Academic literature on the topic 'Styles and methods of personnel management'
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Journal articles on the topic "Styles and methods of personnel management"
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Bogomolova, I. P., I. E. Ustyugova, and S. I. Polyakov. "The role of the Manager in the organization's personnel management system (ABC-Electro)." Proceedings of the Voronezh State University of Engineering Technologies 82, no. 2 (September 18, 2020): 295–306. http://dx.doi.org/10.20914/2310-1202-2020-2-295-306.
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The management style does not characterize the Manager's behavior in General, but rather it is stable, invariant, and constantly manifests itself in various situations. The search for and use of optimal management styles are designed to increase employee achievement and satisfaction, and, as a result, the level of productivity. The management style is characterized by a stable set of traits of the Manager, which are manifested in his relations with subordinates. The management style does not reflect the General behavior of the Manager, but rather a stable, invariant one that constantly manifests itself in various situations. In modern conditions, the success of the case is determined not only by the nature of the relationship between the Manager and subordinate and the degree of freedom that they are granted, but also by a number of other circumstances. This is expressed in "multidimensional" management styles, which represent a set of complementary, intertwining approaches, each of which is independent of the others. The search for and use of optimal management styles are designed to increase employee achievement and satisfaction, and, as a result, the level of productivity. When choosing management methods, you must adhere to the following requirements of the "Golden mean": an effective Manager must be able to balance between different management styles of his team, and then the motivation of employees will be much higher. The leader of the future should be focused on the market and customers, constantly strive for progress, set development directions, be a driving force for effective changes, be talented and develop leadership qualities and teamwork skills of employees. In modern conditions, in their practical activities, the Manager must constantly adjust their management style in accordance with changing internal and external conditions.
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Smachylo, Valentyna, and Taras Nalyvaiko. "DETERMINATION OF MANAGEMENT STYLE IN ENTERPRISES CONSTRUCTION INDUSTRY." Economic discourse, no. 1 (March 2020): 52–58. http://dx.doi.org/10.36742/2410-0919-2020-1-6.
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Introduction. Management style in many cases will determine the efficiency of the company staff. That is why studying the management styles that are characteristic of domestic business entities and, accordingly, adjusting them according to the objectives of the activity, is an important task in the field of personnel management of enterprises of any sphere. Accordingly, the purpose of the article is to investigate management styles at Kharkiv region construction companies based on the Blake-Mouton technique. Methods. Survey was conducted on the list of Blake-Mouton questions during the research, which used a point score, among management of construction enterprises of Kharkiv region, processing of survey and calculation of coordinates according to the managerial grid, determining the style of management. Results. As a result of evaluating management styles among small business entities in the Kharkiv region, based on the Blake-Mouton survey and positioning in the matrix (managerial grid), it has been found that commanding style with a greater production orientation is preferred. Discussion. Further research plans to increase the sample size and differentiate it by size of enterprise: small, medium, large to determine the impact of the entity's size on leadership style. Keywords: management, management style, Blake and Mouton leadership grid, enterprise.
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Ніфатова, Олена М., and Катерина Л. Ковальова. "ШЛЯХИ ПІДВИЩЕННЯ ЕФЕКТИВНОСТІ УПРАВЛІННЯ ПЕРСОНАЛОМ ГОТЕЛЬНО-РЕСТОРАННОГО БІЗНЕСУ." Bulletin of the Kyiv National University of Technologies and Design. Series: Economic sciences 119, no. 1 (May 23, 2018): 45–54. http://dx.doi.org/10.30857/2413-0117.2018.1.5.
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The paper discusses the ways to enhance the personnel management efficiency in hotel and restaurant business by suggesting an integrated method of traditional personnel management and new strategies and techniques affecting the employee motivation in the hotel and restaurant sector. The relevance and the need to implement the key personnel management tools in the hotel and restaurant business to increase its competitiveness in the services market have been grounded. It has been estimated that human resources management in the hotel and restaurant business employs a range of methods and managerial decisions which directly affect the overall business processes arrangements for hospitality industry personnel to attain the organizational objectives through ensuring high service quality. During the study, the following research methods have been applied: analysis and synthesis – to identify the strengths and weaknesses of personnel management methods and styles in the hotel and restaurant business; a method of statistical observations – to analyze the HoReCa hospitality industry development indices. Based on the study of best practices of HoReCa world market leaders, the most effective management styles have been identified. It is argued that successful and efficient use of primary, fundamental theoretical concepts in the personnel management context will facilitate further economic development and business stability under market uncertainty and volatility. Evidence is provided that the modern personnel management process in the hotel and restaurant business accumulates the major research findings on employee management and a set of contemporary mechanisms associated with their interaction, promoting creativity of staff, integration of efforts to achieve the goals set. Proactive employee-management interaction proves to be a positive indicator of hotel or restaurant effective performance.
