Thematische Bibliographien / EFFECTIVE RECRUITMENT

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Auswahl der wissenschaftlichen Literatur zum Thema „EFFECTIVE RECRUITMENT“

Autor: Grafiati

Veröffentlicht am 11. September 2023

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Zeitschriftenartikel zum Thema "EFFECTIVE RECRUITMENT"

Hossler, Don. „Effective Admissions Recruitment“. New Directions for Higher Education 1999, Nr. 108 (1999): 15–30. http://dx.doi.org/10.1002/he.10802.

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Vivek, Ramakrishnan. „Is Blind Recruitment an Effective Recruitment Method?“ International Journal of Applied Research in Business and Management 3, Nr. 3 (Dezember 2022): 56–72. http://dx.doi.org/10.51137/ijarbm.2022.3.3.4.

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Recruitment is a major activity of human resources management that decides the performance of the organization. One of the major drawbacks is that the selection of the candidate can be dependent on the demographics, appearance, and cultural differences of candidates. According to the literature review analysis, blind recruitment is linked to only a few studies, and a gap has been identified in knowledge areas. Thus, through this study, the researcher has reviewed the concept of blind recruitment. Then, the objectives of the study were to identify new themes in blind recruitment and to explore the blind recruitment concepts and to provide a critical review of blind recruitment. The author adopts the desk research approach by conducting an extensive literature review. The author, using systematic review, conducts the conduct of two or more research sources, each conducted rigorously and complete in itself, into one project. In the current study, desk research has been used, and the researcher has collected data from past research articles relevant to the topic. According to the results of the study, blind recruitment is a proper solution to minimize bias in the recruitment and selection process. Blind recruitment enables companies to guarantee they are selecting the best candidates for available vacant positions because they remove characteristics that may lead to bias. Furthermore, hidden demographic data, skill-based selection, avoidance of social media pre-screening, and anonymization of initial interviews are some of the key initial themes of blind recruitment identified, as well as criticism in the practical context of blind recruitment.

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Hancock, Cath. „Effective Recruitment and Selection“. Legal Information Management 2, Nr. 2 (2002): 23–25. http://dx.doi.org/10.1017/s1472669600000086.

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Cath Hancock, Staff Development Officer at Cardiff University, and Alison Clayton of Cameron McKenna have supplied us with two articles addressing aspects of the recruitment and selectiom process. This article from Cath Hancock concentrates on the pre-intervies process but also looks briefly at post-interview issues.

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Clayton, Alison, und Cameron McKenna. „Effective Recruitment and Selection“. Legal Information Management 2, Nr. 2 (2002): 26–29. http://dx.doi.org/10.1017/s1472669600000098.

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Alison Clayton and Cath Hancock have supplied us with two articles addressing aspects of the recruitment and selection process. This article from Alison Clayton, Training and Development Officer at Cameron McKenna, deals with the skills you need to be an effective interviewer.

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Redman, Tom, und Brian P. Mathews. „Advertising for Effective Managerial Recruitment“. Journal of General Management 18, Nr. 2 (Dezember 1992): 29–44. http://dx.doi.org/10.1177/030630709201800203.

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Hope, Joan. „Collaboration, effective tools boost recruitment success“. Recruiting & Retaining Adult Learners 19, Nr. 3 (17.11.2016): 12. http://dx.doi.org/10.1002/nsr.30209.

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Hope, Joan. „Collaboration, effective tools boost recruitment success“. Student Affairs Today 20, Nr. 2 (20.04.2017): 12. http://dx.doi.org/10.1002/say.30339.

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Fleischmann, Scott T. „A systematic approach to effective recruitment“. Employment Relations Today 20, Nr. 1 (März 1993): 69–77. http://dx.doi.org/10.1002/ert.3910200110.

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Kuzmina, E. Yu, und I. V. Soklakova. „OUTSOURCING AS AN EFFECTIVE FORM OF RECRUITMENT“. Scientific Journal ECONOMIC SYSTEMS 13, Nr. 2 (2020): 111–18. http://dx.doi.org/10.29030/2309-2076-2020-13-2-111-118.

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This article discusses the possibilities of using modern organization outsourcing in the field of HR. The article analyzes the company’s ability to attract temporary specialists. The example of a production company shows the influence of various factors on the recruitment of personnel, such as seasonal demand, the actions of competitors, the needs of the company itself in specialists of different profiles. The advantages and disadvantages of using outsourcing are highlighted. The effectiveness of outsourcing practices in hiring staff is proved. It is emphasized that such important goals of outsourcing are achieved as improving the quality of goods and services, increasing the financial stability of the enterprise while maintaining its core activities. Self-employment creates additional risks associated with non-compliance with professional qualifications, lack of necessary experience, and unfair performance of official duties. The comparison of budgets for self-employment and outsourcing, which take into account the additional costs of finding and hiring temporary employees, as well as their training, concludes that it is profitable to attract temporary employees, if it is possible to conclude an outsourcing contract. But in terms of reducing costs and oversupply of the labor market, it is possible to hire on their own, since this does not require additional training of temporary staff, the salary Fund and payments to the budget will decrease, and the lack of requirements for high qualification of the necessary workers will significantly simplify their search and hiring.

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Lee, Christopher. „Screening for Lung Cancer: Effective Recruitment Methods“. American Journal of Roentgenology 210, Nr. 3 (März 2018): 514–17. http://dx.doi.org/10.2214/ajr.17.18755.

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Dissertationen zum Thema "EFFECTIVE RECRUITMENT"

LaPrade, Keith. „Effective Nurse Recruitment Methods for Long-Term Care Facilities“. ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7550.

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Nurse recruitment is a challenge for long-term care (LTC) leaders. Some owners of LTC businesses lack knowledge of how to attract, market, and hire qualified nurses to help ensure success. The purpose of this multiple case study was to explore the methods and strategies LTC leaders used to recruit nurses. The target population consisted of leaders of 3 LTC facilities who were responsible for recruiting nurses. This selection was based on findings that organization leaders experienced a downsizing of more than 20% of their personnel. The conceptual framework was the motivation-hygiene theory. Working conditions were influenced by Herzberg's 2-factor principles of job dissatisfaction. I focused on analyzing the participant data, public documents, and performance outcomes that demonstrated the effectiveness of participant recruitment strategies. Data were collected from semistructured interviews. I compared the motivational hygiene theory factors that influenced employee job satisfaction and dissatisfaction identified with the conceptual framework and any new studies published since beginning my study. Results of data coding and analysis revealed 3 major themes: communicating job descriptions to new LTC recruits, hiring for nurseâposition fit to address turnover, and making the position attractive by offering competitive wages and benefits. Successful recruiting strategies included ensuring nurse position fit, contacting qualified candidates, and work conditions designed to meet candidates' needs, expectations, and requirements. Results of this study might contribute to social change by providing recruitment strategies to ensure quality nursing services in LTC and strategies necessary to sustain business operations.

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Levy, Justin. „Personality and demographic correlates of effective retail sales managers“. Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/30618.

