Technologies of personnel training and development in the organization

2021 ◽  
Author(s):  
Marina Polevaya ◽  
Igor' Belogrud ◽  
Irina Ivanova ◽  
Elena Kamneva ◽  
Valentina Maslova ◽  
...  
Keyword(s):  
Personnel Management ◽  
Professional Training ◽  
Training And Development ◽  
Personnel Training ◽  
High Quality ◽  
Modern Economy ◽  
Key Factor ◽  
Training Courses ◽  
Management Students ◽  
Psychological Features

In the modern economy, high-quality personnel is a key factor for the success of an organization. The success of the organization directly depends on the degree of qualification of the staff. The textbook presents technologies, methods and types of personnel training and development; legal and organizational aspects of professional training; socio-psychological features of personnel training and development; the basics of forming and managing the personnel reserve in the organization, as well as methods for evaluating the effectiveness of personnel training and development in the organization. It is intended for students studying in the direction of training "Personnel Management", students of institutes and advanced training courses, employees of personnel management services, managers of enterprises and organizations.

scholarly journals Personnel training for the internal affairs in Donetsk Region (second half of the 1960s)

2021 ◽  
Vol 27 (4) ◽  
pp. 94-99
Author(s):  
Evgeniy V. Suverov ◽  
Victoria K. Groshevaya ◽  
Yuriy N. Krasnonosov
Keyword(s):  
Professional Training ◽  
Educational Process ◽  
Educational Institutions ◽  
Practical Training ◽  
Personnel Training ◽  
Educational Work ◽  
Training Courses ◽  
Internal Affairs ◽  
The 1960S

The article is devoted to the peculiarities of training personnel for the internal affairs bodies of Donetsk Region in the second half of the 1960s. The authors highlight the issues of organising the educational process in special departmental educational institutions, namely, the functioning of collegial governing bodies in educational institutions, the specifics of recruiting applicants, practical training, as well as the features of educational work among personnel based on Marxist-Leninist ideology. The article also examines the issues of the implementation of professional training, internships, training courses, discloses the sources and forms of replenishment of militia units in the region.

scholarly journals Research on the Optimization of Teaching System of International Economy and Trade

2021 ◽  
Vol 5 (1) ◽  
pp. 10
Author(s):  
Tian Shuo ◽  
Zhang Lianggui ◽  
Zhang Haiwei
Keyword(s):  
Liberal Arts ◽  
Professional Training ◽  
International Economy ◽  
Personnel Training ◽  
High Quality ◽  
Teaching System ◽  
Development Path ◽  
Cross Border

Taking the construction of new liberal arts as a background, this paper proposes that the international economy and trade major should optimize the teaching system and personnel training mechanism by adding the new cross-border e-commerce direction. This paper highlights the development path of high-quality international economy and trade professional training, and further ensures the first-class talent training and first-class professional construction specialty.

Going the Distance

2020 ◽  
Author(s):  
Ron Harris
Keyword(s):  
Large Scale ◽  
Western Europe ◽  
Family Firms ◽  
Global Trade ◽  
Long Distance ◽  
Business Corporation ◽  
Modern Economy ◽  
Key Factor ◽  
Silk Route ◽  
Passive Investors

Before the seventeenth century, trade across Eurasia was mostly conducted in short segments along the Silk Route and Indian Ocean. Business was organized in family firms, merchant networks, and state-owned enterprises, and dominated by Chinese, Indian, and Arabic traders. However, around 1600 the first two joint-stock corporations, the English and Dutch East India Companies, were established. This book tells the story of overland and maritime trade without Europeans, of European Cape Route trade without corporations, and of how new, large-scale, and impersonal organizations arose in Europe to control long-distance trade for more than three centuries. It shows that by 1700, the scene and methods for global trade had dramatically changed: Dutch and English merchants shepherded goods directly from China and India to northwestern Europe. To understand this transformation, the book compares the organizational forms used in four major regions: China, India, the Middle East, and Western Europe. The English and Dutch were the last to leap into Eurasian trade, and they innovated in order to compete. They raised capital from passive investors through impersonal stock markets and their joint-stock corporations deployed more capital, ships, and agents to deliver goods from their origins to consumers. The book explores the history behind a cornerstone of the modern economy, and how this organizational revolution contributed to the formation of global trade and the creation of the business corporation as a key factor in Europe's economic rise.

