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Journal articles on the topic 'Requirements to employees'

Author: Grafiati

Published: 30 May 2022

Last updated: 31 July 2025

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1

Breskienė, Ineta. "Employee Surveillance Using Algorithmic Management Based on Artificial Intelligence Systems." Teisė 133 (January 9, 2025): 103–17. https://doi.org/10.15388/teise.2024.133.7.

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The article analyses the legal regulation of employee surveillance managed by employers carried on algorithmic management based on artificial intelligence systems. Employers observe employees and their work so that to smoothly organize work processes at workplaces, ensure efficient use of resources, and manage risks. Through the process of surveillance, personal data of employees are collected, which are later analysed; hence, employees may experience direct legal consequences (for example, termination of employment, violations of work duties, adjusted wages, etc.). Algorithmic management base

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2

Kurylo, Nataliia, and Nelia Liesovets. "Employers' requirements for employees in the information and documentation industry." Bulletin of Luhansk Taras Shevchenko National University. Pedagogical Sciences, no. 1 (2025): 81–89. https://doi.org/10.12958/3083-6514-2025-1-81-89.

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The article examines the requirements of employers for employees of the information and documentation industry in the labor market. A comparative analysis of the qualification requirements set forth in regulatory documents and the requirements set forth by modern employers in the labor market is carried out. Attention is focused on the contradiction that is manifested, on the one hand, in the demand on the labor market for specialists in the information and documentation industry, and on the other hand, in the rather high requirements of employers for the above-mentioned employees. This actual

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Zhivaeva, K., and I. Polozhentseva. "Transforming Employee Training Requirements in the Era of Digitalization: the Priority of Flexible Skills." Scientific Research and Development. Socio-Humanitarian Research and Technology 13, no. 4 (2024): 11–16. https://doi.org/10.12737/2306-1731-2024-13-4-11-16.

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The article is devoted to the analysis of skills that employers pay close attention to when hiring employees at the present time. The article presents the results of a study of the requirements for vacancies of business coaches and managers who are engaged in training and developing employee competencies, using the example of large and medium-sized Russian and international companies operating in the Russian market. The analysis revealed the special attention of employers to the functional responsibilities of such specialists, who now, in addition to developing basic professional competencies

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Mizera-Pęczek, Patrycja, and Lena Grzesiak. "Wymagania kompetencyjne stawiane kadrom kultury. Analiza ogłoszeń o pracy." Zarządzanie w Kulturze 23, no. 3 (2022): 237–54. http://dx.doi.org/10.4467/20843976zk.22.015.16404.

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Competence Requirements for the Staff of Cultural Institutions. An Analysis of Job Advertisements Analysing the employees’ competencies is relevant both from the organisation’s and individuals’ perspective, because it allows – for example – to predict emerging competency gaps in organisations, design training offers tailored to the organisation’s needs and employees’ expectations, or to better match people’ professional tasks with organisational culture. One of the methods for obtaining information about competence requirements is the analyse of job advertisements published by the selected emp

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Pavlovska, Valentina. "THE IMPORTANCE OF PROFESSIONAL COMPETENCIES IN THE HUMAN CAPITAL EFFECTIVE USAGE." SOCIETY, INTEGRATION, EDUCATION. Proceedings of the International Scientific Conference 2 (July 24, 2015): 181. http://dx.doi.org/10.17770/sie2014vol2.674.

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The research was done on how the effectiveness of human capital exploitation is influenced by the relevance of skills required by employer. The research problem: the mismatch of employee skills to employer’s requirements gives cause to an inefficient use of human capital, causing damage to both employers and employees. Study objective: To ascertain employees, working in the banking sector, skills, education and qualification compliance with industry requirements and determine how discrepancies affect employee motivation. The ability to make impartial self-appraisal of own activities and compet

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Duda, Jiří. "Requirements of University Students of Agricultural Focus on Employee Benefits." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 66, no. 2 (2018): 479–86. http://dx.doi.org/10.11118/actaun201866020479.

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The aim of the paper is to identify the employee benefits that university students of agricultural field of study prefer and expect in the future employer’s offer. The goal is also to identify potential gender influences on the students’ preferences of the employee benefits. The survey was conducted in the years 1998–2015, with a total participation of 1,633 students. Based on an offer of potential employee benefits and personal preferences, students have identified the benefits that employers should offer to their employees. The most frequently required benefits include: Meal tickets; on-site

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Ling, Xuehang. "Job Requirements - Overview of Resource Theory." Academic Journal of Science and Technology 14, no. 3 (2025): 59–60. https://doi.org/10.54097/wj9rqb22.