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Madzuls, Juris. "APPLICATION OF PERSON PROFILING METHODS IN PERSONAL MANAGEMENT." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 6 (May 28, 2021): 359–66. http://dx.doi.org/10.17770/sie2021vol6.6204.
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The present study explores the specificity and implementation of person profiling methods applied in personal management. Conducting serious negotiations and signing contracts, selecting personnel and carrying out internal investigations – all these processes force today's managers to use law enforcement methods. The method of person profiling is becoming an indispensable tool in economy, in processes of transactions and managing personnel, selecting personnel and determining their motivation.The main aim of the paper is to clarify and scientifically substantiate the necessity for the introduction of profiling as a method in personal management, secondly to determine the content of the person profiling method as a component of personnel management. In order to increase a degree of reliability of the results obtained by the applied profiling methods, the author performed an analysis and evaluation of documents, scientific, personnel management and psychological literature. Based on the analysis, conclusions on the need to implement the profiling method and the possibilities of staff evaluation will be summarized.The study was conducted in the State Border Guard using scientific, pedagogical and psychological literature analysis and evaluation and document analysis research method. The author brought the forward conclusion that profiling methodology allows to receive information that shows not only the organization management problems in the personnel management system, but also allows to make immediate, appropriate and adequate solutions to the management style adjustment, which will undoubtedly lead to the increased efficiency of staff and the whole organization.
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Lukianykhin, V., O. Lukianykhina, and Ya Sorokolit. "FINANCIAL INCLUSION AS A DRIVER PROVIDING FINANCIAL SECURITY IN UKRAINE." Vìsnik Sumsʹkogo deržavnogo unìversitetu, no. 2 (2020): 79–89. http://dx.doi.org/10.21272/1817-9215.2020.2-9.
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The article explores and summarizes the approaches of scientists to the definition of "personnel management", forms the author's definition as a set of interrelated methods, principles and forms of organizational mechanism for the formation, reproduction, development and utilization of personnel, creating optimal work conditions and employee motivation. The application of personnel management methods in successful business entities is analyzed on the example of companies included in the rankings of the best employers of Ukraine, in particular, whose production facilities are located in Sumy region - "Mondelis Ukraine" (Trostyanets) and "Farmak" (Shostka). It is concluded that the successful implementation of personnel management strategy (HR-strategy) is possible only with the correct composition of tools of administrative and economic influence, which can be supported (depending on financial capacity, management sentiment, accepted business practices, etc.) by socio-psychological methods. According to Hay-McBerAssociates' approach, six leadership styles have been identified. The author's vision presents their evolution (from the use of mostly administrative to the most modern methods (including coaching). The personnel management system of the «Sumy Road Maintenance Department Branch» has been studied. An assessment of the capabilities of this company to improve the efficiency of the existing personnel management system was made. Proposals for modernization of personnel management policy within the framework of administrative and economic methods in their interconnection and effective interaction are given. The most appropriate style of personnel management at the current stage of development of the organization is "visionary", which contributes to the formation of a successful long-term development strategy and the creation of perspectives for staff. But in today's reality, this style must be abandoned with the prospect of moving to a democratic version, reducing the share of administrative methods and increasing the importance of economic methods as more progressive methods of stimulating labor. In addition, it is determined that to increase the efficiency of personnel management of the Branch it is proposed to use modern HR-software with the use of cloud technologies for application in management activities. The analysis of IT-operators and their products allowed to identify quite interesting proposals (Microsoft, SAP, Terrasoft), but the main limitation to the use of these programs in the activities of the Branch is the high cost of use (up to 50,000 UAH / month). That is why we offer to utilize the software product "PeopleHR" of the company "PeopleFource", which has not yet gained much popularity in the Ukrainian market. This is a fairly full-featured program aimed at medium-sized businesses. It was also decided to focus on the system of additional bonuses for staff depending on the length of service and compliance with labour discipline, as the most effective method of improving the efficiency of employees.
