Relevant bibliographies by topics / College personnel management

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'College personnel management'

Author: Grafiati
Published: 4 June 2021
Last updated: 31 July 2024

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Journal articles on the topic "College personnel management"

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Jasiek, Clem R., Alfred Wisgoski, and Hans A. Andrews. "The trustee role in college personnel management." New Directions for Community Colleges 1985, no. 51 (September 1985): 87–97. http://dx.doi.org/10.1002/cc.36819855114.

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Li, Xiaoyu. "Analysis of College Students’ Psychological Education Management in Public Emergencies Based on Big Data." Journal of Environmental and Public Health 2022 (September 19, 2022): 1–10. http://dx.doi.org/10.1155/2022/2654437.

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In recent years, college students’ psychological problems have occurred frequently, and the early warning of college students’ psychological crisis has received social attention. Artificial intelligence and big data, as emerging technologies that have attracted much attention in recent years, have broad application and development space in improving the development of intelligent and refined education in colleges and universities. Applying artificial intelligence and big data to the practice of college students’ mental health education plays a very positive role in accurately finding and scientifically solving college students’ mental health problems. This paper combs the current application and research of artificial intelligence and big data in college students’ mental health education and then clarifies the problems existing in the practical application. Finally, on the basis of in-depth analysis of the characteristics of college students’ psychological crisis, the paper designs college students’ psychological crisis early warning data collection system from six aspects, including the educational administration system and the access control system. And from the aspects of establishing a multilevel linkage feedback early warning system, building a team of big data technical personnel and mental health education personnel, it puts forward countermeasures for college students’ psychological crisis, so as to provide theoretical and methodological support for college mental health management.
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Sun, Liquan. "Research on the Safety Management Mode of University Biological Laboratory by Strengthen the Cultivation of Independent Safety Awareness." Journal of Physics: Conference Series 2468, no. 1 (April 1, 2023): 012137. http://dx.doi.org/10.1088/1742-6596/2468/1/012137.

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Abstract College biological laboratory safety is an important part of biological safety. In addition to the safety problems of various reagents and equipment, there are also the protection and waste treatment of various plants, experimental animals, microorganisms and human tissues and organs used in the experiment. In college biological laboratories, the cultivation of independent safety awareness of laboratory personnel is weaker than that of biological enterprises, which leads to two kinds of frequent problem events led by safety protection and waste disposal in college biological laboratories in recent years. Starting from the safety of biological laboratory in Colleges and universities, this paper discusses the laboratory safety protection and waste treatment based on the cultivation of independent safety awareness of laboratory personnel.
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Su, Zhuo. "Analysis of the Function of Nurturing People in the Management of University Ideological and Political Education." BCP Education & Psychology 10 (August 16, 2023): 42–49. http://dx.doi.org/10.54691/bcpep.v10i.5198.

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Ideological and political education and management in colleges and universities play a very important role in cultivating students' correct ideology and sound personality quality. To strengthen the management and education of college students, we must accurately grasp the main content of management and education, adhere to "people-oriented", highlight the main position of students, improve the construction of system, improve the quality of management personnel, and build a long-term mechanism of management and education of college students.
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Zhang, Long, Guang Hui Yao, and Kong Yun Yao. "Analysis on Issues in Sports Equipment Management and Countermeasures in Guizhou Colleges and Universities." Applied Mechanics and Materials 440 (October 2013): 392–96. http://dx.doi.org/10.4028/www.scientific.net/amm.440.392.

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Miscellaneous categories, multiple varieties and different specifications of college sports equipment induce high requirement to sports equipment management, leaving intractable problems for managerial personnel. This paper is intended to analyze the main issues in sports equipment management in Guizhou colleges and universities and causes of these problems. Besides, some primary countermeasures are provided further in this paper.
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Wang, Kai Bao, Jian Yong Li, Yao Juan Zhang, Xue Chen, and Bo Wang. "The Construction and Management of Technology Innovation Base on College Students." Applied Mechanics and Materials 464 (November 2013): 436–40. http://dx.doi.org/10.4028/www.scientific.net/amm.464.436.

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It is important and necessary for the colleges and universities to cultivate the consciousness of science and technology innovation and improve the creativities of undergraduates according to the training objectives of the innovative ability of outstanding innovative talents. The construction of the college students science and technology innovation base was introduced mainly, including science and technology innovation base management and operation mechanism, the content and incentive system. The organic combination of the teaching in class and extracurricular was realized in the college students science and technology innovation base. The innovation base played an important role in cultivating and improving college students' science and technology innovation practice ability. The young college teachers produced irreplaceable function in the cultivation of creative personnel. With the operation mode that the science and technology innovation practice ability of college students was improved obviously, the good atmosphere of scientific research and teaching was formed, the student cultivation quality was improved obviously, the study ethos was improved obviously.
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Pan, Wan Gui, Hui Meng Cai, and Yun Gui Li. "Research on Developing Skilled Personnel by Mutual Cooperation between School and Factory." Advanced Materials Research 271-273 (July 2011): 1941–45. http://dx.doi.org/10.4028/www.scientific.net/amr.271-273.1941.