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The use of personality traits in the determination of an individual’s future job performance is considered to be a valid measure that offers organisations the ability to carry out career planning, pre-employment selection and promotional testing amongst other uses. The incorrect placement of an individual has negative implications on the business that manifest themselves in different forms but the most prevalent is that of the loss of productivity and increased costs. This study was carried out in the hope of producing an additional measure in the identification of the most suitable candidates for a sales management position.The study was conducted utilising a qualitative research design. A total of (n) = 218 respondents took part in this study and completed the research instrument. The statistical tests that were conducted are that of correlation and linear regression testing between the identified independent and dependent variables.The results produced from the study corroborate the use of personality traits as a predictor of an individual’s future job performance is flawed. It was determined that the dimensions of the big five personality traits were not correlated to, nor could not offer any predictive ability with the required level of significance that of the dependent variables.
Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted

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Chye, Teo Choon. „The effect of alterations in effective seat tube angle on cycling performance, economy and muscle recruitment“. Master's thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/27901.

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Introduction: The bicycle seat tube angle (STA) has been used in scientific research to investigate cycling performance since the early 1980's and has led to inconclusive findings when manipulated between 69° and 82° STA configuration. Most of these studies did not clearly indicate the handlebar positioning in relation to the change in STAs. In addition, the studied duration and intensity were not a true reflection for cycling performance during races. Aim: The study aimed to compare the effect of independent alteration of effective seat tube angle (ESTA) on gross muscle activities, body kinematics and gross economy for well-trained cyclists. Methods: Ten well-trained male cyclists (mean ± SD; age 37.8 ± 3.6 years, height 178.2 ± 3.8 cm, body mass 76.9 ± 8.0 kg, VO₂ₘₐₓ 51.6 ± 5.3 ml/kg/min with 6.8 ± 2.6 years cycling experience and an average training load of 5.8 ± 2.3 hours per week for three months prior) were volunteered for this study. All cyclists were randomly assigned to either a forward or rearward saddle position after an initial preferred saddle cycling position. Each cycling position was performed at 60% of Wₚₑₐₖ for one hour with forty reflective markers placed on bony landmarks described by Vicon full body model Plug-in gait and EMG electrodes placed on the right lower limb on seven muscles. Results: The mean power output and cadences during one hour submaximal steady state cycling differed by a maximum of 0.7W and 3.5 repetitions per minute respectively between three trials. VO₂ values (P=0.95), respiratory exchange ratio (P=0.39) and heart rate (P=0.92) for the trials were not significantly different. Mean angles for each joint and gross muscle activation patterns across the three trials were not significantly different. Magnitude-based inferences statistics showed "possible beneficial effects" on knee and ankle joint kinematics when comparing the forward and rearward saddle displacement. A progressive increase in integrated EMG values was observed for gluteus maximus, biceps femoris and rectus femoris from forward to rearward position. Both vastus lateralis and vastus medialis decreased activation in forward and rearward positions as compared to preferred position. However, none of these changes were statistically significant. Conclusion: Preserving the joint kinematics of the elbow, shoulder, hip, knee and ankle joint of the cyclist when changing the saddle displacement effectively negate any change in heart rate, oxygen consumption and respiratory exchange ratio. Nonetheless, the knee and ankle joints were increased by 1° and decreased by 1.5° respectively when saddle was moved forward. Similar knee and ankle joints effects were also detected with when saddle was moved rearward, which were decreased by 3° and increased by 2° respectively. Therefore, dynamic joint angles should be controlled for future studies when manipulating saddle displacement during cycling. The seven lower limb muscles activations were not statistically significant different when using traditional statistical methods and magnitude type statistic also indicates most unlikely or very unlikely benefits for all surface EMG variables between saddle displacements. These could be due to the high degrees of variability in EMG signal during cycling. Therefore, greater numbers of participants are encouraged for future studies aimed at understanding the coordination of agonist and antagonist muscles at different ESTA. Key words: Effective seat tube angle, submaximal cycling, 3D joint kinematics, electromyography (EMG).

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Zeballos, Barbara E. „The development of an effective recruitment strategy for Hispanic males and females in the Central Florida region“. Honors in the Major Thesis, University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/530.

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This study examines the similarities and differences between males and females from the Hispanic and Non-Hispanic White population in the Central Florida labor force regarding recruitment strategies and techniques of the Baby Boomers, Generation X and the Millennial population. The purpose of this study is to identify those Human Resources recruitment practices that are most effective in retaining: (1) males and females from the Hispanic population, and (2) whether or not theses recruitment tactics affect the generation groups differently. The proposed issues will be assessed by collecting information from organizations, current employees, and job applicants. This study will use three research methods in addressing the stated purpose and objectives: literature review, focus groups, and questionnaire surveys. The literature review will explore present recruitment techniques, social and cultural similarities and differences between Hispanics and Non-Hispanic White, and generational differences. The main goal of the focus groups is to identify relevant recruitment issues as stated by Central Florida organizations, current employees, and job applicants. From the literature review and results of the focus groups two surveys will be develop to determine: (1) present recruitment practices used by Central Florida organizations; and (2) preferred recruitment practices among Hispanics and Non-Hispanic Whites. The results of this study will identify whether certain recruitment practices perceived as being most appealing and desirable vary among Hispanics and Non-Hispanic Whites. Based on the findings, the study will provide recommendations for designing effective recruitment strategies for Hispanic and Non-Hispanic White males and females while accounting for possible generational differences.
B.S.B.A.
Bachelors
Business Administration
Management

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Slade, John Michael. „An Evidence-Based Determination of Whether Effective Leadership Competencies are Universal and Transferable“. ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1592.

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Poor executive leadership of organizations over the last 20 years has resulted in the destruction of stakeholder value, loss of jobs, and in some cases, risk to the entire enterprise. An executive search firm database, encompassing 16,000 leaders from 300 organizations, was analyzed to determine if the commonality and transferability of leadership competences could be used to improve executive assessment. Implicit leadership theory, where leaders are gauged by the individuals that surround them, served as the theoretical foundation. The study also relies on a leadership competency model used by the executive search firm that constructed the database and is based primarily on behavioral-event interviewing method of assessment. Inferential statistics were used to analysis the data with analysis of variance and Tukey post-hoc methods for testing mean differences, and with correlation and regression analysis to test for associations and explained variances. The executive roles were found to show a commonality of competency profiles and transferability across the disciplines studied, with the exception of the chief executive officer (CEO) role. These findings suggest that a new CEO should not be sourced directly from the other executive functions inside or outside the firm. The Outstanding leader database indicates a strong universality and interchangeability of leaders at this higher-ranking level, regardless of discipline and industry; the database is a source of new potential CEOs. Results Orientation is by far the strongest developed of the competencies for all leaders. Social change will result from better selection of top executive leaders with a positive impact for employees and all the stakeholders of the corporation or institution.

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Hughes-Morley, Adwoa. „What are effective methods to recruit research participants into mental health trials?“ Thesis, University of Manchester, 2017. https://www.research.manchester.ac.uk/portal/en/theses/what-are-effective-methods-to-recruit-research-participants-into-mental-health-trials(00c200de-b35f-4389-b9a4-afdfb9205453).html.

