Resource Management System Research Articles

ANALYSIS OF THE FUNCTIONALITY OF LOGISTICS MANAGEMENT FOR EFFECTIVE SUPPLY CHAIN MANAGEMENT IN CONSTRUCTION

The article delves into the critical role of logistics management in the construction industry, emphasizing the need for efficient material resource management and optimized supply chains. It aims to explore the principles of logistics management in construction organizations for supply chain management, with a specific focus on minimizing costs and optimizing resource utilization. The proposed strategic approach involves the transformation of classical concepts into logistics-oriented organizational activities, integrating advanced technologies and innovative resource management systems to unlock the full potential of material assets and streamline operations. The article underscores the potential impact of these strategies on the nation's economic landscape, emphasizing their contribution to economic stability and resilience. Additionally, the integration of logistics management into construction practices is highlighted as a catalyst for scientific advancements within the field. Serving as a roadmap for construction companies, the article urges the adoption of forward-thinking strategies aligned with the demands of the contemporary construction landscape. By embracing innovative approaches and leveraging advanced technologies, construction organizations can drive economic revitalization and contribute to broader urban development initiatives. Additionally, the article emphasizes the importance of collaboration and integration among stakeholders in the construction industry, leveraging digital platforms and collaborative tools to enhance communication, share real-time data, and streamline coordination among suppliers, logistics providers, and project teams. Integrated logistics networks will enable seamless flow of information and resources.

Strategic Approach to Measuring Digitalization of Human Resource Management Systems: Example of Russian Companies

Strategic Approach to Measuring Digitalization of Human Resource Management Systems: Example of Russian Companies

MATB for assessing different mental workload levels.

Multi-Attribute Task Battery (MATB) is a computerized flight simulator for aviation-related tasks, suitable for non-pilots and available in many versions, including open source. MATB requires the individual or simultaneous execution of 4 sub-tasks: system monitoring (SYSMON), tracking (TRACK), communications (COMM), and resource management (RESMAN). Fully customizable, the design of test duration, number of sub-tasks used, event rates, response times and overlap, create different levels of mental load. MATB can be combined with an additional auditory attention (Oddball) task, or with physiological constraints (i.e., sleep loss, exercise, hypoxia). We aimed to assess the main characteristics of MATB design for assessing the response to different workload levels. We identified and reviewed 19 articles for which the effects of low and high workload were analyzed. Although MATB has shown promise in detecting performance degradation due to increase workload, studies have yielded conflicting or unclear results regarding MATB configurations. Increased event rates, number of sub-tasks (multitasking), and overlap are associated with increased perceived workload score (ex. NASA-TLX), decreased performance (especially tracking), and neurophysiological responses, while no effect of time-on-task is observed. The median duration used for the test is 20min (range 12-60) with a level duration of 10min (range 4-15). To assess mental workload, the median number of stimuli is respectively 3 events/min (range 0.6-17.2) for low, and 23.5 events/min (range 9-65) for high workload level. In this review, we give some recommendations for standardization of MATB design, configuration, description and training, in order to improve reproducibility and comparison between studies, a challenge for the future researches, as human-machine interaction and digital influx increase for pilots. We also open the discussion on the possible use of MATB in the context of aeronautical/operational constraints in order to assess the effects combined with changes in mental workload levels. Thus, with appropriate levels of difficulty, MATB can be used as a suitable simulation tool to study the effects of changes on the mental workload of aircraft pilots, during different operational and physiological constraints.

The employee-related antecedents of work performance: exploring a three-sided model for Human Resources Management