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This article discussed the model of mutual cooperation between college and company, model of skilled personnel development, innovative teaching model. Make revolution on operation, changes management to form regional characteristic system will help to train high qualified and high skilled personnel for company needs. The cooperation model will solve problem of lack skilled staff in company and provide a flat for company to employ variety skilled personnel. College and company share resources will help to save more resources for each other. College will reduce invest on equipment and facility. Company will reduce cost on staff training and technical development. This continuous skilled personnel development model will promote common development for college, company and the student, realizing multi win.
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ДЖАМОЛДИНОВА, Л. А., С. Х. УМАРОВА, and С. К. ШАРДАН. "THEORETICAL FOUNDATIONS OF THE ORGANIZATION'S PERSONNEL POLICY." Экономика и предпринимательство, no. 12(161) (January 11, 2024): 1200–1208. http://dx.doi.org/10.34925/eip.2023.161.12.234.

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Кадровая политика колледж это совокупность целей и принципов, которые определяют направление и содержание работы с персоналом. Кадровая политика отражает целенаправленную деятельность по управлению кадрами, ресурсами и способствует реализации цели и задачи всех приоритетных направлений комплексной программы развития колледжа на последующие годы. Кадровая политика формируется руководством колледжа с учётом прогнозов развития рынка труда и образования, а также результатов анализа организационной структуры колледжа, штатным расписанием, и оценки эффективности использования рабочего времени всех категорий работников. Кадровая политика реализуется специалистами отдела кадров. The personnel policy of the college is a set of goals and principles that determine the direction and content of work with the staff. The personnel policy reflects purposeful human resources management activities and contributes to the realization of the goals and objectives of all priority areas of the comprehensive college development program for the coming years. The personnel policy is formed by the management of the college, taking into account forecasts of the development of the labor market and education, as well as the results of an analysis of the organizational structure of the college, the staffing table, and an assessment of the effectiveness of the use of working time of all categories of employees. The HR policy is implemented by specialists of the HR department.
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Bowman, William R., and Stephen L. Mehay. "College Quality and Employee Job Performance: Evidence from Naval Officers." ILR Review 55, no. 4 (July 2002): 700–714. http://dx.doi.org/10.1177/001979390205500408.

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This study analyzes the effects of college quality and individual academic background on selected job performance measures for officers working in professional and managerial jobs in the U.S. Navy. The study analyzes performance indicators at selected career points for cohorts in two occupational groups. Among staff personnel, who perform mostly administrative and support functions, the authors find that graduates of private schools, regardless of college quality, received better performance appraisals than did other officers. Among line personnel, who perform jobs on ships and submarines and in aviation, graduates of top-rated schools, both public and private, received better appraisals during the early career period. Within both occupational groups, graduates of top-rated private schools were more likely than other officers to be promoted at the up-or-out point. The results are consistent with prior studies that find an earnings premium attached to attendance at elite private colleges.
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PhD, MBA, Stacey A. "Development of a national sport event risk management training program for college command groups." Journal of Emergency Management 11, no. 4 (February 16, 2017): 313. http://dx.doi.org/10.5055/jem.2013.0147.

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The US Department of Homeland Security identified college sport venues as terrorist targets due to the potential for mass casualties and catastrophic social and economic impact. Therefore, it is critical for college sport safety and security personnel to implement effective risk management practices. However, deficiencies have been identified in the level of preparedness of college sport event security personnel related to risk management training and effective emergency response capabilities. To address the industry need, the National Center for Spectator Sports Safety and Security designed, developed, and evaluated a national sport event risk management training program for National Collegiate Athletic Association command groups. The purpose of this article was to provide an overview of the design, development, and evaluation process.
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Dissertations / Theses on the topic "College personnel management"

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Fitzpatrick, Peter George. "Integrated skills reinforcement in pharmacy personnel management /." Access Digital Full Text version, 1992. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11229391.

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Thesis (Ed.D.)--Teachers College, Columbia University, 1992.
Includes tables. Typescript; issued also on microfilm. Sponsor: Carmine Paul Gibaldi. Dissertation Committee: L. Lee Knefelkamp. Includes bibliographical references (leaves 164-168).
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Parsons, Philip Graham. "Performance management and academic workload in higher education." Thesis, Cape Technikon, 2000. http://hdl.handle.net/20.500.11838/1740.

