Vacant Positions Research Articles

The Nonprofit Veterinarian Shortage: Who Will Care for the Pets Most in Need?

Introduction: The national shortage of veterinarians, and the technicians and assistants who support them, has affected private practices, emergency and specialty clinics, agricultural practices, public health departments, and veterinary college faculty. The purpose of this study was to determine the impact of the veterinary workforce shortage on veterinary care provided at two types of public practice: (1) veterinary care for cats and dogs housed temporarily in animal sheltering organizations (ASOs) and (2) veterinary clinics aimed at increasing access to care for animals in the community. Methods: A novel survey was disseminated to 333 ASOs receiving a minimum of 2,500 animals annually and 118 access to care clinics (ATCCs) that partner with or receive grants from the national animal welfare nonprofit Petco Love. Surveys included questions about staffing and vacant positions for veterinarians and veterinary support staff, current hiring efforts for veterinarians, and delays in animal care. Results: A total of 179 ASOs completed the survey (54% response rate). Most reported being short-staffed for veterinarians (130/179; 73%) and for veterinary support staff (132/179; 74%). Of the 143 ASOs answering a question about spay/neuter surgeries, 130 (91%) reported having a backlog with a combined total of 18,648 animals awaiting surgery. A total of 57 ATCCs responded to the survey (48% response rate). Of these, 41 (72%) reported being short-staffed for both veterinarians and veterinary support staff. As a result, clients were waiting longer than usual for care at 45 clinics (79%), with delays of 2 months or more at 28 clinics (51%). Conclusion: This study highlights the critical impact of severe veterinary workforce shortages on nonprofit organizations responsible for medical care for the most vulnerable cats and dogs. These shortages pose substantial risks to animal welfare, the human–animal bond, and public health.

Zbyt długi żywot ustawy o pracownikach urzędów państwowych

In 1982, the Act on State Office Employees was passed. Despite the establishment of the civil service, which, according to Art. 153 of the Constitution should serve government administration offices, the 1982 Act is still in force, although its repeal has been announced many times. This is mainly because the 1982 Act, unlike the Civil Service Act, does not provide for a public procedure for equal recruitment for vacant official positions, which allows all political decision-makers to fill these positions through their discretion. However, this constitutes a violation of Art. 60 of the Constitution, which provides citizens with equal access to public service. The data collected under the Act on Access to Public Information shows that the number of people subject to the 1982 Act is very large and, moreover, that numerous important positions in the offices of the supreme state administration bodies are filled on its basis. This is to the obvious detriment of the public interest, especially since the 1982 Act does not contain a whole range of legal structures and requirements intended to ensure professional, reliable and impartial operation of the administration, as required by Art. 153 of the Constitution. The article contains a polemic with arguments about the need for special trust in employees, pointing out their extra-legal nature, as well as the dangers resulting from these assumptions. The thesis is the need to repeal the 1982 Act as soon as possible, as it has already been announced many times.

ANALISIS PENGISIAN KEKOSONGAN JABATAN WAKIL BUPATI KABUPATEN LUWU TIMUR 2021-2026

Filling a vacant position is one of the important elements in Constitutional Law. Without being filled with officials (Ambtsdrager), the functions of state offices cannot run properly as they should. The problems in this study are: How is the regulation for filling the vacant position of Deputy Regent of East Luwu Regency, What are the obstacles in the process of filling the vacant position of Deputy Regent of East Luwu Regency, This study aims to analyze and how is the regulation for filling the vacant position of Deputy Regent of East Luwu Regency, To find out and examine the obstacles in the process of filling the vacant position of Deputy Regent of East Luwu Regency, This study was conducted using an empirical normative approach method, namely in the literature on political science, government science, and law, the terms power, authority, and authority are often found, this study was conducted in East Luwu Regency. The regulation for filling the vacant position of Deputy Regent of East Luwu Regency is still not perfect, because the DPR has rules of procedure related to the issue of electing a deputy regent, but it is not perfect so a special committee must improve the rules of procedure for electing the Deputy Regent of East Luwu Regency. The obstacle in the process of filling the vacant position of Deputy Regent of East Luwu Regency is due to a large number of supporting parties so it is difficult to obtain results through joint deliberations.