PurposeThis research paper aims to integrate the employee-related factors that empirical literature considers antecedents of performance (skills, work motivation, personal characteristics) into a multiple linear regression model, and to test such a model in order to measure the level of each individual factor on the performance.Design/methodology/approachQuantitative, multisource research approach. After testing the validity of the model with a Confirmatory Factor Analysis, this research applies the multiple linear regression model Work performance = a(Skills) + b(Work Motivation) + c(Personal Characteristics) + e(constant) to two different samples of workers: chemical technicians (N = 63) and salespeople (N = 61).FindingsThis study confirms the factorial structure of the antecedents of work performance, showing that skills, motivation, and personal characteristics are three general employee-related factors underlying work performance. The statistical analysis highlights a variance in performance between 40 and 65% explained by employee-related factors, hence leaving 35–60% as due to factors outside the model (firm/environment-related and/or job-related factors, or other skills and personal characteristics not considered in the model). The study also highlights that employee-related factors sometimes affect performance differently than job designers' expectations, and sometimes even negatively.Research limitations/implicationsThe equation was tested on two case studies, so further explorations are needed. Furthermore, the approach adopted is inductive thus describing performance as it is, not as it should be. Therefore, it explains the best actual performance of workers, not the ideal performance.Practical implicationsThe equation tested here represents a simple and valid tool to guide many Human Resource Management practices, such as; selection, training, development, and career orientation.Social implicationsFindings provide a valid indication for designing and managing human resource management systems more even-handedly, from an organizational and employee point of view. In doing so, it drives organizations towards a better Person/Job fit.Originality/valueThe study represents one of the first attempts to take into consideration multiple factors simultaneously in explaining work performance.

Применение методов пространственного анализа при оценке степени горимости лесов Хабаровского края

Forest fires are the dominant factor in the transformation of natural landscapes in the boreal zone. The area of the Khabarovsk Territory, 93.6 % of which belongs to the forest fund lands, currently has a forest cover of only 66.5 %, which is largely due to forest fires. This makes urgent the problem of reducing the forest fire frequency in the region, including in terms of assessing the actual fire frequency for predicting the risks of landscape fires. The article shows the possibilities of using spatial analysis methods of the Spatial Analyst module of the ArcGIS 10.8 software package to assess the degree of actual forest fire frequency based on calculating the number of fires per 1 million and 250 thousand ha and the area of fires per 1000 ha for a sliding window of a given size. Based on the data from the Remote Monitoring Information System of the Federal Forestry Agency for 2000–2020 and the data on the number of fires from the Fire Information for Resource Management System website for 2000–2021, an assessment of the actual fire frequency for the Khabarovsk Territory has been carried out. The analysis of the results reflects the high spatial and seasonal heterogeneity of the spread of landscape fires in the territory and their proximity to transport and residential structures. Areas with high fire frequency often do not coincide with the boundaries of forestry enterprises, and the maximum indicators are typical for non-forest areas that are not covered by forestry statistics. For different seasons of the year, along with quantitative differences, spatial shifts of firing points and areas with their high density are also observed. Most of the lands in the region (88.3 %) in terms of fire danger belong to the “low” and “below medium” fire frequency categories, which is primarily due to the low degree of development of these areas. The assessment of the degree of fire frequency in the territory on the basis of annual and seasonal maps of the density of firing points, calculated using the sliding window method, makes it possible to fairly objectively and in detail reflect the average long-term risk of fire occurence outside of reference to forestry boundaries. In combination with a map of the distribution of forests by natural fire hazard classes based on pyrological characteristics, the results of the reseаrch can become the basis for calculating the background fire risk, reflecting the risk of fire occurrence and development.

High-performance work system and organizational resilience process: The case of firms during a global crisis.

Owing to consecutive global crises (e.g., the COVID-19 pandemic, multiple regional wars), interest has grown in understanding and promoting organizational resilience. There is scant knowledge about how a human resource management (HRM) system can foster organizational resilience. This study examines the role of a high-performance work system in the organizational resilience process during the COVID-19 pandemic. We focus on two properties of the resilience process: stability during the jolt phase and flexibility during the turnaround phase. We test our hypotheses using quarterly sales data from 268 Korean firms during the COVID-19 pandemic. Our findings show that an high-performance work system reduces the severity of loss during the jolt phase (i.e., it maintains stability) through an increased climate of trust and enhances the scale of recovery during the turnaround phase (i.e., it improves flexibility) through an increased climate of innovation. We advance research on HRM, organizational resilience, and crisis management, showing how an HRM system can foster two essential properties for the resilience process to unfold effectively over time after the onset of a crisis. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Online Learning Resource Management System Utilization and College Students' Engagement at Zhongshan University