Economic and psychological features of using digital technologies in business processes and personnel management

Ergodesign ◽  
2020 ◽  
Vol 2020 (1) ◽  
pp. 25-31
Author(s):  
Dmitriy Erokhin ◽  
Lydia Vestimaia ◽  
Oleg Trutnev
Keyword(s):  
Personnel Management ◽  
Business Processes ◽  
Digital Technologies ◽  
Internal Factors ◽  
Foreign Companies ◽  
E Learning ◽  
Psychological Features

Modern digital technologies that are used by domestic and foreign companies in personnel management and business processes are considered. Economic and psychological trends related to HR automation, HR Analytics, HR marketing, Smart recruitment and e-learning are highlighted. The results of digitalization of HR processes in leading domestic and foreign companies are presented, and the possibility of diagnosing changes in business processes under the influence of external and internal factors is justified.

scholarly journals EDCrammer: An Efficient Caching Rate-Control Algorithm for Streaming Data on Resource-Limited Edge Nodes

2019 ◽  
Vol 9 (12) ◽  
pp. 2560 ◽  
Author(s):  
Yunkon Kim ◽  
Eui-Nam Huh
Keyword(s):  
Intelligent Transportation System ◽  
Streaming Data ◽  
Data Traffic ◽  
High Quality ◽  
Data Caching ◽  
Resource Limited ◽  
Quality Video ◽  
Key Factor ◽  
Efficient Data ◽  
Art Research

This paper explores data caching as a key factor of edge computing. State-of-the-art research of data caching on edge nodes mainly considers reactive and proactive caching, and machine learning based caching, which could be a heavy task for edge nodes. However, edge nodes usually have relatively lower computing resources than cloud datacenters as those are geo-distributed from the administrator. Therefore, a caching algorithm should be lightweight for saving computing resources on edge nodes. In addition, the data caching should be agile because it has to support high-quality services on edge nodes. Accordingly, this paper proposes a lightweight, agile caching algorithm, EDCrammer (Efficient Data Crammer), which performs agile operations to control caching rate for streaming data by using the enhanced PID (Proportional-Integral-Differential) controller. Experimental results using this lightweight, agile caching algorithm show its significant value in each scenario. In four common scenarios, the desired cache utilization was reached in 1.1 s on average and then maintained within a 4–7% deviation. The cache hit ratio is about 96%, and the optimal cache capacity is around 1.5 MB. Thus, EDCrammer can help distribute the streaming data traffic to the edge nodes, mitigate the uplink load on the central cloud, and ultimately provide users with high-quality video services. We also hope that EDCrammer can improve overall service quality in 5G environment, Augmented Reality/Virtual Reality (AR/VR), Intelligent Transportation System (ITS), Internet of Things (IoT), etc.

scholarly journals Testing a self-assessment tool for HP competencies with participants of training courses in Austria

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
G Lang
Keyword(s):  
Assessment Tool ◽  
Core Competencies ◽  
Empirical Studies ◽  
Reliability And Validity ◽  
International Standards ◽  
Online Questionnaire ◽  
Self Assessment ◽  
High Quality ◽  
Training Courses ◽  
Training Programmes

Abstract Background High quality health promotion (HP) depends on a competent workforce for which professional development programmes for practitioners are essential. The “CompHP Core Competencies Framework in HP” defines crucial competency domains but a recent review concluded that the implementation and use of the framework is lacking. The aim was to develop and validate a self-assessment tool for HP competencies, which should help evaluate training courses. Methods A brief self-assessment tool was employed in 2018 in Austria. 584 participants of 77 training courses submitted their post-course assessment (paper-pencil, RR = 78.1%). In addition, longitudinal data are available for 148 participants who filled in a pre-course online questionnaire. Measurement reliability and validity was tested by single factor, bifactor, multigroup, and multilevel CFA. A SEM proved for predictive and concurrent validity, controlling gender and age. Results A bifactor model (X2/df=3.69, RMSEA=.07, CFI=.95, sRMR=.07) showed superior results with a strong general CompHP factor (FL>.65, wH=.90, ECV=.85), configurally invariant for two training programmes. On course level, there was only minimal variance between trainings (ICC<.08). Structurally, there was a significant increase in HP competencies when comparing pre- and post-course measurements (b=.33, p<.01). Participants showed different levels of competencies due to prior knowledge (b=.38, p<.001) and course format (b=.16, p<.06). The total scale had good properties (m = 49.8, sd = 10.3, 95%-CI: 49.0-50.7) and discriminated between groups (eg by training length). Conclusions The results justify the creation of an overall scale to assess core HP competencies. It is recommended to use the scale for evaluating training courses. The work compensates for the lack of empirical studies on the CompHP concept and facilitates a broader empirical application of a uniform competency framework for HP in accordance with international standards in HP and public health. Key messages The self-assessment tool provides a good and compact foundation for assessing HP competencies. It provides a basis for holistic, high quality and sustainable capacity building or development in HP.

