Gender Equality Provided by Active Action in Recruitment and Selection Process

THE AIM OF THE PAPER Despite all the efforts in relation to hiring women to workplaces, parity has not yet been achieved, and the gap between women and men is even wider when leadership roles are considered. Organizations are gendered, the human resource practices are outdated and are still structured around the ideal, male worker. The main objective of this paper is to critically review the recruitment and selection process (RSP) and provide active actions as practical recommendations, which will enable organisations to hire women into the workplaces. METHODOLOGY This research is an empirical study of large multinational organizations, identifying the key human resource policy intervention points in the RSP. MOST IMPORTANT RESULTS The outcome of the critical review is that the traditional RSP needs to be transformed and only this transformation – applying positive actions - will enable organisations to achieve gender equality at the workplace. The novelty of this paper is the empirical research of global organizations, based on which, the key intervention points of RSM were identified. The following active actions are proposed: embed employer branding and early talent attraction into the recruitment process; provide transparency of salary bands; apply of female quotas; use structured interviews; run diverse interview panels; and use explicit comparator method.

Business Hybridization in the Financial Sphere Under the Conditions of Po St-Quarantine Economic Recovery

The article discusses the alternatives for financial institutions related to global business reshaping after pandemic waves during post-quarantine economic recovery. To select the most acceptable variant of business hybridization, the theory of generations was used, which allows us to determine the value orientation of different age group representatives and impose it on the financial institutions’ human resource policy during the transition to a hybrid form of business organization. On the basis of the integral spiral dynamics theory, a theoretical assessment of the correspondence of the corporate culture of organizations of different types to the options for the transition to a hybrid business is given. Various models of hybrid organizations in the financial sector have been developed and presented and their degree of compliance with the level of business development in Ukraine has been assessed. Sociometric analysis done on the representative sample in the well-developed business center of Ukraine reveals the possible approaches to the hybridization in the financial sphere with regards to age distribution of employees.

Yekaterinburg division of judicial and country affairs during the 1735–1740: structure of presence of the institution

The subject of this research is the Yekaterinburg division of judicial and county during the 1735–1740. Despite the fact that any institution of the XVIII consisted of chancellery and presence, attention is focused on the analysis of the composition of “judges” – presence of the division throughout six years of its existence. The goal of the article is to determine the dynamics of changes in the composition of judges of the institution, which revealed the peculiarities of human resource policy in the Ural local administration in the mid XVIII century. The research relies on the documentary sources stored in the State Archive of Sverdlovsk Region, primarily minutes record books of minutes of the division of judicial and country affairs for the indicated period that contain information on the composition of officials in panel sessions of the institution. In this regard, the methods of research have become the methods of source research. The novelty of the study lies in the fact that reconstruction of the composition of presence of the regional administrations of the XVIII century are virtually absent. For the most part, they pertain to the time of major judicial and administrative transformations of the first and last quarters of the XVIII century. The institutions vested with judicial powers that existed in the second and third quarters of the XVIII century usually are do not receive due attention. In the course of analysis of the documentary materials, the conclusion is made on instability in the composition of the division of judicial and county affairs. The members of the presence rarely met in full, and the seat of the “chief magistrate” often lied vacant. All members were military servants with regular assignments, which was unrelated to their work in the department. The clerks remained the main driving force in the judicial process.

Barriers and facilitators to cardiopulmonary resuscitation within pre-hospital emergency medical services: a qualitative study

