Job requirements and physical demands (JRPD) questionnaire: cross-cultural adaptation and psychometric evaluation in Iranian Army personnel with chronic low back pain

Background Biomechanical risk factors have been identified as the main predisposing factor of chronic low back pain (CLBP), especially in Army personnel. The Job Requirements and Physical Demands (JRPD) questionnaire has been developed to assess the biomechanical exposures related to CLBP. Examining the biomechanical risk factors could prevent CLBP. This study aimed to translate and cross-culturally adapt the JRPD into Persian and assess its psychometric properties among Iranian male Army personnel with CLBP. Methods In this cross-sectional study, the content validation of the JRPD was assessed after translating to Persian. The Persian JRPD was administered to 198 male Army personnel with CLBP, with an interval of 7 days, to assess test-retest reliability, including Cronbach’s α, intraclass correlation coefficients (ICC), standard error of measurement (SEM), and minimal detectable change at 95% confidence interval (MDC95%). Scores of the Persian JRPD were correlated with the scores of visual analog scale (VAS), Borg’s category-ratio (CR10) scale, general health questionnaire-28 (GHQ-28), and physical functioning (PF1 and PF2) subscale of the 12-item short-form health survey (SF-12) to assess convergent validity using Spearman correlation for a priori hypotheses. Results The Persian JRPD had good content validity evidenced by the higher content validity index (> 0.70). The questionnaire had a significant positive negligible to weak correlation with the VAS (rho = 0.27; p < 0.001), Borg’s CR10 scale (rho = 0.19; p = 0.009), and the total score of GHQ-28 and its domains (rho ≤0.34; p < 0.05); and significant negative weak correlation with PF2 (rho = − 0.27; p < 0.001) and significant negative moderate correlation with PF1 (rho = − 0.35; p < 0.001), thus confirming the priori hypotheses (89%, 8/9). The internal consistency and ICC (α = 0.91; ICC = 0.80) were highly adequate, with SEM and MDC95% of 7.91 and 21.3 respectively. Conclusions The JRPD was successfully adapted into Persian and had adequate psychometric properties in terms of content and convergent validity, internal consistency, and test-retest reliability. The questionnaire is found useable to assess the CLBP-related biomechanical exposures in Iranian male Army personnel.

Predict A Person's Personality Based On The Shape of Handwriting of The Letters "i", "o", and "t" Using The Levenberg Marquardt Backpropagation Method

Abstract-The literature shows that Graphology is common and relatively useful in our life. For example, as one of the job requirements. Professional organizations hire a professional handwriting analyst called Graphologist to analyze the characteristic traits of the candidates by identified their handwriting. However, the accuracy of handwriting analysis depends on how skilled the graphologist is, two graphologists which predict the same handwriting may give us a different result of the prediction. To improve the accuracy, we develop a system that can automatically predict a person’s personality based on the shape of the handwriting of the letters "i", "o", and "t" using the Levenberg Marquardt Backpropagation method. Based on this research we got the maximum accuracy by using 2 hidden layers. We got 71,42% of accuracy for the letter “i”, 76,92% of accuracy for the letter “o”, and 60% of accuracy for letter the “t”.

Enhancing graduates’ employability through polytechnic–industry collaboration

The unemployability of many Nigerian graduates is somewhat attributable to the existing wide collaboration gap between Nigerian higher education institutions and industry. Against this backdrop, this study explores how Nigerian polytechnics and industry can collaborate to enhance graduates’ employability. Adopting a focus group discussion approach, three focus groups involving 20 people (eight polytechnic lecturers, six National Board for Technical Education officials and six industry executives) participated in the study. Content analysis of the focus group discussions revealed the need to involve industry experts in curriculum development and review to meet today’s job requirements in industry. The need to involve industry experts in teaching certain aspects of the curriculum was also highlighted. The findings further revealed the desirability of exposing students and lecturers to industrial work situations to equip them with workplace skills and experience. Additionally, the study found that a comprehensive collaboration policy framework, funding, commitment, mutual benefits and trust are required to achieve successful polytechnic–industry collaboration. This research demonstrates that effective collaboration between polytechnics and industry will help to improve the employability of graduates. The findings provide policy and practical implications for polytechnics, regulatory bodies, industry and government.

