Training Of New Employees Research Articles

STREAMLINING PACKAGING AS PART OF SUSTAINABLE REVERSE LOGISTICS PROCESSES

The aim of the article is to present streamlining reverse logistics challenging the trends of increased amount costs of packaging and a need to meet sustainable development goals. Analysis of the packaging process has identified increased costs for the purchase of packaging, increased volume of imported and produced packaging material, increased volume of packaging waste and thus high recycling fees (related to producer responsibility). A proposed solution for streamlining reverse logistics processes have been introduced, including workflow of the packaging process, a new packaging registration system and measures for standardisation of the packaging process. The solution's main benefits are economical and ecological: first, cost reduction for purchasing new packaging materials and cost reduction for recycling fees, the second elimination of negative influence on the environment by respecting the waste management hierarchy and principles of the circular economy. Other benefits expected for the company are shorter, more informative, and practical training of new employees, reduced time for packaging process through its standardisation and visualisation, and more efficient separation of reusable packaging.

An Automated Recognition of Work Activity in Industrial Manufacturing Using Convolutional Neural Networks

The automated assessment and analysis of employee activity in a manufacturing enterprise, operating in accordance with the concept of Industry 4.0, is essential for a quick and precise diagnosis of work quality, especially in the process of training a new employee. In the case of industrial solutions, many approaches involving the recognition and detection of work activity are based on Convolutional Neural Networks (CNNs). Despite the wide use of CNNs, it is difficult to find solutions supporting the automated checking of work activities performed by trained employees. We propose a novel framework for the automatic generation of workplace instructions and real-time recognition of worker activities. The proposed method integrates CNN, CNN Support Vector Machine (SVM), CNN Region-Based CNN (Yolov3 Tiny) for recognizing and checking the completed work tasks. First, video recordings of the work process are analyzed and reference video frames corresponding to work activity stages are determined. Next, work-related features and objects are determined using CNN with SVM (achieving 94% accuracy) and Yolov3 Tiny network based on the characteristics of the reference frames. Additionally, matching matrix between the reference frames and the test frames using mean absolute error (MAE) as a measure of errors between paired observations was built. Finally, the practical usefulness of the proposed approach by applying the method for supporting the automatic training of new employees and checking the correctness of their work done on solid fuel boiler equipment in a manufacturing company was demonstrated. The developed information system can be integrated with other Industry 4.0 technologies introduced within an enterprise.

Internal Control System Analysis of Cash Receiving at Adeeva Hotel, Bengkulu City

The purpose of this study is to determine the internal control system for cash receipts at Hotel Adeeva Bengkulu City, especially cash receipts from cash sales. Data collection tools were carried out by means of documentation and unstructured interviews. The analytical method used is comparative analysis comparing the theory put forward by Mulyadi Hotel Adeeva Bengkulu City regarding the cash receipt internal control system. The results of this study indicate that the internal control analysis of cash receipts at the Adeeva Hotel, Bengkulu City, is not good enough because there is still no separation of functions and there is an overlap between the existing functions of the front office. The authorization system and recording procedures at the Adeeva Hotel in Bengkulu City are inadequate, because there is a one-way system where the front office still has dual duties as seen from the reception of guests and supervises payments at the cashier. Employ competent Adeeva Hotel, Bengkulu City, has conducted training for new employees and conducted a fairly strict employee selection before being accepted as employees

Analysis of health safety environment (HSE) training to major risk prevention using structural equation model

One effort that is considered very effective by the company is by building and increasing Health Safety Environment(HSE) awareness for all oil and gas workers. The efforts made by companies to develop and increase HSE awareness are by providing HSE compulsory training. This study aims to study how much influence HSE training has on the prevention of the main risks of well service activities in the oil and gas industry. Data was taken from the questionnaire given to 100 respondents in the weld services. Data wasanalyzed using SEM AMOS (Analysis of Moment Structures) method. The internal data of the company has recorded a significant increase in the number of occurrences of workplace accidents caused by a lack of HSE awareness. The study has compiled a matrix of HSE compulsory training that should be provided to all employees to increase HSE awareness to avoid the risks of major risk well services such as explosions, explosions of Fire and Gas and oil spills. The results of the company’s internal analysis show that the lack of HSE training for new employees and old employees as refreshment was one of the root causes of lack of HSE awareness in the work environment. As a result, the provision of HSE training significantlyimproves to prevent the main risks of weld service activities.