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Background: There is a great need for effective treatments for mental health problems. Randomised controlled trials are the gold standard for evaluating treatments, however recruitment into trials is challenging, highlighting a clear need for evidence-based recruitment strategies. This thesis aimed to systematically develop a recruitment intervention and evaluate its effectiveness for improving the recruitment of participants into mental health trials. Methods: A mixed-methods approach, adopting the Medical Research Council’s complex interventions framework: 1) a systematic review to identify the evidence base and describe the factors affecting recruitment into depression trials; 2) a qualitative study to understand patients’ decision-making process in declining to enrol in a depression trial; 3) development of a recruitment intervention, using Participatory Design methods; and 4) evaluation of the recruitment intervention, using a randomised controlled trial, embedded in an ongoing mental health trial (the EQUIP trial). The primary outcome was the proportion of participants enrolled in EQUIP. Results: From the systematic review, a conceptual framework of factors influencing the decision to participate was developed, which highlighted that the decision to enrol involves a judgement between risk and reward. Findings suggested that patient and public involvement in research (PPIR) might be advertised to potential participants to reduce such perceived risk. The qualitative study found positive views of trials. Interviewees’ decision making resembled a four-stage process; in each stage they either decided to decline or progressed to the next stage. In Stage 1, those with an established position of declining trials opted out – they are termed ‘prior decliners’. In Stage 2, those who opted out after judging themselves ineligible are termed ‘self-excluders’. In Stage 3, those who decided they did not need the trial therapy and opted out are termed ‘treatment decliners’. In Stage 4, those who opted out after judging that disadvantages outweighed advantages are termed ‘trial decliners’. While ‘prior decliners’ are unlikely to respond to trial recruitment initiatives, the factors leading others to decline are amenable to amelioration as they do not arise from a rejection of trials. We recruited a host mental health trial (EQUIP), and worked with key stakeholders, including mental health service users and carers, to develop an intervention using a leaflet to advertise the nature and function of the PPIR in EQUIP to potential trial participants. 34 community mental health teams were randomised and 8182 patients invited. For the primary outcome, 4% of patients in the PPIR group were enrolled versus 5.3% of the control group. The intervention was not effective for improving recruitment rates (adjusted OR= 0.75, 95% CI= 0.53 to 1.07, p=0.113). Conclusions: This thesis reports the largest ever trial to evaluate the impact of a recruitment intervention. It also reports the largest trial of a PPIR intervention and makes a contribution to the evidence base on trial recruitment as well as to that assessing the impact of PPIR. Two further embedded trials are underway to evaluate the effectiveness of different versions of the recruitment intervention in different trial contexts and patient populations. This will also allow the results to be pooled to generate a more precise estimate of effect; to evaluate the impact of the intervention on trial retention; and to explore patient experiences of receiving the intervention.

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Haraldsson, Anni, und Marina Pavlović. „Framtidens ledare? Fråga personalen! : en studie om kontextuell kompetens och självbedömning hos svenska chefer“. Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12653.

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Studiens syfte var att undersöka om kontextuell intelligens är en möjlig lösning till dagensstora mängd ledarskapsrecept. Primärdata från en enkätundersökning med 389 giltiga svarsamlades in angående sex av beteendena som utgör Kutz (2016) teori för kontextuellintelligens, vilket utgjorde metoden för studien. Kontextuell intelligens visade sig vara ettmöjligt svar till de många och kritiserade ledarskapsstilar som har idealiserats.Signifikanstestet visade på signifikant skillnad mellan chefers och medarbetares bedömningarav svenska chefers beteenden och prestationer. Studiens resultat indikerade att forskningbaserad på självutvärdering präglas av allvarliga brister. Studien visade därmed att teorin förkontextuell intelligens inte enbart kan vila på chefers självbedömning, utan bör kompletterasmed observatörers bedömningar av chefer för att ge en mer sanningsenlig bild och förbättraledarskapet. Dessutom bör rekrytering förlita sig på forskning baserad på fler perspektiv änenbart självbedömningar för att undvika misslyckanden vilka kan minska organisatoriskeffektivitet.
The purpose of this study was to examine whether contextual intelligence is a possiblesolution to today's vast array of leadership concepts. Primary data from a questionnaire surveywith 389 valid answers were collected regarding six of the behaviors constituting Kutz (2016)theory of contextual intelligence which formed the method of the study. The findings showedthat contextual intelligence proved to be a possible response to the many and criticizedleadership styles that have been idealized. The significance test showed statisticallysignificant differences between managers and employees assessments of Swedish managers’behavior and performance. The results indicated that research based on self-evaluation ischaracterized by serious shortcomings. This study therefore shows that the theory ofcontextual intelligence can not only rely on managers’ self-assessment and should becomplemented by observers' assessments of managers to give a more truthful picture andimprove leadership. In addition, recruitment should rely on research based on moreperspectives than just self-assessments to avoid failures which could reduce organizationaleffectiveness.The thesis is written in Swedish.

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Stenberg, Oskar. „Försvarsmaktens professionalisering : Påverkande faktorer för soldatrekryteringen“. Thesis, Swedish National Defence College, Swedish National Defence College, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-819.

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Inom kort stundar en av Försvarsmaktens kanske största processer sedan förändringen mot ett insatsförsvar påbörjades under 90-talet. Soldatförsörjningen övergår från värnplikt till en professionalisering av hela personalstyrkan och soldater skall på frivillig bas rekryteras och anställas för att fylla upp Försvarsmaktens insatsförband. Med grund i Bernt Öströms rapport från 2008: Soldatförsörjning – Redogörelse för modellerna i Danmark, Nederländerna och Spanien studeras de två nationerna Danmark och Nederländerna för att identifiera påverkande faktorer inom de bådas soldatförsörjningssystem. De två nationernas försvarsmakter, samt Sveriges, beskrivs övergripande med historisk bakgrund och nuläge angående soldatförsörjning. Detta analyseras och operationaliseras för att ta fram de essentiella faktorer som påverkar soldatförsörjningen i de aktuella länderna. Dessa jämförs och diskuteras i syfte att åskådligöra dessa faktorer. Slutligen presenterar författaren några reflektioner samt drar slutsatser angående de framtagna faktorerna och Sveriges framtida soldatförsörjning och soldatrekrytering.

In a near future the Swedish Armed Forces will undergo one of the biggest processes since the transformation towards a more expeditionary force began in the 90’s. The supply of soldiers changes from being full out based on conscription to a professionalization of all personnel and soldiers are to be voluntarily recruited and contracted into the Armed Force’s different units. With a base in the report: Soldatförsörjning – Redogörelse för modellerna i Danmark, Nederländerna och Spanien (Supply of soldiers – A presentation of the systems used in Denmark, the Netherlands and Spain;writers own translation.) by Bernt Öström, the two nations, Denmark and the Netherlands are studied to identify effecting factors in their system of soldier supply. The two nations armed forces are described briefly, a historic background to the change and the situation in soldier supply today is added. This is analyzed and operationalized to bring forth the essential factors that is affecting the supply of soldiers in the countries at focus. These are compared and discussed with the purpose of illustrating the factors. Finally the writer shares some reflections on the subject and presents conclusions concerning the factors at hand and the future Swedish recruitment and supply of soldiers.