Professionalization and Corporate Social Responsibility: A Comparative Study on German and US Job Requirements in CSR

Given the steady interest in corporate social responsibility (CSR), this study explores the process of professionalization of CSR. Drawing upon the literature on ‘organizational’ professionals, explicit and implicit CSR, as well as varieties of capitalism, professionalization of CSR is explored in order to trace processes of explicitization and potential cross-national differences between the United States and Germany. In a comparative longitudinal study, we analyse job announcements in the field of CSR and find that although the hybridity of explicit and implicit CSR between the US and Germany is starting to unfold, job characteristics and job requirements in CSR in Germany and the US are still not the same. Our results suggest there is a more distinct trend in professionalization in the US than in Germany in terms of the manifestation of explicit CSR and that the institutional context is linked to how employers drive professionalization processes in non-traditional professions.

KEEFEKTIFAN ANALISIS JABATAN DALAM PENEMPATAN PEGAWAI DI DINAS PERPUSTAKAAN DAN KEARSIPAN DAERAH KOTA TARAKAN PROVINSI KALIMANTAN UTARA

ABSTRAK Permasalahan penelitian yaitu masih terdapat penempatan pegawai yang cenderung belum sesuai dengan prinsip “the right man on the right place and the right job”, masih terjadi kekosongan jabatan di Dinas Perpustakaan dan Kearsipan Daerah yang seharusnya diisi oleh jabatan fungsional tertentu pada Dinas Perpustakaan dan Kearsipan Daerah Kota Tarakan. Tujuan penelitian: untuk mengetahui keefektifan pelaksanaan analisis jabatan dalam penempatan pegawai di Dinas Perpustakaan dan Kearsipan Daerah Kota Tarakan Provinsi Kalimantan Utara. Metode penelitia kualitatif dan teknik pengumpulan data melalui wawancara kepada 11 orang informan, observasi dan dokumentasi. Temuan penelitian terdapat masih adanya kekosongan jabatan dan masih ditemukannya pegawai yang ditempatkan tidak sesuai dengan latar belakang pendidikannya. Selain itu, kualitas kinerja pegawai setelah analisis jabatan selesai juga masih kurang memuaskan, dikarenakan masih adanya pegawai yang harus memulai pekerjaannya dari nol alias tidak memiliki pengalaman sesuai bidang yang ditempatinya. Serta belum memenuhi Diklat jabatan yang disyaratkan dalam syarat jabatan. Serta pegawai merasa beban kerjanya semakin berat akibat pemangkasan pegawai dan harus mengerjakan pekerjaan diluar kemampuan dan keahliannya. Selain itu, berdasarkan hasil evaluasi kinerja dinas pada tahun 2020 ada beberapa bidang yang tidak mencapai target yaitu pengelolaan perpustakaan (29,41%) dan pengelolaan arsip dan dokumen negara (37,50%). Kesimpulan dari penelitian ini adalah keefektifan analisis jabatan dalam penempatan pegawai di Dinas Perpustakaan dan Kearsipan Daerah Kota Tarakan secara keseluruhan masih belum efektif. Kata Kunci: Keefektifan, Analisis Jabatan, Penempatan Pegawai ABSTRACT The problem of this research is that there are still employee placements that tend to be not in accordance with the principle of "the right man on the right place and the right job", there are still vacancies in the Regional Library and Archives Service which should be filled by certain functional positions at the Library and Archives Service. Tarakan City area. The purpose of the study: to determine the effectiveness of the implementation of job analysis in the placement of employees at the Regional Library and Archives Service of Tarakan City, North Kalimantan Province. Qualitative research methods and data collection techniques through interviews with 11 informants, observation and documentation. The results of this study indicate that there are still vacancies and there are still employees who are placed not according to their educational background. In addition, the quality of employee performance after the job analysis is completed is also still unsatisfactory, because there are still employees who have to start their work from scratch or do not have experience according to the field they occupy. And have not fulfilled the job training required in the job requirements. And employees feel their workload is getting heavier due to staff cuts and have to do work beyond their abilities and expertise. In addition, based on the results of the department's performance evaluation in 2020, there were several areas that did not reach the target, namely library management (29.41%) and state archives and document management (37.50%). The conclusion of this study is the effectiveness of job analysis in the placement of employees at the Regional Library and Archives Service of Tarakan City as a whole is still not effective. Keywords: Effectiveness, Job Analysis, Employee Placement

