Relevant bibliographies by topics / Challenges of Traditional Recruitment

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  2. Dissertations / Theses
  3. Books
  4. Book chapters
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Academic literature on the topic 'Challenges of Traditional Recruitment'

Author: Grafiati
Published: 16 June 2021
Last updated: 11 February 2022

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Journal articles on the topic "Challenges of Traditional Recruitment"

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Lynch, Meghan, and Catherine Mah. "Using internet data sources to achieve qualitative interviewing purposes: a research note." Qualitative Research 18, no. 6 (September 23, 2017): 741–52. http://dx.doi.org/10.1177/1468794117731510.

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In this research note, we examine the function, merits, and challenges of using internet data sources, namely, social media discussion analysis and email interviewing, alongside data collected for the same study from traditional face-to-face interviewing. This comparison opportunity arose from recruitment challenges in our study, which investigated kindergarten teachers’ perspectives and experiences with play-based teaching in kindergartens. Although we had planned to use only face-to-face interviewing, recruitment challenges prompted the use of other data to examine the same research objective, allowing us to analyze the data from each method side-by-side. We contend that social media analysis and email interviewing offer complementary benefits to approaches currently available for qualitative researchers, especially when recruitment attempts through traditional methods fail. This article focuses on practical and practice-based aspects, for qualitative researchers who are seeking alternative research methods to collect rich data about participants’ perspectives and experiences.
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Arnobit, Celine Isabelle, Kiana Loo, Ian Pagano, Mai Uchiyama, Jami Fukui, Christa Braun-Inglis, and Erin O’Carroll Bantum. "Recruiting Cancer Survivors to a Mobile Mindfulness Intervention in the United States: Exploring Online and Face-to-Face Recruitment Strategies." International Journal of Environmental Research and Public Health 18, no. 19 (September 27, 2021): 10136. http://dx.doi.org/10.3390/ijerph181910136.

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Cancer survivorship research faces several recruitment challenges, such as accrual of a representative sample, as well as participant retention. Our study explores patterns in recruited demographics, patient-reported outcomes (PROs), and retention rates for a randomized controlled trial (RCT) utilizing a mobile mindfulness intervention for the well-being of cancer survivors. In total, 123 participants were recruited using traditional and online strategies. Using the chi-square test of independence, recruitment type was compared with demographic and clinical variables, PROs, and retention at Time 2 and Time 3. Online recruitment resulted in almost double the yield compared to traditional recruitment. Online-recruited participants were more often younger, from the continental U.S., Caucasian, diagnosed and treated less recently, at a later stage of diagnosis, diagnosed with blood cancer, without high blood pressure, and with less reported pain. The recruitment method was not significantly associated with retention. Online recruitment may capture a larger, broader survivor sample, but, similar to traditional recruitment, may also lead to selection biases depending on where efforts are focused. Future research should assess the reasons underlying the higher yield and retention rates of online recruitment and should evaluate how to apply a mix of traditional and online recruitment strategies to efficiently accrue samples that are representative of the survivor population.
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Eide, Phyllis, and Carol B. Allen. "Recruiting Transcultural Qualitative Research Participants: A Conceptual Model." International Journal of Qualitative Methods 4, no. 2 (June 2005): 44–56. http://dx.doi.org/10.1177/160940690500400204.

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Working with diverse populations poses many challenges to the qualitative researcher who is a member of the dominant culture. Traditional methods of recruitment and selection (such as flyers and advertisements) are often unproductive, leading to missed contributions from potential participants who were not recruited and researcher frustration. In this article, the authors explore recruitment issues related to the concept of personal knowing based on experiences with Aboriginal Hawai'ian and Micronesian populations, wherein knowing and being known are crucial to successful recruitment of participants. They present a conceptual model that incorporates key concepts of knowing the other, cultural context, and trust to guide other qualitative transcultural researchers. They also describe challenges, implications, and concrete suggestions for recruitment of participants.
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Szvircsev Tresch, TIBOR. "CHALLENGES IN RECRUITMENT AND RETENTION IS THERE A SOLUTION?" CONTEMPORARY MILITARY CHALLENGES, VOLUME 2018, ISSUE 20/2 (June 15, 2018): 19–21. http://dx.doi.org/10.33179/bsv.99.svi.11.cmc.20.2.02.

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The recruitment and retention of well-qualified military personnel are essential for any armed forces. This is even more true because most armed forces in Europe have shifted from a conscript-based to an all-volunteer format. Based on presentations and discussions during the 14th ERGOMAS Conference in Athens, Greece, June 26-30, 2017, this special publication of Contemporary Military Challenges focuses on the challenges of recruiting and retaining interested young people in the armed forces. In the ERGOMAS Working Group “Recruitment and Retention”, chaired by Tibor Szvircsev Tresch, 20 papers from different researchers were presented. In the five conference sessions on this issue, we had interesting discussions on various related topics. Session 1 dealt with the subject of minorities in the armed forces, and especially how they can be integrated and how they can participate in the system. In the next session, recruitment and retention in the reserve forces stood as the theme of the presentations. Politics and the military: mutual influence and the effect on military personnel was the topic of session 3, and session 4 analysed the motivational factors and reasons for attrition. The last session focused attention on recruitment and retention strategies. From these five sessions we were able to choose five presentations from all of these topics to adapt as journal articles. In the five articles offered in this journal, recruitment and retention are broadly discussed in historical terms and also based on the most recent research results. In military sociology research has generally addressed the recruitment of volunteers into the active force, but the reserve components and the conscription system should also be reviewed in detail. This special issue also analyzes reserve forces and conscription systems with regard to recruitment and retention. In the past not much attention has been paid to the topic of recruitment and retention in Europe. This was also true during the time of the Cold War for the conscript-based armed forces; the recruitment of new personnel was guaranteed by the conscript system. The advantages of this system were that the conscripted young men (in Europe only men were obliged to enter the armed forces; for women this was on a volunteer basis, and in some countries it was even forbidden for women to join the armed forces, or they could join only in auxiliary positions) could be socialized during their military service and also convinced that a professional military position could be a career for them. In other words, through the conscript system the armed forces were able to win new personnel who could imagine staying in the armed forces as long-term employees. One consequence of this was that the armed forces did not have to recruit new personnel on the free job market. The ‘in-house’ recruiting system provided by conscription was in most cases sufficient to catch enough personnel and – very importantly – well-qualified staff. But with the end of the Cold War and new missions, armed forces had to cover new tasks. These new tasks also required, on the one hand, personnel who were able and willing to stay abroad for a longer time, and on the other hand, new skills to cope with the new circumstances in the missions abroad. With the conflicts in the 1990s such as the Gulf War, the Somali Civil War with the United Missions UNOSMO I and II, the Bosnian War and the Kosovo War with the involvement of NATO, Western European armed forces had huge problems sending qualified personnel to these crises. Paradoxically the European armed forces were at that time much bigger in the number of soldiers than they are today, but in almost every country it was forbidden to send conscripted soldiers on missions abroad. Therefore the situation was that after the end of the Cold War these armed forces were not fit for the new tasks. Through the experience gained within these missions, a process of multi-nationalization and professionalization took place in the European armed forces. Multi-nationalization meant that it was more important for many states to join alliances, especially NATO. In a multi-national framework the aspect of greater interoperability between different armed forces was given heed. This led to more professional structures. This structural change is strongly reflected in the number of armed forces that have suspended conscription. In 1990, just four out of 26 European countries had an all-volunteer force, i.e. no conscription system. Today, most European states have switched to an all-volunteer format for their armed forces. This situation has altered the manning system. The flow of newly conscripted recruits disappeared, and personnel had to be found on the free market. At the same time as the armed forces were changing from conscript-based mass armies to leaner all-volunteer forces, civil society was engaged in a process of changing values. Traditional values such as obedience, discipline, and subordination became less significant for young people, and values such as autonomy and self-determination were esteemed much more. Some reasons for this were urbanization, an increasing level of education, and greater differentiation and specialization in the working environment. This led to a discrepancy between civil values that focus on the individual, and military values, which refer to the group dimension. At the moment the consequences of this process can be seen in the difficulty recruiting military personnel in sufficient quantity and quality. Questions related to human resources have become existential for armed forces; not only filling positions in the armed forces, but also adapting them to the new missions in a multicultural environment requires the urgent efforts of human resources development. Attention is now directed towards widening the recruitment pool. Women and young people with a migrant background should complement the traditional recruitment profile of a young, white male. Or in other words, the new recruiting targets must be on an equal footing with the old traditional recruitment basis. With that in mind the European armed forces must alter their recruitment outlook so that they will be attractive to these new target groups. The papers and research presented in this journal may help to broaden the understanding of this new recruitment and retention process. Have a good read!
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Price, Monroe Edwin. "Information Asymmetries and Their Challenge to International Broadcasting." Media and Communication 4, no. 2 (May 4, 2016): 46–54. http://dx.doi.org/10.17645/mac.v4i2.478.