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The Job Demands-Resources Theory (JD-R theory) was proposed by Demerouti et al. in 2001 and combines a number of related theories such as the Resource Conservation Theory, the Job Demands-Control Theory, and the Payoff-Return Imbalance Theory. The theory states that when job demands are too high, employees need to put in extra effort to achieve their work goals, which can lead to physical and mental exhaustion and affect overall health and performance. In addition, insufficient work resources can also pose a barrier to employees' achievement of their goals, which in turn can lead to job detach

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8

MYKHAILYK, RUSLANA, and LYUDMILA BATSENKO. "STRUCTURE AND REQUIREMENTS FOR BUILDING A REGULATION ON BONUSES AT THE ENTERPRISE." Herald of Khmelnytskyi National University 292, no. 2 (2021): 7–10. http://dx.doi.org/10.31891/2307-5740-2021-292-2-1.

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This article is devoted to current issues of research on the essence of the regulation on bonuses at the enterprise. The purpose of the study is a detailed study of the structure and analysis of the requirements for building a regulation on bonuses as a means of motivating the staff of the enterprise. The article reveals the essence of the concept of “regulation on bonuses”, “motivation” in terms of personnel management; considered what structure should be in the regulation on premium at the enterprise; the analysis of requirements of construction of a regulation on bonuses is carried out; inv

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Esmaeilzadeh, Mahsan, Bijan Abdollahi, Asadallah Ganjali, and Akbar Hasanpoor. "Evaluation of employee profiles using a hybrid clustering and optimization model." International Journal of Intelligent Computing and Cybernetics 9, no. 3 (2016): 218–36. http://dx.doi.org/10.1108/ijicc-01-2016-0004.

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Purpose The purpose of this paper is to introduce an evaluation methodology for employee profiles that will provide feedback to the training decision makers. Employee profiles play a crucial role in the evaluation process to improve the training process performance. This paper focuses on the clustering of the employees based on their profiles into specific categories that represent the employees’ characteristics. The employees are classified into following categories: necessary training, required training, and no training. The work may answer the question of how to spend the budget of training

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Balanovska, Tetiana, and Barbara Wyrzykowska. "The Requirements of the Contemporary Labour Market for Professionals." Zeszyty Naukowe SGGW w Warszawie - Problemy Rolnictwa Światowego 18(33), no. 4 (2018): 92–101. http://dx.doi.org/10.22630/prs.2018.18.4.100.

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The article substantiates that the contemporary labour market with its flexibility, volatility, high innovation dynamics, as its main features, introduces new requirements for employees. The study analyses the Ukrainian population’s employment, in the rural areas, forestry and fishing, in particular. The study determines the problems of the insufficient level of satisfaction of the employers’ need in employees. The research sums up different scientific approaches to the expectation that employers have to professional specialists. It establishes that employers' requirements for future employees

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Diana Abdul Majid, Noor, Dzulkarnain Zaini, and Azmi Mohd Shariff. "Managing Employee Participation based on OSHA’s Process Safety Management Requirements." International Journal of Engineering & Technology 7, no. 3.26 (2018): 13. http://dx.doi.org/10.14419/ijet.v7i3.26.17453.

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A report published on 25 April 2016 stated that OSHA has issued 14 serious violations after an investigation conducted in a variety of industries including manufacturing, water treatment and oil and gas that violated OSHA's Process Safety Management (PSM) standard. One of the violations is related to the 29 CFR 1910.119(c)(2) which is employers did not consult with employees and their representatives on the conduct and development of the OSHA’s PSM elements which are process safety information (PSI), process hazard analyses (PHA), training (TNG), mechanical integrity (MI), management of change

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Lázár, Tímea, and Ágnes Bene. "Requirements for multicultural competencies defined by a focus group." International Journal of Engineering and Management Sciences 3, no. 3 (2018): 44–56. http://dx.doi.org/10.21791/ijems.2018.3.4.