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Thesis (MTech(Human Resource Management))--Cape Technikon, Cape Town, 2000
This research project investigated the need for a method of determining an equitable workload for academic staffing in higher education. With the possibility of the introduction of a performance management system at the Cape Technikon it became imperative that an agreed, objective and user-friendly method of determining the workload of each academic member of staff be established. The research project established the main parameters of the job of an academic staff member and their dimensions that would influence both the quantity and quality of work produced. They were established based on the views of a panel of educators drawn from a diverse range of disciplines. Using the identified dimensions an algorithm was developed and refined to reflect the consensus views regarding the contributory weightings of each of the parameters' dimensions. This algorithm was tested and refined using a base group of academic staff who were identified by their colleagues as those whose workload could be considered a benchmark for their discipline. The most significant result of the research programme is the agreed algorithm that can form the basis for a performance management system in higher education. The user interface that was developed at the same time reflects the transparency of the system and allows for it to be adapted to the needs of various groups of users or individuals within an organisation. On the basis of this research it has been established that a system for determining an equitable workload which encompasses an extensive range of parameters can be developed using a participatory approach. Using a significant sample of academic staff as a basis, it would appear that the system is valid, reliable, useful and acceptable to academic staff in the context of a performance management system.
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Dougherty, Kelly F. "Enrollment variations as related to selected support personnel hiring practices at four major universities in Indiana." Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/469580.

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The purpose of the study was to determine whether the State supported Universities in Indiana adjust the number of selected support positions as enrollments vary. To facilitate reporting the data the study was written in five chapters. Chapter I included an overview that delineated the purpose for the study and organization for subsequent chapters.Chapter II presented a review of related research and literature directly pertaining to the study. No literature or research has been found that quantitatively describes what a minimum selected support staff should be, or what existing ratios are. Evidence exists within the literature and research to support the concept that the human resources approach to the personnel function is impacting higher education through the larger society. Evidence exists to support the notion that unions will continue to play a vital role in assuring that support services within higher education will receive a larger percentage of administrative attention within the next decade.Chapter III contained an explanation of the methods and procedures employed to derive the necessary data. The chapter contained procedures for selecting the population, methods used in the collection of data and methods used for analysis of data.Chapter IV contained the data collected from the respective Directors of Personnel Services of the selected institutions and enrollment data collected from the National Center For Educational Statistics. The data was presented in narrative form with the tables and figures utilized to report the raw data.Chapter V provided a summary of the study, findings, conclusions, and recommendations. The findings support the following selected conclusions:1. There has been a generally positive relationship among enrollments and the number of selected support staff positions during the time span stipulated within the study.2. During the time span stipulated within the study, enrollments at all universities have increased at a greater rate than selected support staff positions, although specific yearly negative relationships did occur.3. There appears to have been no conscious effort on the part of personnel directors at any institution studied to either establish appropriate support staff to student ratios or to maintain any such ratio.
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Perry, Jamey R. "A study on cutback management campus priorities at a large multi-campus university /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1993. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania 1993.
Source: Masters Abstracts International, Volume: 45-06, page: 2782. Abstract precedes thesis title page as [1] preliminary leaf. Typescript. Includes bibliographical references (leaves 90-93).
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Beretu, Tendency. "The employability of human resources management graduates from a selected University of Technology in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2708.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2018.
Universities have been producing graduates at a fairly fast rate, yet the cry for technical expertise and educated graduates. Thousands of university graduates are not employed, or they end up in industries and places that have nothing to do with their education and or qualifications. Too often the unemployed graduates they owe money loaned for studies which they are not able to repay because they are essentially unemployable, the may be because of a stagnated economic growth thereby a general high level of unemployment. The levels of entrepreneurial activities have remained low and there are no expectations of a sudden turn around for the economy. The researcher looks at one aspect of the graduate studies, specifically human resources management qualifications offered by the Cape Peninsula University of Technology in the Western Cape South Africa from the period 2014 to 2017. The research was largely descriptive and partially exploratory which resulted in the use of an assorted method approach (qualitative and quantitative). The research focuses mainly on the activities of those employed as Human Resource practitioners and the expectations at their work stations. Together with this the respondents gave extra detail on what is expected of them together with duties frequently performed. Based on this, the data was captured and analysed for similarities of expectations from more than 50 organisations. The findings indicate that there is a serious disjuncture between what is taught in the class and what the industry practices and expects. Recommendations of the ideal course structure are added to the findings to enable institutions of higher learning to adjust their curricula in line with industry needs.
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Naris, Sylvia Ndeshee. "The effectiveness of human resources code :staff development and training at a Namibian polytechnic." Thesis, Cape Peninsula University of Technology, 2009. http://hdl.handle.net/20.500.11838/1745.

