The impact of optical character recognition artificial intelligence on the labour market

Because of present day information technology, there is neither need to plant complicated computers for more millions price if we would like to process and store big amounts of data, nor modelling them. The microprocessors and CPUs produced nowadays by that kind of technology and calculating capacity could not have been imagined 10 years before. We can store, process and display more and more data. In addition to this level of data processing capacity, programs and applications using machine learning are also gaining ground. During machine learning, biologically inspired simulations are performed by using artificial neural networks to able to solve any kind of problems that can be solved by computers. The development of information technology is causing rapid and radical changes in technology, which require not only the digital adaptation of users, but also the adaptation of certain employment policy and labour market solutions. Artificial intelligence can fundamentally question individual labour law relations: in addition to reducing the living workforce, it forces new employee competencies. This is also indicated by the Supiot report published in 1998, the basic assumption of which was that the social and economic regulatory model on which labour law is based is in crisis.

Structural Changes of Organizational Maturity during the COVID-19 Pandemic: The Case of Lithuania

Organizational maturity is a dynamic construct and a change that depends on both internal and external conditions. The COVID-19 pandemic provides an opportunity to examine, from the perspective of organizational maturity, what challenges companies faced during the economic slowdown, when decisions had to be made quickly, but very responsibly. The impact of the COVID-19 pandemic on organizations and their activities has led to a response from organizations to find solutions that are sustainable and not only able to survive the economic downturn, but also able to achieve/maintain a higher level of organizational maturity. Although information on the changes in the organizational maturity structure observed in organizations during the COVID-19 pandemic is already available, there is little research in this area. Thus, the purpose of the paper is to reveal changes in the organizational maturity structure during the COVID-19 pandemic. Authors used a qualitative research strategy to identify which indicators of organizational maturity elements and sub-elements occurred in the companies surveyed before and during the COVID-19 pandemic. The sample of experts in both studies consisted of 24 top executives from 24 companies, 12 at each stage before and during the COVID-19 pandemic. The research disclosed that, during the COVID-19 pandemic, the companies made sustainable decisions and they greatly strengthened the hard areas related to technology, work processes, and contributions to the organization’s operations. Meanwhile, the soft areas, related to employee competencies and, on the other hand, behavioural processes have become more vulnerable.

Quality Assurance among Childcare Employees in Selangor

Caregiver or childcare employee is responsible to produce excellent quality in taking care of the children. A good practice of quality assurance among employees is important to develop the future generations. The objective of this research is to identify the factors that influence quality assurance among childcare employees in Selangor. It is to determine the relationship between factors (physical facilities, employee commitment, communication, and employee competencies) and quality assurance. A random sampling technique was used to select respondents from the registered childcare centers in Selangor, Malaysia. The study used quantitative approach through structured questionnaires developed from previous research. Among 450 survey questionnaires distributed, only 379 questionnaires were accepted and used for analysis. Study uses SPSS 22.0 to analyze data. Methodologies such as Pearson Correlation and Multiple Regression Analysis were conducted in analyzing the data. Findings revealed that quality assurance is having a positive relationship with physical facilities, employee commitment, communication, and employee competencies, with the overall results of the multiple regression analysis showed that all independent variables have relationships with the dependent variable at p=0.000. The result of this test also indicated that all independent variables have positive beta coefficient value as physical facilities, employee commitment, communication and employee competencies at 0.372, 0.251, 0.064 and 0.103 respectively. Thus, this study adds to better understanding of the total quality management (TQM) which is the main underlying theory used to develop the research framework. In general, Total Quality Management (TQM) advised on the factors such as physical facilities, employee commitment, employee competencies, and communication that when applied, could get the best result of employees.

