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Copyright of Bylye Gody is the property of Cherkas Global University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Philosophy, Culture & Political Science is the property of Al-Farabi Kazakh National University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study considers the ambitious tasks of China's information policy. The structure of China's research and development and its management and financing issues are considered. It is noted that, in China, enterprises are the main investors in research and innovation activities. The key information resources of China's scientific and industrial sectors are shown, as well as the basic elements of the information infrastructure of the research and industrial sector. Actual and comparative data are provided. Some significant negative factors that may impede the accelerated development of China's economy are considered. [ABSTRACT FROM AUTHOR]

The change in the market environment, the activation of processes of digitization of the economy, the pandemic, and the state of war in Ukraine affected the performance indicators of the industrial sector, caused staff turnover, their outflow abroad, and actualized the issue of researching the formation of the personnel policy in order to identify problems and justify directions for its improvement. One of the competitive advantages of enterprises is an effective personnel policy, which affects the development of personnel, personnel potential, labour productivity and the efficiency of the enterprise. The issue of personnel policy formation is constantly in the field of view of scientists, but the conditions of today actualize it and create the need for a new look at this issue. The purpose of the study is to investigate the state of personnel policy of enterprises and justify the need to develop a toolkit for the formation and implementation of personnel policy of industrial enterprises. An important task for enterprises, in conditions of fierce competition, is the formation of a personnel policy that will contribute to the harmonious work of employees and the growth of productivity. Formation of personnel policy requires a comprehensive approach in order to take into account all aspects of the work of enterprises, the influence of factors of the market environment. The research used methods of analysis and synthesis, systematization, and carried out a comparative analysis of personnel costs, the number of employees, the volume of products sold (goods, services), net profit (loss) of enterprises. The article improves the theoretical-methodical approach to the development of tools for the formation and implementation of the personnel policy of industrial enterprises, which includes a set of basic, strategic, methodical elements. It is substantiated that the use of the approach will allow to select and implement the elements of the toolkit, evaluate their effectiveness, ensure the effectiveness of the staff, and increase the indicators of economic activity both in the current and future periods. [ABSTRACT FROM AUTHOR]

Copyright of Sociology & Technoscience / Sociología y Tecnociencia is the property of Universidad de Valladolid, Escuela Universitaria de Educacion and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article reveals the main theoretical provisions regarding the formation of the company’s personnel policy. The author’s interpretation of personnel policy is given, which summarizes the vision of different authors on its essence. The principles of its formation, the main structure-forming elements are indicated in a systematic form. A special role is given to one of the fundamental documents on the basis of which personnel policy is formed, namely, the essence of the provision on personnel policy and its structural content is considered. Attention is focused on the importance of understanding compliance with the principle of openness of personnel policy by the top management of the enterprise. Possibilities of considering personnel policy as a key factor to ensure stable functioning and progressive development of the enterprise in the future. Based on the above, it can be determined that the personnel support of the enterprise is an integral set of the personnel’s capabilities for labor activity, which is understood as their ability to creative, productive work, to master new tools, technology and methods of labor, to improve their professional skills, innovative activities, etc. Thus, the carrier of human resources, taking into account the stages of its formation, development, and use, is the personnel of the enterprise without limitation of its age, educational level of development, professionalism, and qualifications. From the point of view of personnel management, human resources are the collective abilities and capabilities of the company’s personnel, which are necessary in order to carry out actions that provide the company with strategic advantages among competitors. The value of human resources for the achievement of the company’s strategic goals in the field of personnel management determines its role and place in the personnel management process. The object of personnel management of the enterprise is human resources, the possibilities of its formation and effective use. Recommendations are provided on the use of a system-adaptive approach when structuring the content of work on the formation of personnel policy of a large enterprise that meets modern challenges. The article can be considered as a practical guide in the formation of the company’s personnel policy. [ABSTRACT FROM AUTHOR]

The article delves into the magazine "Sharq yulduzi", which operated on the territory of the Uzbek SSR, is only the official information page of the CPSU, a high call and slogans, a tool calling on everyone to work more and more, an important tool that shows criticism, harmful vices, shortcomings along with achievements and the consequences of indifference. [ABSTRACT FROM AUTHOR]