Munkaerő-piaci mutatók elemzése az Észak-Alföld régióban 2018 és 2022-es években

In my study, I analyze the labor market indicators of the North Great Plain statistical region for the years 2018 and 2022 in order to map the regional labour market characteristics based on the indicators. One method of the analysis is the Beveridge curve. This complex analysis method graphically illustrates the evolution of the relationship between the unemployment rate and the proportion of vacant positions typical of the region under investigation. The results of the analysis can draw attention to possible problems in the labour market in the region. I examine the secondary statistical data in parallel with the available related literature.

Передумови становлення радянської номенклатури в УСРР в 1919-1924 рр.: історичний контекст

The aim of the article is to clarify the historical context and reasons for the formation of the Soviet nomenclature in the Ukrainian SSR in 1919 – 1924. The research methodology is based on a combination of general scientific (analysis, synthesis, deduction) and special-historical (historiographical scientific analysis, structural-systemic) methods with the principles of historicism, objectivity, scientificity, and evidence. The scientific novelty of the work lies in the fact that using the above-mentioned methods in combination with scientific principles, the authors analyze the process of formation of the Ukrainian nomenclature as a systemic whole, consisting of elements (each element corresponds to a corresponding field of activity), on top of which a super-system is built as a peculiar basis, namely: the form of formation of the Russian nomenclature in the RSFSR (according to which nomenclature is formed in the Ukrainian SSR). Conclusions. Formation of the nomenclature in the Ukrainian SSR occurred as a result of the direct intervention of the Bolsheviks. To form the Ukrainian nomenclature, the Bolsheviks used methods of physical intervention and influence, which was accompanied by the expulsion of Ukrainian communists outside the republic and the appointment of communists from the center (RSFSR) to leadership and vacant positions in the government and communist party in the Ukrainian SSR.

Current problems of using artificial intelligence inHR management in Kazakhstan

The article provides an understanding of artificial intelligence in the field of HR, and it is said that the digitization of the industry is reflected in the widespread use of artificial intelligence. The theory and history of the field of artificial intelligence is systematized by reviewing the works of researchers. The possibilities of using artificial intelligence are clarified and its efficiency is considered. As a result of the study, it was determined that artificial intelligence is used in four main categories in the field of HR, and it was found that there is a high demand for automated resume search, analysis, and selection services. At the same time, in order to invite candidates for a vacant position, including the identification of qualified talented employees, chatbots, Skype interviews, the use of information on online recruiting platforms such as HeadHunter, notification of vacancies at fairs, and pilot projects introduced by the state will be analyzed. The features of artificial intelligence programs introduced in the Kazakhstan labor exchange, and changes brought to the HR system, the advantages and disadvantages will be discussed. Especially as the most effective programs in the field of artificial intelligence in recent years: IBM's Deep Blue program, Alvinn program for driving, and Microsoft Application and Services Group's talking robot program, the importance of research on the specificity of programs in the field of medicine and pharmaceuticals will be analyzed and considered as examples of regional enterprises.

Trends in dental school faculty: An analysis of the results of the 2021‒2022 ADEA Dental School Faculty Demographic Census and 2018‒2019 ADEA Survey of Dental School Faculty.

Each year, American Dental Education Association (ADEA) collects data on U.S. dental school faculty demographics, compensation, and vacant and lost positions. One of the purposes of the reports associated with this project is to provide information to U.S. dental schools on national trends on dental school faculty. This report examines the landscape of faculty workforce at U.S.-accredited dental schools in 2021‒2022 and changes relative to the 2018‒2019 academic year. The information contained within this report includes faculty position information, new and separated faculty, open or vacant faculty positions, lost faculty positions, and faculty demographics. The report analyzes data from the 2018‒2019 ADEA Survey of Dental School Faculty (representing an estimated 91% of the full-time and part-time faculty) and 2021‒2022 ADEA Dental School Faculty Salary and Demographic Census (an estimated 84% of the faculty). The analysis revealed that more than half of dental school faculty was in the south and northeast in 2021‒2022. Among responding schools, 85% of the faculty concentrated on teaching, research, and training in 2021‒2022, a proportion similar with 2018‒2019. One in five faculty was tenured or on tenure track, similar with 2018‒2019. More than three-quarters of full-time and part-time faculty were clinical faculty in 2021‒2022. There was a 62% increase in open faculty positions between 2018‒2019 and 2021‒2022. Women accounted for four in 10 faculty members in 2021‒2022-more than 3 years before. The median age of dental school faculty declined from 56 to 54 years old between 2019 and 2022. This study found that dental school faculty was increasingly younger, with more women members and more open positions in 2021‒2022 than in 2018‒2019.