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Dramatic symmetries in strategies and techniques of persuasion create challenges to the functioning of established actors in the global media ecology, including international broadcasters. This essay articulates an adaptation of the concept of asymmetric warfare to the field of propaganda, persuasion and recruitment. It examines the particular challenge of certain asymmetric entrants, including ISIS and categorizes how the more traditional entities and government institutions react to these new entrants in markets for loyalties.
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FELDMAN, SUSAN, HARRIET RADERMACHER, COLETTE BROWNING, STEVE BIRD, and SHANE THOMAS. "Challenges of recruitment and retention of older people from culturally diverse communities in research." Ageing and Society 28, no. 4 (May 2008): 473–93. http://dx.doi.org/10.1017/s0144686x07006976.

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ABSTRACTThe substantial and increasing number of older Australian people from culturally diverse backgrounds justifies the investigation and inclusion of their experiences in ageing research. Few empirical studies have addressed culturally diverse issues in the older population, however, in part because of the particular challenges in recruiting and retaining people from different cultural backgrounds. This article reflects on a research team's experience of recruiting participants from seven cultural groups into a study that sought to explore the links between physical activity and the built environment. Three key issues for recruiting and retaining participants from culturally diverse backgrounds were identified: having access to key local informants; the central role of paid and trained bilingual interviewers; and supporting the research partners in recruitment activities. Furthermore, it appeared that a ‘one size fits all’ approach was not appropriate and that a flexible recruitment strategy may be required to ensure successful recruitment from all cultural groups. The differences observed in this study relating to recruitment and retention rates may be more dependent on the skills and characteristics of those responsible for the recruitment and interviewing, rather than the specific cultural group itself. Older people from some cultural backgrounds may be less likely to respond to traditional recruitment methods and researchers need to be more assiduous and strategic to improve participation rates in research.
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Singh, Gurvinder, Munish Bansal, and Dyal Bhatnagar. "Social Media and Higher Education Institute Recruitment." International Journal of Emerging Research in Management and Technology 6, no. 10 (October 20, 2017): 86. http://dx.doi.org/10.23956/ijermt.v6i10.71.

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Communication medium has changed dramatically in the past decade after the emergence of social media. . Not only it became top priority for business houses now a day but other organizations including education institutes are using social media to connect with students. With approximately 462 million internet users and over 241 million active Facebook users; Internet penetration, Smartphone’s, youth exposure are major factors which are responsible for high growth rate of internet and social website users. Decision makers are consistently trying to identify ways through which firms can make use of social media applications such as Wikipedia, YouTube, Facebook, Twitter etc. It is a place where people discuss politics, products, cricket, music & movies, fashion, science & Technology and many other issues. This new media has led to a paradigm shift in marketing practices of many companies from a traditional brand or product-driven approach to a contemporary customer-driven approach. Social Media and its technology are consumer-driven as it can directly communicate with consumers for their product and services. Moreover, this new form of media is often perceived more trustworthy source rather than sponsored content transmitted thru the traditional media of the promotion mix. Though organizations cannot control the direction of information disseminated through social media yet social media is being widely used by almost all the companies, in spite of their size or structure. Consumers get instant response and feel more attached with the organization.Considering all these benefits educational institutes and universities are now using social media to reach its perspective clients i.e. students, in order to improve recruitments. Social media sites are generally accessed by youth of specific demographic profile. There is big difference in how and why people use social networking sites. In addition, how much is the involvement and continuation of traditional marketing practices required in social media marketing.Unfortunately, universities/institutes using these technologies often fail to understand the unique opportunities and challenges that accompany the adoption of social media. In this paper, an effort has been made on conceptual approach in identifying issues and challenges in identifying role of social media in higher education and to identify factors that affect the selection of higher educational institutes and role of social media in reaching to the perspective students. The data will be analyzed using statistical techniques like factor or confirmatory factor analysis with reliability and validation checks.
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Booth, Walter S., and Charles A. Rohe. "Recruiting for Women and Minorities in the Fire Service: Solutions for Today's Challenges." Public Personnel Management 17, no. 1 (March 1988): 53–61. http://dx.doi.org/10.1177/009102608801700106.

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This article presents solutions to recruitment problems centering on women and minorities for jobs which have traditionally been dominated by white males. Through the use of a questionnaire sent to over 100 large municipalities across the United States, we were able to discover which recruitment techniques worked, and which ones failed. In addition to making recommendations regarding recruitment strategies, ideas are offered which should aid in eliminating some of the artificial barriers which have traditionally hampered affirmative action progress in the fire service.
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Martinez-Gil, Jorge. "An Overview of Knowledge Management Techniques for e-Recruitment." Journal of Information & Knowledge Management 13, no. 02 (June 2014): 1450014. http://dx.doi.org/10.1142/s0219649214500142.

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The number of potential job candidates and therefore, costs associated with their hiring, has grown significantly in the recent years. This is mainly due to both the complicated situation of the labour market and the increased geographical flexibility of employees. Some initiatives for making the e-Recruitment processes more efficient have notably improved the situation by developing automatic solutions. But there are still some challenges that remain open since traditional solutions do not consider semantic relations properly. This problem can be appropriately addressed by means of a sub discipline of knowledge management called semantic processing. Therefore, we overview the major techniques from this field that can play a key role in the design of a novel business model that is more attractive for job applicants and job providers.
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Flemmen, Anne Britt, and Mulumebet Zenebe. "Religious Mahbär in Ethiopia: Ritual Elements, Dynamics, and Challenges." Journal of Religion in Africa 46, no. 1 (November 9, 2016): 3–31. http://dx.doi.org/10.1163/15700666-12340062.