TOWARDS FREE-VIEWPOINT VIDEO CAPTURE IN CHALLENGING ENVIRONMENTS FOR COLLABORATIVE & IMMERSIVE ANALYSIS

Abstract. The ability to capture and explore complex real-world dynamic scenes is crucial for their detailed analysis. Tools which allow retrospective exploration of such scenes may support training of new employees or be used to evaluate industrial processes. In our work, we share insights and practical details for end-to-end acquisition of Free-Viewpoint Videos (FVV) in challenging environments and their potential for exploration in collaborative immersive virtual environments. Our lightweight capturing approach makes use of commodity DSLR cameras and focuses on improving both density and accuracy of Structure-from-Motion (SfM) reconstructions from small sets of images under difficult conditions. The integration of captured 3D models over time into a compact representation allows for efficient visualization of detailed FVVs in an immersive multi-user virtual reality system. We demonstrate our workflow on a representative acquisition of a suction excavation process and outline a use-case for exploration and interaction between collocated users and the FVV in a collaborative virtual environment.

How’s Your Relationship with Your Managers? The Impact of Strong Supervisor-Employee Relationships on Turnover

More than ever, organizations are facing the growing challenge of maintaining strong talent as employees are leaving jobs quicker than ever before. Many approaches have been taken to help tackle the problem of employee turnover; however, the question still remains, what is the best method for keeping employees happy and engaged enough to stay? Recent research has shown that strong supervisor-employee relationships could be the solution. For decades researchers and organizational leaders alike have sought to find solutions to the growing problem of employee turnover. In a culture of transience and low commitment, corporations are struggling more than ever to find ways to retain top talent and avoid the cyclical process of replacing employees. Turnover dramatically impacts the bottom line as additional resources have to be allocated to recruitment, selection, and the training of new employees. Additionally, changeover within organizations has the potential to unsettle social networks and decrease productivity as teams adjust to the shift of losing key players and onboarding new coworkers.

Augmented Virtuality in a Digital Learning Factory for Collaborative Robotics

As part of rising automation and individualization of products, human-robot collaboration plays an increasingly important role. To be able to use the advantages of this technology effectively, all concerned employees have to be trained accordingly. Existing training courses in the field of robotics, however, do not meet these requirements completely. Especially, competencies for innovative and creative process planning are not considered. Addressing these aspects is particularly important in the training of new employees. In the German vocational training system, however, the topic of collaborative robotics has not yet been included. Therefore, the project KoRA develops a mixed-reality learning environment with requirement-compliant scenarios in which the mandatory competencies will be taught. Within the mixed-reality learning environment, this paper focuses on the effect on haptic feedback. Investigations in the medical area show, that haptic feedback have an important impact in virtual training situations. Besides the classical haptic feedback through the vibration of a controller, there exist many approaches to realize a feedback. For practical applications in schools and companies, however, these approaches are often too complex. A more basic way to realize a haptic feedback, is to integrate static physical objects and create an augmented virtuality. This paper presents the results of an investigation, where a physical workstation is integrated into the virtual learning environment. It shows that even if the physical workstation not necessarily has to be touched, the perception of the virtual world has changed. In this context, some test subjects mentioned a dread of bumping into something. The results are described in detail and conclusions for the design of a virtual learning environment are discussed.

Internal Control System Analysis of Cash Receiving at Adeeva Hotel, Bengkulu City

The purpose of this study is to determine the internal control system for cash receipts at Hotel Adeeva Bengkulu City, especially cash receipts from cash sales. Data collection tools were carried out by means of documentation and unstructured interviews. The analytical method used is comparative analysis comparing the theory put forward by Mulyadi Hotel Adeeva Bengkulu City regarding the cash receipt internal control system. The results of this study indicate that the internal control analysis of cash receipts at the Adeeva Hotel, Bengkulu City, is not good enough because there is still no separation of functions and there is an overlap between the existing functions of the front office. The authorization system and recording procedures at the Adeeva Hotel in Bengkulu City are inadequate, because there is a one-way system where the front office still has dual duties as seen from the reception of guests and supervises payments at the cashier. Employ competent Adeeva Hotel, Bengkulu City, has conducted training for new employees and conducted a fairly strict employee selection before being accepted as employees.