ANALYSIS OF STAFFING OF THE MEDICAL AND GENETIC SERVICE IN UKRAINE

Aim. To study the staffing conditions of the medical-genetic service in Ukraine during the period from 2008 to 2022 and to forecast the staffing dynamics until 2026. Materials and Methods: Statistical data from healthcare institutions in Ukraine that provided medical-genetic services during the period from 2008 to 2022 were analyzed, based on reporting forms 21, 17, 49 from the City Health Center website http://medstat.gov.ua/ukr/statdan.html and http://medstat.gov.ua/ukr/statdanMMXIX.html. Single-factor linear regression models were applied for mathematical modeling, with quality assessment conducted using the coefficient of determination R². Calculations were performed using MedCalc® Statistical Software (v.22.009). Results: Compared to 2008, there was a significant reduction in the number of full-time positions of heads of offices (genetic doctors), genetic doctors, and genetic laboratory doctors in Ukraine in 2022 by -45.24%, -24.83%, and -23.39%, respectively. A significant decrease in the number of these positions was determined (p<0.05). In 2022, compared to 2008, there was also a decrease in the staffing rate of all full-time positions with occupied positions of the personnel of centers/offices. Specifically, for genetic doctors, the staffing rate in 2022 was 69.62% compared to 85.37% in 2008, and for genetic laboratory doctors, it was 57.54% compared to 94.62% in 2022 and 2008, respectively. The level of provision of geneticists (individuals) in Ukraine in 2022 was 1.99 per 1 million population, which is -16.03% less than in 2008. Furthermore, compared to 2008, the share of vacant positions for genetic doctors in 2022 increased 2-fold, and for genetic laboratory doctors almost 8-fold. According to the results of mathematical forecasting, in 2026, a further decrease in the availability of genetic doctors to the level of 1.77 per 1 million population is predicted (R²=0.88, p<0.001). Results. Compared to 2008, there was a significant reduction in the number of full-time positions of heads of offices (genetic doctors), genetic doctors, and genetic laboratory doctors in Ukraine in 2022 by -45.24%, -24.83%, and -23.39%, respectively. A significant decrease in the number of these positions was determined (p<0.05). In 2022, compared to 2008, there was also a decrease in the staffing rate of all full-time positions with occupied positions of the personnel of centers/offices. Specifically, for genetic doctors, the staffing rate in 2022 was 69.62% compared to 85.37% in 2008, and for genetic laboratory doctors, it was 57.54% compared to 94.62% in 2022 and 2008, respectively. Furthermore, in comparison with 2008, the share of vacant positions for genetic doctors in 2022 increased in 2-fold, and for genetic laboratory doctors almost in 8-fold. According to the results of mathematical forecasting, in 2026, a further decrease in the availability of genetic doctors to the level of 1.77 per 1 million population is predicted (R²=0.88, p<0.001). Conclusions. Based on the analysis of staffing of the medical-genetic service in Ukraine during the period 2008-2022, conclusions can be drawn about the reduction in the number of full-time positions and the availability of genetic doctors in the medical-genetic service in Ukraine. To ensure proper medical-genetic counseling for the population, it is necessary to develop an effective strategy for improving the organization of the medical-genetic service, capable of providing comprehensive support for patients with genetic pathologies.

Crystal structures of seven gold(III) complexes of the form LAuX 3 (L = substituted pyridine, X = Cl or Br).