ANALYSIS OF THE EFFECT OF KNOWLEDGE MANAGEMENT, COMPETENCY, AND INNOVATION ON EMPLOYEE PERFORMANCE

The conformity of employee competencies with their positions and innovation in work implementation is required by the presence of the Civil Servants (PNS) professional demands. Knowledge management is necessary to fulfill the knowledge needs of employees so that competence, innovation, and employee performance can be improved. This study aims to analyze the effect of knowledge management, competence, and innovation on employee performance. All employees in the Finance and Equipment Bureau of the Ministry of Agriculture were involved as the research object. The data were obtained using the census method of 103 Finance and Equipment Bureau employees, interviews with appraisal officials and personnel managers, and employee performance appraisals in 2019. The data processing uses Structural Equation Modeling - Partial Least Square (SEM PLS) analysis. This study indicates that knowledge management has a significant effect on innovation and competence, whereas innovation significantly affects performance. However, knowledge management and competence do not seem to have a significant effect on employee performance. Knowledge management indirectly has a significant effect on performance through innovation. Nevertheless, knowledge management does not seem to have a significant effect on performance through competence. The suggestion for further research is it shall be conducted in a work unit that requires special skills so that the employee competence is taken into consideration.

Diagnosis of competencies in the meetings industry in Poland, Hungary and Ireland in post-COVID-19 period

The freezing of economies due to the COVID-19 pandemic caused damage not only on the sales side but also on the labor market due to the outflow of staff from companies specializing in the organization of meetings. The return of the meetings industry sector to the development path will involve skillful change management, including in the area of competencies and skills. To inventory and assess the competencies of employees in the meetings industry, this study was carried out among specialized enterprises in the meetings industry in Poland, Hungary, and Ireland, on samples of two research groups, i.e. the Director General (CEO) and operational employees based on questionnaires and individual in-depth interviews (IDI). The obtained results allowed to establish the hierarchy of self-assessment of own managerial competencies, assessment of the competencies of the CEO by the employees, areas of increasing team competencies, and areas of staff development in the sector shortly, contributing to the recovery from the pandemic crisis. Raising the competencies and qualifications of employees is perceived as one of the most powerful tools for overcoming the pandemic crisis, obtaining 68% positive indications among CEOs in Poland, 77% indications in Hungary, and 84% in Ireland. In all analyzed countries, the meetings industry is indicated as a strategic product of the tourist market. Among the planned long-term actions aimed at overcoming the pandemic crisis, increasing employee competencies is perceived as an opportunity for the companies operating the meetings industry sector (90% in Poland, and 80% in Hungary and Ireland). AcknowledgmentThis study was done in frames of the project “Vocational competences in MICE sector” co-financed in frames of European Union program Erasmus + as part of the program The Dialog for Transformation, Erasmus+, 2020–2021.

542 Rethinking/reexamining Grand Challenges Within Teaching for Workforce Readiness – a Scorecard and Recalibration

The ASAS Public Policy Committee (PPC) provides updates of Grand Challenges (GCs; www.asas.org/about/public-policy/asas-grand-challenges) which clearly articulate research priorities while providing science-based information for shaping public policy, and to enhance future funding for research and education programs in animal sciences (AS). In this nexus symposium for 2021, PPC examines previous stated priorities and provides a progress report card and offers additional perspectives and recommendations for research needed to address some of the GCs continuing to face animal agriculture. Among the GCs is teaching for workforce readiness (WR) as the preparation of graduates for diverse roles in the modern workforce has provoked substantial research in recent years. Ensuring new and returning workplace entrants are prepared to enter the workforce with requisite knowledge, skills, abilities, and experiential attributes required in a diverse array of occupations is a GC. Through an examination of the past, present and future instructional landscape, we will examine a gap which exists between WR and expectations of future employers. Expected employee competencies will include critical thinking and problem solving, mastery of human relationship skills and leadership mindsets, diverse and effective communication abilities, influence skills and workplace emotional intelligence. Instructive to meeting the GC are principles identified in ASAS Accreditation Standards for Animal Science Programs. Those standards strive to ensure graduates can communicate the importance of animal agriculture and STEM biology to an increasingly non-ag world. Among the GC of providing experiences are increased emphasis on high-impact programming around internships, externships and apprenticeships layered onto a knowledge, scaffolded curriculum. Use of research methodology to develop and incorporate into practice varied instructional modalities, technologies and practices within a dynamic higher education landscape requires intentional, systematic, and iterative scholarly approaches; which will enable creation of adaptive learning experiences and learning outcomes needed for an ever-changing workplace with its unique challenges and opportunities.