НАСТАВНИЦТВО ЯК МЕТОД АДАПТАЦІЇ, ПІДГОТОВКИ ТА ПІДВИЩЕННЯ КВАЛІФІКАЦІЇ СУДОВИХ ЕКСПЕРТІВ

У статті висвітлено необхідність запровадження інституту наставництва під час підготовки, підвищення кваліфікації та адаптації судових експертів, надано практичні рекомендації щодо організації цього напряму діяльності в загальній системі роботи з персоналом судово-експертних установ. Акцентовано увагу на відсутності нормативно-правого забезпечення роботи відповідальних за безпосередню підготовку судових експертів, що негативно впливає на якість навчання та адаптацію працівників на новому місці роботи, і системи стимулювання праці співробітників, які навчають експертних спеціальностей на практиці. Обґрунтовано роль наставництва як інструмента адаптації та навчання нових працівників, підвищення кваліфікації судових експертів, зміцнення згуртованості всього колективу судово-експертної установи. Наголошено на визначенні інституту наставництва як одного з пріоритетних напрямів роботи з персоналом.

Механизмы совершенствования социально-психологической адаптации

The article presents the development of the program of psychological adaptation training for new employees, psychological tools of algorithmic type and the program of psychological cases.

TULA ARMS FACTORY WORKERS TECHNICAL TRAINING ON A PART-TIME BASIS IN THE 1920S

The article, using the historical experience of Tula Arms Factory as an example, examines the problem of training workers on the job in the 1920s, insuffi ciently covered in historical science. Based on a review of a signifi cant amount of archival sources, a detailed description of various forms of technical training at the enterprise is given, supported by statistical data. The dependence of the activities of the plant management on training workers on specifi c production needs is noted. The author also pays attention to the problems of material, technical, personnel and organisational order, which reduced the quality of training. It was noted that due to staff turnover in the fi rst years of its existence, technical studies and advanced training were inextricably linked with the training of new employees. As a result, it is concluded that the technical education network at Tula Arms Factory had been successfully established by the end of the specifi ed period, the main channels of which included advanced training circles, vocational courses, individual and brigade apprenticeships. This provision is confi rmed by consideration of the private aspects of the training process, by identifying the role of graduates in the recruitment of the Tula Arms Factory by skilled workers. The materials of this study are intended to supplement the picture of the positive experience of training personnel for the Russian arms factories

Approach to Education Training of New Employees at Kinden Co., Ltd. and Skills Competitions

In this report, we introduce our efforts to strengthen our technological capabilities through the challenge of training for new employees and the Skills competition at Kinden Co., Ltd. This is based on the following philosophy based on Kinden’s “three qualities of a wrestler:heart, technique, physique” trinity whole education. It is constantly keeping an eye on environmental changes, providing education that responds to the times, and developing human resources who can contribute to company development and society. These are considered to contribute to the future way of engineer education.

The use of Ontologies in the Development of a Mobile E-Learning Application in the Process of Staff Adaptation

The article discusses the method of using ontologies for developing a mobile application of the corporate e-learning system in the process of adaptation of companies’ new employees. The problems of shortening the period of adaptation of newly recruited employees force companies to look for effective methods of personnel management, their training and development. Well-known publications and the best developments in the field of mobile devices in corporate training systems, which allow to determine the vector of development of corporate training systems from e-learning to mobile learning, were considered. The widespread use of mobile devices makes the process of learning and adaptation of employees flexible, convenient, which leads to reduction of the time for employees to join the company's business processes. The problems of motivation and staff engagement in the process of early adaptation remain, but they are solved in the course of our other studies. The original method is use of ontologies when building individual learning paths in the process of adaptation of employees. The article examines the main approaches to the presentation and analysis of employees’ competencies based on ontologies when building modern corporate systems of adaptation and personnel training. An original approach to creating mobile applications is proposed, which reduces the time for adaptation and training of new employees.

Investigation and analysis of the status of blood-borne occupational exposure of medical staff in a top three hospital and intervention measures

Objective: To understand the current situation of blood-borne occupational exposure among health care workers and evaluate the intervention effect of PDCA. Methods: Retrospective survey was adopted to investigate and analyze the blood-borne occupational exposure incidents in a hospital from January 2015 to December 2018, and to compare the intervention effects after PDCA management. Results: A total of 82 cases of occupational exposure occurred from 2015 to 2017, and only 9 cases happened after the implementation of PDCA intervention. The exposed population was mainly consisted of nurses (59 cases, 64.83%) , and mainly with low-working age (1-5 years) (56 cases, 61.54%) , and the main source of exposure was hepatitis B (34 cases, 37.36%) . In addition, after the implementation of PDCA, the vaccination rate of personnel was 77.78%, the standardized field treatment rate was 100%, the preventive drug use rate was 88.89%; The qualified rate of occupational protection assessment was higher than that before intervention, which all shows the difference was statistically significant (P<0.05) . Conclusion: With the guide of PDCA management, Strengthen the training of new employees or ones with low working years as well as their awareness of protection, and standardize the relevant operational procedures, which can significantly improve the prevention of blood-borne occupational exposure and stress management of medical staff.