The structures of seven gold(III) halide derivatives of general formula LAuX 3 (L = methyl-pyridines or di-methyl-pyridines, X = Cl or Br) are presented: tri-chlorido-(2-methyl-pyridine)-gold(III), [AuCl3(C6H7N)], 1 (as two polymorphs 1a and 1b); tri-bromido-(2-methyl-pyridine)-gold(III), [AuBr3(C6H7N)], 2; tri-bromido-(3-methyl-pyridine)-gold(III), [AuBr3(C6H7N)], 3; tri-bromido-(2,4-di-meth-yl-pyridine)-gold(III), [AuBr3(C7H9N)], 4; tri-chlorido-(3,5-di-methylpyridine)-gold(III), [AuCl3(C7H9N)], 5; tri-bromido-(3,5-di-methyl-pyridine)-gold(III), [AuBr3(C7H9N)], 6, and tri-chlorido-(2,6-di-methyl-pyridine)-gold(III), [AuCl3(C7H9N)], 7. Additionally, the structure of 8, the 1:1 adduct of 2 and 6, [AuBr3(C6H7N)]·[AuBr3(C7H9N)], is included. All the structures crystallize solvent-free, and all have Z' = 1 except for 5 and 7, which display crystallographic twofold rotation symmetry, and 4, which has Z' = 2. 1a and 2 are isotypic. The coordination geometry at the gold(III) atoms is, as expected, square-planar. Four of the crystals (1a, 1b, 2 and 8) were non-merohedral twins, and these structures were refined using the 'HKLF 5' method. The largest inter-planar angles between the pyridine ring and the coordination plane are observed for those structures with a 2-methyl substituent of the pyridine ring. The Au-N bonds are consistently longer trans to Br (average 2.059 Å) than trans to Cl (average 2.036 Å). In the crystal packing, a frequent feature is the offset-stacked and approximately rectangular dimeric moiety (Au-X)2, with anti-parallel Au-X bonds linked by Au⋯X contacts at the vacant positions axial to the coordination plane. The dimers are connected by further secondary inter-actions (Au⋯X or X⋯X contacts, 'weak' C-H⋯X hydrogen bonds) to form chain, double chain ('ladder') or layer structures, and in several cases linked again in the third dimension. Only 1b and 7 contain no offset dimers; these structures instead involve C-H⋯Cl hydrogen bonds combined with Cl⋯Cl contacts (1b) or Cl⋯π contacts (7). The packing patterns of seven further complexes LAuX 3 involving simple pyridines (taken from the Cambridge Structural Database) are compared with those of 1-8.

Political Party Deliberation: Mechanism for Safeguarding Constituent Rights against Vacancies in House of Representatives Affected by Political Party Dissolution

The Indonesian Constitutional Court has the power to dissolve political parties. But this power has never really been used. This research aims is to examine the impact of the legal vacuum created by the collapse of political parties. The problems raised in this research are as follows: First, aspects of the legitimacy of political party management deliberations in filling the vacancies of members of representative bodies as an implication of the dissolution of political parties;.Second, the deliberation mechanism of political party officials should be analyzed as a legal reform to fill the vacant positions of members of representative bodies from disbanded political parties. The findings of this study take the shape of a notion concerning party management decisions offering their constituent votes to other political parties that do not reach the threshold for collecting votes to sit in parliament because they do not satisfy the parliamentary threshold.

Improving the introduction of telemedicine in pre-hospital emergency medicine: understanding users and how acceptability, usability and effectiveness influence this process

IntroductionIncreasing numbers of ambulance calls, vacant positions and growing workloads in Emergency Medicine (EM) are increasing the pressure to find adequate solutions. With telemedicine providing health-care services by bridging large distances, connecting remote providers and even patients while using modern communication technologies, such a technology seems beneficial. As the process of developing an optimal solution is challenging, a need to quantify involved processes could improve implementation. Existing models are based on qualitative studies although standardised questionnaires for factors such as Usability, Acceptability and Effectiveness exist.MethodsA survey was provided to participants within a German county. It was based on telemedical surveys, the System Usabilty Scale (SUS) and earlier works describing Usability, Acceptability and Effectiveness. Meanwhile a telemedical system was introduced in the investigated county. A comparison between user-groups aswell as an exploratory factor analysis (EFA) was performed.ResultsOf n = 91 included participants n = 73 (80,2%) were qualified as emergency medical staff (including paramedics n = 36 (39,56%), EMTs n = 28 (30,77%), call handlers n = 9 (9,89%)) and n = 18 (19,8%) as emergency physicians. Most participants approved that telemedicine positively impacts EM and improved treatment options with an overall Usabilty Score of 68,68. EFA provided a 3-factor solution involving Usability, Acceptability and Effectiveness.DiscussionWith our results being comparable to earlier studies but telemedicine only having being sparsely introduced, a positive attitude could still be attested. While our model describes 51,28% of the underlying factors, more research is needed to identify further influences. We showed that Usability is correlated with Acceptability (strong effect), Usability and Effectiveness with a medium effect, likewise Acceptability and Effectiveness. Therefore available systems need to improve. Our approach can be a guide for decision makers and developers, that a focus during implementation must be on improving usability and on a valid data driven implementation process.