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Globalization, the spread of multinational companies and the enormous development of information technology can lead to a new trend in employers’ requirements. However, being employed by an international company is a real possibility for any employee in any part of the world. Even if they do not have to work abroad, employees may have to function in a multinational environment in their home countries. A favourable combination of intercultural competencies is a key factor in the selection and development of employees. A possible way of measuring these competencies can be the Multicultural Perso

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Diskina, Viktoriya Nikolaevna. "Restrictions, Obligations and Prohibitions related to the Prevention of Corruption Offenses in the Internal Affairs Bodies." Полицейская деятельность, no. 6 (June 2022): 103–9. http://dx.doi.org/10.7256/2454-0692.2022.6.39369.

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In order to counteract corruption in the internal affairs bodies, anti-corruption restrictions, duties and prohibitions were imposed on employees. In this connection, employees are required to provide information on income, expenses, and property obligations for themselves and their family members, comply with the requirements for resolving conflicts of interest, promptly notify the manager of the employee's inducement to commit corruption offenses, as well as comply with other anti-corruption provisions. In addition, a police officer is obliged to prevent abuse of official authority, as well

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14

Sabdono, Erastus, Yohana Natassha, Andri Andri, Yehuda Indra, and Sugeng Santoso. "Equal Legal Treatment for Employers and Employees from a Theological Perspective." International Journal of Social Science Research and Review 5, no. 11 (2022): 56–62. http://dx.doi.org/10.47814/ijssrr.v6i11.621.

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One of the parties in industrial relations is employers and employees. Workers are frequently in a weak position as stakeholders. In truth, there is a legally binding relationship between employers and employees in the form of a work agreement, which necessitates approval prior to execution. The word "master" is frequently used in the Bible to describe the connection between employers and employees, while workers are referred to as "servants." It also clarifies the census fidei, or sense of faith, in regard to God's relationship with His church. These stakeholders have a tight bond, with the "

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15

Kozina, E. V. "Salary payment discipline (on disputes about gray wages)." Voprosy trudovogo prava (Labor law issues), no. 4 (April 20, 2023): 208–12. http://dx.doi.org/10.33920/pol-2-2304-03.

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Facts of violation by employers of the requirements provided for in Part 3, 5 of Article 136 of the Labor Code of the Russian Federation, according to which wages are paid to an employee, as a rule, at the place of performance of their work or transferred to a credit institution specified in the employee’s application, wages are paid directly to the employee, except in cases where another payment method is provided by federal law or an employment contract, may not lead to a violation of the labor rights of employees. Employers, for example, in order to avoid taxes, violate the procedure for pa

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Sindhuja, K., and S. Sekar Subramanian. "Impact of Work-Life Balance on Employee Retention- A Study on Banking Sector." Shanlax International Journal of Management 7, no. 3 (2020): 78–81. http://dx.doi.org/10.34293/management.v7i3.1629.

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Work is an essential aspect of life; it provides a sense of accomplishment, identification, and means of income to fulfill the basic requirements. Due to the development of technology, the number of women workforces and dual-earner families, it is important for both employers and workers to balance both professional and personal life. This study examines the effectiveness of the work-life Balance of bank employees and its impact on employee retention in the selected banks in Sivakasi, Virudhunagar district. This paper also identifies the various work-life balance initiatives taken by the banks

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Ilyukhina, Larisa, and Irina Bogatyreva. "Personnel engagement based on quality standards requirements as a factor in modern organization development." E3S Web of Conferences 371 (2023): 05021. http://dx.doi.org/10.1051/e3sconf/202337105021.

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The article describes the main stages of the development and implementation of the process of engaging and improving the competence of employees as one of the principles of the quality management system by the example of a transport company. Based on the international standard ISO 10018:2014 "Quality Management. Guidelines for Employee Engagement and Competence" the strategic process of employee engagement and competence is considered. It was noted that often the engagement of employees is based on the stimulation of employees' work, which is not the main tool of their interest and retention.

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18

Almamary, Abdulmalik Ahmed Ahmed, and Haroon Rasheed Hamoud Mohammed. "The Impact of Management Information Systems on Employees Performance in the Civil Service and Insurance Office – Taiz." Journal of Social Studies 31, no. 5 (2025): 78–100. https://doi.org/10.20428/jss.v31i5.2847.