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KRAMAR, Oleh. "Theoretical principles of personnel management construction enterprises." Economics. Finances. Law, no. 2/2 (February 28, 2020): 11–14. http://dx.doi.org/10.37634/efp.2020.2(2).2.
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Human Resources Management (HRM), managing work and people to achieve their desired goals, is a fundamental activity of any enterprise or organization that employs people. HRM is the basis for their creation and development. There are a number of different HRM styles, ideologies, forms, and methods, but there are no universal models that can improve performance for each enterprise or enhance their relative effectiveness in specific strategic areas, such as the introduction of new production technologies, the use of advertising campaigns. or the purchase of real estate. However, it is impossible to question the necessity of the personnel management process itself, that is, rational attempts to organize work and manage people. The purpose of the paper is to outline the theoretical foundations of personnel management of construction enterprises. Over the last twenty years, the relationship between HRM and strategic management studies has deepened, significantly widening the socio-economic range and possible cause and effect. Getting acquainted with the scientific works of the founders on this subject allows us to distinguish three main areas: 1. Micro HRM - covers the subheadings of HR policies and practices that can be grouped into two main categories. 2. Strategic HRM deals with systemic issues and issues that have serious implications for the enterprise. 3. International HRM - less involved in the context of strategic human resource management, focused on HR management in multinational companies. In the construction field, the HRM is mainly focused on the adequate provision of projects with human resources with relevant experience, professional characteristics and the right skillsets for their successful implementation. Personnel managers should have the ability to identify and document project roles and responsibilities, developing planning with a detailed description of the intermediate processes required to complete the project (or projects) and identify its human resource needs. Construction, due to its specificity and versatility, is one of the most difficult areas for managing people. The operational realities faced by construction companies confirm the risks associated with the close relationship between employee needs and performance issues.
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Nalyvaiko, Taras. "FIELD OF LABOR IN CONSTRUCTION IN THE CONTEXT OF PERSONNEL MANAGEMENT: ANALYTICS AND FEATURES." Economic Discourse, no. 3 (September 30, 2020): 28–37. http://dx.doi.org/10.36742/2410-0919-2020-3-3.
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Introduction. Modern business conditions are characterized by variability and instability, which necessitates the introduction of adaptive management in all areas - production, finance, personnel. Adaptive personnel management involves adaptation to external business conditions, needs and requirements of the employer and employee. Therefore, when managing the personnel of construction companies, it is necessary to take into account both the state of the labor market and current trends in employment, which will determine the management decisions. Methods. Official statistics were used in the study; the method of time series was applied, the structure analysis and the comparative analysis of the indicators used in the field of work were carried out; cluster analysis of the regions of Ukraine in order to determine a homogeneous population in terms of construction volume / number of people employed in construction. Results. It is determined that construction significantly affects the GDP and labor market of Europe and Ukraine, has a regional specificity of dependence "volume of construction / number of employees in construction", imbalance in the need / supply of workers in both quantitative and qualitative characteristics. Discussion. Further research is planned to study the distribution of construction companies by their size, to explore the specifics of the organizational structure and management styles, the necessary competencies of staff in terms of the employer and the needs of potential employees. Keywords: management, personnel, construction, analysis, cluster, enterprise.
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Gavurova, Beata, and Matus Kubak. "The importance of evaluating inpatients? satisfaction with emphasis on the aspect of confidence." Oeconomia Copernicana 12, no. 3 (September 27, 2021): 821–48. http://dx.doi.org/10.24136/oc.2021.027.
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Research background: The patients? confidence in physicians, as well as in healthcare personnel in general, is an important determinant of the patients? satisfaction and their loyalty. The patients? confidence as well as their overall satisfaction is influenced by many determinants, which are in a causal relation.
Purpose of the article: The main aim of the study is to find out which socio-demographic factors influence the confidence of inpatients in physicians, nurses, other medical personnel, as well as in the treatment as such. The inpatients´ confidence is considered as an important dimension of the inpatients? satisfaction.
Methods: The questionnaire consists of 112 structured and semi-structured sur-vey questions. It was inspired by the HCAHPS survey. The questionnaire was distributed both on-line and in paper form in the Czech Republic. The dataset consists of 1,479 observations (899 females and 580 males). The descriptive statistics and binary logistic regression were used to process all data.
