdam Tirta Kencana Employee Performance, Samarinda City

Training is an inseparable component in efforts to improve employee qualifications in an organization. The purpose of this research is to determine the influence of leadership style, education and training (training), and work discipline on employee performance at Perumdam Tirta Kencana, Samarinda City. The type of research in this research is a descriptive quantitative and associative approach. Data collection techniques use observation, questionnaires, interviews, and documentation. With a sample size of 100 respondents from various levels of positions ranging from managers, and assistant managers to employees. In this study, the Proportionate Stratified Random Sampling technique was used, namely random sampling taking into account the existing strata. This means that each stratum is represented according to its proportions. The analysis technique in this research uses multiple linear regression analysis and is analyzed using SPSS version 29 software. The results of this research show that both leadership style, education and training (training), and work discipline partially have a significant positive effect on the performance of Perumdam Tirta Kencana Kota employees. Samarinda. Meanwhile, simultaneously the variables of leadership style, education and training (training), and work discipline have a significant effect on the performance of employees of Perumdam Tirta Kencana, Samarinda City with a significance level of less than 0.05 (0.000&lt;0.05). The research results also show that the work discipline variable has the most dominant influence on employee performance with a β value of 0.451 and a significance value of less than 0.05 (0.000&lt;0.05).