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This article explores the religious associationmahbär, also calledtsïwwa, in Ethiopia. Data from lay practitioners as well as priests show that religious mahbär has many religious as well as social functions. It is a ritual with long traditions in the Ethiopian OrthodoxTäwahedoChurch. The authors show that what characterizes mahbär as a ritual is its unusual richness, complexity, multifunctionality and flexibility. By placing it within the Ethiopian religious context and the present development, the authors discuss why religious mahbär is in decline despite its multiple functions, flexibility, and support from the Ethiopian OrthodoxTäwahïdoChurch. In difficult economic times one would expect traditional rituals such as mahbär to become more important to people, and hence to be strengthened, but this does not seem to be the case here. In the authors’ view, three factors are pushing this decline: economic challenges, time constraints, and member recruitment.
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Dissertations / Theses on the topic "Challenges of Traditional Recruitment"

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Lisa, Aysha Khatun, and Simo Valerie Rostan Talla. "An in-depth study on the stages of AI in recruitment process of HRM and attitudes of recruiters and recruitees towards AI in Sweden." Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-184521.

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With the constant technological changes globally, organizations are now at the forefront of changing their business processes to be more competitive. These technological developments have brought in several shifts within business processes. Human resource management (HRM) has been dramatically affected by such changes more than ever, especially the recruitment process. As such, there is rising concern to shift from a traditional to an AI recruitment process. The adoption of AI in the recruitment process has remained relatively unexplored, especially within Swedish organizations. Despite its great discussion within academia and organizations, the limited amount of literature on the subject makes it interesting and current. Therefore, the main aims of this research are: (1) to analyze in which stages till date organizations are using AI in recruitment practices in Sweden and (2) to ascertain the attitudes of recruiters and recruitees towards the use of AI in the recruitment process in Sweden organizational context. This research adopted a qualitative approach with semi-structured approach interviews conducted with three recruiters and five recruitees in Sweden. The empirical findings of the study reveal that organizations have not fully implemented AI in the recruitment process. Factors such as timeframe, recruitment cost, work efficiency, and human biases were considered the top challenges of the traditional recruitment process. AI in the recruitment process can help reduce the lengthy time while increasing work efficiency with faster-recruiting methods. Organizations can share recruitment costs. Human biases can significantly be reduced with the use of AI at the pre-screening and selection stages. It was also discovered that the attitudes of recruiters and recruiters were seemingly positive towards the acceptance of AI in the recruitment process. Furthermore, AI was not seen as a threat to human jobs instead as a complementary role. This leads to the conclusion that AI can complement the recruitment process and AI cannot take human jobs since humans will still be needed for software development. This research provides contributions towards theoretical, practical, and social. This research offers an extent of the existing knowledge on the subject matter. It will help recruiters understand the importance of AI in the recruitment process. Furthermore, recruitees will be more accustomed to the idea of AI. In addition, the findings of this research can assist in the curriculum adjustment of educational institutions to best serve the needs of the changing business climate. At the government level, the findings can be used to encourage continuous innovation and learning. Furthermore, this research can be a starting point for other future research.
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Hillion, Mélina. "Teacher recruitment and management : current practices and future challenges." Thesis, Paris Sciences et Lettres (ComUE), 2018. http://www.theses.fr/2018PSLEH118/document.

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L'organisation de la fonction publique française connait de profondes mutations depuis le début des années 2000. Cette thèse examine la capacité du système de recrutement et de gestion des enseignants à répondre aux enjeux d'attractivité, d'efficacité et de diversité au cœur des projets actuels de modernisation du système éducatif. Le premier chapitre examine la neutralité du processus de recrutement des enseignants du secondaire vis-à-vis du genre. Il révèle que des biais d'évaluation existent et tendent à favoriser le genre minoritaire, contribuant ainsi à renforcer la mixité au sein des disciplines universitaires. Les deuxième et troisième chapitres examinent la capacité des incitations monétaires, de la demande d'enseignants et des exigences en matière de diplômes à attirer davantage et potentiellement de meilleurs candidats aux postes d'enseignant. Une hausse du niveau de diplôme requis pour enseigner (réforme de la "masterisation") ne semble pas améliorer l'efficacité du recrutement en termes d'attractivité, de profils de compétences et de diversité. Le quatrième chapitre examine la relation entre absentéisme, mobilité et conditions de travail des enseignants. Il montre que les écoles et les directeurs d'école influencent significativement les absences, les départs et le bien-être psychologique des enseignants. Le manque de soutien hiérarchique, les comportements hostiles et l'intensité du travail semblent jouer un rôle particulièrement important
The organization of the French civil service has undergone profound changes since the early 2000s. This thesis examines the capacity of the teacher recruitment and management system to meet the challenges of attractiveness, efficiency and diversity at the heart of current projects to modernize the education system. The first chapter examines the gender neutrality of the recruitment process for secondary school teachers. It reveals that evaluation biases tend to favor the minority gender and contribute to strengthening the gender diversity within university disciplines. The second and third chapters examine the ability of monetary incentives, teacher demand and degree requirements to attract more and potentially better candidates for teaching positions. An increase in the level of qualification required to teach (from bachelor's to master's level) does not seem to improve the effectiveness of recruitment in terms of attractiveness, skills profiles and diversity. The fourth chapter examines the relationship between absenteeism, mobility and working conditions of teachers. It shows that schools and school principals significantly influence teacher absences, turnover and psychological well-being. Lack of hierarchical support, hostile behaviors and work intensity seem to play a critical role
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Chatfield, Kate. "Traditional and complementary medicine : analysing ethical challenges." Thesis, University of Central Lancashire, 2016. http://clok.uclan.ac.uk/16600/.

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The use of traditional and complementary medicines (T&CMs) is both ubiquitous in low and middle income countries and highly contested in some sections of high income countries. Whilst T&CMs are promoted as an accessible and affordable health care system by high level health policy makers (for example, the Director General of the World Health Organization), their use is simultaneously indicted as a waste of resources, non-scientific, and unethical. The aim of this thesis is to provide a calm, considered and well researched view on a highly emotional topic: What is the nature of the ethical challenges for the use and practice of TCMs and how might they be addressed? The methodology chosen for the ambitious topic of this thesis is the Ethical Matrix as developed by Ben Mepham in the UK in the 1990s. It is founded upon a principlist approach to ethical analysis and has been used widely in decision-making for new technologies. It requires the consideration of interests of stakeholders including, but also beyond, human beings. For the purpose of this thesis four groups were selected: human users of T&CM, the environment, animals, and low and middle income countries (LMICs). Ethical analysis reveals that: • Most ethical concerns associated with T&CMs are related to safety issues for human users; • there are also serious concerns about the way in which animals are routinely harmed through use in T&CM products and T&CM research; • the production and use of some T&CMs does have damaging impacts upon the environment and, • the ethical challenges associated with the use of T&CM in LMICs are different from those in high income countries. Based on the analysis, the thesis provides clear steps to be taken to reduce the potential for harm from both adverse drug reactions and adverse events for humans as well as recommendations to reduce the harm to animals and the environment from use of T&CMs.
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Egholt, Martin, and Hanna Haglund. "Inter-organisational collaboration for large scale recruitment : Investigating the collaborative challenges and opportunities." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-264072.