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JHAMB, NAMITA. „EFFECTIVE RECRUITMEN: FACTORS INFLUENCING APPLICANTS' ATTRACTION TO ORGANIZATIONS“. Thesis, 2014. http://dspace.dtu.ac.in:8080/jspui/handle/repository/17435.

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Recruitment has become a top priority for many organizations today as they struggle to cope with labour shortages and the so-called ‘‘war for talent.’’ Demographic trends such as the decline in the number of young workers combined with the retirement of baby boomers will make it increasingly difficult for organizations to fill job openings. As a result, attracting and retaining talent has become a major concern and a pressing problem for many organizations. In fact, some organizations now face a greater challenge in recruiting than in selecting employees. According to Taylor and Collins, recruitment has become the most critical human resource function for organizational success and survival. Organizational recruitment involves practices and activities carried out by an organization to identify and attract potential employees (Barber 1998). The primary objective of recruitment is to attract top applicants and increase their chances of accepting a job offer. This requires an understanding of the effects of recruitment information on applicant attraction. Hence, this research tries to find out how the various factors, namely, job and organization characteristics; recruiter characteristics and behaviour; perceptions about the recruitment process; and company visibility, influence a candidate’s decision while applying for a particular organization and the managerial implications of the same. To facilitate this research, a quantitative investigation was conducted through the use of a questionnaire to collect the response of 150 management students from colleges in and around Delhi, on the above mentioned parameters. The responses were analyzed with the help of SPSS and recommendations from my side were added.

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Hickman, Faye J. „The identification of effective recruitment strategies from non-traditional engineers a recruitees' perspective /“. 2006. http://etda.libraries.psu.edu/theses/approved/WorldWideIndex/ETD-1502/index.html.

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Bücher zum Thema "EFFECTIVE RECRUITMENT"

1951-, Darling-Hammond Linda, Berry Barnett, Rand Corporation. Center for the Study of the Teaching Profession. und National Institute of Education (U.S.), Hrsg. Effective teacher selection: From recruitment to retention. Santa Monica, CA: Rand, Center for the Study of the Teaching Profession, 1987.

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John, Courtis. The IPM guide to cost-effective recruitment. 2. Aufl. London: Institute of Personnel Management, 1985.

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Thomas, Christine. School recruitment and selection manual: A practical guide to effective staff recruitment. Harlow: Financial Times Prentice Hall, 1999.

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Yate, Martin John. Hiring the best: A manager's guide to effective recruitment. 5. Aufl. Avon, Mass: Adams Media, 2005.

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Wendy, Hirsh, und Barber L, Hrsg. Your graduates and you: Effective strategies for graduate recruitment and development. Brighton: Institute For Employment Studies, 2003.

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Orrick, W. Dwayne. Recruitment, retention, and turnover of police personnel: Reliable, practical, and effective solutions. Springfield, Ill: Charles C Thomas, 2008.

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Prentice-Hall, inc. Information Services Division., Hrsg. Prentice-Hall's guide to effective communication: On recruitment, hiring, orientation, and training. Paramus, N.J: Prentice-Hall Information Services, 1986.

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(Firm), WetFeet com. WetFeet.com web recruiting 2000: Using your company website for effective student recruitment. San Francisco: WetFeet.com, 2000.

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Partnership HR: New norms for effective recruitment, performance, and training of today's workforce. Mountain View, Calif: Davies-Black Pub., 2007.

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Did I really employ you?: A step-by-step guide to effective recruitment. Auckland [N.Z.]: Reed, 2004.

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Buchteile zum Thema "EFFECTIVE RECRUITMENT"

Howells, Jeffrey D. „Effective Staffing, Recruitment, and HR Management“. In Comprehensive Healthcare Simulation: Program & Center Development, 107–13. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-46812-5_15.

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Strods, Chris, Alex Berka und Sarah Linney. „Effective Global Mobility and International Recruitment During A Pandemic“. In Lecture Notes in Educational Technology, 53–67. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-7869-4_4.

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Jha, Srirang K., Shweta Jha und Manoj Kumar Gupta. „Leveraging Artificial Intelligence for Effective Recruitment and Selection Processes“. In Lecture Notes in Electrical Engineering, 287–93. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-2612-1_27.

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Berquist, Brett, und Marcelo Credidio. „Building an Effective Agent Engagement Strategy to Empower Strategic Growth in New Zealand“. In Student Recruitment Agents in International Higher Education, 122–37. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003230083-15.

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Johansson, Stefan. „Teacher Recruitment in Sweden Over the Last Two Decades: How Has Entering Teachers’ GPA Changed Over Time?“ In Effective Teaching Around the World, 85–96. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-31678-4_4.

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AbstractThe question about what constitutes teaching quality is widely discussed in many countries and Sweden is no exception. Teaching quality has been linked to individual characteristics assumed to be related to student learning that are not necessarily associated with specialised training for the craft of teaching. One of these are the standards for entry to the profession. This chapter highlights teachers’ academic performances. More specifically, it explores newly recruited teachers’ grade point average over a period of over 20 years. The findings are based on register data and are analysed with descriptive statistics. The findings demonstrate how newly recruited teachers’ school grade point average (GPA) has decreased the past decades but also that some quite striking differences exists depending on teachers’ certification status. Implications of the results are discussed in relation to the possible effects on student achievement.

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Jalagat, Revenio C., und Perfecto G. Aquino. „The Usefulness of Information Communication Technology (ICT) in the Recruitment and Selection of Employees During Covid 19“. In Effective Public Administration Strategies for Global "New Normal", 19–34. Singapore: Springer Nature Singapore, 2022. http://dx.doi.org/10.1007/978-981-19-3116-1_2.

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Pal, Akash, Ankita Kundu, Sayantika Polley, Sutapa Chatterjee und Sukanya Chakraborty. „A Study on Finding the Most Effective Social Media Platform for E-Recruitment Process“. In Interdisciplinary Research in Technology and Management, 451–55. London: CRC Press, 2021. http://dx.doi.org/10.1201/9781003202240-71.

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McCulloch, Jock, und Pavla Miller. „Lifting the Ban on the Recruitment of Tropical Labour: 1933–1945“. In Mining Gold and Manufacturing Ignorance, 111–40. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-19-8327-6_5.

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AbstractThe ban on the recruitment of Tropical labour, imposed in 1913, was arguably the single most important state intervention in the mines’ history. It was the only intervention aimed specifically at protecting migrant labour—and it was strongly opposed by the industry. To have the ban lifted, the Chamber commissioned the international experts Almroth Wright, William Gorgas and Lyle Cummins to find a solution to deaths on the mines. Wright failed to develop an effective vaccine, and the expert recommendations of Gorgas and Cummins were largely ignored. Improved conditions on the mines did lead to a reduction of deaths from infectious pneumonia. What proved most effective in lifting the ban, however, was relentless lobbying, led by the company actuary William Gemmill and the Chief Medical Officer of Rand Mines, Dr A.J. Orenstein. Despite persistent evidence to the contrary, by 1938 the Chamber of Mines succeeded in persuading the South African government, the Colonial Office and the ILO that conditions on the mines were safe and that oscillating migration was beneficial to labour.