Background Out-of-hospital cardiopulmonary arrest is a common and fatal problem. Rescuing patients with this problem by pre-hospital emergency medical services is associated with various barriers and facilitators. Identifying these barriers as well as the facilitators in a qualitative and an information-rich way will help to improve the quality of performing the maneuver and to increase the patients’ survival. Therefore, the current study was qualitatively conducted with the aim of identifying the factors affecting the cardiopulmonary resuscitation within the pre-hospital emergency medical services. Methods This qualitative study was conducted using a content analysis approach in Iran in 2021. The participants were 16 Iranian emergency medical technicians who were selected through a purposive sampling method. For data collection, in-depth and semi-structured interviews were conducted. For data analysis, the Elo and Kyngäs method was applied. Results The mean participants’ age was 33.06 ± 7.85 years, and their mean work experience was 10.62 ± 6.63 years. The collected information was categorized into one main category called “complex context of the cardiopulmonary resuscitation” and 5 general categories with 17 subcategories. These categories and subcategories include patient condition (patient’s underlying diseases, age, high weight, number of children, and place of living), dominant atmosphere in companions at home (companions’ feeling of agitation, companions doing harm, and companions helping), policy (educational policy, human resource policy, up-to-date equipment and technology, and do-not-resuscitate policy), performance of the out-of-organizational system (disorganization in the patient handover process, and cooperation of the support organizations), and conditions related to the treatment team (conscience, cultural dominance, and shift burden). Conclusions The results showed that the conditions related to the patient and his/her companions, as well as the organizational factors such as the policies and the out-of-organizational factors act as the barriers and the facilitators to the cardiopulmonary resuscitation within pre-hospital emergency medical services. Therefore, the barriers can be modified and the facilitators can be enhanced by taking various measures such as educating, human resource policy-making, upgrading the equipment, and considering appropriate management policies.

Implementation of Full Time Equivalent Method in Determining the Workload Analysis of Logistics Admin Employees of PT X in Jakarta, Indonesia

PT X is a company engaged in distribution and trading as its business activities. The logistics division, especially the logistics admin as a supply chain, certainly, has a big responsibility. In order to carry out this great responsibility, an appropriate number of workers is needed so that the work carried out can be executed properly. In this study, the main objective is to analyze the workload that exists in the current logistics admin employees and later from the results of the workload analysis, a human resource policy can be drawn concerning workloads setting. The method used in this study was the Full-Time Equivalent (FTE) method where this method could show how much workload is proportional to each employee. As a result, the workload received by each logistics admin employee has a different workload from one employee to another. Of the three existing logistics admin employees, 2 were overloaded and one was inloaded. Human resource policies related to workload arrangements for PT X logistics admin employees can be said to have not been maximized due to differences in workloads for each employee even though each of them does the same job.

Green Human Relations: The Concept of Sustained Development Growth along with Its Proportions

Sustainable development is the improvement which encounters requirements for the actual descent wanting accommodation capacity for the prospective descent that can encounter the demand and yearning they required - which continues in various lines. We are living in an energetic world of perennially changing demands and benefits of people. Attaining economic sustainability, thereby, becomes obligation as well as challenging. The problem of sustainability has been conducted by various business organizations in different methods. Endeavoring towards three goals- environment protection, economic development and social wellbeing – cooperatively, assures sustainability in organizations. The paper focuses on the practice of human resource policy and its features such as labor force planning, green health along security administration, and the model for sustainable organization among green human relations along with the concept of sustained development growth with its proportions. For this study, we will require secondary source among different magazines or publications, reports as well as database in- order to accomplish this work.

Family-Friendly Policy and Work-Family Conflict Mitigation: The Role of Work-Family Boundary Negotiation

Family-friendly policy is impossible to fit all working individuals. The circumstance has been revealed in work-family literature which relationship between the policy use and the work-family conflict mitigation has been found inconsistent. Little focus is given in the past studies to ensure the human resource policy is truly useful in meeting individuals’ needs. Work, family or both work and family life could be important to individuals. The distinctive life centrality requires individuals to negotiate with the significant others who have influence on their work and family life arrangements to access and use the preferred and needed family-friendly policy. Boundary management practices seem to be useful for working individuals to reduce work-family conflict. This conceptual paper aims to propose work-family boundary negotiation to buffer the relationship of family-friendly policy use and work-family conflict. Boundary theory is the underlying theory embedded to explain the phenomena. Boundary negotiation style that could be employed for accessing the policy and managing work-family boundary effectively is identified. Future directions and implications for research on negotiation in dealing with work-family issue are discussed.