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Together with the EU2020 goals, set in order to increase sustainability, there is an oncoming storm of electrification. The need of Batteries is growing, but Europe is lacking both production and competence in the area. Unrestricted new establishments, so-called “greenfield” ventures are a growing trend, which are often placed in rural areas where recruitment can be difficult. What follows is the necessary collaboration between the greenfield venture itself and local as well as national government to consolidate enough power and competence so that the parties can complete the task at hand. Collaborating between such different organisations are bound to spark conflict and shed light on organisational differences all the while exploring the benefits of the collaborative venture itself. The aim of this research is to investigate which challenges and opportunities arise during the initial phase of an inter-organisational collaboration for a large-scale recruitment effort. Where the main questions to answer were; What challenges can be identified throughout the collaboration? And, what opportunities arise during this collaboration? In order to investigate this, the case of Northvolt-Västerbotten was selected which is the collaborative project that has been established between the Region Västerbotten (RV, regional government of Västerbotten), Skellefteå Municipality, local employment service and Northvolt. This collaboration was studied through continuous observations of 16 project participants, close day-to-day work with the project manager as well as two rounds of interviews with 5 participants. All of which performed through the eyes of a participating researcher. The research concludes, that entering an inter-organisational collaboration means that resources and knowledge from each actor can be shared. When this collaboration takes part between organisations in the public and private sector it can be of further advantage. Differences, while sometimes hard to manage, can if done so successfully be avoided and turned into opportunities. If you manage to combine private and public actors to create a team with clear communication, established trust and aligned goals you can instead utilise the differences and by doing so save money, time and resources.
Tillsammans med EU’s 2020-mål, satta för att öka focus på hållbarhet, finner vi en ankommande storm utav elektrifiering. Behovet av batterier ökar, men Europa saknar både kompetensen och produktionen utav dem. Obehindrade nyetableringar, eller “greenfield”-satsingar är en ökande trend, dessa är ofta placerade i icke-urbana områden där rekrytering kan vara svår. Vad som följer är det nödvändiga samarbetet mellan nyetableringen och lokala så väl som nationella myndigheter för att samla tillräcklig makt och kompetens för att kunna utföra uppgiften. Samarbete mellan sådana olika organisationer kommer allra troligast att föda konflikter och belysa organisationella skillnader allt samtidigt som de utforskar fördelarna med samarbetet. Syftet med denna studie är att undersöka vilka utmaning och möjligheter som uppstår i uppstartsfasen utav ett inter-organisationellt samarbete för en storskalig rekrytering. Varvid huvudfrågorna att besvara var: • Vilka utmaningar kan identifieras? • Vilka möjligheter uppstår? För att undersöka detta valdes fallet Northvolt-Region Västerbotten ut. Detta är ett samarbetsprojekt som har etablerats mellan Region Västerbotten, Skellefteå kommun, Arbetsförmedlingen och Northvolt. Detta samarbete har studerats genom kontinuerliga observationer utav de 16 deltagande personer, dagligt arbete med projektledaren så väl som två rundor utav intervjuer med 5 deltagare i projektet. Allt genomfört som deltagande forskare. Vi drar slutsatserna att ett inter-organisationellt samarbete innebär att alla medverkande organisationers interna resurser och kunskaper kan utnyttjas gemensamt. När ett sådant samarbete äger rum mellan privata och statligt ägda organisationer kan dessa fördelar bli av extra värde. Skillnader mellan organisationerna, som ibland kan vara svåra att hantera, kan om de hanteras korrekt istället bli till fördelar. Om man kan lyckas att kombinera privata och offentliga organisationer för att skapa ett team med en tydlig kommunikation, etablerat tillförlitlighet och sammanstrålade mål kan man istället utnyttja skillnaderna och på så sätt spara pengar, tid och resurser.
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Coetzee, Stephen Arthur. "Contemporary challenges facing the South African accounting profession : issues of selection, recruitment and transformation." Thesis, Robert Gordon University, 2016. http://hdl.handle.net/10059/1568.

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This thesis aims to illuminate, through the lens of Murphy’s interpretation of Weber’s theory of social exclusion, contemporary challenges faced by the South African accounting profession pertaining to the shortage of professional accountants. In particular, increasing the throughput of students to the profession (Paper 1), member recruitment (Paper 2) and racial transformation of the profession (Paper 3) are considered. Paper 1 provides additional validity for the technique of biodata-based selection through the use thereof to differentiate between students in a dual medium university who will, or will not, complete their accounting education programmes in a society exhibiting tacit exclusionary closure. The models development suggested that education and language remains a tacit form of social exclusion of Blacks in the South African accounting profession. Paper 2 suggests that SAICA is the students’ preferred choice of professiona l accounting association, regardless of demographic group. The students appear to hold a collective view of the accounting profession. Consequently, in an environment characterized by the significant exclusionary closure achieved by a particular association, competing associations may need to look beyond marketing the attributes of the association to students and perhaps consider challenging the colonization of higher education by the dominant association. Competing associations, with their less onerous education requirements, should additionally consider promoting the alternate pathways to the profession they may offer to the Black students tacitly excluded from the dominant association, SAICA, on the basis of their inability to access to a quality education. An ideological challenge facing professional accounting associations in post-Apartheid South Africa, is racial transformation of the profession. Paper 3 explored the success or otherwise of the transformation projects implemented by SAICA through the lens of impression management and the use of voluntary disclosure. Given the disconnect between the slow pace of racial transformation achieved and the perceived ‘success’ of the profession transformation initiatives both in South Africa and abroad, it is suggested that the projects may have served more as a tool to manage the state’s impression of transformation, rather than achieving sufficient student outputs to redress the racial imbalances in the profession. Consequently, significant expansion and / or revision of these projects are encouraged.
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Calissendorff, Philip, and Niklas Lögdal. "Digital platforms challenges and opportunities : Evidence from a traditional market sector." Thesis, Umeå universitet, Institutionen för informatik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-149506.

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Digital platforms are becoming more and more established in the current digital age and with it come many new business ideas, models and more. This has lead to several disciplines and industries taking an interest in them and sought to build one themselves. However, little is known about how the context of a digital platform can affect its launch. Existing research todays focuses on general strategies for launching a platform but we argue that context matters and that it changes the challenges and opportunities for the platform. This thesis aims to fill this gap for traditional industries that faces different kinds of challenges compared to more IT established areas. To achieve this, we took part of a case study and conducted a qualitative data collection process consisting of interviews with project members of The Omega project. We were able to identify a set of challenges and opportunities presented to the project: diversity, organizational, and culture to name a few. Based on our findings we could conclude that digital platforms for traditional industries comes with its own set of challenges and opportunities but that these can be used to find similarities to other industries to help tackle them. Therefore, we suggest further research to be done on how the context affects the challenges and opportunities in other industries.
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Nyimi, Modeste Malu. "Traditional Religions and Reconciliation in Africa: Responding to the Challenges of Globalisation." Bulletin of Ecumenical Theology, 2009. http://digital.library.duq.edu/u?/bet,3318.