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de Carvalho Clímaco, Marianna, Lucas Kraemer und Ricardo Toshio Fujiwara. „Vaccine Development for Human Leishmaniasis“. In Vaccines for Neglected Pathogens: Strategies, Achievements and Challenges, 307–26. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-24355-4_14.

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AbstractThe development of vaccines for human leishmaniasis is one of the most important approaches for effectively controlling and/or eradicating the several forms of the disease. Based on the knowledge obtained from the practice of leishmanization and its protective immune response, several strategies have been used to develop vaccines against Leishmania species, such as the use of whole killed and attenuated parasites, recombinant proteins, and DNA vaccines. An ideal vaccine should be safe, effective, and immunogenic. Although several candidates have achieved safety and some level of effectiveness, the current challenge in the development of prophylactic vaccines is to achieve long-lasting immune protection by generating a robust and irreversible Th1 adaptive immune response in the host, with rapid recruitment of memory and effectors T cells at key acute points of infection. However, despite all efforts over the years, due to the antigenic diversity of the parasite and the complexity of the host’s immune response, human vaccine trials have been disappointing in mediating long-term immunity against sandfly-delivered infection. Therefore, more investments in this field should be carried out to translate preclinical findings from mice to humans through effective vaccine development strategies.

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BHC, B. Aschemeier, C. Bittner, K. Lüpke, O. Kordonouri und T. Danne. „Optimal Design for the Recruitment of Participants as a Factor for the Effective Implementation of a Clinical Trial“. In Advances in Experimental Medicine and Biology, 191–92. Dordrecht: Springer Netherlands, 2005. http://dx.doi.org/10.1007/1-4020-3535-7_41.

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Konferenzberichte zum Thema "EFFECTIVE RECRUITMENT"

Strathdee, Donald. „Effective Recruitment Strategy“. In Abu Dhabi International Petroleum Exhibition and Conference. Society of Petroleum Engineers, 2008. http://dx.doi.org/10.2118/118190-ms.

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Kuznetsova, Elena Vyacheslavovna. „EFFECTIVE METHODS OF RECRUITMENT“. In Russian science: actual researches and developments. Samara State University of Economics, 2020. http://dx.doi.org/10.46554/russian.science-2020.03-1-207/211.

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A special role in the service team is attributed to the issue of subordination, and other relationships between the chief and subordinate, with these interpersonal relationships we encounter every day when we perform our work duties. In order for relations with the management to develop in the best possible way, you should carefully prepare for the first stage of acquaintance, at which the personnel review takes place. The most important issue for the Manager at this stage is the qualitative selection of personnel to ensure the cohesion and effectiveness of the team. The purpose of the work will be to review the selection methodology staff of the American businessman Harvey Mckay and analysis of the success of this approach at the present time.

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Amadoru, Malmi, und Chandana Gamage. „Evaluating Effective Use of Social Networks for Recruitment“. In SIGMIS-CPR '16: 2016 Computers and People Research Conference. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/2890602.2890604.

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Simmons, Diane. „Abstract ED06-02: Effective resources for recruitment for cancer prevention research“. In Abstracts: AACR International Conference on Frontiers in Cancer Prevention Research‐‐ Dec 6–9, 2009; Houston, TX. American Association for Cancer Research, 2010. http://dx.doi.org/10.1158/1940-6207.prev-09-ed06-02.

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Ahmed, Syed, und Katelyn Briggs. „Effective Recruitment and Selection Strategies for Skilled Laborers in Heavy Highway Construction“. In International Conference on Engineering, Project, and Production Management. Association of Engineering, Project, and Production Management, 2015. http://dx.doi.org/10.32738/ceppm.201509.0033.

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Nahayo, Obed. „The Analysis of Effective Recruitment towards Organizational Performance and Competitiveness in Rwanda“. In 2nd International Conference Postgraduate School. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0007537100410044.

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Cadilha, BL, MR Benmebarek, K. Dorman, A. Oner, T. Lorenzini, H. Obeck, S. Stoiber et al. „10.01 Effective solid tumor therapy through enhanced recruitment and immune suppression shielded T cells“. In iTOC8 – the 8th Leading International Cancer Immunotherapy Conference in Europe, 8–9 October 2021, Virtual Conference. BMJ Publishing Group Ltd, 2021. http://dx.doi.org/10.1136/jitc-2021-itoc8.1.

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Chinoracky, Roman, Natalia Stalmasekova, Margita Majercakova und Lucia Madlenakova. „INVESTIGATING FACTORS NECESSARY FOR THE DEVELOPMENT OF EFFECTIVE STUDENT RECRUITMENT CAMPAIGNS: A SURVEY STUDY“. In 15th International Conference on Education and New Learning Technologies. IATED, 2023. http://dx.doi.org/10.21125/edulearn.2023.1592.

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Sharifdeen, F. S. „Recruitment and Retention of Secondary School Teachers: with Reference to International Schools in Colombo“. In SLIIT INTERNATIONAL CONFERENCE ON ADVANCEMENTS IN SCIENCES AND HUMANITIES [SICASH]. Faculty of Humanities and Sciences, SLIIT, 2022. http://dx.doi.org/10.54389/znjf4053.

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Teacher recruitment procedures are vital in being one of the significant factors in providing effective and quality teachers. However, limited research has delved into how teachers are recruited in international schools. Hence, this study attempts to investigate the factors considered in teacher recruitment procedures and how teachers can be retained in international schools, especially in the secondary section which is from year 10 to 13. A quantitative research approach was used. The study involved 72 teachers who were selected from six leading international schools in Colombo using the purposive sampling technique. This included Head of departments and senior teachers from the Science, Commerce, Arts, and Technology streams. From each school, 12 teachers were selected, representing three teachers from each stream. A survey research design was executed, and a questionnaire was administered to collect the data. Descriptive statistics such as frequency counts, percentages, and mean were used to analyze data. The findings of the study showed that since the expectations are so high, many of the applicants are not eligible to teach in these schools. Therefore, there is a shortage of qualified teachers in all streams. The findings also revealed that the teacher turnover rate is very high in the Arts and the Technology streams. Hence, a system change is required. The management should rethink the teacher recruitment and retention protocols by managing human resources more effectively. Keywords: International schools; teacher recruitment; retention; turnover

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Waheed, Salma, Li Hongxia, Abdul Waheed, Saima Habib und Abdul Majeed. „Impact of Social Media on Effective E-Recruitment and Selection in Construction Industries of Pakistan“. In 2018 2nd IEEE Advanced Information Management,Communicates, Electronic and Automation Control Conference (IMCEC). IEEE, 2018. http://dx.doi.org/10.1109/imcec.2018.8469513.

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Berichte der Organisationen zum Thema "EFFECTIVE RECRUITMENT"

Penje, Oskar, und Anna Berlina. Recruitment and retention in the welfare sector: Nordic good practice. Nordregio, Februar 2021. http://dx.doi.org/10.6027/pb2021:1.2001-3876.