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This study aimed to know the level of availability of management information systems (MIS) requirements (hardware, software, human, and organizational), levels, and their impact on employees’ performance in the Civil Service and Insurance Office in Taiz. Using an analytical descriptive approach, data were collected via questionnaires from all 200 office employees. A total of 159 responses were retrieved, with 109 analyzed using SPSS for descriptive analysis, simple regression, and multiple regression. Results revealed a generally moderate availability of MIS requirements, with human requiremen

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Tsopa, V. A., S. I. Cheberiachko, O. O. Yavorska, O. V. Deryugin, and A. A. Aleksieiev. "The relationship between the development of a safety culture and the implementation of safety requirements in organisations." Naukovyi Visnyk Natsionalnoho Hirnychoho Universytetu, no. 6 (December 30, 2024): 101–8. https://doi.org/10.33271/nvngu/2024-6/101.

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Purpose. To establish the relationship between the development of a safety culture in an organisation and the fulfilment of occupational safety requirements. Methodology. To solve the tasks set, we use the method of scientific synthesis, which allows us to obtain new knowledge as a result of combining previously dismembered parts of the subject into a single whole, to determine mutual expectations in occupational health and safety (OHS) management systems (MS). Findings. It is proposed to determine the level of safety culture of an organisation on the basis of five stages: indifference, reacti

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20

Apriliani, Lia, Alfina Handayani, Supiah Ratnasari, and Lestari Diah Wulandari. "The Effect of Work-Life Balance on Employee Mental Health, the Role of Resilience Mediation and the Role of Moderating Organizational Support in Generation Z Employees." Review: Journal of Multidisciplinary in Social Sciences 1, no. 11 (2025): 445–49. https://doi.org/10.59422/rjmss.v1i11.593.

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A study was conducted to determine how work-life balance affects mental health in generation z employees and has relicensing regulations as veriable mediation and organizational support regulations as moderation variables. Using a quantitative approach using data collection methods, the subjects of this study were Generation Z employees who are currently employed, with 61 employees meeting the requirements for employment in the company. The results of the study show that Work Life Balance has a direct effect on mental health, this result means that the higher the Work Life Balance, the better

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21

Nogaylieva, Fatima K. "Observance by religious employees of the requirements for appearance and business etiquette established by the employer." Russian Journal of Labour & Law 13 (2023): 167–79. http://dx.doi.org/10.21638/spbu32.2023.111.

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In Russia, labor disputes are increasingly arising over the fundamental admissibility of employees observing the norms of the religion they profess, ethical teachings and the possibilities for obliging employers not to interfere with their observance by creating appropriate conditions for the use of labor. Law enforcement practice, in the absence of clear guidelines in the legislation, “disguises” such disagreements as disputes about dismissal for violation of labor laws, ignoring their true discriminatory nature. The article analyzes in detail one of the sections of the designated problem of

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Ngowari, Uchechi Kamalu. "Impact of monitoring and planning requirements to identify skills and motivate employees in considering different factors (A Mauritius Case Study)." UAI Journal of Arts, Humanities and Social Sciences (UAIJAHSS) 1, no. 4 (2024): 48–59. https://doi.org/10.5281/zenodo.14227481.

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<em>This abstract discusses the benefits of monitoring and planning requirements as the ability to identify skill gaps within an organization. This process involves assessing employees’ current skill levels and identifying areas where additional training and development are necessary. Once skill gaps are identified, organizations can create targeted training programs to bridge these gaps and improve their employees' abilities. This, in turn, results in a more efficient and productive workforce, which is essential for any organization's success. Motivating employees is providing them with

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Ngowari, Uchechi Kamalu. "Impact of monitoring and planning requirements to identify skills and motivate employees in considering different factors (A Mauritius Case Study)." UAI Journal of Arts, Humanities and Social Sciences (UAIJAHSS) 1, no. 4 (2024): 48–59. https://doi.org/10.5281/zenodo.14227554.

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<em>This abstract discusses the benefits of monitoring and planning requirements as the ability to identify skill gaps within an organization. This process involves assessing employees’ current skill levels and identifying areas where additional training and development are necessary. Once skill gaps are identified, organizations can create targeted training programs to bridge these gaps and improve their employees' abilities. This, in turn, results in a more efficient and productive workforce, which is essential for any organization's success. Motivating employees is providing them with

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Haidai, Anna, Tamara Dudka, Svitlana Petrovska, and Lyudmila Shvets. "INNOVATIVE CHANGES IN PERSONNEL DEVELOPMENT PROCESSES IN THE CONTEXT OF DIGITALIZATION." Automobile Roads and Road Construction, no. 115.2 (2024): 300–308. https://doi.org/10.33744/0365-8171-2024-115.2-300-308.