Management of advertising campaign planning in the pharmaceutical sector of the e-commerce market

General trends in the Russian advertising market are observed in the pharmaceutical segment as well as in the others. Advertising, implementing during distance advanced training, which is mandatory for pharmacists and medical workers, extension of analytics capabilities on digital sites and increasing consumer awareness has become the trend of recent years. The digital segment of the pharmaceutical market lags significantly behind the same segment in other areas, for example, in the market of daily demand goods, but the situation is beginning to change. In the shifting digital environment of the market, advertising service providers need to adapt to new conditions and offer the client (the manufacturer of pharmaceuticals or the agency that represents its interests) advertising campaigns most relevant for their needs. In order to optimize the time spent by employees on the designing the advertising campaigns, as well as to speed up the training of new employees, the authors of the article have created a methodology for quick construction of advertising campaigns, based on 4 main issues. It requires the choice of the segment to which the customer belongs, from the three proposed options, the assessment of its goals and objectives, the budget and special wishes for advertising options, as well as the choice of the promotion period. The method has shown its effectiveness in practice, as evidenced by the description of three cases of its verification on real clients. An analysis of the directions of advertising, recommendations on the use of new opportunities in the pharmaceutical advertising market in Russia, as well as a detailed analysis of the answers to each of the questions, when designing an advertising campaign in this market have been made in the article.

PERILAKU ORGANIZATIONAL CITIZENSHIP BEHAVIOR BERDASARKAN KARAKTERISTIK PEGAWAI DI RUMAH SAKIT

Human resources are an important aspect of organizational success. In the last three years, outpatient visits at RSIA NUN Surabaya decreased by 5.32%. The results of the identification showed that, one of the causes of the decrease in visits was patient dissatisfaction with the service of the officers. The objectives of this research were analyzing Organizational Citizenship Behavior (OCB) based on characteristics of employees in the hospital. This research is analytic descriptive with cross sectional study design. The samples were 34 employees were selected using purposive sampling. Result of this research showed that employees who had organizational citizenship behavior in the fewer categories were employees who had more than 32 years of age (≥ 32 years) with 77.8% presentations. Employees who have Organizational Citizenship Behavior (OCB) with fewer categories are employees who have a work period of less than 2 years with 100% presentation. The conclusion of this study is that employees who are more mature tend to have low OCB. Employees who have a low working period tend to have a low OCB. Therefore, it is important for hospital management to improve relationships between employees through gathering and maximizing employee potential when undergoing training for new employees.

What do merchandisers need to succeed?: development of an apparel merchandising competency framework

ABSTRACTBased on the analysis of extant research, this study identified the knowledge and skills that merchandising professionals need to succeed in the retail industry. These knowledge and skills were systematically analysed and categorised into in several constructs, categories, and types to create a comprehensive classification. Based on this classification system, an apparel merchandising competency (AMC) framework was proposed. The AMC framework is an important contribution to the body of literature and has significant practical and theoretical implications. Both retailers and educators can use the AMC framework as it is specific to apparel merchandising and exemplifies the relevant knowledge and skills required by apparel merchandisers in the retail industry. This can be useful for developing curricula, guiding corporate training of new employees and interns, thereby, assisting retailers in increasing their competitiveness within the industry by installing the necessary knowledge and skills into their workforce.

THE PROGRAM OF ADAPTATION AND PROFESSIONAL DEVELOPMENT OF PERSONNEL WITHIN A QUALITY MANAGEMENT SYSTEM OF THE PHARMACEUTICAL ORGANIZATION (REVIEW)

