ANALYSIS OF DETERMINATION OF POSITION BASED ON CONTRIBUTION OF TASK AND WORK ACHIEVEMENT

To find the value of employee achievement requires several aspects such as intelligence, aspects of work attitudes, and behavioral. The initial stage of the process is to find the difference between employee and position profile that has been determined by the company where it is called GAP. The next step is to determine the weight of each gap value in three aspects. We multiply the value of 60% for the value of the main factor and 40% for additional factors then add up the two factors to determine the total value. The three factors are assessed based on the percentage determined by the company, namely 25% Intelligence Aspect, 35% Behavioral Aspect, and 40% Work Attitude Aspect. The final results are ranked, and then top ranking is achieved until the last employees who occupy the position of Project Supervisor are employees with ID number: kka_0001. For employees who are likely to fill the position of Purchasing & Logistics are employees with ID number: kka_0040. For employees who are likely to occupy the Estimator position are employees with ID number: kka_0036. For employees who fill the Project Manager position are employees with ID number: kka_0055.

Methodical Approach to the Development of Position Profile

The article describes the prerequisites for a “profile positions” as a universal tool of selection, appraisal and staff development guide. Proposed structure and revealed features of a position profile “Foreman”. This article reveals the methodological approach to the formation of position profile, including several stages. The first stage is the definition of the list of general and professional competencies required for effective job performance for the position of foreman. The second stage is the ranking of the competencies in order of importance using the expert survey. The third stage is the differentiation of behavioral indicator for the level of proficiency competencies to build the profile of the “ideal employee” for the post “Foreman”. In conclusion, the article explains the advantages of the practical use of position profile in the work of the HR organization.

Diffraction analysis of perovskite-like oxides containing irregular intergrowths

Features of the X-ray intensity distributions caused by the presence of random and nonrandom stacking faults (irregular intergrowths) in layered perovskite-like oxides are studied by a computer simulation technique. It is shown that, apart from the stacking fault properties, the position, profile and intensity of a diffraction peak are dependent on the ratio between theclattice parameter of the crystal and the thickness of the new structural fragment formed as a result of the stacking fault. A means of characterizing the stacking faults on the basis of the relative positions of pairs of diffraction peaks is presented. The approach is exemplified by the X-ray diffraction study of a disordered single crystal of the system Bi–Sr–Ca–Cu–O.