Findings & value added: The research revealed significant differences in the confidence of inpatients in physicians in relation to the physicians? communication styles regarding the inpatient?s gender. Males are more tolerant to the communication styles of physicians than women. There exists a relatively strong linear relationship between confidence in physicians, nurses, other healthcare professionals, and confidence in a treatment. Also, it was determined that in cases when a physician talks about an inpatient as if she/he is not there, the patient?s confidence in the medical personnel is reduced by 65%. Overall confidence in medical personnel is also gender biased i.e., in 87% of cases, women are more likely to have a higher confidence in medical personnel than men. The age of inpatients is not statistically significant and its impact on a confidence in medical personnel is neglectable.
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Rabinovich, N. S., and S. A. Kulagina. "Motivation of personnel at OJSC «BSW – Management Company of the Holding «BMC»." Litiyo i Metallurgiya (FOUNDRY PRODUCTION AND METALLURGY), no. 4 (January 20, 2020): 63–67. http://dx.doi.org/10.21122/1683-6065-2019-4-63-67.
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Motivation is based on the principle of providing employees with opportunities to realize personal goals through a conscientious attitude to work. Motivation at the enterprise is connected, first of all, with a skillful combination of management methods, formation of the most effective management style. It is implemented in the process and forms of recruitment, contract terms, the system of remuneration and incentives, training and is the foundation of any organization, largely determining its competitiveness.
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Prompitak, Pongsin. "Management of Eastern Farmers Association Community Radio and Ban Huakrok Community Radio, Chon Buri Province." Applied Mechanics and Materials 752-753 (April 2015): 1105–9. http://dx.doi.org/10.4028/www.scientific.net/amm.752-753.1105.
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This research aimed to study the management of Eastern Farmers Association Community Radio and Bann Huakrok Community Radio, to investigate the community’s participation in the two community radio stations, and to seek good management methods practiced by both community radio stations. The instruments used to collect data for this qualitative research included in-depth interview,document analysis, and non-participant observation.It was found that both community radio stations employed the same method in personnel management; that is, there was an appropriate proportion of the number of staff and radio programs and type of radio programs. Regarding the budget and supply management, so the management strategies had to be active all the time. Moreover, both radio stations had similar management systems in that they had careful budget plans which could be audited. Regarding audience management, both stations provided their listeners opportunities to request songs, share information, and be interviewed on air. Since both stations’ management styles were informal, the work was flexible. Regarding the community’s participation, both stations opened widely for any participation from the radio committee to the DJs. A recommended management strategy was the dynamic strategy which consisted of both proactive and reactive tactics, focusing on two-way communication.
Dissertations / Theses on the topic "Styles and methods of personnel management"
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Авраменко, А. В. "Особливості стилів управління персоналом та їх вплив на результативність роботи установи (на матеріалах ДПТНЗ «Чернігівський професійний будівельний ліцей»)." Thesis, Чернігів, 2021. http://ir.stu.cn.ua/123456789/25195.
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Авраменко, А. В. Особливості стилів управління персоналом та їх вплив на результативність роботи установи (на матеріалах ДПТНЗ «Чернігівський професійний будівельний ліцей») : випускна кваліфікаційна робота : 073 "Менеджмент" / А. В. Авраменко ; керівник роботи Л. М. Мекшун ; НУ "Чернігівська політехніка", кафедра управління персоналом та економіки праці. – Чернігів, 2021. – 94 с.Мета кваліфікаційної роботи полягає у вивченні особливості стилів управління персоналом та їх вплив на результативність роботи установи. Предметом дослідження є теоретико- методологічні засади використання стилів та методів управління персоналом на підприємстві. Об’єктом дослідження кваліфікаційної роботи є стан використання стилів та методів управління персоналом на ДПТНЗ «ЧПБЛ». Методи дослідження: узагальнення та семантичного аналізу – для вивчення сутності стилів управління персоналом; методи класифікації та систематизації – для дослідження типів стилів та видів методів управління персоналом; статистичного й економічного аналізу – для аналізу результатів діяльності та кадрового складу підприємства; соціологічного дослідження (анкетування, інтерв'ю) – для дослідження стилів та методів управління персоналом на досліджуваному підприємств; формалізації – для розробки й обґрунтування рекомендацій щодо вдосконалення стилів та методів управління персоналом; табличний та графічний – для наочного зображення динаміки відповідних показників і схематичного представлення теоретичного матеріалу.