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Razali, Siti Katizah. "Women in educational management in Sarawak : a study of traditional and professional challenges." Thesis, University of Bristol, 1998. http://hdl.handle.net/1983/07df9f34-8dbb-4eb1-8e71-12c865c14a68.

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This exploratory study examined how women managers in education in Sarawak combine their traditional and professional roles and deal with potential role conflict. The study is set in the context of an increasing number of women managers in education in Sarawak and the issues this raises for their support, if they are to harmonise their roles and advance professionally. The aim of the study is to furnish policy makers at the national and state level with information to formulate a policy document which could be adopted in preparing a strategy for the advancement of women managers, taking into account their dual roles. Both quantitative and qualitative paradigms are employed to provide depth and breadth. The postal survey questionnaire was sent to all the 109 women in the target population: all women heads and deputies in schools, teacher training colleges and the State Education Department. There was a 91.7% response rate. Additionally, eight women managers were interviewed in-depth, together with seven spouses and three other senior women in education, who are influential nationally. The eight women managers also completed time-log diaries for a week. Respondents in the survey questionnaire included managers who, at one time, had rejected promotion. This enabled the perceptions of those who had experienced difficulties in relation to promotion to be analysed, as well as those who had not. Combining the quantitative and qualitative approaches meant that they complemented, supplemented and illuminated each other. The study did not aim, initially, to explore the cultural dimension but it emerged during the interviews that their specific cultural origins (Malay, Iban and Chinese) were a significant determinant of the women managers' perceptions of their dual roles. Indigenous culture was not found to be a barrier to advancement but the research has revealed that when studying women in educational management consideration of individual cultural contexts gives additional insights into their perceptions of their two roles. Interviews with the spouses revealed corresponding views to those of their wives pertaining to women's traditional roles; they also saw complementary roles in the partnership. The close support of the extended family is a significant factor in the study. For the women studied, the boundaries between their personal and professional roles were not clear-cut. Work invaded their personal lives and family needs were perceived as paramount when considering promotion. Values relating to caring and nurturing imbued their professional and personal lives. The different cultural and environmental experiences of the women managers contributed to their varied perceptions of role conflict. Many had developed coping strategies which reduced such conflict and supported their successful performance as workers, wives, mothers and daughters. Impediments to the advancement of women managers are identified and possible courses of future action suggested. Implications for policy makers at the Ministry of Education and State Education Department as well as for future research are highlighted
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Maier-Knapp, Naila. "EU Actorness with and within Southeast Asia in light of Non-traditional Security Challenges." Thesis, University of Canterbury. National Centre for Research on Europe, 2013. http://hdl.handle.net/10092/8015.

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Nearly four decades of the Association of Southeast Asian Nations (ASEAN)-European Union (EU) relationship have witnessed the importance of ideas and identity alongside the economic interests in shaping the behaviour of the two sides. The study takes interest in understanding the EU’s actorness and the EU as a normative actor with and within Southeast Asia through a reflectivist lens. The thesis is an attempt to provide a new perspective on a relationship commonly assessed from an economic angle. It outlines the opportunity of non-traditional security (NTS) challenges to enhance EU actorness and normative influence in Southeast Asia. Against this backdrop, the study explores the dialogue and cooperative initiatives of two regions, which attach relatively little salience to each other. The study employs a NTS lens and draws upon the case of the Asian Financial Crisis of 1997-98, the haze in relation to forest governance, the Bali bombings of 2002 and the political conflict in Aceh. The study assumes that these NTS issues can stimulate processes of threat convergence as well as threat ‘othering’. It argues that these processes enhance European engagement in Southeast Asia and contribute to shaping regional stability in Southeast Asia. Furthermore, NTS crises present situations, where norms can become unstable, contested and substituted. This allows us to better examine the EU as a normative actor. To establish an understanding of the EU’s actorness and the EU as a normative actor, the empirical evidence will focus on the threat perceptions, motivations of action and activities of the EU and its member states. For the purpose of differentiating the EU as a normative actor, the study will also include the discussion of the normative objectives and behaviours of the EU and its member states and apply a reflectivist theoretical framework. Hypothetically, NTS crises trigger external assistance and normative influence and thus, they offer an opportunity to establish a more nuanced picture of the EU in the region. At the same time, the study acknowledges that there are a variety of constraints and variables that complicate the EU’s actorness. The thesis seeks to identify and discuss these. So far, scholarly publications have failed to apply the NTS perspective systematically. This thesis provides the first monograph-length treatment of the EU in Southeast Asia through a NTS and reflectivist lens.
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Al-Ammaj, Bader H. "Administration in traditional society : the case of recruitment and selection in public sector employment in Saudi Arabia." Thesis, University of Southampton, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239419.

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Books on the topic "Challenges of Traditional Recruitment"

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Sharma, S. S. P. Traditional irrigation system: Issues and challenges. Hyderabad: Centre for Water and Land Resources, National Institute of Rural Development, 2014.

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Alam, Md Jahangir. Traditional medicine in Bangladesh: Issues and challenges. Dhaka: Asiatic Society of Bangladesh, 2007.

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Traditional medicine in Bangladesh: Issues and challenges. Dhaka: Asiatic Society of Bangladesh, 2007.

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God's power: Traditional understandings and contemporary challenges. Louisville, Ky: Westminster/J. Knox Press, 1990.

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Alam, Md Jahangir. Traditional medicine in Bangladesh: Issues and challenges. Dhaka: Asiatic Society of Bangladesh, 2007.

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Adibe, Gregory E. M. Ogwu: Igbo traditional power challenges the Igbo Christian. Onitsha, Nigeria: Archdiocesan Secretariat, 2006.

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Masys, Anthony J., ed. Exploring the Security Landscape: Non-Traditional Security Challenges. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-27914-5.

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Indirā Gāndhī Rāshṭrīya Mānava Saṅgrahālaya and University of Hyderabad. Department of Anthropology, eds. Traditional knowledge in contemporary societies: Challenges and opportunities. Bhopal: Indira Gandhi Rashtriya Manav Sangrahalaya, 2007.

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Administration, United States Fire. Retention and recruitment for the volunteer emergency services: Challenges and solutions. Emmitsburg, Md.]: United States Fire Administration, 2007.

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Institute, Pennsylvania Bar. Evidentiary challenges in family law: Traditional and electronic communications. Mechanicsburg, Pennsylvania: Pennsylvania Bar Institute, 2008.

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Book chapters on the topic "Challenges of Traditional Recruitment"

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Siegel, John, and Isabella Proeller. "Human Resource Management in German Public Administration." In Public Administration in Germany, 375–91. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-53697-8_21.