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The Nordic welfare sector is facing significant challenges when it comes to providing effective social care services. While the demand for services for a rapidly growing elderly population is constantly increasing, the workforce delivering social care services is shrinking, with many workers reaching retirement age. Tackling the challenges related to recruitment and retention of qualified staff – and developing innovative approaches to the delivery of social care services – is becoming increasingly urgent, particularly in rural and sparsely populated areas (SPAs). This policy brief gives an overview of examples across the Nordic Region aimed at tackling these resource challenges and exploring innovative ways of organising and delivering social care services in rural areas and SPAs. It is based on a desk study funded by the Nordic Welfare Centre (see more about this on the last page).

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Hunt, Will, und Jacqueline O'Reilly. Rapid Recruitment in Retail: Leveraging AI in the hiring of hourly paid frontline associates during the Covid-19 Pandemic. Digital Futures at Work Research Centre, März 2022. http://dx.doi.org/10.20919/alnb9606.

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Increased demand due to the Coronavirus pandemic created the need for Walmart to onboard tens of thousands of workers in a short period. This acted as a catalyst for Walmart to bring forward existing plans to update the hiring system for store-level hourly paid associates in its US stores. The Rapid Recruitment project sought to make hiring safer, faster, fairer and more effective by removing in-person interviews and leveraging machine learning and predictive analytics. This working paper reports on a case study of the Rapid Recruitment project involving semi-structured qualitative interviews with members of the project team and hiring staff at five US stores. The research finds that while implementation of the changes had been successful and the changes were largely valued by hiring staff, lack of awareness and confidence in some changes threatened to undermine some of the objectives of the changes. Reservations about the pre-employment assessment and the algorithm’s ability to predict quality hires led someusers reviewing more applications than perhaps necessary and potentially undermining prediction of 90-day turnover. Concerns about the ability to assess candidates over the phone meant that some users had reverted to in-person interviews, raising the riskof Covid transmission and potentially undermining the objective of removing the influence of human bias linked to appearance and other factors unrelated to performance. The impact of awareness and confidence in the changes to the hiring system are discussed in relation to the project objectives

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Groom-Thomas, Leiah, Chung Leung, Susanna Loeb, Cynthia Pollard, Nancy Waymack und Sarah White. Challenges and Solutions: Scaling Tutoring Programs. Inter-American Development Bank, August 2023. http://dx.doi.org/10.18235/0005070.

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The authors partnered with school districts, tutoring providers, and quarterback organizations that support implementation of high-impact tutoring across districts in the United States to learn from their efforts in implementing tutoring. This cross-district implementation study shares a snapshot of lessons learned about common barriers to implementing highly-effective programs and the ways that districts have overcome these barriers with success. Interviewees included administrators, teachers, tutors, and other program staff from nine school districts and one charter management organization, seven tutoring providers, and six quarterback organizations that support implementation across districts. One finding is that funding and belief in the potential of tutoring are two key facilitators for the implementation of high-impact tutoring. Moreover, some of the challenges identified are related to tutor recruitment and training, data use, the scheduling of tutoring during the school day, student attendance and school-level buy-in.

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Yusrina, Asri, Emilie Berkhout, Daniel Suryadarma und Luhur Bima. Can the Teacher Professional Education Admission Criteria in Indonesia Predict Teacher Performance? Research on Improving Systems of Education (RISE), März 2023. http://dx.doi.org/10.35489/bsg-rise-ri_2023/055.

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Studies find that effective teachers raise student test achievement and lead to higher future earnings for the students (Chetty et.al, 2014; Hanushek, 2011). Teacher selection and the criteria used in making the selection are important because they aim to identify such effective teachers. Identifying teachers with such potential is relatively more cost-effective than other policies applied after the teachers have teaching jobs (Klassen and Kim, 2019; Hobson et al., 2010). Many studies focus on selecting teachers based on the information collected at the time of hire to predict student outcomes (Jacob et al., 2018; Hill et al., 2012; Staiger and Rockoff, 2010). Other studies identify potentially effective teachers even before they become teachers. Those studies use information from teacher education programme admission criteria to predict teacher candidates’ success in the programme (Heinz, 2013; Casey and Child, 2011; Caskey et al., 2001). Among teacher selection criteria, studies identified predictors of subsequent performance including undergraduate grades, written tests, interviews, and teaching practice. In developing countries, studies on teacher selection are virtually non-existent. We found two studies that focus on the selection of teachers during hiring. Both use candidates’ screening tests results to predict student learning outcomes (Araujo et al., 2020; Cruz-Aguayo et al., 2017). However, we did not find studies in developing country contexts that focus on selection of teachers into education programmes or how the admission criteria relate to student learning outcomes. Whether focusing on selecting teachers during their education programme or as they go through the recruitment process, studies on teacher selection across countries have the same underlying question: Will the criteria be able to identify effective teachers? The idea of teacher selection to improve the quality of the teaching force is appealing. For instance, in high performing countries in PISA, like Japan and Korea, where there are many teacher colleges (Ingersoll, 2007) and the most prevalent teacher employment is civil-service, great attention is paid to the quality of selection into teacher education programmes (OECD, 2018). Teacher selection is arguably more critical in developing countries. In most developing countries, the entry into teacher education programmes lacks selectivity and teacher qualifications tend to be set lower compared to other professional jobs (Béteille and Evans, 2019). Across all developing countries, a larger number of teachers are employed and account for most of the education spending, but their effect on student outcomes is small (ADB, 2021; Crawfurd and Pugatch, 2021). This suggests the need for more attention to policies such as the selection of teachers and criteria used to identify those best suited to teach in the classroom. In Indonesia, where the teacher recruitment system lacks a strong mechanism to ensure quality (Huang et al., 2020) and the teacher in-service training has not been effective (Revina et al., 2020), a potential way to improve the pool of teachers is through enhanced selection of individuals who will become teachers. We specifically question whether we can predict a teacher’s performance using information available when they were a teacher candidate. Admission criteria for teacher education are presumably intended to identify candidates who have the greatest likelihood of being able to do well in the academic programme and ultimately in the classroom as a professional. The identification of criteria that predict teacher subsequent performance would give policy makers a stronger understanding of where programme improvement may be needed.

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Erulkar, Annabel, und Barbara Mensch. Youth centres in Kenya: Evaluation of the Family Planning Association of Kenya programme. Population Council, 1997. http://dx.doi.org/10.31899/rh1997.1025.

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Since 1987, the Family Planning Association of Kenya (FPAK) has operated two youth centers, one in Nairobi and the other in Mombasa. The centers target unmarried youth aged 10–24 and their primary objective is reduction in incidence of sexual and reproductive-health-related problems. These centers offer recreational and sports facilities, counseling services, including reproductive health (RH) information, limited RH services, and referrals. In 1996, FPAK undertook a systematic evaluation of its youth-center program including a situation analysis of the centers, a survey in their catchment areas, and an analysis of program costs. The main strength of the program was found to be its network of youth promoters and coordinators, who reached large numbers of youth through educational activities. A negative attitude toward adolescent sexual activity was found to be pervasive among youth center staff, however if retrained they could be an inexpensive and effective means of delivering nonprescriptive contraceptives. Investing in staff would reduce high rates of attrition among volunteers and cost of recruitment and training. As noted in this report, there is need for improvement in the youth centers, however FPAK has shown considerable commitment to meeting RH needs of adolescents in Kenya.