The meta of high-quality robots is based on the specificity of the styles of personnel management and on the efficiency of the robot. The subject of advancing theoretical and methodological goals is to ambush the style and methods of personnel management at the enterprise. About the improvement of the quality of robotics є the standard of styles and methods of personnel management at DPTNZ "CHPBL". Methods of advancement: the use of semantic analysis - for the development of the day-to-day styles of personnel management; methods of classification and systematization - for advanced types of styles and types of methods of personnel management; statistical and economic analysis - for the analysis of the results of the performance of the personnel warehouse of the enterprise; sociological awareness (questionnaire, interview) - for advanced styles and methods of personnel management in enterprises; formalization - for the development and preparation of recommendations and detailed styles and methods of personnel management; tabular and graphical - for a scientific image of the dynamics of general indicators and a schematic presentation of theoretical material.
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Khatywa, Ongeziwe. "The effect of leadership styles on cultural diversity management of employees in the workplace." Thesis, University of Fort Hare, 2015. http://hdl.handle.net/10353/3110.
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This study investigates the effect of leadership styles on cultural diversity management of employees in the workplace. The main objectives of this study were to explore the relationship between leadership styles and cultural diversity management; and to develop a deeper understanding of the nature and extent of the relationship between leadership styles and cultural diversity management. Results indicated positive correlation on effect of leadership styles on cultural diversity management of employees in the workplace. The majority of the correlational results found in the study add to a generally high level of support for most of the relationships found in the literature.
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Blizzard, Eileen M. "An investigation of employee motivation and the effects of employee attitudes and managerial styles." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1998. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1998.Source: Masters Abstracts International, Volume: 45-06, page: 2931. Abstract appears at end of volume. Typescript. Includes bibliographical references (leaves 69-70).
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Werawat, Wanasiri McCarthy John R. "Interpersonal conflict handling styles of private vocational school principals in Thailand." Normal, Ill. Illinois State University, 1995. http://wwwlib.umi.com/cr/ilstu/fullcit?p9633405.
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Thesis (Ph. D.)--Illinois State University, 1995.Title from title page screen, viewed May 18, 2006. Dissertation Committee: John R. McCarthy (chair), Larry D. Kennedy, George Padavil, William Tolone. Includes bibliographical references (leaves 99-106) and abstract. Also available in print.
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Пирог, А. В. "Сучасні підходи до управління персоналом підприємства та шляхи їх удосконалення (на матеріалах ТОВ «ТД Технарь»)." Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19987.
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Пирог, А. В. Сучасні підходи до управління персоналом підприємства та шляхи їх удосконалення (на матеріалах ТОВ «ТД Технарь») : магістерська робота : 073 Менеджмент / А. В. Пирог ; керівник роботи Кирилюк Ю. В. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 99 с.Предметом дослідження в випускній кваліфікаційній роботі є сучасні підходи до процесу управління персоналом на підприємстві. Об'єктом дослідження даної випускної кваліфікаційної роботи є процес управління персоналом на підприємстві з урахуванням сучасних підходів та наявних можливостей. Мета випускної кваліфікаційної роботи полягає в дослідженні концептуальних засад організації процесу управління персоналом на підприємстві та обґрунтуванні практичних шляхів підвищення його ефективності. Завданнями випускної кваліфікаційної роботи є: дослідити концептуальні підходи вітчизняних та зарубіжних вчених до визначення поняття «управління персоналом»; визначити елементи та основні завдання управління персоналом на підприємстві; обґрунтувати сучасні підходи до управління персоналом; розширити основні складові сучасного підходи до управління персоналом; проаналізувати методичні підходи економічної та соціальної оцінки ефективності управління персоналом на підприємстві; дослідити основні етапи процесу управління персоналом; провести оцінку стану та впливу процесу управління персоналом на ефективність фінансово-господарської діяльності; розробити практичні заходи щодо удосконалення управління персоналом в сучасних умовах. За результатами дослідження були запропоновані і економічно обґрунтовані заходи, які спрямовані на покращення процесу управління персоналом на підприємстві. Запропоновані підходи створять передумови для зростання продуктивності праці в майбутньому та сприятимуть підвищенню ефективності функціонування підприємства.