Online Job Portal- A Better Way for Finding Jobs in the COVID-19 Pandemic

Due to the COVID-19 pandemic unemployment broke all the previous records. Due to the pandemic students cannot go to colleges and have no option of campus placements. The only option available for them is to find a job through online job portals. In this paper we present the online recruitment framework that enables different companies to post their job vacancies, which jobseekers can consider while searching for jobs. This portal can also capture job requirements dependent on employers’ needs. A survey was conducted to identify the problems and requirements of the users with the current job portals and the findings of the survey are incorporated in this portal. The main aim of this job portal is to connect the employers and jobseekers as an e-recruitment to help jobseekers find the right jobs. Keywords: Job Seeker, Employer, Online Job Portal, Online Recruitment, Knowledge Sharing, COVID-19 Pandemic

The Biostatistics Graduates' Perspectives Concerning the Curriculum, the Course Educational Topics, and Its Association with Their Career-related Requirements

Background: The study and revision of postgraduates syllabus are very important aspects to promote the level of effectiveness of postgraduates' educations. Owing to the requirement of syllabus reform, especially when the speed of useful life of information in the world is less than a decade, it is a serious aspect for the educational programmers. Objectives: This study aimed to determine the view of biostatistics graduates on the syllabus of the courses, the achievement of learning aims, job requirements, and understanding their educational problems. Methods: The number of graduates was 245 in the levels of Master of Science (MSc) and PhD of biostatistics from Tehran, Iran, Shahid Beheshti, Tarbiat Modares University of Medical Sciences, and University of Social Welfare and Rehabilitation Sciences. The participants were graduated from 2011 to 2020. The data were collected by a questionnaire and analyzed using SPSS software. Results: Of PhD and MSc graduates, 48 (57.1%) and 70 (43.5%) participants declared, respectively, that they received the necessary theoretical and practical skills that they needed for their job. Also, clinical trial courses in both MSc and PhD periods were chosen by the graduates as the most significant courses, and one of the most applied courses in job requirements. Furthermore, statistical methods at MSc level and longitudinal data analysis at PhD level were chosen as the next important courses by the graduates, respectively. Conclusions: The findings show that the syllabus meets less than half of the graduates' job requirements, so it is not enough and is necessary to reform the contents of educational programs according to their job requirements.

Analysis on the Optimal Choice of Work for High School Students During Holidays

It is very difficult to choose the best job among the many vacation jobs based on our subjective judgments. This article tried to solve this problem by combining mathematics and microeconomics. On the premise of combining personal conditions and job requirements, an analysis model was developed to set two objective functions of maximum net income and maximum additional satisfaction, While the constraint condition was given as well .The model for finding the best vacation job is proposed to help high school students choose the best vacation part-time job.

Data Mining of Job Requirements in Online Job Advertisements Using Machine Learning and SDCA Logistic Regression

There are currently many job portals offering job positions in the form of job advertisements. In this article, we are proposing an approach to mine data from job advertisements on job portals. Mainly, it would concern job requirements mining from individual job advertisements. Our proposed system consists of a data mining module, a machine learning module, and a postprocessing module. The machine learning module is based on the SDCA logistic regression. The postprocessing module includes several approaches to increase the success rate of the job requirements identification. The proposed system was verified on 20 most searched IT job positions from the selected job portal. In total, 9971 job advertisements were analyzed. Our system’s verification is finding all job requirements in 80% of analyzed advertisements. The detected job requirements were also compared with the Open Skills database. Based on this database and the extension of IT job positions with other typical job skills, we created a list of the most frequent job skills in selected IT job positions. The main contribution is the development of a universal system to detect job requirements in job advertisements. The proposed approach can be used not only for IT positions, but also for various job positions. The presented data mining module can also be used for various job portals.