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Mohebbi, Mehri, Sumita Raghuram und Ahoura Zandiatashbar. Pathway to Promote Diversity within Public Transit Workforce. Mineta Transportation Institute, August 2022. http://dx.doi.org/10.31979/mti.2022.2135.

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There are many aspects of the transportation industry that can be focused on, but the lack of resiliency is one of the most urgent. Enhancing resiliency and creative problem-solving is essential to the industry’s growth and survival. But it cannot happen without building a more diverse workforce. Women still make up a small fraction of transportation workers, and African American and Hispanic employees are even less represented. These disparities are increasingly pronounced in many senior positions, particularly in STEM fields. Meanwhile, the public transportation industry is experiencing a severe and worsening workforce shortage and many agencies have reported substantial difficulty recruiting, retaining, and developing skilled workers. Considering the transit industry’s existing diversity and inclusion toolkits and guidelines, this project emphasizes lessons from in-depth interviews with leaders from 18 transit agencies across the country. The interviews illuminate the existing challenges and creative solutions around transit workforce diversity and inclusion. From the interviews, we discovered: 1) the critical factors that impact the current level of diversity and career mobility within transit agencies; 2) how diversity efforts help explore resources and provide opportunities for effective and robust employee engagement; and 3) the significance of evaluation systems in creating a more transparent recruitment process that initiates structural shifts, resulting in better recruiting. Moving towards inclusive and equitable workforce environments is a healing process that starts with understanding these gaps. We call this effort Healing the Workforce through Diversification.

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Bima, Luhur, Arjuni Rahmi Barasa, Shintia Revina, Niken Rarasati und Asri Yusrina. Screening Teachers in Indonesia: Does Ex-Ante Teacher Characteristics Assessment Predict Teaching Effectiveness? Research on Improving Systems of Education (RISE), März 2023. http://dx.doi.org/10.35489/bsg-rise-wp_2023/134.

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Selecting good teachers is vital as it can lead to a pool of teachers who will continuously strive to improve their teaching quality. Therefore, strengthening the assessment tools for screening effective teachers at their point of entry into the profession is important to improving teaching quality. While abundant studies have been conducted on improving teacher screening strategies in developed countries, only few have examined the process in the contexts of developing countries. Our study aims to enrich the literature on improving teacher screening in developing countries by testing sixty-two teachers using a set of teacher assessment instruments that measure both cognitive and non-cognitive skills. We discovered a significant and positive correlation between teacher competence in numeracy and student numeracy achievement. Furthermore, assessing teaching practices using a lesson demonstration is positively associated with students’ achievement. However, we found a significant but negative relationship between teacher competence in literacy and student literacy outcomes. We also reported a similar pattern in the correlation between teachers’ portfolio assessments and students’ learning outcomes. The negative correlation in literacy measurements may be explained by the difficulties experienced by teachers in Indonesia in translating their knowledge into practice, as there are no specific subjects designated to Indonesian language and reading comprehension. From a policy perspective, the government and education institutions can strengthen their teacher recruitment mechanisms by adopting instruments that can predict teacher effectiveness. Furthermore, these screening instruments should be combined with ex-post assessment tools as those assessments will provide a comprehensive overview of teacher capabilities, not only in terms of prospective teacher characteristics but also in terms of their actual classroom teaching performance after a certain period of teaching practice.

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Gage, Edward, Linda Zeigenfuss, Hanem Abouelezz, Allison Konkowski, David Cooper und Therese Johnson. Vegetation response to Rocky Mountain National Park’s elk and vegetation management plan: Analysis of 2008–2018 data. National Park Service, Juni 2023. http://dx.doi.org/10.36967/2299264.

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Rocky Mountain National Park (RMNP) developed the Elk and Vegetation Management Plan (EVMP) to address well-documented declines in the ecological condition of aspen stands and riparian communities from high levels of elk herbivory. The EVMP aims to reduce the impacts of elk on vegetation and restore the natural range of variability in the elk population and affected plant communities, including preventing the loss of aspen clones within high elk-use areas, restoring montane riparian willow cover and height within suitable habitat, and reducing of levels of elk grazing on herbaceous vegetation. The EVMP described a range of management actions including reductions in the size of the elk herd and the installation of fencing to reduce herbivory levels and facilitate recovery in degraded communities. The EVMP established a monitoring protocol in focal communities to assess progress towards these vegetation goals and facilitate adaptive management. RMNP has collected data quantifying biomass offtake in upland herbaceous and riparian communities, willow height and cover, and aspen stand structure and regeneration periodically since implementation of the plan began in 2008. This report summarizes the results of analyses of EVMP data collected from 2008–2018, the last year comprehensive measurements were made. The EVMP was developed with a focus on the primary elk winter range in the upper montane zone on the east side of RMNP. The plan distinguishes core elk winter range, where elk concentrate during winter, and noncore winter range areas that typically have less elk use. Data were also collected in the Kawuneeche Valley in the headwaters of the Colorado River on the west side of the park, an area supporting extensive wet meadows and areas once dominated by willow. Data were also collected to investigate the effects of wildland fires that burned through the winter range in 2012 to determine the potential for using fire as a management tool to achieve EVMP goals. The overwintering elk population in the park has declined, from its peak of 1,500 animals in 2001, and over the course of EVMP implementation, from 614 animals in 2009 to 124 animals in 2019. Declines in the overwintering elk population may be best explained by increased cow elk harvest outside of the park, and, most notably, by a change in seasonal migration patterns and habitat use that have elk moving to lower elevation wintering areas following the fall rut. In sites in aspen communities, stand structure was changed little or declined across sampling periods in unfenced plots with continued patterns of little regeneration and recruitment and steady progression toward stands dominated by large-diameter trees. However, there was a progression towards taller sapling heights inside fenced plots and recruitment of small diameter tree-sized stems. Fencing had large and positive effects on aspen stand structure, with different patterns observed in fenced and unfenced core winter range and noncore winter range. Increased recruitment was observed across the winter range but occurred mainly inside fenced plots. Aspen stem counts varied between time periods and in relation to wildfire, with fenced and burned plots on the core winter range having higher stem counts by 2018 than unfenced and unburned plots. Willow height and cover increased over time in sampled sites, but positive trends were generally restricted to sites in fenced areas. Willow height also increased on noncore (all unfenced) winter range sites. Willow in unfenced core winter range sites had only minor increase in height from baseline (2008 for most sites) to 2018, but willow in fenced plots had greater height increases over the same time period. Noncore winter range willow sites had modest height increases over the 10-yr period. Mean willow cover increased nearly 5-fold compared to baseline conditions within the core winter range fenced areas and roughly 1.5-fold in noncore winter range. Willow cover was greater in unfenced than fenced plots at baseline, but the pattern was reversed in 2013 and 2018. The highest cover occurred in 2018 in fenced core winter range plots (mean = 70.8%) and unfenced noncore winter range plots (mean = 68.6%). Mean cover increased from 14.6% at baseline to 25.3% in 2013 and 70.8% in 2018 in fenced core winter range plots. Mean willow cover changed little in unfenced core winter range plots between baseline and 2018, although the range of cover values increased over time, and willow cover increases were modest in the noncore winter range. Fencing reduced or eliminated browsing from plots located inside fences, but offtake varied widely among unfenced plots. Patterns of willow browse intensity differed management subgroups (e.g., core and noncore winter range), and generally showed a downward trend between baseline and 2018 measurements. Herbaceous offtake in upland communities was measured in the first sample period (baseline–2013) to assess levels of grazing on herbaceous vegetation, however it was determined that the associated EVMP objectives had been achieved so measurements were discontinued after 2013. Continued monitoring of upland shrubs indicated no shift from herbaceous dominated to shrub dominated communities after 2013. Noncore upland plots had higher shrub cover than core winter range plots across all time periods, but most differences between year and core/noncore had low probability of effect. Cover for individual species varied over time and winter range plots. Moose presence has increased in winter range aspen and willow sites over the past decade, while beaver presence at our monitoring sites has decreased. Results indicate that RMNP is making progress toward the vegetation objectives set out in the EVMP, however positive trends were most pronounced in plots protected from ungulate herbivory through fencing. Aspen recruitment was greatest in fenced plots. Likewise, trajectories of willow height and cover were positive in fenced winter range plots. Results demonstrate that fencing is an effective means of improving condition in aspen and willow habitats. Changes outside the fences were slower and less pronounced than inside the fences, however, the positive (if small) increases in willow height and cover and aspen regeneration as well as decreases in upland herbaceous offtake, indicate that decreased wintering elk populations are also contributing to improvement of habitat conditions on the elk winter range. In the Kawuneeche Valley, which has not traditionally been heavily used by overwintering elk but does experience summer elk and moose use, poor and declining habitat condition were recorded in unfenced willow and aspen sites.