The study aimed to assess the extent of utilization of the Learning Resource Management System (LRMS) and its impact on student' engagement among 218 college students at ZhongShan College. Utilizing a descriptive correlational approach with a quantitative method, the study found that the students perceived a very high extent of utilization of LRMS, appreciating its clear instructions and regular access to reliable internet. Additionally, the students exhibited high engagement levels with the LRMS regarding online activities, academic relevance, collaboration, and social interaction. Notably, a significant relationship was observed between the extent of LRMS utilization and online academic relevance in students' engagement. The study suggests implementing training programs for students and teachers to enhance LRMS utilization, inform school policies, and promote awareness of its benefits. These findings lay the foundation for future training initiatives and policy enhancements within the educational institution.

Construction of Human Resource Manager Competency Model Based on Data Mining Technology in Cross-Cultural Background

In the era of knowledge economy, enterprises are facing unprecedented competition and challenges. The process of globalization has accelerated the communication and integration between different cultures, making cross-cultural management an indispensable ability for enterprises. Especially in the field of human resource management, it is of great significance to build a competency model based on data mining technology to improve the cross-cultural communication ability, teamwork ability, and innovation ability of enterprise managers. The application of competency theory in the field of human resource management has the potential to completely revolutionize traditional management practices, enabling better adaptation to the continuous changes in the management environment. It plays a significant role in promoting the reform of the human resource management system. The aim of this paper is to build a competency model of human resource managers based on data mining technology and verify its effectiveness in cross-cultural background. It is assumed that the model can accurately evaluate the ability level of human resource managers and provide reference for enterprises to select and train outstanding talents. The experimental results demonstrate that the model achieves an accuracy of approximately 89%, a 93.3% improvement in efficiency, and a salary range exceeding 90%. The model is deemed reasonable, feasible, and highly precise in terms of competency assessment.

Analysis of Rainfall Variability Using Precipitation Concentration Index for a Catchment

The PCI is a critical metric to assess the distribution and concentration of precipitation over a specified period. By analyzing historical rainfall data, this research aims to identify trends and patterns in precipitation concentration, shedding light on potential implications for water resource management and hydrological systems. The methodology involves calculating the PCI for different temporal scales and regions, allowing for a comprehensive assessment of rainfall variability. The findings contribute to a deeper understanding of precipitation dynamics, facilitating informed decision-making in climate-sensitive sectors. There are simple rainfall measures that can be used to provide information on variability and, therefore, on the climate state. These mainly include annual and monthly rainfall data and averages, which can be used to assess rainfall seasonality, variability, and the frequency of extreme events.

Ensuring a smooth landing for starting VET teachers: integrating induction and HRM practices

PurposeThe goal of the current paper is to explore how induction of STs in VET schools can be improved by embedding induction in the broader human resources management (HRM) system. To this end, we will present and discuss the theoretical underpinning and the quantitative and qualitative outcomes of an online reflection instrument “Startwijzer,” developed in the Netherlands and which is based on literature on induction on one hand and on HRM literature on the other. In doing so the paper aims to contribute to induction theory and to formulate suggestions as to how provide STs with a smooth landing.Design/methodology/approachIn the period 2018–2023, the Startwijzer was filled out by starting teachers (STs), their coaches, HRM officers, team leaders and managers working in various VET schools. Descriptive analyses were done on respondents” (n = 629) scores on 13 indicators, with a three-point-Likert-scale (where 1 = “in order”, 2 = “doubt” and 3 = “in order”) in SPSS. Also differences among stakeholders were examined. Respondents’ explanations of their scores were analyzed thematically, within and across indicators, to reach a deeper understanding of how STs can be provided a smooth landing.FindingsWith AMO-theory of performance (Appelbaum et al., 2001) – stating that performance is a function of: abilities (A); motivation (M) and opportunities offered to exert expertise (O) – as conceptual model, 13 indicators relevant for effective induction were distinguished. (A): Timely Recruitment; Lesson Observations; Individual Coaching; Personal Development Plan; Reflection on Teaching Practice; Development of Professional Identity; (M): Exchange of Mutual Expectancies; Distinction among Performance Assessment and Guidance; Differentiation among STs; (O) Provision of Practical Information; Enculturation; Appointment of Coaches; Workload reduction. Respondents were generally very positive about the help and care provided informally by colleagues but less satisfied with the formal procedures.Originality/valueThe paper bridges the literature on induction and that of human resources management (HRM). While the positive impact of HRM on employee outcomes such as performance, commitment and well-being has been attested by numerous studies (e.g. Combs et al., 2006), it is only recently that the potential benefits of HRM for teachers have been acknowledged (e.g. Runhaar, 2017). The theoretical elaboration as well as the empirical evidence discussed in the current paper suggest that unless induction activities are embedded in school HRM policy, STs already start their careers 1–0 down and it might be difficult for them to catch up.