Результаты целевого трудоустройства медицинских работников в городах и сельской местности.

Targeted training of future medical workers and their guaranteed employment is one of the state measures to address the issue of the shortage of specialists. The key mission of targeted training is the balanced regulation by the organization of training and employment. Currently, there are not enough scientific studies on the results and effectiveness of this measure in the health care system, but many researchers emphasize the problems of targeted employment of medical workers. According to the studies of a number of authors, the imperfection of normative legal regulation of issues of targeted training allows graduates not to fulfill the obligations of employment in medical organizations upon graduation [3–9]. The purpose of the study. Conduct an analysis of indicators reflecting the specifics of targeted employment of health workers in organizations located in urban and rural areas in 2022 and 2023. Materials and methods. The study used statistical data for 85 constituent entities of the Russian Federation on the basis of an operative documented request to the health protection authorities of the constituent entities of the Russian Federation, containing information on the number of employed doctors and nursing staff within the framework of targeted training, as well as the planned values of targeted employment in accordance with the concluded contracts. The study period is 2022 and 2023. The total data on targeted employment of medical workers after completion of the specialty program and completion of residency in the context of the names of positions of doctors and nursing staff were analyzed. Analytical and descriptive statistics methods were used in the research process. Results. The share of doctors and nursing staff employed after completion of targeted training from the total number of medical workers in organizations located in rural areas is higher than the share of those recruited to work in urban medical organizations. On average, 1.3% of doctors and 0.21% of nursing staff are annually recruited to urban medical organizations as part of targeted employment out of the total number of the respective key medical personnel as of the end of the reporting year. In rural areas, these figures are 2.6% and 0.30%, respectively. Specialists are predominantly employed in urban medical organizations, while in rural areas – district doctors. The study revealed that in 2023 there were 128.1 target recruitments per 10,000 doctors in urban areas in a given year, and in 2022–124.8, i. e. the intensity of employment by target recruitment in urban areas increased by 2.6% in two years. In rural areas, there were 260.2 target recruitment admissions per 10,000 physicians in 2023 and 262.8 in 2022, that is, the intensity of target recruitment employment of physicians in rural areas decreased by 1% in two years. When analyzing the indicator comparatively, it is noted that in rural areas it is almost twice as high as in urban areas. Conclusions. Targeted employment of medical workers is an effective and efficient measure to attract medical personnel to organizations experiencing a shortage of them. The analysis has shown that the intensity rate of targeted employment per 10,000 physicians in urban areas of the country is lower than in rural areas, which amounted to 128.1 and 260.2, respectively. According to the results of the last two years, 60% of the doctors planned for targeted employment fulfilled their obligations, including 50% in rural areas. The main reason for the current level of employment is the failure to meet the planned indicators of targeted admission to training due to the violation of obligations by students and graduates, which requires the development of a special methodology for assessing the reasonable formation of the plan for targeted recruitment to educational organizations in the context of each medical organization. When comparing the number of vacant positions of doctors and the number of employed graduates within the framework of targeted recruitment, a significant range of the indicator among the subjects of the Russian Federation was revealed, which is presented in the interval from 1 to 29% (9.0±15.95). In this regard, it can be assumed that the number of persons employed under targeted recruitment does not depend on the additional demand for doctors and does not cover the existing deficit.

Pelaksanaan Seleksi Perangkat Desa Sidomukti Kecamatan Jenawi Kabupaten Karanganyar dengan Sistem Computer Based Test (CBT)

Sidomukti Village is a village located in Jenawi District, Karanganyar Regency, Central Java. This Community Service aims to carry out selection of village officials in Sidomukti Village, Jenawi District, Karanganyar Regency. The vacant village official position is Head Of Noyu Hamlet. The Village apparatus selection exams carried out include written exams and computer pratical exams in accordance with Karanganyar Regent regulation Number 81 of 2022 concerning Mechanisms for Appointing and Dismissing Village Apparatus. The result of the Community Service activities was the election of head of Noyu Hamlet, Sidomukti Village, Jenawi District, Karanganyar Regency, as stated in the Minutes of Selection of Sidomukti Village Apparatus, Jenawi District, Karanganyar Regency.

