APPROPRIATENESS OF USING THE THEORY OF PERSONNEL MANAGEMENT IN EMPLOYMENT LAW

The Author considers that it is reasonable to use the theory of personel management to interpret the provisions of employment law. This primarly concerns the issue of forms of employment. This should be applied both with regard to flexicurity and in line with the concept of a flexible company. In accordance with HRM theory, the process of job evaluation should be used when defining the principles of remuneration. At the same time, if the remuneration were to be of a market nature (and thus implement three basic features: attract, motivate and retain), then the evaluation must be carried out in accordance with one of the universal methods. This gives the basis for comparison between different organizations. As far as employment restructuring is concerned, its efficiency, according to the Author, comes from the substantive knowledge of employees` representatives about management processed. So such a partner should be trade unions with expert resources or, in the absence of such organisation, a work council.

For a real job? Views on the teaching of competence in working life by students with Autism Spectrum Disorder (ASD)

In this study, twelve young students on the autism spectrum were interviewed on preparation for working life, employment guidance, the challenges and strengths of the autism spectrum, and suitable teaching methods. Interviews were supported by a structured and illustrated questionnaire. The data were analysed using key statistics. The results showed that, from the students’ perspective, the most important issues in preparation for work are familiarisation with different jobs, guidance in searching for a suitable job, evaluation of the suitability of the working environment, integration of occupational safety into work skills, and acquiring conversational skills in the workplace. The selection of a suitable working environment is clearly emphasised before transitioning to work. Acquiring and keeping a job require investing in social situations and skills in studying. The structuring should be flexible and adaptable according to situations and personal needs. Educationally, social interaction, social skills, and communication should form a coherent whole. The main goal for everyday life ought to be communicative and based on a structure for acquiring different skills. The results can be utilised in a vocational education and training (VET) context, because they support the importance of preparatory education as part of these studies. In addition, the results can also be used in on-the-job learning plans for VET.

Successful Acid Stimulation in Limestone - Tobo-Monserrate Formation in Gigante Field - Colombia

This paper presents the successful stimulation workflow case for a carbonate acidizing pilot project performed in Gigante field in the Matambo block of the Upper Magdalena Valley basin in Colombia. An adecuate diagnostic, laboratory testing, treatment fluid selection, on-site QAQC and placement technique selection was fundamental to obtain a successful design and an optimized application. Gigante field production is mainly coming from Tetuan and Caballos units producing 32-degree API crude oil during several years. Specifically, in Gigante-2 ST well, oil production has declined until its commercial limit. During a candidate wells review, it was identified a previous acid stimulation treatment performed in Tobo-Monserrate formation in Gigante-1 with very poor results in oil production –short production time in natural flow– giving to this zone a low potential as oil producer and it was not considered as a primary target zone. The well was completed in its main target at Tetuan formation leaving Tobo-Monserrate behind an intermediate 7 in casing with no future expectatives to produce. After a reservoir evaluation of Tobo-Monserrate formation done in Gigante-2 ST well, it was selected as a candidate for an intermedia matrix stimulation job to evaluate the real potential of this formation in Matambo block. During this phase, reservoir samples were tested against different acid treatments in the laboratory. A gelled HCL based acid was selected based on their laboratory testing performance to delay acid reaction –improving acid penetration– and having fluid loss control to enhance reservoir coverage. The complete chemical formula was customized to match the oil-treatment compatibility. An organic solvents treatment was added to dissolve organic scale prior to the acidizing. Acid was deployed directly through a TCP string to optimatize the operational time and managing treatment rate according to the pressure behavior. During the acid pumping, a pressure drop is observed and treatment rate was increased to generate rate diversion. Gigante-2 ST well came in production at natural flow reaching 502 BOPD and 105 MSCFD evaluated after 35 days of the stimulation job proving and adding important hydrocarbon reserves from Tobo-Monserrate formation. A post job evaluation using a specialized chemical stimulation simulator shows a significant skin removal. Measured treatment pressure and rate were matched with the simulated parameters resulting in −3.24 of skin value post acid stimulation having a productivity improvement factor of 4.35 and an average wormhole penetration estimated from 60 to 75 in into the reservoir. A correct diagnostic, reservoir understanding, design, laboratory testing, execution and post job evaluation was the right route to obtain a successful stimulation job in operational terms and production results. This paper is intended as a guideline for stimulation jobs in future interventions where the exact reservoir mineralogy is unknown. It shows a step-by-step methodology, a customized acid formula and finally, stimulation results as well as recommendations and learned lessons.

Understanding AICD Gravel Packing

In recent years, it has become common practice for operating companies to make a significant effort in the planning of gravel pack installations, especially in their most important wells. Typically, the placement of the gravel pack is accurately modelled, and multiple contingencies developed for potential alternative scenarios to reduce the overall risk of execution. After the pack has been placed, the use of down-hole gauge data enables the gravel pack to be fully evaluated in order to confirm success and investigate any issues or failures. This understanding feeds into improved designs and ever higher success rates for future completions. The most challenging gravel packs Operators are installing today are those placed in long horizontal open holes, around screens fitted with Inflow Control Devices (ICDs) or Autonomous Inflow Control Devices (AICDs). Simulating gravel pack placement in wells such as these requires the effective modelling of unusually dynamic and complex flow paths. Until recently, no simulator could adequately model these treatments. Most jobs have also been done without the downhole gauges necessary for a complete job evaluation, which has resulted in a lack of data for job evaluation and understanding. Consequently, completions requiring the pack to be placed around ICD/AICD screen assemblies have, until recently, been done without the assurance of pre-job gravel pack placement modelling. The lack of an adequate simulator has also meant that, even on these complex and valuable wells, Operators have been restricted to simple volumetric evaluation of their success. With no way to understand actual packing mechanisms or investigate root causes of failures, the assumptions made on how packing occurs in these complex wells have remained unconfirmed. Recent evolution of gravel pack simulators has made the effective pre-job simulation, and post-job evaluation, of gravel packs placed around ICD/AICDs a reality. This paper presents the results of the first evaluation of a multi-proppant deep water horizontal alpha beta gravel pack around AICD screens. It facilitates the understanding of how such gravel packs are placed, validates the packing efficiencies, and illustrates the benefits of using multiple gravels for packing.