This article analyzes the US Army’s successive recruiting crises, identifying their consistent patterns and the efforts to resolve them, and makes three provocative arguments. First, there is a long-standing institutional tension between recruiting personnel for the combat arms and technical and administrative specialists. Second, many of today’s talent management problems were first identified in a 1907 General Staff report and reiterated in subsequent studies. Third, the Army has pursued innovative recruitment strategies, but much of their success depended on factors outside the service’s control. The essay concludes with four history-based recruiting lessons and an affirmation that the 2019 Army People Strategy recognizes the need for the Army to revise its talent management approach. [ABSTRACT FROM AUTHOR]

Numerous studies on the economies of socialist countries indicate that one of the main sources of their weakness was the attitudes and behavior of "socialist managers". Contrary to the predictions (e.g. by Joseph Schumpeter), they were not characterized by entrepreneurship, innovation, the ability to lead changes or the ability to formulate strategies. This was due to the nomenclature system existing in all countries of the Soviet bloc. Nominations, promotions, but also dismissals were at the discretion of party bodies. It was the main source of the communist party's dominance in the country and the fundamental factor guaranteeing control over all spheres of social and economic life. Determining why the nomenclature system turned out to be dysfunctional requires considering three issues: what were the goals of the communist personnel policy, what methods were used to implement it, and finally who were the people appointed to perform managerial functions in the economy. We will focus our analysis on the management of Polish industry in the years 1945–1956. This is because it was the most important sector of the economy of the People's Republic of Poland, and the personnel policy mechanisms developed at that time remained valid until the end of the "real socialism" system. [ABSTRACT FROM AUTHOR]

The article examines the current state of legal regulation of incentives for civil servants. Since the current state of legal regulation of civil service and civil servants in Ukraine lags behind the needs and functions of a democratic society, and therefore requires urgent improvement within the framework of the initiated reform of the entire civil service system. In particular, measures of incentives that can be applied to civil servants for certain achievements in professional activity need improvement. It has been established that the general legal principles of encouraging civil servants are enshrined in the Constitution, the Labor Code of Ukraine and the Law of Ukraine "On Civil Service", which opens up opportunities for further detailing them in other normative legal acts. The significance of the provisions of the analyzed normative legal acts regarding the encouragement of civil servants is extremely important, because the efficiency and quality of solving national and local problems depends on each employee of the state body (depending on the field). It is emphasized that all normative legal acts are interrelated and each separately regulates an important part of relations in the field of encouraging civil servants as subjects of labor law. At the same time, attention was drawn to the fact that the legal regulation of incentives for civil servants needs further study and improvement, especially in today's conditions. Since the current labor legislation does not contain a definition of the concept of "incentive", even in the projects of new codified acts in the field of labor relations, it is also absent. Attention is drawn to the fact that the profile law on civil service does not contain it, which ultimately complicates law enforcement in the relevant sphere of relations, creates prerequisites for a subjective approach to its interpretation. The situation is the same with determining the grounds and criteria for the application of incentives in general, the application of one or another type of incentive in particular, there is a lack of uniform and clear rules for the application of such measures, etc. The proposal of other researchers of the issue under consideration regarding the normative consolidation of the definition of incentives in the basic law on civil service, as well as in labor legislation, is supported. [ABSTRACT FROM AUTHOR]

The purpose of the study is to conceptualize the principles of staff development management, determine the tasks of this process, factors that reduce the level of employee development efficiency and reasons that minimize the readiness of employees for selfdevelopment and professional development. The categorical apparatus of personnel management has been improved by the concepts of «personnel development», and «personnel development management». The connection between the personnel development management and the personnel potential formation of the business entity, capable of providing the enterprise with competitive advantages and continuous activity on the market, is proven. Motives, catalysts, methods and tools of staff development are summarized. It is suggested that at the level of employers and management, staff development should be positioned as a component of the Employee Value Proposition, as well as taken into account when reviewing and updating competency maps. The formation of high-quality information and documentation support for the process of personnel development, in particular, the development of competency maps, IDP plans, and personnel policy, will contribute to increasing the level of efficiency of personnel management of the business entity. Their competent development and compliance at the management level will make it possible to form the personnel potential of the enterprise and ensure a high level of intellectual and personnel security for the company. The consequences that effective management of staff development can have on the state of economic security of business entities are determined. The strategic orientations of personnel development should be organically combined with the organization's strategy, its mission, vision, corporate culture and contribute to the achievement of the goals of existence at optimal time intervals. [ABSTRACT FROM AUTHOR]