A Critical Analysis of the Regulations and Process of Appointment of Vice-Chancellors at Higher Education Institutions in Pakistan

In post Eighteenth Amendment era higher education became a provincial subject, limiting the Federal HEC's role to maintaining standards. However, only two provinces have established their Higher Education Commissions with limited power. Various university acts have loopholes regarding appointments of vice- chancellors, leading to some appointments being nullified by higher courts due to procedural non-compliance. The lack of clear rules for higher level appointments negatively impacts lower levels, necessitating a robust legislative framework. It is crucial to appoint permanent vice-chancellors for all vacant positions in Higher Education Institutions. An effective and efficient regulatory and legislative framework for the higher education sector should involve all major stakeholders, including the Federal Government, Provincial Governments, university representatives, the National Finance Commission, and the Council of Common Interest. This collaboration is essential to address the current gaps and improve governance in higher education.

Short-Term Strategies for Augmenting the National Radiologist Workforce.

The current radiology landscape has an imbalance between the rising demand for radiology services and the national radiologist workforce available. More vacant radiology positions exist than graduating radiology trainees. The origins of this problem are complex and require long-term solutions. Rather than working longer and/or faster, radiologists can work smarter. In this article, we present multiple short-term strategies to increase the effective radiologist workforce and/or increase workforce efficiency, to alleviate the current workload challenges. These strategies are derived from an analysis of possible practice-level changes in personnel, process, and physical plant. The impacts of the potential changes are estimated. No single change addresses the mismatch between supply and demand for radiology services. By creating an inventory of potential solutions, practices can choose the potential mechanism(s) to address the workforce shortage that best fit their needs and local environment.

The general theoretic aspects of the optimization of democracy in the context of the guaranteeing of the order and welfare

The article is devoted to the problems and perspectives of democracy as the form of organization of the social and political existence in general, as well as to the some aspects of the optimization of democracy in the context of the guaranteeing of the social welfare in particular. The real aim of the existence of the democracy was revealed. It was noted that stability is the most important elements of the value of the state. The author pays attention to the advantages of the presidential republic, of the constitutional monarchy, of the «Polybius scheme» of the ideal «mixed» state, of the two-party system, of the indirect elections, of the temporal fixation of the elections and of the absence of the snap elections in the context of the guarantee of the political stability. The optimal model of government, the rational limits of the democracy and its acceptable forms were proposed. The author says that democracy is more or less acceptable only if the laws of the state guarantee the impossibility of the election of the unworthy candidate. The system of the electoral qualifications for the members of the Electoral College as well as for the candidates to the elected positions was recommended. Also, the similar system of the qualifications for the officials of the executive power was recommended. The author says that the republican state should be built «from the below». It was noticed that citizens may make the conscious choice only inside their common during the local elections or during the elections of the members of the Electoral College, when they really know the candidates and their personal qualities. The author recommends the political model, when people elect the members of the Electoral College, and the last one form the local representative organs during the local elections, and after that the local representative organs delegate some their members to the regional representative organs, and the last one delegate some their members and form the parliament of the state. Also, the political model, when the executive power is built «from the below», was recommended. The author says that each official of the executive power should start his service from the primary position in local executive bodies, and that the filling of the vacant positions should be done exclusively on the basis of professionalism, experience, length of service and seniority of the officials, but not on the grounds of the arbitrariness of the highest officials or randomnicity. The main principles of replacing of the post of the head of the state in the parliamentary republic as well as in the presidential republic were outlined. It was noted that the professionalism, experience and the high moral qualities of the officials, and especially of the senior state officials, are the fundament of the effective governance and welfare of society, etc.

Can The Zambian Insurance Industry Use Internal Hire Versus External Hire As A Strategic Tool?