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AbstractHuman resource management (HRM) reform has not been the focus of attention in Germany despite its obvious relevance for effective policy implementation. Although there is a general trend worldwide towards convergence between public and private HRM strategies and practices, management of the workforce in German public administration still remains largely traditional and bureaucratic. This chapter describes and analyses German practices regarding the central functions and elements of HRM such as planning, recruitment, training and leadership. Furthermore, it explores the importance and contribution of public service motivation, performance-related pay and diversity management in the context of German practices. The chapter concludes by highlighting some of the major paradoxes of German public HRM in light of current challenges, such as demographic change, digital transformation and organisational development capabilities.
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Caldas-Coulthard, Carmen Rosa, and Rosamund Moon. "The Transgressive, the Traditional." In Innovations and Challenges, 34–59. London; New York: Routledge, 2020. | Series: Innovations and challenges in applied linguistics: Routledge, 2020. http://dx.doi.org/10.4324/9780429026140-4.

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Teter, Wesley. "Exploring Future Student Recruitment in India." In Global Opportunities and Challenges for Higher Education Leaders, 173–77. Rotterdam: SensePublishers, 2014. http://dx.doi.org/10.1007/978-94-6209-863-3_39.

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Pushpangadan, P., V. George, T. P. Ijinu, and S. Rajasekharan. "Ethnopharmacology, Traditional Knowledge and Intellectual Property Rights." In Environmental Challenges and Solutions, 97–119. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-42162-9_6.

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Chambers, R. Christopher, and Edward A. Trippel. "Early life history and recruitment: legacy and challenges." In Early Life History and Recruitment in Fish Populations, 515–49. Dordrecht: Springer Netherlands, 1997. http://dx.doi.org/10.1007/978-94-009-1439-1_19.

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Hodwitz, Omi. "Legal Restrictions and Challenges for Police and Law Enforcement Authorities." In Online Terrorist Propaganda, Recruitment, and Radicalization, 137–48. Boca Raton, FL : CRC Press, Taylor & Francis Group, [2020]: CRC Press, 2019. http://dx.doi.org/10.1201/9781315170251-9.

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Cerutti, Alessandro K., Dario Donno, Maria Gabriella Mellano, and Gabriele L. Beccaro. "Environmental Sustainability of Traditional Crop Varieties." In Sustainability Challenges in the Agrofood Sector, 255–73. Chichester, UK: John Wiley & Sons, Ltd, 2017. http://dx.doi.org/10.1002/9781119072737.ch12.

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Vermeij, Lotte. "Socialization and Reintegration Challenges: A Case Study of the Lord’s Resistance Army." In Child Soldiers: From Recruitment to Reintegration, 173–87. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230342927_10.

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Debnath, S., S. Kunar, S. S. Anasane, and B. Bhattacharyya. "Non-traditional Micromachining Processes: Opportunities and Challenges." In Materials Forming, Machining and Tribology, 1–59. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-52009-4_1.

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Edgar, Mark. "Traditional Chinese Medicines: Regulatory and Scientific Challenges." In Drug Discovery and Traditional Chinese Medicine, 177–90. Boston, MA: Springer US, 2001. http://dx.doi.org/10.1007/978-1-4615-1455-8_19.

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Conference papers on the topic "Challenges of Traditional Recruitment"

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Allen, H. "Recruitment Challenges Facing SMEs." In 69th EAGE Conference and Exhibition incorporating SPE EUROPEC 2007. European Association of Geoscientists & Engineers, 2007. http://dx.doi.org/10.3997/2214-4609.201401421.

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Ikram, Amir, Qin Su, Muhammad Fiaz, and Sahar Khadim. "Big data in enterprise management: Transformation of traditional recruitment strategy." In 2017 IEEE 2nd International Conference on Big Data Analysis (ICBDA). IEEE, 2017. http://dx.doi.org/10.1109/icbda.2017.8078853.

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Goscomb, C., and D. Macdonald. "Overview of the Challenges Facing Oil Industry Recruitment and Training." In 69th EAGE Conference and Exhibition incorporating SPE EUROPEC 2007. European Association of Geoscientists & Engineers, 2007. http://dx.doi.org/10.3997/2214-4609.201401419.

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Hutto, Nora, and Rodney Hutto. "FOR PROFIT RECRUITMENT OF NON-TRADITIONAL AND FIRST-GENERATION STUDENTS FOR COLLEGE ADMISSION." In 12th annual International Conference of Education, Research and Innovation. IATED, 2019. http://dx.doi.org/10.21125/iceri.2019.2437.

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Ilyukhina, L. A. "Personnel Recruitment Design As A Basis For Digitalization Of Corporate Governance." In Global Challenges and Prospects of The Modern Economic Development. European Publisher, 2021. http://dx.doi.org/10.15405/epsbs.2021.04.02.77.

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Stevens, Liane M., and Melinda Faulkner. "INCREASING STUDENT ENGAGEMENT AND RECRUITMENT THROUGH MODIFICATION AND ADAPTATION OF TRADITIONAL SERVICE FIELD TRIPS." In Joint 53rd Annual South-Central/53rd North-Central/71st Rocky Mtn GSA Section Meeting - 2019. Geological Society of America, 2019. http://dx.doi.org/10.1130/abs/2019sc-326925.

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Priatama, Pritama, Nurcahyanti Nurcahyanti, and Anita Rachmawati. "The Challenges of Recruitment and Termination of Outsourcing Worker - The Islamic Perspective." In 1st International Conference on Islamic Ecnomics, Business and Philanthropy. SCITEPRESS - Science and Technology Publications, 2017. http://dx.doi.org/10.5220/0007086806210626.

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Alves, Anabela C., Franz-Josef Kahlen, Shannon Flumerfelt, and Anna Bella Siriban Manalang. "Comparing Engineering Education Systems Among USA, EU, Philippines and South Africa." In ASME 2013 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/imece2013-63254.

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Globalization has permeated our personal and professional lives and careers over the past two decades, to a point where communication, product development, and service delivery now are globally distributed. This means that the globalization of engineering practice is in effect. Large corporations tap into the global market for recruitment of engineers. However, the education of engineers occurs within the context of individual Higher Education Institutions. Engineers are educated with varying pacing and scoping of higher education programming with varying methods and pedagogy of higher education teaching. The expectations for engineering practice normed from the corporate side within the engineering marketplace, therefore, often do not match the widely dispersed educational experiences and outcomes of engineering education delivery. This gap brings challenges for all stakeholders, employers, higher education and the engineering graduate. But particularly, university education systems which traditionally are slow to respond to shifting market trends and demands, are expected to realign and restructure to answer this shortfall. A response to this shortfall has been prepared independently in different regions and countries. This paper discusses the response from Europe, USA, South Africa and Philippines. The European Commission started building a European Higher Education Area (EHEA) with the intention of promoting the mobility and the free movement of students and teachers in European tertiary education. US universities are introducing a design spine and strengthening students’ systems thinking and problem solving competencies. Philippines is trying to be aligned with ABET system from US. South Africa universities are evolving to a solid core undergraduate engineering curriculum with a limited set of electives available to students which include project-based learning. This is intended to address the education-workplace gap as well. This theoretical paper will provide a comparison study of the differences between the Engineering Education in USA, EU, Philippines and South Africa. The authors will compare current trends and initiatives, aimed at improving the readiness and competitiveness of regional engineering graduates in the workplace. Given that several worthwhile initiatives are underway, it is possible that these initiatives will remain as disparate responses to the need for the globalization of engineering education. Lean performance management systems are widely used in engineering practice internationally and represent one possible rallying concept for the globalization of engineering education in order to address the education-workplace gap. Therefore, this paper examines whether the introduction of a Lean Engineering Education philosophy is a worthwhile global curricular innovation for engineering courses.
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Bryant, Matthew, Michael A. Meller, and Ephrahim Garcia. "Toward Variable Recruitment Fluidic Artificial Muscles." In ASME 2013 Conference on Smart Materials, Adaptive Structures and Intelligent Systems. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/smasis2013-3136.