THE MEDIATING EFFECTS OF QUALITY OF WORK LIFE ON CAPACITY PERFORMANCE MANAGEMENT AND EMOTIONAL INTELLIGENCE

This study evaluated the impact of leadership management skills and emotional intelligence on employee performance as a variable mediation through the quality of work life. This research uses a path analysis model (path analysis) since there is a mediation between the independent variables and the dependent variable to analyze the mediating impact of the quality of work-life on managerial leadership and emotional intelligence on employee efficiency. This analysis is called a universal survey (free sampling) or census using all population members, which amounts to 33 people. Management capacity led significantly to performance. Employee emotional intelligence also provides a valuable contribution to success. The standard of work has made a significant difference in the results. The managerial capability of the chief has made a positive contribution to the efficiency of the job. Employee emotional intelligence is also a positive contribution to job performance. K Quality in management, accompanied by the quality of work, has been a successful contribution to performance. Employee emotional intelligence was a positive contribution to results, followed by job efficiency. The study will contribute positively to the understanding of the job evaluation of BNN employees in Malang City. However, this analysis contributes to the assessment of BNN employees based on the job evaluation of BNN employees in Malang City. The difference between this study and previous studies is the treatment or care of Malang City BNN employees to improve the quality of their assessment.

Job evaluation as a mechanism for achieving the fairness of a wage structure in the administrative system: theoretical perspectives

PurposeThis paper aims to present a theoretical framework which reveals the relationship between job evaluation (JE) and the development of fair wage structure from the organizational justice (OJ) perspective. It focuses on analyzing the dimensions of job-based pay structure and the use of multifaceted construct of OJ (procedures, distribution and interaction) to determine how the perceived justice of JE's multi-levels construct contributes to achieve the fairness of wage structure.Design/methodology/approachThis paper adopts an analytical descriptive approach in terms of explaining the perspectives and viewpoints related to the analysis. This paper is based on examining a theoretical framework provided by the authors based on a theoretical review of literature and a set of empirical evidences.FindingsThe design of a hierarchical wage structure counts on the multidimensional approach of JE which consists of three dimensions (processes, outcomes and social system). In addition, the determination of wage structure fairness is dependent on the assessment of the perceived justice of: JE's procedures, wages distribution and management's treatment with its employees.Originality/valueThis study provides a new theoretical contribution in studying the relationship between JE and the design of fair wage structure. This contribution can be regarded as a theoretical foundation for conducting some empirical and comparative studies in the future. The study affords directive mechanisms to policymakers in order to enhance the fairness of the wage structure across the state.

Understanding the Process and Challenges for Return-to-Work Post-Hematopoietic Cell Transplantation from a Musculoskeletal Perspective: A Narrative Review

The current paper seeks to inform healthcare professionals on how adapting various components of return to work (RTW) programs that are already in use by other musculoskeletal rehabilitation settings can help optimize return to work process for patients with or without musculoskeletal manifestations, posthematopoietic cell transplantation. Since there is no universally agreed RTW structure for hematopoietic cell transplant patients, a narrative approach has been taken utilizing evidence from the existing musculoskeletal return to work assessment publications to help draw parallel for the hematopoietic cell transplant patients. Databases were searched including PUBMED, CINHAL, AMED, SCOPUS, and Cochrane using keywords RTW, functional restoration program, hematopoietic cell transplant, bone marrow transplant, stem cell transplant, and musculoskeletal functional assessment. The authors have managed to outline and propose a structured RTW assessment and monitoring program which can aid in getting patients back to employment by utilizing the functional capacity and job evaluation to help hematopoietic cell transplantation patients reintegrate socially. Patients undergoing hematopoietic cell transplant require additional support and a robust assessment system to allow safe RTW. The proposed model of RTW assessment can prove to be beneficial in helping patients return to work safely. Clinical Significance. To acknowledge the individuality in functional limitation is important in determining not only the rehab needs but also the RTW capabilities. The proposed RTW plan not only promotes an individualized approach to patients but also provides a structure for return to work assessments for hematopoietic cell transplantation patients, thus, eliminating the need for guess work by healthcare professionals. In line with the International Classification of Functioning, Disability, and Health (ICF) recommendations, a RTW assessment combined with a job evaluation helps healthcare professionals and stakeholders to understand the unique challenges and strengths of a patient and thereby design an individualized therapy approach.

An Innovative Job Evaluation Approach Using the VIKOR Algorithm

Fairness is a key issue that requires the attention of human resource management practitioners. Having a robust methodical procedure for identifying the value of job positions in an enterprise is essential. Consequently, there is a need for a job evaluation system that ensures fair compensation for each position. A poorly defined job evaluation system creates the dilemma of mismatches between employees and their competencies for their responsibilities and, accordingly, their wages. This results in employee dissatisfaction, which ultimately exacerbates attrition, which is costly because of the loss of talented employees. This paper proposes a VIKOR algorithm as an innovative approach to job evaluations. Engineering-related positions in an international aviation company were analyzed to illustrate the appropriateness of the proposed approach for managing the job evaluation dilemma. The results indicate that 29 job grades would be appropriate for this firm. In addition, the proposed algorithm was found to be superior to other multiple-criteria decision-making techniques at managing the job evaluation dilemma.