Personnel policy in the USSR pursued the goal of forming a layer of "national cadres" dedicated to the cause of communism, the local leadership elite. Its direct conductor on the ground was the republican party leadership, county, city and district party structures and the primary party organizations subordinate to them in organizations and enterprises. After the war, control was also established over all of them in Lithuania, Latvia, Estonia and Moldova by specially created Bureaus of the Central Committee of the All-Union Communist Party of Bolsheviks for each of these republics. The situation with personnel in the MSSR in Moscow was considered the most difficult of all those mentioned above. However, Moscow did not intend to directly control the republican power structures permanently. Local party leaders also had to take the initiative and train young cadres. For this purpose, in 1945, the Republican Party School was created in Chisinau under the Central Committee of the Communist Party (b)M. The main sources of replenishment of the personnel reserve were also party, Komsomol, and trade union activists, production leaders, and authoritative team leaders. The main mistakes in the personnel policy of the Soviet period were considered to be the lack of people with higher education, especially specialists in the field in which they worked, the presence of a large number of vacant positions due to staff turnover, and the transfer of control over personnel training from Moscow to the leadership of the republics. When selecting personnel, the nationality of the applicant was taken into account and often, especially in the first post-war years, when there were few Moldovans in the party bodies, the nationality of the applicant played a decisive role. [ABSTRACT FROM AUTHOR]

The article is devoted to the study of the role of personnel policy in modern conditions and the prerequisites for the further development of domestic enterprises. The main studies and publications of domestic scientists are considered, various interpretations of personnel policy, its methods, principles and approaches are characterized. Analyzed and compared are internal, external factors and the consequences of influencing personnel policy, the efficiency of the enterprise: in a pandemic (strict quarantine measures in recent years) and in martial law; the level of use and development of its human resources potential. The composition of external and internal factors influencing personnel policy, factors in martial law and during a pandemic has been supplemented. New additional components are proposed that need to be introduced into the future concept of personnel policy in order to effectively achieve a high level of production, development and competitive advantages of Ukrainian enterprises. [ABSTRACT FROM AUTHOR]

Early childhood educators with higher qualifications are more likely to demonstrate quality in their practice; but few studies have explored the underlying factors that contribute to this relationship. Drawing on Pierre Bourdieu's theory, this article proposes that the relationship arises from social, as well as educational, inequality. Educators with higher qualifications are more likely to have the cultural, social, and economic capital necessary to develop a habitus (unthinking disposition to act in certain ways) consistent with the dominant understanding of quality practice. The doxa (shared understanding) of quality in the early childhood sector is itself shaped by two institutions through which these forms of capital are transmitted: schools, and middle-class families. Policy efforts to raise educators' qualifications are insufficient to address these deeper inequalities. All educators require opportunities to critically reflect on how their habitus shapes their practice, and to shape the doxa of the early childhood field. [ABSTRACT FROM AUTHOR]

Copyright of Bylye Gody is the property of Cherkas Global University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Agriculture moved to a higher level of development of innovative technologies. The digital transformation of production and economic relations in the agro-industrial complex involves the formation of managers and specialists of a new formation and the creation of high-tech jobs for them. The implementation of the goals and objectives of the training and employment of young agricultural specialists is carried out through personnel policy. It acts as an instrument of state regulation and is associated with the formation and use of human resources focused on solving the problems of digitalization of the agro-industrial complex economy. The article analyzes the dynamics of the number of personnel of managers and specialists of the agro-industrial complex, the training and employment of young agricultural specialists in the Penza region. In the current research the authors based on statistical, computational and constructive methods, as well as systemic, structural, abstract-logical approaches. The authors summarize the conclusions made about the unsatisfactory quantitative and qualitative composition of the specialists observed. Recommendations are given for improving the process of hiring and supporting young specialists in the agro-industrial complex and developing the staff policy of the state. [ABSTRACT FROM AUTHOR]