Singing back to the Bard: A conversation on Desdemona with Rokia Traoré

2020 ◽  
Vol 13 (3) ◽  
pp. 337-344 ◽  
Author(s):  
Valentina Rapetti
Keyword(s):  
African American ◽  
Professional Training ◽  
Music Industry ◽  
Political Activism ◽  
Nobel Laureate ◽  
Cross Cultural ◽  
High Quality ◽  
Non Profit ◽  
Artistic Director

Rokia Traoré is a Malian singer, guitarist and composer, known worldwide for her artistic syncretism and political activism. Her distinctive style blends elements of traditional Malian music with blues, folk and rock to address contemporary geopolitical and humanitarian issues. She is the artistic director of Fondation Passerelle, a non-profit organization she founded in 2006 to support young African singers and musicians by offering them high-quality professional training and work opportunities in the music industry. In this interview, she discusses her experience as songwriter and performer in Desdemona (2012), a cross-cultural theatre adaptation of William Shakespeare’s Othello staged by American director Peter Sellars, with texts by African American Nobel Laureate Toni Morrison, sharing some intimate memories and elaborating freely on the role of performers and the importance of focused listening in live stage productions.

scholarly journals MENTORSHIP IN THE CONTEXT OF THE INCLUSIVE EDUCATION IN BULGARIA

2018 ◽  
Vol 28 (3) ◽  
pp. 809-814
Author(s):  
Petya Marcheva-Yoshovska
Keyword(s):  
Inclusive Education ◽  
Professional Training ◽  
Professional Competence ◽  
Continuous Process ◽  
Training And Development ◽  
Cultural Experience ◽  
Economic Changes ◽  
Personal Qualities ◽  
Mentoring System

The report makes a brief analysis of the psychological and pedagogical literature on the issue of mentorship with teachers in the context of the inclusive education and the definitions of the term. Mentorship in the field of the inclusive education of teachers is a strategy of individual and institutional support which is fulfilled by the collaboration for learning of two persons and is predominantly targeted to professional development. It is a partnership, normally between two persons (mentor and mentee), who work in one sphere and share common experiences. Their partnership is based on beneficial relations, trust (confidentiality), protection, mutual confidence and respect. It emphasizes on the necessity to ensure effective mentorship for newly employed young teachers in order to develop their professional skills through a motivating environment in the process of inclusion of students with special educational needs.Socio-economic changes in the country and the modernization of training require a new approach to teachers' professional competence. Their professionalism is becoming a decisive factor in ensuring the quality of education.Main priority is to create conditions for developing the personality of the teacher, self-realization of his / her abilities, further training and development of his / her professional qualities.The professional training and development of future teachers is a unified, continuous and continuous process aimed at building personal qualities, professional competences, knowledge, skills and habits, adequate to his / her personal needs as well as to the qualification requirements for the occupation.Along with the motivational factors, the mentoring system plays a significant role in the development and improvement of teachers as professionals which is an integral part of the young professional's adaptation to the profession, its overall development and improvement.Often the words "mentor" and "perceptor" are used as synonyms and no distinction is made in their meaningful sound. Mentoring is a method that enables in particular disadvantaged groups to become more easily integrated into education or work. Mentoring has a relatively long history and is one of the first forms of learning and transferring socio-cultural experience.

scholarly journals Availability of Job Rotation Requirements in Tabuk Educational Area (Girls): مدى توافر متطلبات التدوير الوظيفي في إدارة منطقة تبوك التعليمية (بنات)

2020 ◽  
Vol 4 (5) ◽  
Author(s):  
Marzouqah Hamoud Albalawi
Keyword(s):  
Development Strategy ◽  
Educational Administration ◽  
Training And Development ◽  
Job Rotation ◽  
Arithmetic Average ◽  
Before And After ◽  
Training Courses ◽  
Female Employees ◽  
Systems Requirements ◽  
Level Of Significance

The current study aims at identifying the extent to which job rotation requirements are available in the educational administrations of Tabuk district (females). To achieve the objectives of the study, the researcher used the descriptive approach; while the questionnaire was used as a key tool to be distributed to the study’s community, which consists of all the directors, assistants and heads of departments in the educational administration of the Tabuk educational district, their number is (25). The results of the study showed the following: The general arithmetic average of all axes of the study questionnaire was (2.67). The overall arithmetic average for the first axis related to the availability of training and development capabilities in job rotation in the educational administrations of Tabuk district (2.77). The overall arithmetic average for the third axis related to the availability of the requirements of the career development strategy in career rotation in the educational administrations of Tabuk district was (2.77). The overall arithmetic average for the fourth axis related to the availability of systems requirements and functional procedures in the functional rotation in the educational administrations of Tabuk district was (2.66). The overall arithmetic average of the second axis related to the availability of job design requirements in the job rotation in the educational administrations of Tabuk district was (2.48). There were no statistically significant differences at the level of significance (α≤ 0.05) between the views of the study sample due to two variables (years of experience, functional level). In light of previous results, the study recommended the need to train female employees in the educational administrations of Tabuk district to accept the policy of career rotation through continuous dialogue between presidents and subordinates and holding seminars to explain this policy, as one of the methods developing expertise and skills. This training allows the management to overcome the most important obstacle to the application of the policy of career rotation, which is the fear of change. In addition, holding specialized training courses for female employees in the educational administrations of Tabuk district who are transferred before and after the rotation so that workers can be trained before taking the job transferred to them as well as provide them with the necessary knowledge to complete the work assigned to them.

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