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Barjum, Daniel. PDIA for Systems Change: Tackling the Learning Crisis in Indonesia. Research on Improving Systems of Education (RISE), September 2022. http://dx.doi.org/10.35489/bsg-rise-ri_2022/046.

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Indonesia is facing a learning crisis. While schooling has increased dramatically in the last 30 years, the quality of education has remained mediocre (Rosser et al., 2022). Teacher capability is an often cited weakness of the system, along with policies and system governance. Approaches focused primarily on adding resources to education have not yielded expected outcomes of increased quality. “It is a tragedy that in the second decade of the twenty-first century, some children in Indonesia are not completing primary school and are turned out into the workforce as functional illiterates.” (Suryadarma and Jones, 2013; Nihayah et al., 2020). In the early 2000s, Indonesia began a process of decentralising service delivery, including education, to the district level. Many responsibilities were transferred from the central government to districts, but some key authorities, such as hiring of civil service teachers, remained with the central government. The Indonesian system is complex and challenging to manage, with more than 300 ethnic groups and networks of authority spread over more than 500 administrative districts (Suryadarma and Jones, 2013). Niken Rarasati and Daniel Suryadarma researchers at SMERU, an Indonesian think tank and NGO, understood this context well. Their prior experience working in the education sector had shown them that improving the quality of education within the classroom required addressing issues at the systems level (Kleden, 2020). Rarasati noted the difference in knowledge between in-classroom teaching and the systems of education: “There are known-technologies, pedagogical theories, practices, etc. for teaching in the classroom. The context [for systems of education] is different for teacher development, recruitment, and student enrollment. Here, there is less known in the public and education sector.” Looking for ways to bring changes to policy implementation and develop capabilities at the district level, SMERU researchers began to apply a new approach they had learned in a free online course offered by the Building State Capability programme at the Center for International Development at Harvard University titled, “The Practice of PDIA: Building Capability by Delivering Results”. The course offered insights on how to implement public policy in complex settings, focused on using Problem Driven Iterative Adaptation (PDIA). The researchers were interested in putting PDIA into practice and seeing if it could be an effective approach for their colleagues in government. This case study reviews Rarasati and Suryadarma’s journey and showcases how they used PDIA to foster relationships between local government and stakeholders, and bring positive changes to the education sector.

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Lafrancois, Toben, Mark Hove und Jay Glase. Zebra mussel (Dreissena polymorpha) distribution in Apostle Islands National Lakeshore: SCUBA-based search and removal efforts: 2019–2020. National Park Service, Mai 2022. http://dx.doi.org/10.36967/nrr-2293376.

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Invasive zebra mussels (Dreissena polymorpha) were first observed in situ at Apostle Islands National Lakeshore (APIS) in 2015. This report builds on 2018 SCUBA surveys and Environmental Protection Agency (EPA) veliger sampling to: 1) determine whether shoals on APIS borders act as sentinel sites to corroborate veliger drift hypotheses about invasion pathways, 2) evaluate ongoing hand-removal of zebra mussels from easily identified structures, and 3) continue efforts to assess native unionid mussel populations, particularly where zebra mussels are also present. Standard catch per unit effort survey methods by SCUBA teams were used to determine the distribution and relative abundance of zebra or quagga mussels (dreissenids) and native mussels (unionids). Zebra mussels were present at densities between 3 and 42 n/diver/hr (number of mussels per diver per hour), while native unionids were present at densities between 5 and 72 n/diver/hr. Shoal surveys (Eagle Island shoal, Sand Island shoal, York Island shoal, Bear Island shoal, Oak Island shoal, and Gull Island shoal) showed zebra mussels were more abundant on the west side of APIS and absent on the easternmost shoal (Gull Island), corroborating veliger work by the EPA that suggested drift from the Twin Ports of Duluth, Minnesota, and Superior, Wisconsin, is one pathway of invasion. Our results support the use of shallow shoals along the periphery of the park as sentinel sites gauging zebra mussel immigration and population dynamics. Zebra mussel densities in the central islands showed no obvious spatial pattern, and this survey cannot determine whether currents or human transport (or both) are invasion vectors. Given the mussels’ continued presence at heavily used mooring areas and docks where there are no zebra mussels on nearby natural features (e.g., Rocky Island dock, Stockton Island mooring areas), our findings are consistent with multiple invasion pathways (drift from the Twin Ports and anthropogenic sources at mooring areas). SCUBA search and removal of zebra mussels from docks was confirmed to be an effective method for significantly lowering the risk of zebra mussels reproducing and dispersing from these locations. We caution that this work is being done on what look like initial invasions at low densities. Repeated removal of zebra mussels by divers reduced numbers to zero at some sites after one year (South Twin docks, Stockton Island NPS docks, and the Ottawa wreck) or decreased numbers by an order of magnitude (Rocky Island docks). Dreissenid densities were more persistent on the Sevona wreck and longer-term work is required to evaluate removal versus recruitment (local and/or veliger drift). Given the size of the wreck, we have tracked detailed survey maps to guide future efforts. Zebra mussels were again observed attached to native mussels near Stockton Island and South Twin Island. Their continued presence on sensitive native species is of concern. Native unionid mussels were more widely distributed in the park than previously known, with new beds found near Oak and Basswood Islands. The work reported here will form the basis for continued efforts to determine the optimal frequency of zebra mussel removal for effective control, as well as evaluate impacts on native species.

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