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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2009
Policies adopted by tertiary educational institutions play a key role in determining the future of an institution. When they are applied and monitored effectively, most of these policies bear positive results for the institution. However, where there is no clear monitoring system, it is a foregone conclusion that policies will not bring about desired results. Therefore, assessing the PoN policy and practices are imperative. The HR Code is a policy document of the PoN. The main objective of the study was to establish effectiveness of the HR Code: SDT. The research study established motivating factors for drafting the HR Code: SDT, and analysed its weaknesses in order to trace whether staff development is linked to strategic goals of the PoN. The researcher has also made an earnest attempt to find out reasons why staff members resign after attending development programmes, which would assist the institution to retain their staff, as it prepares itself to become a university of technology that requires more and better qualified staff. The enquiry adopted a case study approach because it dealt with a specific institution in Namibia. A triangulation method was utilised to solicit information from academics, administrative and support staff, by conducting semi-structured interviews with top management, HoD’s, sectional heads and ex-staff members. A closed-ended questionnaire was distributed to staff members. Institutional documents were also reviewed to corroborate empirical data that was collected. Research revealed that the aim of drafting the HR Code: SDT was to improve qualification levels of Namibian staff members and to improve work performances of staff members. However, research proved conclusively that there were no measurable objectives that were established to evaluate and monitor that the objective was achieved; there were also no staff development plans linked to strategic goals of the institution; staff members’ work performance was not assessed after training; and there were no retention strategies in place. It is evident from the research findings that the desired results of the HR Code: SDT will not be achieved and, therefore, recommendations are proposed that the PoN effectively communicates objectives of the HR Code to staff members; develop a comprehensive and complimentary staff development policy; a staff development plan; an innovative retention strategy; and appoint a staff development officer to monitor and ensure that desired goals are achieved as means to save the institution from an unnecessary waste of financial, material and human resources.
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Justus, Drayton Ray. "Role expectations and predictions of trends for human resource development at large public universities within the Southern Regional Education Board (SREB) area." Morgantown, W. Va. : [West Virginia University Libraries], 1999. http://etd.wvu.edu/templates/showETD.cfm?recnum=594.

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Thesis (Ed. D.)--West Virginia University, 1999.
Title from document title page. Document formatted into pages; contains x, 125 p. : ill. (some col.). Includes abstract. Includes bibliographical references (p. 103-108).
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Cowley, Nicole Christine. "Politics and directors' performance evaluation: Perceptions of senior student affairs officers and directors." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2806.

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The purposes of this study were to determine whether directors and the senior student affairs officers who supervise them perceive the formal performance evaluation process to be accurate, fair, and meaningful, and whether they perceive the process to be influenced by the politics involved in the position.
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Hendricks, Shahieda Bebe. "The Cape Technikon: a study of its human resource management training and development policy and practices." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&amp.

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This study investigates human resources management, training and development and their compliance with the skills development legislation and the link to the strategic goals of the Cape Technikon. The Cape Technikon is known as a previously &ldquo
white&rdquo
or advantaged institution. The institution's political history and consequent demographic profile display some scars of ignorance. This resulted in the institution's neglecting to invest in the development of those competencies needed to function in a constantly changing education, training and development environment. The success of any organisation depends on its human resources, who are the most important asset of any organisation, therefore effective and efficient human resources management and training and development management play a critical role in the well-being of employees. Human resources training and development policies, practices and activities guide the institution with implementation and should be considered to take on a strategic role to achieve their objectives.
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Lloyd-James, Maureen. "Using Online Technologies to Deliver Management Courses to Cruise Ship Personnel at Sea." NSUWorks, 2008. http://nsuworks.nova.edu/gscis_etd/218.

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As the cruise industry continues to grow at a rapid pace, additional qualifications for its management personnel are becoming increasingly important. Many new ships are built each year, leaving a void in experienced personnel. Additionally, some leave the ships in order to improve professional qualifications on shore. Whereas many of the companies are training personnel onboard using on-the-job training, the concepts addressed in college-level management programs remain lacking. The goal was to implement and evaluate delivery of formal coursework to English-speaking, multicultural cruise ship personnel onboard by using emerging technologies that are available today. College-level management courses using Web 2.0 technologies were designed, delivered and evaluated. Two courses were offered each was split into two groups using different technologies. Group 1 used non-emerging technologies via a web page with additional material to support the textbook. This group also used discussion forums, online quizzes and tests and online grade book. Group 2 used the same features as the first and Web 2.0 technologies including Wikis, blogs, vodcasts, YouTube.com video clips, and synchronous Instant Messaging. Both groups had intense, positive distant interactions with faculty and had comparable outcomes. The least effective technology was the wiki and the most, the Discussion Forum. The finding was that the cruise industry may well have developed a distinct culture is an important one that may well lead to a better understanding of acculturation. Three weeks proved an ideal length of time for students to complete the 1.5-credit courses. Dividing 4.5-credit courses into 1.5-modules proved successful. Out of the original 249 applicants, 162 students participated from 36 different countries located on 64 different ships around the world.
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Books on the topic "College personnel management"

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H, Revill Don, ed. Personnel management in polytechnic libraries. Aldershot, Hants, England: Gower in association with COPOL, 1987.

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Colorado. Office of State Auditor. Higher Education personnel system: Performance audit. [Denver, Colo: State of Colorado, Office of State Auditor, 2006.

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Barbara, Nicholson-Brown, ed. Human resource management in religiously affiliated institutions. Washington, D.C: College and University Personnel Association, 1991.

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Schindler, Charles. Handbook for effective management of student employees. Staunton, Va: National Association of College Auxiliary Services, 1993.