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

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

A low-cost IoT-based deep learning method of water gauge measurement for flood monitoring

Real-time and accurate measurement of the water level is a critical step in flood monitoring and management of water resources. In recent years, with the advent of the Internet of Things (IoTs) and cloud computing platforms and resources, the surveillance technology for water monitoring has been revolutionized due to the availability of high-resolution and portable cameras, robust image processing techniques, and cloud-enabled data fusion centers. However, despite the potential advantages of online water level monitoring of the rivers and lakes, some technical challenges need to be addressed before they can be fully utilized. Submersible sensor devices are frequently used for measuring water levels but are prone to damage from sediment deposition and many gauge detection techniques are inefficient at nighttime. In response, this paper presents a novel Internet of Things (IoT) based deep learning methodology that uses Mask-RCNN to accurately segment gauges from images even when there are distortions present. An automated and immediate water stage estimate is provided by this simple, low-cost method. The methodology’s applicability to water resource management systems and flood disaster prevention engineering opens up new possibilities for the deployment of intelligent IoT-based flood monitoring systems in the future.

What role does HRM system strength play in Italian healthcare organizations? A post COVID-19 snapshot

PurposeOur study investigates the role of the Human Resources Management (HRM) system strength in supporting Italian healthcare managers during times of uncertainty and change. The perceived HRM system strength and its relationship with managers’ taking charge behaviors, perceived procedural constraints, and work engagement were examined.Design/methodology/approachTwo surveys were conducted to gather empirical data from a pooled sample of 121 healthcare managers located in hospitals across Italy. We use regression analysis to test our hypotheses.FindingsThe data show that strong HRM systems facilitate managers taking charge behaviors and work engagement. Additionally, the findings highlight the mitigating effect of a strong HRM system on procedural constraints, such as red tape, in public healthcare organizations.Practical implicationsEmphasizing the positive outcomes associated with strong HRM systems, the findings suggest that public health organizations should make efforts to put in place robust HR practices to bolster engagement and proactive behaviors among healthcare managers in times of uncertainty and change.Originality/valueAnalyzing a unique data set, the study extends the understanding of HRM system strength in the public sector, specifically in post-pandemic healthcare organizations. Overall, the study contributes to the growing literature on HRM system strength by offering novel insights into its nomological network.

Optimizing the management of multiple water resources in irrigation area under uncertainty: A novel scenario-based multi-objective fuzzy-credibility constrained programming model