The article considers the essence of the concept of «personnel strategy of the enterprise». It is identified the types of personal strategies and directions of personnel policy. The main tasks of modern personnel policy of enterprises are outlined. We study different scientists’ works which highlighted the theoretical and practical aspects of personnel policy and personnel strategy. According to theoretical and practical aspects of personnel policy and personnel strategy, highlighted in the works of scientists, it is formulated its own understanding. Thus, the concept of «personnel policy» can be defined as following: «as a system of views and principles in a holistic personnel strategy through the formulation of high-performance, cohesive human resources for effective achievement the goals and objectives of the enterprise». Personnel strategies have been identified on the basis of a study of literary sources. It is established the connection between general and personnel strategies. A parallel is drawn between the strategies of functioning and development. The types of personnel strategies of the enterprise as a part of functioning strategies and development strategies are studied in detail. It is studied the essence of strategies by nature. It is outlined the trends of the external environment that have a direct impact on the personnel policy of enterprises. Implementation of a personnel strategy requires managers with a specific set of qualities. If the strategy of leadership in low costs is focused mainly on attracting workers of mass professions of medium qualification, the strategy of differentiation should focus on staff of narrow specialization and the highest possible qualifications – scientists, researchers, developers. It is proved that in most cases enterprises have not one, but several strategies that determine their activities in different directions. It is confimed that personnel strategy is an integral part of the overall strategy of the organization and serves as one of the tools to achieve its mission and declared goals. It is found that any strategy should be internally integrated, compatible with the environment, balanced in resources, real, moderately risky and organically combine long-term and short-term goals of the enterprise. [ABSTRACT FROM AUTHOR]

Copyright of Przeglad Sejmowy is the property of Kancelaria Sejmu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Theoretical and methodological investigations of the COVID-19 pandemic impact on the IT sector activities are carried out. It is noted that IT sector has shown great flexibility and speed in adapting to changes and has not lost its strong position. Two factors that influence IT sector development are human capital and public policy. It is demonstrated how quarantine restrictions have effected IT sector in the global and national economies, and the consequences of those restrictions at the present stage are analyzed. Challenges and risks caused by the situation with Coronavirus for future activities of IT companies are investigated, and ways to overcome the crisis in the near future are proposed. The authors investigated the status of the daily operations of companies that have switched to remote work and noted that without digital solutions brought by the IT sector it is impossible to ensure not only the livelihood of people but also normal work in many sectors of the economy. The companies transition to new operation forms is analyzed, the advantages and disadvantages of remote work according to the respondents’ opinion are shown. It is also shown that in order to implement the remote work successfully it is necessary to involve greater mobilization and faster decision-making process. In comparison with other economy sectors, the IT sector is more resilient to the strict quarantine measures due to the possibility of remote operation. IT companies began to diversify their projects. The development of IT sector and the successful operation of IT companies depend on the qualifications of IT professionals, their skills, and their desire to work effectively. It is noted that during such difficult times especially, the dialogue between the state and business should be at the highest level in order to manage the situation with minimal losses. It is substantiated that it is necessary to take into account the strategy of the Ukrainian IT sector development: reduction of the disparity in the demand and supply of highly qualified specialists, remote employment, stopping possible loss of professionals due to immigration. In addition, companies themselves need a special policy to attract and retain people, especially highly qualified and talented professionals, in order to occupy the leading positions in the market. [ABSTRACT FROM AUTHOR]

The article aims at studying the features of the legal regulation on the state personnel policy in the field of health care in Ukraine. It is determined that the creation of a legal framework for the effective functioning and development of the state personnel policy as for the healthcare system is a priority for improving the effectiveness of the healthcare industry. The article analyzes the existing legal regulation on improving the staffing of the healthcare system in Ukraine, namely: articles of the Constitution of Ukraine, provisions of the Labour Code, articles of the Law of Ukraine «On Employment», articles of the Law of Ukraine «On Collective Bargaining Agreements», articles of the Law of Ukraine «On Labour Protection», provisions of the Law of Ukraine «On Vacations», articles of the Law of Ukraine «On Labour Remuneration», provisions of the Law of Ukraine «Fundamentals of Legislation of Ukraine on Health Care», and provisions of the Law of Ukraine «On Improving the Accessibility and Quality of Healthcare in the Countryside». It is determined that the Labour Code of Ukraine is the main source of employment and labour law and the state regulation of labour relations, regardless of the industry. The main elements (features) of a collective bargaining agreement are studied, namely: individual and personal feature, organizational feature, material feature, regulatory feature, subject feature. The principles of state policy in the field of labour protection are determined. The Ministry of Health orders for 2020 – early 2021 on personnel policy issues in the field of health care are analyzed, conclusion is made that the Ministry of Health, being an immediate subject in the case, is highly interested in the creation of a legal framework on the state personnel policy as for the healthcare system in Ukraine. [ABSTRACT FROM AUTHOR]