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Seminar for Higher Education Administrators (1996 University College of Education, Winneba). Human resource management & faculty management in higher education institutions: The report of proceedings of two seminars for higher education administrators in Ghana. Edited by Yeboah Frank K, Ghana. Committee of Vice-Chancellors and Principals., and Ghana. Ministry of Education. Project Management Unit. [Legon, Ghana?]: Committee of Vice-Chancellors and Principals, 1998.

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M, Elliott James, and College and University Personnel Association., eds. A handbook for developing higher education personnel policies. Washington, D.C: College and University Personnel Association, 1988.

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Liu, Jianhong. Yi zhi yu zai zao: Jin dai Zhongguo da xue jiao shi zhi du zhi yan jin = Yizhi yu zaizao : jindai Zhongguo daxue jiaoshi zhidu zhi yanjin. Beijing: Zhongguo she hui ke xue chu ban she, 2016.

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I, Miller Richard, and College and University Personnel Association., eds. Applying the Deming method to higher education: For more effective human resource management. Washington, D.C: College and University Personnel Association, 1991.

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H, Revill Don, and Council of Polytechnic Librarians, eds. Working papers on management issues: Staff. Brighton: Council of Polytechnic Librarians, 1991.

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Heuer, Beth. Human resources at the cabinet's table: A guidebook for HR transformation in higher education. Oshkosh, Wis: Strategic HR Partners, 2011.

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Book chapters on the topic "College personnel management"

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Jacques, Jerry, and Pierre Fastrez. "Personal Information Management Competences: A Case Study of Future College Students." In Lecture Notes in Computer Science, 320–31. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-07731-4_33.

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Fang, Ran, Yanheng Zhao, Chunxiao Song, Zhan Shi, and Xudong Zhang. "Research on the Training System of Professional and Skilled Personnel of Information Security Application Technology in Higher Vocational Colleges Under the Background of Modern Information Technology." In Proceedings of the 2022 3rd International Conference on Modern Education and Information Management (ICMEIM 2022), 88–94. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-044-2_13.

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Čtvrtník, Mikuláš. "Introduction." In Archives and Records, 1–17. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-18667-7_1.

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AbstractThe mission of archives and records management is not just to collect and store materials and information. Their purpose is also to make them accessible. Archives are one of the most important places where the right of a free society to access to information, the right to know and, with it, the freedom of expression are exercised. However, both the collection and preservation of information, including archiving, and the opening of access to it, enter the area of the protection of personality rights, privacy, and personal data, that is, one of the most complex areas of archiving and records management, in a significant way. This is also due to the fact that at the very heart of the issue is the fundamental tension: On the one hand, the collected and preserved public records and archives, including a wide range of personal and sensitive data, serve a plethora of public interests and the exercise of citizens’ rights; on the other hand, they carry an ever-present latent risk of potential misuse, including very serious forms with serious implications for people’s lives and rights. This can be generally expressed in the form of a paradox: By sharing data about themselves, whether to the state, its authorities, private entities, and other people, individuals exercise and protect their rights, including the protection of their personality rights and privacy. The same act, however, puts them at risk of misuse. Yet, if an individual did not share their data, they would not be able to exercise their rights at all.
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Neimann, Theresa D. "Retention of Rural Latina College Students, Engaging Strategic Leadership." In Encyclopedia of Strategic Leadership and Management, 580–603. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch041.

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The purpose of this study is to understand how the contextual complexities between Chicana feminist theory help leaders of higher education understand Latina retention in rural colleges and what Latina women encounter in their college experience. Despite the vast amounts of research that is known about the barriers they face in urban colleges (AACC, 2012; Biswas, 2005; ETS, 2007; NWLC, 2012; Payne & Fogerty, 2007), little is known about how a rural context affects the barriers and what works for Latinas that attend rural colleges. The purpose of the chapter is to learn from the literature review and from personal testimonials of what works and what these barriers to retention are and how administrators, and college personnel can better assist this population which will help Latinas succeed in rural colleges. This research is significant as a growing number of first generation Latina women are seeking a college education (Excelencia, 2010; McPhail, 2011; Santiago & Callen, 2010). This will have implications in the future of their lives and the future of higher education institutional policy, and not the least the future economic success of Latinas and how they view themselves as part of a positive college going experience (Cavazos, Johnson, & Sparrow, 2010; Gloria & Castellanos, 2012).
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Goss, Rachel, Emma McMaster, and Stephanie Rennie. "Management Scenarios." In OSCE Revision for the Final FRCEM, 289–316. Oxford University Press, 2021. http://dx.doi.org/10.1093/med/9780198856580.003.0009.

