Assessment of Four Major Fish Species Stocks in the Lithuanian and Russian Parts of Curonian Lagoon (SE Baltic Sea) Using CMSY Method

Fisheries in the Curonian Lagoon (1584 km2 coastal lagoon in South-east Baltic) can be classified as artisanal, small-scale, multi-species, and multi-gear. Such types of fisheries are characterised as data-poor and require appropriate investigation methods. We used CMSY (version CMSY_2019_9f. R) to assess maximum sustainable yield (MSY) and related indicators for freshwater bream, roach, pike-perch, and European perch. A decline in pike-perch and roach was identified, while the stocks of freshwater bream and European perch were sustained. As the CMSY model does not consider the impact of environmental factors, the decline in roach stock may be attributed to the increase in salinity rather than to overfishing. In the case of freshwater bream and pike-perch, the method cannot consider the increase of the percentage of small-sized fishes in catches due to the allowance of low-selectivity gears in the fishery. Additionally, in the case of the pike-perch, the model does not take into account the interannual fluctuations in the stock-recruitment system. The assessment of the European perch stock can be considered to be good. However, the accuracy of CMSY is limited, and it should be used for fisheries management only in combination with other methods.

THE COMPANY's PERSONNEL RECRUITMENT SYSTEM: THEORY AND PRACTICE

The definition and essence of hiring personnel, the process of searching, selecting and hiring employees are revealed. A comparative analysis of the points of view of different authors on the recruitment procedure is carried out. The historical foreign experience of different countries in the field of recruitment formation is considered. It is indicated what makes the process more efficient, the need for the correct choice of technologies and selection methods, their adaptation is noted. The main focus is on the process of forming the hiring procedure, its features and objectives. The main goal is considered - to find a person who meets the characteristics and criteria for the vacant position. The technology of hiring personnel of the enterprise is highlighted, which consists of a set of repeatedly reproducible and interrelated procedures, as a result of which a pre-programmed result is guaranteed to be obtained. The necessity of the correct organization of the recruitment procedure is emphasized, the purpose of which is to reduce the turnover of personnel at the enterprise, save time on the search, selection and hiring of candidates, as well as saving the organization's money. The analysis of statistical data of a specific organization is carried out before and after the introduction of the recruitment procedure. Reasonable conclusions are drawn about the need to develop a competent recruitment procedure for the successful development of the enterprise.

Flight screening of military pilots in Poland

This article diagnoses and evaluates the process of selecting and preparing candidates for military pilots in Poland. The presented changes in the screening training system are to help with understanding the principles of organizing an effective system of recruitment and selection of military pilots at present. It also indicates directions for improvement. The organization of initial flight screening contributes to improving the efficiency of flight training and can serve as a model for use by flight training systems in other countries. The purpose of the article is to diagnose and evaluate recruitment and selection of candidates for military pilots in Polish Armed Forces. The problem that the author addresses is expressed in the following question: in what directions should the current solutions in the selection and training of candidates for military pilots, be improved in order to reduce the attrition rate at subsequent stages of flight training in the future? The research has been conducted at the Military University of Aviation using case study methods. The theoretical research methods, such as analysis and synthesis of information contained in literature and source materials, conclusions and comparison were used to develop the article. In order to confirm the conclusions drawn with the use of theoretical methods, an empirical method was used, which consisted in examining the opinions with the use of expert interviews. Experts were selected from the group of commanders of training units and military pilots involved in selection training, who had an impact on the applicable aviation training and recruitment system in Polish Armed Forces. The results shows main directions of military pilots initial flight screening improvement.

Government Officials’ Self-Assessed Expertise and Subject Organizational Performance: Does Recruitment Type Matter?

This study verified whether the relationship between self-assessed expertise and subject organizational performance of government officials in South Korea would vary depending on the type of recruitment system?open competitive examination for recruitment (OCER) and mid-career competitive recruitment (MCCR). Multiple regression analysis was conducted using Public Employee Perception Survey data from the Korea Institute of Public Administration. The results demonstrated that self-assessed expertise positively affected organizational performance. However, when the two groups were analyzed separately, self-assessed professionalism was not a significant factor in the MCCR model. Additionally, the mediation effect of work autonomy was confirmed between the two models; the mediation effect was present in the OCER group, but not in the MCCR group. The results suggest that creating conditions for work and personnel management that allow MCCR employees to maximize their expertise is necessary, however, the government’s current personnel management system prevents their expertise from being fully utilized.

Implementation of Decision Support Personnel Recruitment System for Laguna State Polytechnic University-San Pablo City Campus

The Laguna State Polytechnic University-San Pablo City Campus viewed the hiring of possible employees as a major problem in the university because it takes time for the human resource department to facilitate the process of recruitment. The main objective of the study is to implement a web-based decision support personnel recruitment system that can screen qualified applicants, assist the human resource personnel in ranking the applicants and generate reports. The system was developed using PHP, CSS, Java Script and XHTML as programming platform and MySQL as database engine. The system design, testing and evaluation procedures were presented. Test results show that the project is secured and can be best viewed in Google Chrome, IE7+, Mozilla Firefox and Opera Mini using personal computer, laptop, tablet and mobile phone. Two questionnaires were distributed - ISO 9126 Software Quality Matrix and acceptability survey to determine whether the implementation was successful. Based from the results of evaluation conducted, the project was rated as excellent with an overall mean of 4.52. The users also agreed that the system was acceptable in terms of interface, operability, security and portability. It was recommended that the system should allow multiple applications for different job vacancies and the ranking of applicants with the same points should be tie regardless of who submitted the application first.

Rancang Bangun Sistem Informasi Recruitment Berbasis Web Bagi Karyawan Baru

n processing employee recruitment data, it still uses a manual system so that the company experiences several problems in searching for applicant files. So we need a system that can handle the recruitment of new employees that can support the performance of a company. In this study, researchers used SWOT analysis, PHP (Hypertext Preprocessor) was used for the programming language, while the software used for the database server system was MySQL, and XAMPP. With this employee recruitment system, it can make it easier for applicants to be able to directly access the application files on the website, as well as make it easier for HRD in the process of selecting new employees.