The article analyses the Czech Republic's ability to promote its interests in international organizations (IOs) through its citizens' personnel representation. It defines two levels of such ability. First, the selection and preparation, coordination, and use of a state's human capital in the IOs. Second, agenda-setting, the presence of a „national perspective" in the IOs, and the adoption of common objectives of the IOs. The analysis is primarily based on the 46 semi-structured interviews with Czech citizens, current and past employees in selected IOs (European Defence Agency, OSCE, NATO, Council of Europe, International Organization for Migration, OECD) conducted between the years of 2018 and 2019. The Czech case analysis identified several shortcomings in the setting, coordination, and the use of the personnel policy. It confirmed the role of the personnel policy on the state's ability to promote its interests in the IOs and showed that success in promoting the interests of the state does not depend so much on the „volume," but instead on the „quality" of personnel representation, and the ability of the state personnel policy to use its citizens in the IOs to achieve its goals. [ABSTRACT FROM AUTHOR]

Copyright of Securitas Imperii is the property of Institute for the Study of Totalitarian Regimes and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Personnel policy is one of the most sensitive elements shaping the military personnel of each army, and we can distinguish several stages of this policy in the Polish Army in the years 1918-1939. The first was related to the regaining of independence by Poland and fights for its borders. At that time, the organizational structures of the army were created and verification commissions were set up, which defined the possibilities of serving in the Polish Army, especially in regard to former soldiers from the forces of partitioning powers. The next period was associated with the transition of the army to the so-called peace organization, when the basis for the promotion pragmatics was defined by law. The third of the stages began after 1926, when after the coup d'état, Marshal Józef Piłsudski and his entourage gained a decisive role in the promotion policy, mainly based on legionary provenance. At that time, many officers left the military, especially those generals who previously commanded the armies of partitioning powers. The organizational system of the Polish Army also changed, as alongside the Ministry of Military Affairs and the General Staff (Main), a new dominant organ was appointed -- the General Inspectorate of the Armed Forces -- to prepare the army for a future war. After the death of Józef Piłsudski in 1935, the pragmatist approach was advocated by his successor Marshal Edward Rydz-Śmigły, who tried to introduce clear promotion regulations regarding personnel policy in the Polish Army. [ABSTRACT FROM AUTHOR]

Copyright of Bylye Gody is the property of Cherkas Global University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

As a result of a series of centralization reforms, initiated in 2000, a great number of studies have discussed that the center entrenched its control over regional subjects in Russia. Yet, several regional unrests observed in the recent years demonstrates an urgent need for an overhaul of the Russian center-periphery relationship, to which only limited attention has been paid yet. This study explains this instability by the increase of outsider governor deployments. Exploiting an original dataset of all governors from 1991 to 2019, patterns of outsider deployments and the effect of such deployments on the regional political processes are examined. Although President Boris Yel’tsin initially held the right to appoint and dismiss most governors in the first half of the 1990s, he did not try to dispatch outsider governors not firmly embedded in the regional societies. Whereas governors began to be elected through the popular gubernatorial elections in almost all of the regions since 1995, outsider candidates rarely won the posts of governors. In Vladimir Putin’s first and second terms (2000-2008), the power balance between the center and regions radically changed in favor of the center. In addition, scholars have argued that the center’s dominance over regional elites increased rapidly due to the de facto appointment system of governors was introduced in 2004. Nevertheless, even then, outsider governor deployments remained exceptional cases. Since the influence of United Russia as a dominant party was limited at that time, federal elites had to receive the endorsement of governors, as regional bosses, to secure the stability of the regime. However, after the triumph of United Russia in the 2007 parliamentary election and the advent of President Dmitrii Medvedev, the Presidential Administration embarked on active replacements of regional bosses with outsider governors loyal to the center. Consequently, while the center got capable of controlling regional political processes more tightly, these radical cadre reorganizations caused dissatisfaction and protests of regional elites, as a result of which electoral performances in the 2011 parliamentary and 2012 presidential elections declined in the eyes of the center. As a compromise to massive protest movements brought about by the immense size of electoral frauds, popular gubernatorial elections were reinstated in 2012. However, the influence of the center over the recruitment of governors continues to be remarkable and the number of outsider governors is still growing. Yet, in the late 2010s, the decline of the regime’s popularity caused instability at the regional level, as demonstrated by the fact that several candidates backed by the federal government lost in gubernatorial elections. While outsider deployments have merits for the federal elites to control regional political processes through them as loyal agents of the federal government, their lack of embeddedness in local elite communities has detrimental effects on regional unrests. To test this argument, this study investigates the relationship between outsider deployments and regional electoral performances. The OLS estimate and Inverse Probability Weighted estimate demonstrate that outsider governors deliver fewer votes than local governors. Those findings imply that the center-periphery relationship in Russia is still in flux even though the rules of the game have changed since the 1990s. [ABSTRACT FROM AUTHOR]