Effective water resources management is vital for sustainable development, healthy ecosystems, stable socio-economic, and human well-being. However, managing water resources faces challenges due to the involvement of multiple stakeholders and uncertainties in various hydrologic fluxes. This complexity makes it rare for research to simultaneously address the hidden uncertainties in both objectives and constraints. Here, we developed a scenario-based multi-objective fuzzy-credibility constrained programming approach and applied it to the water resource management system (SMOFCP-WRMS) of the Zhaokou Yellow River Diversion Irrigation Area Phase II Project (ZKID-II). This method handles uncertainties represented by scenarios and fuzzy sets, while also resolving fuzzy uncertainty parameters within the multiple objectives and constraints of the model. We solve the SMOFCP-RWMS model by integrating the Nondominated sorting genetic algorithm III (NSGA-III) and compromise programming (CP) method. The results show that: (1) An increase in constraints violation risks (credibility level from 0.5 to 1.0) results in a decrease in water resources allocation and pollutant discharge by 25.95 × 106 m3 and 207.63 tonne, respectively, accompanied by a decline in net economic income by 68.04 × 106 CNY; (2) From extraordinary dry year to normal year (design frequencies from 95 % to 50 %) leads to a reduction in water shortage by 167.07 × 106 m3. Incorporating ‘credibility levels’ and ‘design frequencies’ would be beneficial for addressing uncertainties, including fuzzy information and discrete possibilities for the future; (3) Regarding the multi-objective model solution, the combined NSGA-III and CP approach demonstrates an average increase of 1.71 % in net economic benefits and 5.91 % in total pollution discharge, along with a 6.77 % reduction in the water deficit ration compared to the traditional CP method. Although the ecological benefits decrease slightly in the compromise-optimal solutions using the combined NSGA-III and CP method, the economic and social benefits are improved compared to those from the combined NSGA-II and CP method. This study provides valuable decision-making guidance for water resources managers in irrigated areas, aiding them in balancing economic, social, and ecological benefits, and enabling the section of an optimal water resources management scheme based on acceptable risk levels under various uncertain conditions.

Architecting human resource management systems with positive psychological capital

The application of human resource management systems over the last 50 years has revolutionized how organizations attract, motivate, deploy and lead human capital. The accumulation of scientific evidence suggests organizations can, do and should integrate elements of positive organizational behavior into these systems. As a component of positive organizational behavior, positive psychological capital can be utilized to address some of the most pressing organizational issues today such as engaging a remote workforce, transforming diversity, equity and inclusion initiatives and reinventing employee well-being programs. Based on the last twenty years of research in this area, nine implementable recommendations are provided to integrate positive psychological capital into human resource management systems.

The Application of Electronic Human Resource Management Systems (e-HRM) in HR Management

The rapid development of information technology has revolutionized human resource management (HRM) through the adoption of electronic human resource management systems (e-HRM). This paper explores the application, main functions, and impacts of e-HRM on enterprises. It highlights the significant improvements in HR management efficiency, reduction in administrative burdens, and enhancements in employee experience brought by e-HRM. Key functions such as recruitment and selection, performance management, training and development, compensation management, and employee relations are discussed in detail, demonstrating how e-HRM optimizes these processes. Additionally, the paper examines the positive effects of e-HRM on organizational change and innovation, as well as employee satisfaction and loyalty. The implementation challenges, including initial costs and adaptability issues, are also addressed. Future research directions are proposed, emphasizing the integration of emerging technologies like artificial intelligence and big data to further advance e-HRM systems. This study underscores the transformative impact of e-HRM in modern HR management and its potential for driving enterprise success.

Smart Educational Resource Management: A QR Code-Enabled System with Notification and Alerting Capabilities

Effective management of educational resources is crucial for ensuring the quality of learning outcomes. However, traditional systems often rely on manual processes, leading to inefficiencies, errors, and delays. This paper presents a novel QR Code-Enabled Educational Resource Management System that leverages Quick Response (QR) codes to streamline these processes. The proposed system uses QR codes to track the availability and location of resources such as textbooks and equipment. Students and teachers can scan these codes with mobile devices to access relevant information, including resource availability, location, and usage history. Additionally, the system features notifications and alerting capabilities that remind users when resources are due or inform them of changes in availability. The system was evaluated using the ISO/IEC 25010 Model Quality Characteristics Framework, which includes functional suitability, performance efficiency, compatibility, usability, reliability, portability, and maintainability. Results indicate high levels of quality in use, with excellent performance efficiency, security, compatibility, reliability, and maintainability. This study demonstrates the potential of the QR Code-Enabled Educational Resource Management System to enhance the effectiveness and efficiency of educational institutions. The system's notification and alerting capabilities can further improve student engagement and motivation by providing timely reminders and updates on resource availability.