Human Resources Optimization (Case Study on Private Company in Palembang City)

ABSTRACT: This research uses qualitative research techniques with a case study approach. Data obtained through interviews, observation, and document review. The technique of selecting informants is carried out purposively (purposive sampling) based on certain characteristics, namely (1) Working in a private company, (2) Having at least one year experience as a manager, (3) Carrying out human resource management functions. The instrument in this study was the researcher himself as the main data collection tool. The purpose of this study was to determine the optimization of Human Resources in private companies in the city of Palembang. The results of this study indicate that human resources (employees) are company assets, which are the main support for organizational goals. Potential human resources need to be maintained by continuing to develop employee competencies and skills. The development program implemented by PT. Karya Makmur and PT. Tugu Mandiri Jaya in the form of training carried out based on NAT (Need Analysis Training). PT. Karya Makmur applies various training techniques, including: case studies, roleplaying, and a lecture system. Meanwhile, PT. Tugu Mandiri Jaya applies training techniques such as: in-service training, vestibule training, and simulation. Keywords: Optimization, Human Resources, and Private Companies.

Extension Administrators’ Perspectives on Employee Competencies and Characteristics

Extension administrators discussed the competencies and characteristics of Extension professionals as they explored how Extension will need adapt to changing clientele, both in who they are and how they want to receive information. Extension education curriculum is not fully preparing future Extension employees in all required competencies, falling short on use of technology, diversity and pluralism, volunteer development, marketing, and public relations, risk management, and the community development process. Additionally, the Extension educator workforce development pipeline is not preparing a demographically representative population, leaving state administrators struggling to hire prepared professionals, especially those with in-culture competency (e.g., racial and ethnic minority and urban).

The Integration of Self-directed Learning and Employee Competency in the 21st Century

The purpose of this paper is to examine the promotion of self-directed learning (SDL), a concept that can potentially increase employee competency in organisations. We present SDL as a pivotal 21st century skills that transforms traditional practices into competencies crucial for the success of an employee at the workplace. The paper utilised case studies, document analysis, and a systematic literature review to synthesise existing resources. A systematic review of 50 peerreviewed articles published in English-language Scopus indexed journals indicate the significance of promoting SDL in the 21st century workplace for employee competency development. The findings further highlight the practices that need to be integrated for SDL promotion in the workplace to enhance employee competency. Specifically, communication of a shared vision and knowledge among employees is essential to promote SDL. The literature suggests that SDL must be supported by employers and implemented in human resource development (HRD). The practical implications of this for Asian businesses is to introduce and inculcate SDL in organisational culture through a reward system and a conducive working environment. Overall, in recent years, researchers have recognised the critical role of SDL in the workplace in enhancing employee competencies by transferring the learning responsibility to employees.

Peningkatan Produktivitas Kerja Dengan Pendekatan KKNI Menggunakan Metode Full Time Equivalent (Studi Kasus di PT. Rosy Ceramindo)

Human Resources (HR) has an important role in a company. PT. Rosy Ceramindo is one of the companies engaged in manufacturing tableware. So we need to optimize the number of employees in accordance with their workload through workload analysis. Mapping employee competencies is made based on the job description of each position then compared to the Indonesian National Qualification Framework (KKNI). The method used is the Full Time Equivalent method using Java. The optimal number of employees based on FTE calculations for the Production Department is 94 people. Mapping of competencies based on job description and KKNI for the position of Section Chief is at level 6 equivalent to S1 or D4. For the positions of Mold Operators, Body Raw Material Milling Operators, Glaze Raw Material Milling Operators, Painting Operators, Pressure Casting Operators, Casting Operators, Finishing Operators, Decal Operators, Glazing Operators, and Roll Kiln Operators and Packing Operators at the levels. 2 is equivalent to SMA / SMK / MA.Keywords : FTE, SDM, JAVA, KKNI, Productivity .