Copyright of Food Industry Economics / Ekonomìka Harčovoï Promislovostì is the property of Odesa National University of Technology and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article seeks to explain the increasingly regressive (or illiberal) behaviour on the part of the Indonesian military. It focuses on the expansion of the Army's Territorial Command structure, the growing military intrusion into civilian polity and the stunted progress of military professionalism. It provides an organisational, rather than political, perspective. Conceptually, the article synthesises various approaches to comparative politics to explain why and how military personnel policies affect political behaviour. Empirically, using a series of original datasets of hundreds of officers, the article demonstrates how promotional logjams – too many officers but too few positions available – over the past decade help explain the regressive behaviours we recently witnessed. It is further argued that the lack of institutionalisation in personnel policies gave rise to and prolonged these logjams. This article draws attention to the importance of intra-organisational dynamics in understanding the state of civil–military relations in post-authoritarian Indonesia. [ABSTRACT FROM AUTHOR]

Copyright of Citaliste: The Scientific Journal on Theory & Practice of Librarianship is the property of Citaliste: The Scientific Journal on Theory & Practice of Librarianship and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: German establishments face increasing difficulties in filling their apprentice positions. Thus, firms are less able to train (and later retain) their own skilled workforce. The purpose of this paper is to analyse the firms' personnel policy adjustments in response to unfilled apprentice positions. Design/methodology/approach: To estimate the within-firm personnel policy adjustments when unfilled apprentice positions arise, fixed effects panel estimations are applied to a large German establishment-level data set, the IAB Establishment Panel (2008–2016). Findings: The estimates indicate that some firms post slightly more apprentice positions in the period after facing unfilled apprentice positions. Moreover, the results reveal that affected craft establishments in urban regions retain more apprenticeship graduates. Besides of these findings, there are no indications of emphasised personnel policy adjustments. Practical implications: The multivariate results do not support the claim that training firms may abstain from apprenticeship training when facing unfilled apprentice positions. Originality/value: The study shows first evidence of firms' personnel policy adjustments when apprentice positions remain vacant in Germany, a country with a traditionally high relevance of apprenticeship training. [ABSTRACT FROM AUTHOR]

Copyright of Acta Universitatis Carolinae Historia Universitatis Carolinae Pragensis is the property of Charles University Prague, Karolinum Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

To cope with an increased proportion of older workers, organisations develop old-age adaptation policies. Two strategies underlie these policies: phasing out and activating. Although the existence of these strategies is widely recognised, the reasons for their presence have rarely been explored. We identify three arguments that explain the extent to which these strategies are present: profit, principles and pressures. We hypothesise that the intensity of the phasing out strategy is higher when it is profitable and easy to replace older workers, when employer's age norms support the principle of treating older workers differently, and when external pressures are high. We also hypothesise that the intensity of the activating strategy is higher when it is profitable but hard to replace older workers, when the employer's age norms reject the principle of treating older workers differently, and when external pressures are high. We use pooled regression analysis to study imputed managerial data from 5,410 organisations in seven European countries. Results confirm the importance of external pressures for the adaptation of both strategies, and of principles for activating. Although policy feasibility is important for the adaption of both strategies, the other profit variables showed mixed results. Net benefits of older workers to the organisation are only important for phasing out, and substitutability only for activating. This paper discusses the wider implications of the study. [ABSTRACT FROM AUTHOR]

The peculiarities of the museum personnel policy implemented by the Soviet government on the West Ukrainian lands annexed by the USSR in 1939–1941 were analyzed. The research was conducted with the use of the methods, such as analysis, synthesis, comparison, and generalization. Based on the statutory instruments and other sources, the main characteristics of the Soviet personnel policy were singled out, the role of the museum personnel in strengthening the Bolshevik totalitarian system in the annexed territories was analyzed. The personnel composition of the reshaped museums in the region was described, and its statistical characteristics were provided. Additionally, the research elicits (1) the main problems faced by the Soviet government as the result of the personnel changes in the local museums; (2) their solutions on the state level. The study attempts to elaborate a generalized profile of the «ideal» museum workerof the communist system. [ABSTRACT FROM AUTHOR]