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Abstract. This article examines trends in personnel development within the modern economic space, considering the digitalization of business processes. It emphasizes the most successful areas of digitalizing personnel development processes: recruitment, training and professional development of employees, employee and client communication. The conclusion is drawn that improving the quality and speed of remote communication with clients leads to an increase in client capital and promotes enhanced customer orientation, company image, and competitiveness. The article highlights the growing role an

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Safrankova, Jana Marie, Martin Sikyr, and Renata Skypalova. "Innovations in Workforce Management: Challenges in the Fourth Industrial Revolution." Marketing and Management of Innovations, no. 2 (2020): 85–94. http://dx.doi.org/10.21272/mmi.2020.2-06.

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The radical technological changes in business models associated with the fourth industrial revolution (4IR) naturally change workforce requirements and approach to workforce management. To deal with the workforce management challenges of the 4IR, employers should know the requirements and expectations of the potential workforce to be able to apply effective and efficient strategies, policies, and practices on workforce management to ensure the organization has quality employees it needs. The aim of the article is to present the main findings of the authors' questionnaire survey on requirements

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Bagensa, Christian, and Marthinus M. Krowin. "Literatur Review: Analisis Penempatan Kerja terhadap Prestasi Kerja Karyawan di Lingkungan Perkantoran." Prosiding Seminar Nasional Forum Manajemen Indonesia - e-ISSN 3026-4499 2 (November 24, 2024): 1891–96. http://dx.doi.org/10.47747/snfmi.v2i1.2439.

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This study aims to describe the concept of job placement, essential requirements in the job placement process, factors that must be considered, and types of employee placement. The research method used is a literature study. Job placement is placing an employee in a position that is in accordance with their knowledge, experience, and skills. By considering the placement that is following the knowledge possessed, both conceptual understanding and technical knowledge of the work to be done, work skills, and an employee's attitude towards the conditions of the job (The right man in the right plac

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Ulrych, Wojciech, and Marzena Syper-Jędrzejak. "STUDENTS’ ATTITUDES TOWARDS CSR IN THE CONTEXT OF DECISIONS RELATED TO TAKING UP A JOB AND REQUIREMENTS FOR EMPLOYERS." Zeszyty Naukowe Wyższej Szkoły Humanitas Zarządzanie 23, no. 3 (2022): 53–71. http://dx.doi.org/10.5604/01.3001.0016.0317.

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The aim of this article is to present the challenge to shape attitudes towards corporate social responsibility (CSR) of future employees and managers. CSR could be an important factor that may influence the career decisions of future employees. The research concentrates particularly on the cognitive and behavioral components of CSR. Therefore, the theoretical part of this paper presents the importance of CSR within the process of an employee applying for a job, and shows how employees need to feel the appreciation from management for their commitment to CSR values. This paper also emphasizes t

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Collins Woodford, Kelly, and Jeanne D. Maes. "United States wage and hour law: a basic primer for foreign companies." Equal Opportunities International 21, no. 7 (2002): 56–65. http://dx.doi.org/10.1108/02610150210787217.

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Before sending employees to the US, it is critical for foreign employers to understand the basic requirements of US wage and hour law to avoid unintentional but costly violations of that law. Many foreign companies are surprised to learn that the US workers they employ in the United States as well as their own workers who are sent to the United States for short periods are protected by the US wage and hour laws and must be paid in accordance with US law for workweeks in which the employee performs his or her work in the US or its territories. Unfortunately, many foreign companies do not learn

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Kahn, Steven C. "Exempt employees-a review of the requirements." Employment Relations Today 13, no. 4 (1986): 317–23. http://dx.doi.org/10.1002/ert.3910130406.

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Roskams, Michael, and Barry Haynes. "Employee-workplace alignment." Facilities 38, no. 3/4 (2019): 282–97. http://dx.doi.org/10.1108/f-09-2018-0105.

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Purpose This paper aims to identify the employee characteristics which are most strongly associated with perceived requirements for different aspects of the workplace environment. Design/methodology/approach A questionnaire was completed by 364 employees from a large private-sector organisation. Respondents were surveyed on different work-related, personality and demographic characteristics. They then completed a series of items measuring perceived requirements for four aspects of the workplace environment (workspace segregation, workspace territoriality, individual environmental control and a

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Djan, Ismulyana, and Ida Juraida. "ANALISIS SISTEM PENILAIAN KOMPETENSI PEMEGANG JABATAN DENGAN KOMPETENSI KERJA DI KELUARGA JABATAN UMUM PADA PT JASA MARGA (PERSERO)." Jurnal Ilmiah Binaniaga 3, no. 01 (2018): 69. http://dx.doi.org/10.33062/jib.v3i01.191.