Introduction. This article describes the procedure for personnel management in a pharmacy organization in terms of the current requirements of Good Pharmacy Practice (GAP) and Quality Management System (QMS). A key element of the NSP and QMS is staff, so the HR management system should be based on the principles and foundations inherent in these concepts and be adequate to the current quality system in the pharmacy organization. Text. Quality management involves the use of systematic and process approaches. In doing so, pharmacies need to take a number of steps to improve the quality of the workforce, its activities and involvement in the process of formation of NPS and QMS. In addition, the professional development of staff is an essential condition and key to the successful functioning of the quality system, as well as the efficiency, performance and well-being of the organization as a whole. To implement the requirements of the quality management system, specialists of the personnel department, managers of all levels, as well as ordinary employees should be involved. Achieving a high level of quality management system at the enterprise is possible only in the presence of highly qualified personnel with certain competences. According to the requirements of Good Pharmacy Practice, which came into effect on March 1, 2017, the Pharmacy should implement the Personnel Adaptation Programme. Adaptation is a complex and time-consuming process of adjusting new employees to the content, working conditions and social environment of the organization, the gradual inclusion of new employees in the professional activities and team, and the pharmaceutical industry has its own characteristics and specifics. In the article the variant of the program of adaptation for the young employee including various aspects and forms of its carrying out which can render the essential help to heads of the drugstore organizations and experts of service of the personnel at training of new employees is offered. In addition to the adaptation program, the pharmacy organization should develop and implement a training system that corresponds to the specifics of the organization's production processes. The training needs of staff are determined by the training specialist, who annually and on a quarterly basis forms a schedule for external training of staff. The training schedule takes into account the plans for the development and updating of documents of the organization, which relate to the working activities of the employee. Training according to the documents is carried out by the head of the structural subdivision, the results of knowledge control should be recorded by him in the internal training cards of the employee. In contrast to the traditional approach to the organization of personnel training in the pharmacy organization, it is now rational to introduce standard and individual training matrices. Conclusion. The authors express their vision of strategy, planning, professional growth management, training of new knowledge and skills of personnel in the quality management system.

Community Diagnosis Fieldwork as Job Training for New Employees of a Community Hospital: SDH Education for an Inter-Professional Group

Community Diagnosis Fieldwork as Job Training for New Employees of a Community Hospital: SDH Education for an Inter-Professional Group

Musculoskeletal injuries and absenteeism among healthcare professionals-ICD-10 characterization.

IntroductionHealthcare workers account for 10% of the EU’s total workforce, with a significant proportion of those employed in hospitals. Musculoskeletal injuries are the predominant group of injuries in healthcare professionals due to the physical demands of their work, such as the mobilization and positioning of the dependent patients. The management of this type of problem should take into account direct and indirect costs, such as periods of incapacity for work due to illness, hiring and training of new employees during periods of absence, reduced levels of productivity and the effects on production and quality of work.Objectives1—Characterization of injuries resulting from occupational accidents in hospital workers according to the International Classification of Diseases ICD-10; 2—Identification of the predictive factors of absenteeism duration due to temporary work incapacity in workplace accidents.MethodsA retrospective observational study was conducted based on the analysis of 1621 cases of work-related accidents of employees of Centro Hospitalar São João from January 2011 to December 2014.An ICD-10 classification code was associated with each of the accident cases, based on pre-established criteria for classification of the specific diagnoses of musculoskeletal injuries. The duration of temporary work incapacity was compared between the categories of sociodemographic variables, among six categories of ICD-10 primary diagnosis (reclassification), and between the two major chapters of ICD-10 classification—chapter XIX (direct trauma) and chapter XIII (indirect trauma—strain injuries). The sociodemographic predictors of the occurrence of strain injuries were determined by logistic regression. A multinomial logistic regression analysis was conducted with selection of duration of work incapacity as the dependent variable.ResultsA total of 824 cases of musculoskeletal injuries occurred on hospital premises during the study period, which corresponded to a total of 22159 lost workdays in the context of temporary work incapacity due to work injury. According to the ICD-10 reclassification, the three most frequent diagnostic groups were direct lower limb trauma (n = 230, 27.9%), spinal strain injuries (n = 194, 23.5%) and direct upper limb trauma (n = 174, 21.1%). Significant differences were observed in temporary work incapacity duration among the ICD-10 diagnostic categories: spinal strain injuries were the diagnostic group associated with longer duration of temporary work incapacity, with a median = 14.0 (25-75th percentile: 6.0–35.0). The only variable that demonstrated to be significantly predictive of temporary work incapacity less than or greater than 20 days was the ICD-10 diagnostic group. The regression results revealed a 5-fold increase in risk in the case of spinal strain injuries for temporary work incapacity durations of less than or greater than 20 days (OR = 5.58 and OR = 5.89 respectively).ConclusionsThe study findings support the benefits of the characterization of workplace injuries by medical diagnostic groups, namely in the interpretation of the sequelae of the accidents and the medical contextualization of the accidents. Association of ICD-10characterization can improve the analysis of workplace accidents at an institutional level, and promote the implementation of preventive measures and control of absenteeism.