Copyright of Slobozhanskyi Herald of Science & Sport is the property of Kharkiv State Academy of Physical Culture and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: This research aimed to investigate the possibility of realizing Magnet hospital attributes and its effect on nurses' job satisfaction. Materials and Methods: This applied study was a descriptive and correlational one. The study population consisted of the nurses who worked in Qods hospital in Arak. Nurses of emergency departments, operative rooms and angiography unit due to different implementation of the work were excluded and 275 nurses were selected. Chen, Johananthin and Kramer questionnaires were applied to data collection. Data analysis was conducted by SPSS software. Results: The study results revealed that the effect of "Magnet Hospital attributes" on "job satisfaction" is equal to 0.567. Autonomy (β = 0.015), policy (β = 0.515), management style (β = 0.295) and professional development (β = 0.103) significantly contributed 56% of the variance of job satisfaction. Per unit increasing in "autonomy", "policy", "leadership style" and " professional development” was added 0.013, 0.427, 0.265 and 0.91 to "job satisfaction”, respectively. Conclusion: Manager support for professional development has positive impact on nurses' satisfaction through continuous learning, autonomy in their duties and increased nursing leadership power. Therefore, planning for access to Magnet hospital should be the top priorities of nursing managers. [ABSTRACT FROM AUTHOR]

Copyright of Ekonomika APK is the property of Economy of Argo-Industrial Complex and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study analyses the influence of Wilhelm II, German Emperor on the personnel policy in the armed forces between 1888--1918. It also describes the most crucial events in connection with the level of institutions of the Empire and highest Prussian institutions. The study looks for main actors of individual appointments and examines who was instrumental in key personnel appointments. The study's conclusions are primarily based on analysing non-published sources from the Geheimes Staatsarchiv Preussischer Kulturbesitz, Berlin-Dahlem, namely the Brandenburg-Preußisches Hausarchiv, Repositur 53, Kaiser Wilhelm II. und Familie. It is also based on reports of Austrian-Hungarian ambassadors in Berlin saved in the Haus-, Hof- und Staatsarchiv, Wien, namely Abteilung III. (Preußen). The author concludes that Wilhelm II's personnel policy had three stages of development. At the beginning of his rule, he excitedly grasped the chance to "rejuvenate" the corps of generals of the armed forces and to surround himself with people who suited him -- people who admired him, did not criticize him, and did not argue with him. From this perspective, he negatively influenced the state of the armed forces because (unlike his predecessors) he focused more on subjective factors rather than objective criteria when assessing the abilities of the members of the armed forces. After 1900, the second stage began, during which the Emperor accepted suggestions for promotions. The third stage -- the significant decline of the Emperor's influence on the personnel policy of armed forces -- started after the scandals in 1907 and after the beginning of World War I. Wilhelm II's influence on the personnel policy of armed forces can be (similarly to his influence on foreign and internal policies) described as chaotic, unsystematic, and in some instances even destructive, which is why he is partly responsible for the developments during World War I, including the takeover of political decisions by the leaders of the armed forces. [ABSTRACT FROM AUTHOR]

Copyright of Accounting & Finance / Oblìk ì Fìnansi is the property of Institute of Accounting & Finance and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Public Governance / Zarządzanie Publiczne is the property of Cracow University of Economics and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In the face of rapid technological change and the creation of ambitious military modernisation programmes, this paper argues that land forces, in managing the relationship between force levels and the adoption of military robotics, must recognise that there are inherent limits to techno-centric force reduction efforts and realise the inefficacy of substituting skilled soldiers with robots. It begins with an overview of how the proper integration of robotics into a military’s force structure can improve capability, save lives and potentially reduce costs, but suggests that common accounts of robot utility are exaggerated and endanger the risk assessment processes governing the adoption of said technologies and relevant personnel settings. The paper explores the limits of robotic solutions to military problems, discussing their technical limitations, redundancy and related issues that, when combined with a technico-moral skills degradation problem also detailed within, point to the need to reshape force structures to suit the adoption of robotics while preserving existing levels of human staffing. [ABSTRACT FROM PUBLISHER]