An intelligent resource allocation strategy with slicing and auction for private edge cloud systems

The convergence of transformative technologies, including the Internet of Things (IoT), Big Data, and Artificial Intelligence (AI), has driven private edge cloud systems to the forefront of research efforts. The access to massive terminals and the emergence of personalized services pose serious challenges for efficient resource management in power private edge cloud systems. To address the challenge of inequitable resource allocation in the private edge cloud, this work proposes an intelligent resource allocation strategy with a slicing and auction approach. By formalizing the resource allocation problem as a Mixed Integer Nonlinear Programming (MINLP) puzzle, the method transforms it into a hierarchical allocation challenge for Mobile Network Operators (MNOs), Mobile Virtual Network Operators (MVNOs), and power terminals. The proposed Multi-hop Progressive Auction Algorithm (MPAA) addresses the sliced resource allocation problem between MNOs and MVNOs. Furthermore, a Terminal Resource Allocation Strategy (TRAS) based on improved particle swarm optimization is proposed to solve the spectrum resource allocation problem between MVNOs and power terminals. Extensive simulation results show that the bidding overhead of MPAA is reduced by 6.12% and the average terminal satisfaction of TRAS is improved by about 1.3% compared to conventional methods, thus improving the utilization of wireless resources within the power AIoT.

Вплив адміністративно-територіальної реформи на покращення управління персоналом у публічному управлінні

Administrative-territorial reform is a key factor in modern public administration as it directly impacts the organizational structure and functioning of state agencies at various levels of government. This article examines the impact of the administrative-territorial reform on human resource management in the public administration sector. First of all, the reform may lead to changes in the structure and competencies of state agencies, which requires revision of the processes of hiring, firing, and managing personnel. New administrative units may be created or existing ones may be reorganized, causing the need to identify and consider personnel changes. Further adaptation of personnel to new working conditions and requirements may need training, retraining, and development. In this context, it is important to ensure proper communication and involvement of personnel in the change process. The reform may also impact the systems of motivation and encouragement of personnel in the public administration sector. New requirements for efficiency and performance may be necessary to determine the system of labor remuneration and other incentives. In general, administrative-territorial reform is not only a challenge but can also be an opportunity to improve human resource management in the public administration sector if it is implemented with due attention to the needs and interests of personnel, as well as taking into account modern methods of human resource management. The article aims to study the impact of the administrative-territorial reform on the improvement of personnel management in public administration. The author shows that the main goal of the state personnel policy lies in forecasting and programming of personnel provision and determination of the strategic vision of formation, professional development, and rational use of personnel and all labor resources of Ukraine. The practical implementation of the personnel policy of the state and the organization is carried out through the personnel management function. The article emphasizes the concept of “human resource management” as a targeted activity of the organization’s management, executives, and specialists of the HR management system, which includes the development of the concept and strategy of personnel policy and principles and methods of human resource management of the organization. Keywords: public policy, management, personnel policy, personnel, human resource management system.

Assessment on Utilization of Instructional Materials among Araling Panlipunan Teachers

This study attempted to determine the level of assessment on the utilization of instructional materials in Araling Panlipunan among secondary school teachers in Misamis Oriental during the School Year 2022-2023. Specifically, this paper sought to: a) describe the respondents' characteristics, b) identify the respondents' level of assessment on the utilization of instructional materials in Araling Panlipunan, and c) determine the significant difference in the respondent's assessment of the utilization of instructional materials when grouped according to their characteristics. The respondents were the one hundred fifty (150) Araling Panlipunan teachers currently teaching in selected High Schools in the Division of Misamis Oriental. The instrument is the questionnaire adapted from DepEd Order No.76, s. 2011 known as “The Learning Resource Management and Development Systems.” Descriptive Statistics such as frequency, percentage, mean, and standard deviation were used to describe the variables in the study. T-test and F-test were utilized to determine the significant difference in the respondent's assessment of the selection and utilization of instructional materials when grouped according to their characteristics. Findings show that respondents in Araling Panlipunan have an above-average level of assessment in utilizing instructional materials. The respondents' assessments of the utilization of instructional materials in Araling Panlipunan were significantly different when grouped by age. It is recommended that DepEd should conduct regular training on the utilization of instructional materials in Araling Panlipunan, orient all teachers concerning Intellectual Property Rights (IPR) related to the production of instructional materials, and train teachers on the alignment of curriculum standards, learning objectives and the designed instructional materials of the teachers.