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The purpose of the research was to know whether the implementation of Human resource competency at Jasa Marga (Ltd) has been run well in terms of employee recruitment. The two variables being compared in this study were the competency of the employees who hold positions and the work competency itself. The study focuses on analyzing the existing employees competency with the needed job requirements. The research used descriptive method with qualitative approach by interviewing related parties and conducting a field observation concerning the problem being researched. From measuring competency o

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Stalmachova, Katarina, and Mariana Strenitzerova. "Globalization and its impact on employee motivation." SHS Web of Conferences 92 (2021): 07058. http://dx.doi.org/10.1051/shsconf/20219207058.

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Research background: The globalization affects the labour requirements. Therefore, it is important to distinguish, for example, the composition of the workforce in terms of age. The ageing population is a global problem and labour shortages in the labour market force employers to address the diversity of the age structure of their current as well as potential employees. Purpose of the article: The goal of the article is to compare the importance of motivational factors of different age groups of employees. The conclusion of the article also compares the significance of factors in terms of the

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Pitan, Oluyomi Susan. "Graduate employees’ generic skills and training needs." Higher Education, Skills and Work-Based Learning 7, no. 3 (2017): 290–303. http://dx.doi.org/10.1108/heswbl-04-2017-0026.

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Purpose As a response to technological changes, globalization, sector reforms and changes in output demand, there is an increased demand for generic skills in the workplace. The purpose of this paper is to investigate through perceptions of graduate employees and their employers on the extent to which university education in Nigeria is responding to the increased skills requirements of employers. Design/methodology/approach Data were collected by the use of two sets of questionnaires and purposive sampling technique was adopted for sample selection. Past surveys of employers on skills requirem

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Zhiltsov, M. A., Yu V. Zhiltsova, and Yu I. Klepalova. "Ethical standards in the sphere of work: problems of law enforcement." Voprosy trudovogo prava (Labor law issues), no. 1 (January 20, 2023): 26–34. http://dx.doi.org/10.33920/pol-2-2301-04.

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An analysis of the current labor legislation leads to the conclusion that there is no obligation for the employee to comply with ethical standards in the course of work, and therefore this obligation is not the main one for the employee. In the scientific literature and law enforcement practice, there is an idea that if the duty to comply with ethical standards is imposed by federal laws or professional standards, then in this case we are talking about professional ethics. For the majority of employees, there are no such norms, which forces employers to develop local acts containing such requi

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Belozerova, K. A. "Corporate requirements for employees in the system of labor law rules." Voprosy trudovogo prava (Labor law issues), no. 9 (September 27, 2023): 516–25. http://dx.doi.org/10.33920/pol-2-2309-01.

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Corporate requirements for work are becoming more and more popular in practice. Their implementation is determined by various goals: from increasing the effectiveness of safety measures to creating a favorable image of the company's employee. However, from a legal point of view, these requirements are either legitimate in nature or applied to achieve unlawful purposes. The work considers the most common requirements for employees in the system of labor law rules. These include requirements for the appearance of the employee, for limited consumption of goods and services of competitors of the e

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G.F.Saif, Abdulelah. "Specific Employees Affairs System for RAL International Company- Part 1." International Journal of Computer Science and Mobile Computing 12, no. 1 (2023): 70–81. http://dx.doi.org/10.47760/ijcsmc.2023.v12i01.009.

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Employee’s affairs systems are rapidly developing in line with the rapid development of the digital sector. Employee’s affairs systems in companies are often systems within companies that include all digital resources/information that the employees need. Sometimes the employee needs a resource/information while he is outside the company, which forces him to go to the company to obtain that resource/information even if it is late, or to postpone work on that resource until next day, which will negatively affect the employee’s work. To resolve this problem, we are working to find online system f

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G.F.Saif, Abdulelah. "Specific Employees Affairs System for RAL International Company- Part 2." International Journal of Computer Science and Mobile Computing 12, no. 1 (2023): 82–93. http://dx.doi.org/10.47760/ijcsmc.2023.v12i01.010.