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It is analyzed on the basis of scientific and archival sources of the personnel policy of the Seventh-day Adventist Church on the territory of the Second Polish Commonwealth during the interwar period. The purpose of our intelligence is to determine the role of the Adventist organizational structure in the spiritual and intellectual formation of its ministers. The research uses the methods of analysis, synthesis and synthesis, which permits to recreate the history of personnel formation and development of the Adventist organization in the territory of interwar Poland. It was proved that the personnel of the Adventist organization consisted of people of different nationalities, in particular Germans, Poles and Americans. This circumstance caused a rapid development of the church's inner life and, thanks to the provision of theological education to the ministers, the Adventist Church managed to preserve its own religious and organizational identity. [ABSTRACT FROM AUTHOR]

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At present, the methods of planning and forecasting acquire special urgency in the conditions of spontaneous market crises. The SPECIAL practical usefulness of the planning institute is manifested in the personnel policy of the region. In this regard, the purpose of the article is to study the features of planning mechanisms of the personnel reserve of Russian regions and to develop recommendations for their improvement. The authors come to an understanding of the need for state planning of personnel policy within the framework of the market mechanism of economy. The study methodology is based on the principles, approaches and methods of scientific knowledge. The authors have relied on the idea of dialectical development, which is the basis for such principles of historical research as historicism, objectivity and systemic nature. The main goal of the study given is the search for effective methods and tools for planning the personnel supply of the region in the conditions of a modern market economy. As a study result, we revealed the modern problems of the regional personnel policy. The authors developed recommendations on increasing the effectiveness of regional personnel policy, taking into account the interests of private companies, government organizations and the public. Another important aspect of the study given is the planning of regional demand for personnel in relation to the tasks of innovative development of the real sector of the region's economy. Personnel planning should be adequate to the demands of the labor market, both at the current time and in the future. Accordingly, it is necessary to predict the emergence of new labor occupations and vacancies associated with the emergence of new technologies and innovative products. [ABSTRACT FROM AUTHOR]

Copyright of Izquierdas is the property of Izquierdas, Universidad de Santiago de Chile and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Militaries around the world have recently reassessed their policies concerning transgender personnel. A wave of integration has swept across the English-speaking world, with transgender troops serving openly in Australia, Canada, Ireland, New Zealand and the United Kingdom. Currently, the United States Department of Defense is embarking on its own reassessment. We offer here overlapping perspectives on the future directions of transgender policies in the American military. First, we provide an overview of the transgender policies of other English-speaking democratic militaries. We then discuss survey findings that provide insights into current transgender military populations. Finally, we focus on a key policy (DD Form 214/215, which regulates name changes) and discuss its effects on transgender personnel. Given the global trend-lines and considering the lived experiences of American transgender personnel, we argue that American policy-makers should take care to avoid the conservative biases of the organization when formulating its future transgender policy. [ABSTRACT FROM AUTHOR]

Using two rounds in 2003 and 2013 of large sample longitudinal surveys of science teachers in primary schools from 21 provinces and autonomous regions of China, results suggest that Chinese teachers' basic scientific literacy was still low with only a slight increase in the procedural knowledge of science. The evidence also suggests little increase in epistemological knowledge of science among teachers, especially concerning with the classic nature of science. Chinese teachers' non-scientific teaching behavior remained unchanged. This phenomenon associated with the relative ineffectiveness of in-service training teachers' received and with the discriminative personnel policy of recruitment and promotion for primary science teachers. The implicit cultural impact of these findings is also discussed. [ABSTRACT FROM AUTHOR]

School autonomy in personnel policy is important to effective personnel management. With increased autonomy in personnel policy, principals could wield their leadership to improve teachers' organizational commitment. However, little is known about whether the given autonomy in personnel policy meets principals' expectation and whether and how the gap in between has an effect on teachers' organizational commitment. This research explores the effects of autonomy gap in personnel policy, principal leadership, teachers' self-efficacy and school contextual factors on teachers' organizational commitment. Multilevel analysis was used. The results show the effects of autonomy gap in personnel policy differ among areas. In particular, the autonomy gap in salary was found to be a significant antecedent of teachers' organizational commitment. The results also highlight the importance of principal leadership in this process. Principals with a stronger leadership tend to perceive generally a larger autonomy gap in personnel policy. In addition, when transformational leadership increased, its positive influence on teachers' organizational commitment became even stronger. Implications for developing efficacious leadership and autonomy policy in personnel management were discussed. [ABSTRACT FROM AUTHOR]

Copyright of Economics: Time Realities is the property of Odessa Polytechnic University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)