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We investigate taking advantage of the lightweight, compliant nature of fluidic artificial muscles to create variable recruitment actuators in the form of artificial muscle bundles. Several actuator elements at different diameter scales are packaged to act as a single actuator device. The actuator elements of the bundle can be connected to the fluidic control circuit so that different groups of actuator elements, much like individual muscle fibers, can be activated independently depending on the required force output and motion. This novel actuation concept allows us to save energy by effectively selecting the size of the actuators on the fly based on the instantaneous required load, versus the traditional method wherein actuators are sized for the maximum required load, and energy is wasted by oversized actuators most of the time. This design also allows a single bundled actuator to operate in substantially different force regimes, which could be valuable for robots that need to perform a wide variety of tasks and interact safely with humans. This paper will propose this actuator concept and show preliminary results of the design, fabrication, and experimental characterization of three such bioinspired variable recruitment actuator prototypes.
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Murire, Obrain, Willie Chinyamurindi, and Liezel Cilliers. "Challenges faced by employers when using social media for recruitment and selection purposes." In 2020 Conference on Information Communications Technology and Society (ICTAS). IEEE, 2020. http://dx.doi.org/10.1109/ictas47918.2020.233997.

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Reports on the topic "Challenges of Traditional Recruitment"

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Gray, Colin S. Categorical Confusion? The Strategic Implications of Recognizing Challenges Either as Irregular or Traditional. Fort Belvoir, VA: Defense Technical Information Center, February 2012. http://dx.doi.org/10.21236/ada559162.

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Penje, Oskar, and Anna Berlina. Recruitment and retention in the welfare sector: Nordic good practice. Nordregio, February 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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Doo, Johnny. Unsettled Issues Concerning the Opportunities and Challenges of eVTOL Applications during a Global Pandemic. SAE International, October 2020. http://dx.doi.org/10.4271/epr2020022.

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Electric vertical takeoff and landing (eVTOL) aircraft technology has developed beyond the traditional aviation industry and now influences the creation of new and novel transportation applications. Some experts even suggest on-demand eVTOL logistics capabilities could be harnessed by crisis response teams to c ombat a future pandemic. The lessons of the COVID-19 crisis highlighted the challenges of managing a global pandemic response due to the difference in regional and local resources, culture, and political systems. Although there may not be a uniform crisis management strategy that the world can agree on, next-generation vertical flight vehicles could be used to distribute limited medical equipment, supplies, and personnel to hot spots faster than conventional aircraft or ground vehicles. However, creating this capability is not easy. This SAE EDGE™ Research Report by Johnny Doo addresses the opportunities and challenges of establishing an eVTOL fleet, including deployment, supporting infrastructure, and fleet management.
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Karam, Sofia, Morteza Nagahi, Vidanelage Dayarathna, Junfeng Ma, Raed Jaradat, and Michael Hamilton. Integrating systems thinking skills with multi-criteria decision-making technology to recruit employee candidates. Engineer Research and Development Center (U.S.), June 2021. http://dx.doi.org/10.21079/11681/41026.

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The emergence of modern complex systems is often exacerbated by a proliferation of information and complication of technologies. Because current complex systems challenges can limit an organization's ability to efficiently handle socio-technical systems, it is essential to provide methods and techniques that count on individuals' systems skills. When selecting future employees, companies must constantly refresh their recruitment methods in order to find capable candidates with the required level of systemic skills who are better fit for their organization's requirements and objectives. The purpose of this study is to use systems thinking skills as a supplemental selection tool when recruiting prospective employees. To the best of our knowledge, there is no prior research that studied the use of systems thinking skills for recruiting purposes. The proposed framework offers an established tool to HRM professionals for assessing and screening of prospective employees of an organization based on their level of systems thinking skills while controlling uncertainties of complex decision-making environment with the fuzzy linguistic approach. This framework works as an expert system to find the most appropriate candidate for the organization to enhance the human capital for the organization.
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Perdigão, Rui A. P., and Julia Hall. Spatiotemporal Causality and Predictability Beyond Recurrence Collapse in Complex Coevolutionary Systems. Meteoceanics, November 2020. http://dx.doi.org/10.46337/201111.

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Causality and Predictability of Complex Systems pose fundamental challenges even under well-defined structural stochastic-dynamic conditions where the laws of motion and system symmetries are known. However, the edifice of complexity can be profoundly transformed by structural-functional coevolution and non-recurrent elusive mechanisms changing the very same invariants of motion that had been taken for granted. This leads to recurrence collapse and memory loss, precluding the ability of traditional stochastic-dynamic and information-theoretic metrics to provide reliable information about the non-recurrent emergence of fundamental new properties absent from the a priori kinematic geometric and statistical features. Unveiling causal mechanisms and eliciting system dynamic predictability under such challenging conditions is not only a fundamental problem in mathematical and statistical physics, but also one of critical importance to dynamic modelling, risk assessment and decision support e.g. regarding non-recurrent critical transitions and extreme events. In order to address these challenges, generalized metrics in non-ergodic information physics are hereby introduced for unveiling elusive dynamics, causality and predictability of complex dynamical systems undergoing far-from-equilibrium structural-functional coevolution. With these methodological developments at hand, hidden dynamic information is hereby brought out and explicitly quantified even beyond post-critical regime collapse, long after statistical information is lost. The added causal insights and operational predictive value are further highlighted by evaluating the new information metrics among statistically independent variables, where traditional techniques therefore find no information links. Notwithstanding the factorability of the distributions associated to the aforementioned independent variables, synergistic and redundant information are found to emerge from microphysical, event-scale codependencies in far-from-equilibrium nonlinear statistical mechanics. The findings are illustrated to shed light onto fundamental causal mechanisms and unveil elusive dynamic predictability of non-recurrent critical transitions and extreme events across multiscale hydro-climatic problems.
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Li, Howell, Enrique Saldivar-Carranza, Jijo K. Mathew, Woosung Kim, Jairaj Desai, Timothy Wells, and Darcy M. Bullock. Extraction of Vehicle CAN Bus Data for Roadway Condition Monitoring. Purdue University, 2020. http://dx.doi.org/10.5703/1288284317212.