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Employee’s affairs systems are rapidly developing in line with the rapid development of the digital sector. Employee’s affairs systems in companies are often systems within companies that include all digital resources/information that the employees need. Sometimes the employee needs a resource/information while he is outside the company, which forces him to go to the company to obtain that resource/information even if it is late, or to postpone work on that resource until next day, which will negatively affect the employee’s work. To resolve this problem, we are working to find online system f

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Srirahayu, Ika, and Isnawati Muslihah. "PT. Indosurya Finance Solo Baru Employee Management Information System Analysis." International Journal of Computer and Information System (IJCIS) 2, no. 1 (2021): 4–8. http://dx.doi.org/10.29040/ijcis.v2i1.22.

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Attendance is an important factor in maintaining the quality of an employee's performance in a company. With technological advances such as nowadays, the ease of attendance can also be carried out easily, the use of the old attendance system is also considered less effective in today's era, employees need efficiency in the absent process, as implemented by Indosurya Finance's Solo Baru branch which has left the old system attendance , where the previous abscess system used the signature system, the block card system, and the fingerprint system. In this old system, the majority of employees wor

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Rensburg, Daisy Van, and Kola O. Odeku. "The Protection of the Rights of Employees amid Business Transfers: A South African Perspective." Perspectives of Law and Public Administration 13, no. 4 (2024): 594–607. https://doi.org/10.62768/plpa/2024/13/4/10.

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In South Africa, section 197 of the Labour Relations Act 66 of 1995 (LRA) plays a crucial role in safeguarding the rights of employees during business transfers. This provision aims to ensure job security and protect the terms and conditions of employment for employees affected by such transfers. Section 197 imposes an obligation on the new employer to retain the existing employees’ contracts of employment, preserving their rights and benefits. It mandates that the new employer step into the shoes of the previous employer concerning all employment-related matters. The intricacies of Section 19

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Akib, Akib, Mansyur Mansyur, Kurdin Kurdin, and Demina Demina. "The Effect of Compensation and Work Discipline on Employee Performance in State Islamic Religious Higher Education." AL-TANZIM: Jurnal Manajemen Pendidikan Islam 6, no. 1 (2022): 586–602. http://dx.doi.org/10.33650/al-tanzim.v6i2.3480.

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This study aims to analyze the effect of compensation and employee discipline on employee performance at IAIN Kendari. This study uses a quantitative approach. The research sample was 60 employees. Data analysis using descriptive and inferential analysis after fulfilling the requirements for normality, linearity, multicollinearity, and autocorrelation tests. Hypothesis testing using simple regression analysis and path analysis. The study results indicate that satisfactory compensation can lead to an increase in the performance of IAIN Kendari employees, and good work discipline can lead to an

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Wityński, Radosław, Adam Przybylski, and Dawid Rytel. "EMPLOYEES DUTIES, EMPLOYERS REQUIREMENTS, AND OFFERED CONDITIONS IN JOB ADVERTISEMENTS FOR INTERNAL SECURITY POSITIONS." sj-economics scientific journal 53, no. 2 (2024): 11–19. http://dx.doi.org/10.58246/sj-economics.v53i2.653.

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The aim of the article is to highlight employee responsibilities, employer requirements, and offered conditions in job advertisements in the field of internal security. Job postings from various websites, including OLX and pracuj.pl, were subjected to analysis. The conducted analysis revealed that many employers offer similar conditions and require many similar qualifications.

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Santra, Sayoni. "Contingent workforce management: a holistic overview." Strategic HR Review 20, no. 6 (2021): 199–205. http://dx.doi.org/10.1108/shr-08-2021-0035.

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Purpose This paper aims to illustrate a simple, holistic overview of contingent workforce management. Design/methodology/approach This paper’s viewpoint outlines benefits and challenges that employers and employees encounter with contingent work arrangements and highlights relevant human resource (HR) practices to effectively manage contingent workforce. Findings Benefits to employers are cost-effective hiring solutions, filling-up skill requirements, increasing numerical flexibility and diversity and broadened talent pool. Challenges include legal ramifications, hidden costs, confidentiality

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Newins, Amie, Emily Bernstein, Roselyn Peterson, Jonathan Waldron, and Susan White. "Title IX Mandated Reporting: The Views of University Employees and Students." Behavioral Sciences 8, no. 11 (2018): 106. http://dx.doi.org/10.3390/bs8110106.