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This chapter contains eight management sample cases for the Fellowship of the Royal College of Emergency Medicine (FRCEM) Objective Structured Clinical Examination (OSCE). This chapter provides candidates with a framework to approach senior management scenarios common in the emergency department. These include personnel- and patient-related situations. This will incorporate previously learnt communication skills. Candidates must incorporate communication skills, knowledge, and management skills to successfully negotiate the scenarios. The cases reflect a range of common presentations that are pertinent to the Royal College of Emergency Medicine (RCEM) curriculum and that are seen in real-life emergency departments. Each case contains instructions for the candidate and the patient actor, as well as a sample mark scheme breakdown and a mark scheme. Key learning points are highlighted.
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Wang, Nan. "Research on Innovative Ways of Talent Training Mode Combining Computer-Aided Teaching with Student Management." In Advances in Transdisciplinary Engineering. IOS Press, 2024. http://dx.doi.org/10.3233/atde240413.

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In order to promote the innovation and development of talent training mode combining computer-aided teaching with student management, this paper analyzes the talent training mode of colleges and universities with computer-aided technology, constructs an intelligent platform suitable for modern colleges and universities, analyzes the demand of college students’ talent training mode through demand analysis, constructs the system function module, fully analyzes the system operation principle and information transmission module, and puts forward the system construction scheme. Moreover, this paper analyzes the system from the aspects of personnel training, college examination and practical work, and obtains several structural modules of the system. In order to verify the practical effect of the system platform proposed in this paper, this paper tests the effect of the model proposed in this paper on talent training in colleges and universities through experimental teaching mode.
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Stowell, Frank, and Shavindrie Cooray. "Using Soft Systems Ideas within Virtual Teams." In Advances in IT Personnel and Project Management, 247–68. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9688-4.ch014.

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Recent research adds support to the view that the way that individuals act as part of a virtual group is different from behavior in face-to-face meetings. Specifically researchers have discovered that conflicts are more prevalent within virtual teams as opposed to face to face teams. This is because research has shown that participants are more likely to change their initial points of view (shaped by personal values, biases and experience) when discussions are held in a face to face environment rather than through virtual means. This insight raises doubts upon the effectiveness of CMCs as an instrument of organizational cohesion. In this paper we reflect upon this position and attempt to discover if these concerns can be overcome through the employment of Systems methods used in organizational inquiry. We do this through an evaluation of the results of a preliminary study between Curry College in Boston, Massachusetts, USA and Richmond University in London, UK.
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Ekker, Knut. "Emergency Management Training and Social Network Analysis." In Artificial Intelligence Technologies and the Evolution of Web 3.0, 273–89. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8147-7.ch013.

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The chapter first presents a background review of the application of computer technology in simulations of natural hazard situations. The chapter then presents the efforts of researchers at Mid Sweden University and Nord-Trøndelag University College to build a comprehensive emergency training tool with funding from the Interreg/EU ERDF (European Regional Development Fund). The main part of the chapter reports empirical data from this project GSS (Gaining Security Symbiosis). The project developed the tool for training emergency personnel (police, fire, ambulance, and local officials) in handling crises in the border region between Norway and Sweden. The Web-based software incorporated complex scenarios that the emergency personnel had to contend with during 3-hour training sessions. The participants included employees at the operator, tactical, and strategic level of the organizations. The training tool recorded all communications among participants which primarily was text based. The rich data source was analyzed “on-the-fly” with the software from the R Project for statistical computing and the SNA package (Social Network Analysis package). The statistical software provided detailed graphs of the social networking of communications among the participants on both sides of the national border in central Scandinavia. The chapter concludes with a presentation of ideas towards using the social networking data as input into simulation models based on system dynamics. The empirical data from the project will naturally provide data for future training sessions. A planned future model of the comprehensive training tool—netAgora—will use experiential data in a Virtual Responder component in the training sessions of emergency personnel.
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Cheng, Baoliang, Liqin Song, and Bihong Huang. "The Whole Project Delivery (IPD) Model Is Applied in the Teaching Building of MN College." In Frontiers in Artificial Intelligence and Applications. IOS Press, 2023. http://dx.doi.org/10.3233/faia230877.

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The construction project of MN College has a long cycle and a shortage of professional talents. Once the project is completed, it will face the risk of idle personnel in the infrastructure department. The owner should choose the appropriate project management mode. This paper summarizes the specific characteristics of the implementation process of IPD mode project through case research. Under the overall project delivery (IPD) mode supported by BIM technology and “Internet +” related technology, the feasibility of applying the overall project delivery (IPD) mode in the teaching building of MN College is discussed and evaluated by using the expert seminar method. The research shows that this model is suitable for the teaching building project management of MN University, and can provide some reference for the implementation practice of the teaching building construction project management model in private universities.
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O’Connor, Thomas. "Exile Movement." In The Oxford History of British and Irish Catholicism, Volume I, 203–22. Oxford University PressOxford, 2023. http://dx.doi.org/10.1093/oso/9780198843801.003.0012.