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Obtaining timely information across the state roadway network is important for monitoring the condition of the roads and operating characteristics of traffic. One of the most significant challenges in winter roadway maintenance is identifying emerging or deteriorating conditions before significant crashes occur. For instance, almost all modern vehicles have accelerometers, anti-lock brake (ABS) and traction control systems. This data can be read from the Controller Area Network (CAN) of the vehicle, and combined with GPS coordinates and cellular connectivity, can provide valuable on-the-ground sampling of vehicle dynamics at the onset of a storm. We are rapidly entering an era where this vehicle data can provide an agency with opportunities to more effectively manage their systems than traditional procedures that rely on fixed infrastructure sensors and telephone reports. This data could also reduce the density of roadway weather information systems (RWIS), similar to how probe vehicle data has reduced the need for micro loop or side fire sensors for collecting traffic speeds.
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Goldemberg, Diana, James Genone, and Scott Wisor. How Do Disruptive Innovators Prepare Today's Students to Be Tomorrow's Workforce?: Minerva's Co-op Model: A Pathway to Closing the Skills Gap. Inter-American Development Bank, September 2020. http://dx.doi.org/10.18235/0002633.

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Bridging the skills gap is necessary to increase productivity and equity. In Latin America and the Caribbean, this challenge has manifested in high rates of youth unemployment, informality, and inactivity. Traditional higher education has struggled to respond to this challenge, with rising costs limiting access and poor outcomes forcing students to question the value of a university degree. In this paper, we explore a model for collaboration between higher education providers and employers designed to overcome these challenges. In this co-op model, students earn a bachelors degree in three years, while also working part-time during the second and third years. This model provides students with the foundational skills and knowledge needed to become broad, interdisciplinary thinkers, while also giving them valuable work experience for which they earn credit while pursuing their degree. Economic constraints are addressed by students degrees being partly subsidized by an employer, who benefits by easily hiring employees who can fill their most critical human resource needs.
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Doo, Johnny. Unsettled Issues Concerning eVTOL for Rapid-response, On-demand Firefighting. SAE International, August 2021. http://dx.doi.org/10.4271/epr2021017.

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Recent advancements of electric vertical take-off and landing (eVTOL) aircraft have generated significant interest within and beyond the traditional aviation industry, and many novel applications have been identified and are in development. One promising application for these innovative systems is in firefighting, with eVTOL aircraft complementing current firefighting capabilities to help save lives and reduce fire-induced damages. With increased global occurrences and scales of wildfires—not to mention the issues firefighters face during urban and rural firefighting operations daily—eVTOL technology could offer timely, on-demand, and potentially cost-effective aerial mobility capabilities to counter these challenges. Early detection and suppression of wildfires could prevent many fires from becoming large-scale disasters. eVTOL aircraft may not have the capacity of larger aerial assets for firefighting, but targeted suppression, potentially in swarm operations, could be valuable. Most importantly, on-demand aerial extraction of firefighters can be a crucial benefit during wildfire control operations. Aerial firefighter dispatch from local fire stations or vertiports can result in more effective operations, and targeted aerial fire suppression and civilian extraction from high-rise buildings could enhance capabilities significantly. There are some challenges that need to be addressed before the identified capabilities and benefits are realized at scale, including the development of firefighting-specific eVTOL vehicles; sense and avoid capabilities in complex, smoke-inhibited environments; autonomous and remote operating capabilities; charging system compatibility and availability; operator and controller training; dynamic airspace management; and vehicle/fleet logistics and support. Acceptance from both the first-responder community and the general public is also critical for the successful implementation of these new capabilities. The purpose of this report is to identify the benefits and challenges of implementation, as well as some of the potential solutions. Based on the rapid development progress of eVTOL aircraft and infrastructures with proactive community engagement, it is envisioned that these challenges can be addressed soon. NOTE: SAE EDGE™ Research Reports are intended to identify and illuminate key issues in emerging, but still unsettled, technologies of interest to the mobility industry. The goal of SAE EDGE™ Research Reports is to stimulate discussion and work in the hope of promoting and speeding resolution of identified issues. These reports are not intended to resolve the challenges they identify or close any topic to further scrutiny.
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Temple, Dorota S., Jason S. Polly, Meghan Hegarty-Craver, James I. Rineer, Daniel Lapidus, Kemen Austin, Katherine P. Woodward, and Robert H. Beach III. The View From Above: Satellites Inform Decision-Making for Food Security. RTI Press, August 2019. http://dx.doi.org/10.3768/rtipress.2019.rb.0021.1908.

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Despite notable progress in reducing global poverty and hunger in recent decades, about one out of nine people in the world suffers from hunger and malnutrition. Stakeholders charged with making decisions pertaining to agricultural production, development priorities, and policies at a region-to-country scale require quantitative and up-to-date information on the types of crops being cultivated, the acreage under cultivation, and crop yields. However, many low- and middle-income countries lack the infrastructure and resources for frequent and extensive agricultural field surveys to obtain this information. Technology supports a change of paradigm. Traditional methods of obtaining agricultural information through field surveys are increasingly being augmented by images of the Earth acquired through sensors placed on satellites. The continued improvement in the resolution of satellite images, the establishment of open-access infrastructure for processing of the images, and the recent revolutionary progress in artificial intelligence make it feasible to obtain the information at low cost and in near-to-real time. In this brief, we discuss the use of satellite images to provide information about agricultural production in low-income countries, and we comment on research challenges and opportunities. We highlight the near-term potential of the methodology in the context of Rwanda, a country in sub-Saharan Africa whose government has recognized early the value of information technology in its strategic planning for food security and sustainability.
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10

Carter, Becky. Gender Inequalities in the Eastern Neighbourhood Region. Institute of Development Studies (IDS), March 2021. http://dx.doi.org/10.19088/k4d.2021.062.

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This rapid review examines evidence on the structural causes and drivers of gender inequalities in the Eastern Neighbourhood region and how these gender inequalities contribute to instability in the region. While the Eastern Neighbourhood region performs relatively well on gender equality compared with the rest of the world, women and girls continue to face systemic political and economic marginalisation and are vulnerable to gender-based violence. Research on Armenia, Azerbaijan, Georgia, and Moldova identifies the key underlying cause to be a set of traditional patriarchal gender norms, intersecting with conservative religious identities and harmful customary practices. These norms do not operate in isolation: the literature highlights that gender inequalities are caused by the interplay of multiple factors (with women’s unequal economic resources having a critical effect), while overlapping disadvantages affect lived experiences of inequalities. Other key factors are the region’s protracted conflicts; legal reform gaps and implementation challenges; socio-economic factors (including the impact of COVID-19); and governance trends (systemic corruption, growing conservatism, and negative narratives influenced by regional geopolitics). Together these limit women and girls’ empowerment; men and boys are also affected negatively in different ways, while LGBT+ people have become a particular target for societal discrimination in the region. Global evidence – showing that more gender unequal societies correlate with increased instability – provides a frame of reference for the region’s persistent gender inequalities.
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