This study aimed to assess the efficacy of internal and external hiring practices as tools for strategic human resource management in the Zambian Insurance industry. The investigation analyzed the strengths and weaknesses of both internal and external hiring strategies, with a specific focus on their impact on organizational performance and employee development. Through an extensive examination of existing literature, interviews with industry professionals, and a survey of senior executives responsible for recruitment and selection processes in the Zambian Insurance sector, the study gathered data from a sample of both large and small insurance companies operating in different regions of Zambia. This ensured that the entire industry was represented. The study provided valuable insights into the strategic considerations and outcomes of internal and external hiring in this specific context, enhancing our understanding of effective human resource management practices in the Zambian Insurance industry and offering recommendations for improving talent acquisition strategies. The study also looked at the possibility of turning the human resource function in the surveyed industry from a 'day-to-day' issue to a more strategic aspect of the business through a comprehensive hiring plan and the use of internal recruitment with employee retaining strategies. In conclusion, the research findings suggest that the Zambian insurance sector has the capability to utilize both internal and external candidates as a strategic approach. The decision to choose between internal and external hiring is influenced by various factors, including financial considerations, the immediate need to fill a vacant position, the desire to bring in fresh expertise, and the compatibility with the company's culture. Internal hiring offers several advantages for the Zambian insurance industry, such as cost savings, reduced recruitment time, and the ability to foster employee growth and loyalty within the organization. Conversely, external hiring brings in new perspectives, skills, and experiences that may not be readily available internally.

Permanent Employee Assessment Decision Support System using the Simple Multi Attribute Rating Technique (SMART) Method

Every agency or organization must be able to select and determine competent employees to fill vacant positions so that the main duties of that position can be carried out. To obtain information quickly and accurately about the assessment of permanent employees in accordance with the expected criteria, a decision support system is needed. Objective decisions are usually fair because they are in accordance with the facts and supported by data to produce a decision/recommendation that can make things easier for agency or organization leaders. By using the Simple Multi Attribute Rating Technique (SMART) method, it is hoped that it can help in making decisions about evaluating permanent employees. The SMART method uses a multiattribute decision technique which is used to support decision makers in choosing between several alternatives. This research aims to assist the leadership of the West Sumatra Ministry of Religion in making decisions regarding permanent employee recommendations for employees. The method used in this research is qualitative. Based on the test results, a weighting system is produced that takes into account the assessment factors that exist in employees. The results of the assessments that have been carried out will immediately produce data on employees who have competencies worthy of being promoted to a better career level. In the research, 6 criteria were used, namely cooperation , work ability, work discipline, loyalty, responsibility and communication. With 5 alternative data, calculations were carried out using the SMART method, the result that got the highest score was Endang Mesfitra with a final result of 0.7425. With the research results, the application can help leaders in providing assessments and the results of these assessments produce objective decisions so that leaders can recommend employees according to the criteria

Reducing the number and staff: the final stage

The article covers one of the stages of the procedure for reducing the number or staff of employees, i.e. the offer of transfer to another job and the consideration of the motivated opinion of a trade union when dismissing a trade union member. Attention is paid to the distinction between vacant and vacant positions. The requirements for determining vacant positions to be offered to an employee and the procedure for offering them are disclosed. The complexities faced by employers in the process of implementing dismissal on this basis are outlined.

THE RELATIONSHIP BETWEEN ADVERTISING TEACHING VACANCIES AND STUDENTS' ACADEMIC PERFORMANCE IN MPIGI TOWN COUNCIL PRIVATE SECONDARY SCHOOLS IN MPIGI DISTRICT, UGANDA. A CROSS-SECTIONAL SURVEY

Background The study aimed to determine the relationship between advertising teaching vacancies and students' academic performance in Mpigi Town Council private secondary schools in Mpigi District, Uganda. Methodology A cross-sectional survey was conducted in Mpigi Town Council private secondary schools in Mpigi district, Uganda in Central Uganda along Kampala Masaka road. A population of 130 respondents that is 70 students, 50 teachers, 5 head teachers, and five directors of selected private secondary schools Results From the study findings, 60 (85.8 %) of the student respondents agreed at different levels qualified teachers get to know teaching opportunities from the adverts but 8 (11.4 %) respondents disagreed at different levels and 2 (2.9%) did not know. From the study findings, 53 (75.8 %) of respondents agreed at different levels that advertising helps the schools attract talented teachers who will enable students to perform well but 14 (20% %) respondents disagreed at different levels and 2 (2.9%) did not know. Conclusion The study concluded that advertising vacant teaching positions, lead to good academic performance in private schools if the recruitment process is strictly followed. It can be concluded that recruitment has a significant impact on students’ academic performance. Recommendation Effective teacher recruitment should align with the overall school culture and leadership style to create a cohesive educational community. The private schools and their teachers’ recruitment agencies should adopt some criteria during the recruitment of teachers in Uganda.