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Abstract Under Queen Mary, Catholic reformers associated with Cardinal Pole envisaged the establishment of domestic institutions to provide formal training for at least some of the parish clergy. Elizabeth’s rejection of Catholicism obliged senior English and Scots clergy to make emergency provision for the overseas education of all clergy. From the late 1560s, a network of English and Scots seminaries was established, principally in Iberia, the Spanish Netherlands, and Rome. In Ireland, it was initially hoped that a domestic clerical educational infrastructure might be possible, and, throughout the period, the majority of Irish clergy continued to be trained informally and at home, often in Franciscan networks. However, Irish students also enrolled in the English and Scots colleges, and, from the 1590s, the Irish too began to establish overseas seminaries, usually in the same towns as their English and Scots confreres. For all three nations, the Jesuits played a decisive role in college management, although, in the English case, the Benedictines assumed a significant role in the early seventeenth century. During these early years, the colleges suffered governance and financial challenges, which were exacerbated by internal divisions and outside interference. After 1622, the Roman Congregation of Propaganda Fide gradually assumed oversight for the overseas networks, which suffered near ruinous personnel and fiscal setbacks with the onset of the civil war.
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Conference papers on the topic "College personnel management"

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Liu, Zhifei, and Xiaohua Zhang. "College Personnel affairs management based on Personnel evaluation." In 2010 2nd International Conference on Information Science and Engineering (ICISE). IEEE, 2010. http://dx.doi.org/10.1109/icise.2010.5690720.

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"Optimizing Path of Personnel Archives Management of College Staff." In 2020 Conference on Economics and Management. Scholar Publishing Group, 2020. http://dx.doi.org/10.38007/proceedings.0000506.

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Xiao, Jie, Rong Hong Cui, and Zeli Ren. "The Design of College Faculty Personnel Information Data Administration System Platform." In 2013 International Conference on Advances in Social Science, Humanities, and Management. Paris, France: Atlantis Press, 2013. http://dx.doi.org/10.2991/asshm-13.2013.45.

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Ma, Yan. "Construction of College Personnel Files Management Informatization under the Background of Big Data." In 2017 5th International Conference on Machinery, Materials and Computing Technology (ICMMCT 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/icmmct-17.2017.256.

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Shuwu, Li, Fang Jiajue, Luo Libao, Wu Xiaoli, Wei Yanhai, Leng Hongmei, Lan Haoming, and Dai Yanmei. "Research on Cultivating Personnel for the Cohesiveness between Secondary Vocational School and Applied Undergraduate College ‐‐‐‐ take A college as an example." In 2020 International Conference on Modern Education and Information Management (ICMEIM). IEEE, 2020. http://dx.doi.org/10.1109/icmeim51375.2020.00039.

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Yan, Zhe, and Jian Li. "The Prediction Research on Personnel Composition of College Basic Research with Markov Chain Approach." In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5576420.

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Li'ang, Li Huimin, and Li Junqiu. "Notice of Retraction: Research of AHP-based 360-degree feedback for college academic affairs management personnel." In Business Management and Electronic Information. 2011 International Conference on Business Management and Electronic Information (BMEI 2011). IEEE, 2011. http://dx.doi.org/10.1109/icbmei.2011.5916996.

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Li'ang. "Notice of Retraction: Application of 360-degree Feedback in the appraisal of college academic affairs management personnel." In Business Management and Electronic Information. 2011 International Conference on Business Management and Electronic Information (BMEI 2011). IEEE, 2011. http://dx.doi.org/10.1109/icbmei.2011.5920425.

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Benqian, Zhao. "Research on the Current Condition of College Tourism Personnel Training Mode and Vocational Education Reforms." In 2015 Conference on Informatization in Education, Management and Business (IEMB-15). Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/iemb-15.2015.143.

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Rehrl, Jochen. "EEDUCATION AND ETRAINING: CHALLENGES AND TRENDS IN CRISIS MANAGEMENT AND SECURITY AND DEFENCE." In eLSE 2016. Carol I National Defence University Publishing House, 2016. http://dx.doi.org/10.12753/2066-026x-16-001.

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Since 2003, the EU has been conducting missions and operations in the framework of the European Security and Defence Policy. Over the years, the crisis management structures, now located within the European External Action Service, have established well-functioning processes based on lessons learned. One of the recurring conclusions is the lack of training and education. These issues can be solved using eLearning tools, specifically developed for the European Security and Defence College (ESDC), with the same content for every participant. Through the ESDC, a certain standardization process can be guaranteed and the eLearning tools are independent from time and location constraints. The main challenges are the different training environments within the EU Member States, but also the various training landscapes at more or less specialized training providers/institutes at local, regional and European level. Somehow 'United in Diversity' could be a catchphrase for this situation. Another issue concerns the content of training, with Europe-wide standardized training given only at the European Security and Defence College. This College is devoted to training on CSDP issues, not only for EU Member States, institutions and missions, but also for in-country missions and operations. Other training providers' activities are based on national or regional standards, but not on agreed European ones. The final issue concerns the lack of time available before the launch of each mission or operation. People are ideally recruited with the appropriate education and training, but in the worst case they are recruited without, just to reach the required number of personnel. For European missions and operations, the personnel can be recruited from anywhere, hence the difficulties in finding common ground and time for training.
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Reports on the topic "College personnel management"

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Ziesler, Pamela, and Claire Spalding. Statistical abstract: 2023. National Park Service, 2024. http://dx.doi.org/10.36967/2304344.