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Per Title IX of the Higher Education Amendments of 1972, many university employees are mandated reporters of sexual assault. University employees (N = 174) and students (N = 783) completed an online survey assessing knowledge and opinions of this reporting requirement. University employees and students generally reported being quite knowledgeable of reporting requirements. Most university employees indicated they would report an incident disclosed by a student, but students were fairly ambivalent about whether they would disclose to faculty members. Nearly one in five students (17.2%) indicate

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Batusova, Ekaterina. "Procedural Requirements of Terminating Employees Contract b yEmployer without Employee Fault in Foreign Countries." Law. Journal of the Higher School of Economics, no. 3 (October 1, 2016): 159–71. http://dx.doi.org/10.17323/2072-8166.2016.3.189.171.

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Ramadan, Angga Riski, Agus Junaidi, and Mochammad Abdul Azis. "KAI Commuter Employee Development Application Using The Waterfall Method." Informatics and Software Engineering 1, no. 2 (2023): 44–50. http://dx.doi.org/10.58777/ise.v1i2.93.

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The KAI Commuter Employee Development application is a solution to support employee development in the PT environment. Indonesian Commuter Train. The development method used in this project is the Waterfall Method, which is a sequential approach consisting of clear phases, including planning, analysis, design, development, testing, and implementation. This application aims to increase effectiveness and efficiency in the management and development of employees in the company. With features such as performance tracking, training, employee evaluation, and creating personal development plans, this

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Suhada, Karya, and Mariyati. "E-Travel Application Berbasis Web Pada Pt Toyota Motor MFG Indonesia." Techno Xplore : Jurnal Ilmu Komputer dan Teknologi Informasi 3, no. 1 (2018): 17–24. http://dx.doi.org/10.36805/technoxplore.v3i1.792.

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PT. Toyota Motor MFG Indonesia is an automotive company producing several car line-ups. The problem found in travel administration section is inefficient time required for processing employee's official travel request. PT. Toyota Motor Mfg Indonesia requires an e-travel system to create effective and efficient process for employees and division administrators. The development method used for E-Travel web-based system is Waterfall method that consists of five stages: requirements analysis & definition, system & software design, implementation & unit testing, integration & system

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Ptashinska, A. "THE DEFINITION AND TYPES OF REQUIREMENTS TO EMPLOYEES." “International Humanitarian University Herald. Jurisprudence”, no. 48 (2020): 60–65. http://dx.doi.org/10.32841/2307-1745.2020.48.13.

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van Ours, Jan, and Geert Ridder. "Job requirements and the recruitment of new employees." Economics Letters 36, no. 2 (1991): 213–18. http://dx.doi.org/10.1016/0165-1765(91)90192-n.

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Kasymbayev, Arman, and Тauekel Ospanov. "GLOBALIZATION OF LANGUAGE PROCESSES IN KAZAKHSTAN." Kazakhstan-Spectrum 108, no. 4 (2023): 74–87. http://dx.doi.org/10.52536/2415-8216.2023-4.05.

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This study examines the trend of the changing linguistic landscape in the Kazakh labor market, where some employers place requirements on the proficiency of English among potential employees. The requirements of the labor market for candidates to have a good command of English is crucial for employment. As part of the study, one of the sites for job search in Kazakhstan was considered "headhunter.kz ". Ads were studied in which the proficiency of English and the level of English proficiency were an important requirement for applicants. The ads were published in 2021 and 2022 on the popular job

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Linda, Wahyu Ama, and Febriyanto Febriyanto. "Analisis Faktor-Faktor Yang Mempengaruhi Kinerja Karyawan Pada Pt. Japfa Comfeed Indonesia,Tbk. Lampung Tengah." Jurnal Manajemen DIVERSIFIKASI 1, no. 4 (2021): 872–84. http://dx.doi.org/10.24127/diversifikasi.v1i4.968.

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This study aims to determine the effect of compensation, work ability and work environment together on employee performance at PT. Japfa Comfeed Indonesia, Tbk. Central Lampung. This type of research is quantitative research. Data obtained from the results of a questionnaire given to 28 respondents, namely employees of PT. Japfa Comfeed Indonesia, Tbk. Central Lampung. The analysis technique used is Data Requirements Testing, Analysis Requirements Testing and Hypothesis Testing. The results of this study indicate that the Compensation Variable (X1) has a value of t count (4.040) greater than t

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