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In the pages that follow, a series of tables and figures display visitor use statistics for calendar year 2023. By documenting visits, hours, and overnight stays across the National Park System, the National Park Service (NPS) Statistical Abstract offers a historical record of visitor use in parks and provides NPS staff and partners with a useful tool for effective management and planning. In 2023, 400 of the 428 National Park System units collected and reported visitor use statistics; the remainder are unable to do so for a variety of reasons such as administration by another agency, non-federal land ownership, or new parks that lack staff and facilities for the management of visitor use statistics. The responsibility for compiling and summarizing visitor use statistics resides with the Social Science Program in the NPS Natural Resource Stewardship and Science Directorate. The Program relies on the conscientious efforts of NPS field personnel to count, record, and report visitor use. This system of collecting and summarizing monthly visitor use data is combined with continuous review and assessment of park visitor use estimation procedures to promote consistency and accuracy of data. Detailed instructions for the units that collect data, monthly visitation summaries, and reports displaying trends in park visitation are available on the NPS Visitor Use Statistics website (https://irma.nps.gov/Stats/)
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Roby, Piper, Andrew Taylor, Gregg Janos, and Will Seiter. New River Gorge Cliff Line Bat Inventory Survey. National Park Service, 2024. http://dx.doi.org/10.36967/2303814.

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The New River Gorge National River was established by Congress in 1978, the New River Gorge National Park and Preserve (NERI) was established more recently in December 2020. Recreational climbers have been using the Gorge and surrounding areas since the early 1970s. As visitation has increased, NERI has become interested in documenting the presence of bat species and their habitat on and near the cliff face, rim, and base areas to support a park management plan. A total of 51 routes were selected to survey three times throughout the summer of 2022. Cliff line surveys included personnel on-rope rappelling down each selected cliff face to look for bats or bat sign and to collect data on the physical attributes and record habitat information. In addition, a simultaneous acoustic survey for bats was conducted at the base of each survey route. Although no bats or bat sign were documented, analysis of the acoustic data in concert with the environmental factors revealed that bats were detected at more highly climbed walls versus unclimbed walls. Northern long-eared bats (Myotis septentrionalis) were more likely to be detected near less vegetated walls and activity of eastern small-footed bats (Myotis leibii) was higher as the summer progressed.
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Quality Assurance in HECA Colleges During the COVID-19 Pandemic: A Mixed Methods Analysis through the lens of QQI’s Core Criteria. Higher Education College's Assocation (HECA), May 2022. http://dx.doi.org/10.22375/hqf.tos22.

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The National Forum’s 2020 Network and Discipline Fund was launched in November 2020 and focuses on Shared Solutions to Common Challenges. Its overarching aim is to support networks and discipline groups to work together to respond proactively to identified challenges in teaching and learning in higher education, including those that have come to light through the sudden move to online/remote teaching and learning. The National Forum’s 2020 Network and Discipline Fund, drawing on the Higher Education Colleges’ Association (HECA) members’ experience, provided the HECA Academic Quality Enhancement Forum(HAQEF) with opportunities to strengthen its networks and discipline group, support their efforts to enhance teaching and learning, and produce useful insights and resources into the application of quality assurance of blended and online learning. In the pandemic period, many colleges were forced to change from a face-to-face delivery model of education and training to an online format of delivery. This disruption meant that assumptions about and plans for how the courses were to be delivered and managed had to be rapidly reviewed. With government pronouncements advising all staff to work from home where possible, the majority of internal roles and processes of colleges were also affected. The quality assurance (QA) policies, processes and procedures that were developed by colleges had to be modified to reflect this change in circumstances. This document reports on the results of a mixed methods study of QA developments that came about as a result of the initial changes enforced by the pandemic and the move to working from home. It also looked at what was learned about the management of quality in this sector during this time. Data was collected by HAQEF via a survey of QA personnel from the member colleges of HECA and follow up interviews. The survey consisted of 11 questions, one for each Core Area of Quality, as set out in the QQI Core QA Guidelines (2016). The questions asked for reflections on each provider’s experience of managing this aspect of QA, what resources or instances of good practice they could share with practitioners and which stakeholders were involved in this adaptation. The interviews asked about the measures that were undertaken to adapt QA processes in the pandemic period and what challenges could be reported from this adaptation. The report is divided into 11 chapters, with each chapter centred on a discussion of one Core Area of Quality as set out in the QQI Core QA Guidelines. An overview of the core area is developed, followed by a commentary on common experiences of the group in this area. Most sections conclude with resources, volunteered by member colleges of HECA, that was rated as useful in how the cohort navigated the management of QA in this core area.
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