The subject of research in the final qualification work is modern approaches to the process of personnel management at the enterprise. The object of study of this final qualification work is the process of personnel management at the enterprise, taking into account modern approaches and available opportunities. The purpose of the final qualification work is to study the conceptual foundations of the organization of the process of personnel management at the enterprise and to substantiate practical ways of improving its efficiency. The objectives of the final qualification work are: to explore the conceptual approaches of domestic and foreign scientists to define the concept of "personnel management"; identify the elements and main tasks of personnel management at the enterprise; substantiate modern approaches to personnel management; expand the main components of a modern approach to HR management; to analyze methodological approaches of economic and social assessment of the effectiveness of personnel management in the enterprise; explore the main stages of the HRM process; to evaluate the status and impact of the HRM process on the effectiveness of financial and economic activity; to develop practical measures for improvement of personnel management in modern conditions. According to the results of the study, measures were proposed and economically justified aimed at improving the process of personnel management at the enterprise. The proposed approaches will create the preconditions for future productivity growth and will help to improve the efficiency of the enterprise.
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Long, Samuel. "Exploring Which Leadership Styles are Effective with Millennial Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4229.
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Managers struggle with how to motivate the Millennial generation employee. Research that explores which leadership styles are effective with Millennial generation employees is limited. The purpose of this study was to explore what leadership styles are effective with Millennial employees, which led to a key research question: Which leadership styles facilitate employee motivation for the Millennial generation? The theoretical framework was based on the social learning, transformational leadership, and servant leadership theories, which were used to identify effective leadership styles. In the theoretical framework, different motivation theories were presented to establish the context in which motivation was discussed. This quantitative study used a survey administered online to collect data using the Multifactor Leadership Questionnaire, Ethical Leadership at Work Questionnaire, and SL-7 instruments. The participant pool consisted of randomly selected Millennial generation employees (N = 158) who worked in an office setting. The Mann-Whitney U test was used to test for stochasticity. The Kendall's coefficients of concordance and Spearman's correlation were conducted to perform the analysis. The results of this study indicated that all 3 leadership styles effectively motivate Millennial employees, and that the servant leadership style is most effective. This study may contribute to a positive change in leadership practices. Employee job satisfaction may increase as these leadership behaviors are adopted. This in turn may have a positive social impact on the individuals, as well as in the surrounding communities of the individuals who work for leaders who practice any 3 of these leadership styles.
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Jones, Wilma Lee. "Leadership Styles and Nursing Satisfaction Rates." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1166.
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The purpose of this project was to translate evidence-based literature into policy and practice guidelines in order to improve leadership standards and skills among nurse managers and improve patient outcomes and the quality of care. Guided by the American Nurses Credentialing Center Magnet Model and Lewin's change theory, which sets the framework for creating exceptional nursing leaders, a literature search was conducted from studies ranging from 2010 to 2012 from several databases. Inclusion criteria were based on the presence of one or more leadership styles discussed in the articles and the impact of leadership style on nursing satisfaction. A total of 25 articles were found during the electronic search, but only 7 articles met the inclusion criteria for analysis. The results of this review revealed that transformational leadership enhanced nursing satisfaction rates, while transactional leadership and situational leadership contributed to low levels of nursing satisfaction rates. This project contributes to positive social change for nurse managers because there is limited research available that focuses on leadership styles and its implication for practice. This project will inform the work of nurse managers by illuminating the importance of leadership styles on nursing satisfaction and work environment conditions.
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Бабак, С. В. "Креативний підхід та напрями удосконалення стилів та методів управління персоналом (на матеріалах ТОВ «Буд Ком Сервіс»)." Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19966.
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Бабак, С. В. Креативний підхід та напрями удосконалення стилів та методів управління персоналом (на матеріалах ТОВ «Буд Ком Сервіс») : магістерська робота : 073 Менеджмент / С. В. Бабак ; керівник роботи Хмелевський С. М. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 114 с.Предметом дослідження в випускній кваліфікаційній роботі є процес управління персоналом на підприємстві. Об’єктом дослідження даної випускної кваліфікаційної роботи є креативний підхід та напрями удосконалення стилів та методів управління персоналом. Мета випускної кваліфікаційної роботи полягає в дослідженні концептуальних засад процесу креативного управління персоналом на підприємстві та обґрунтуванні практичних шляхів удосконалення стилів і методів підвищення його ефективності. Завданнями випускної кваліфікаційної роботи є: дослідити концептуальні підходи до визначення поняття «організація праці»; визначити елементи та основні завдання організації праці на підприємстві; обґрунтувати необхідність креативного підходу до управління персоналом; розширити основні складові наукової організації праці; проаналізувати стилі і методи управління персоналом, методичні підходи економічної та соціальної оцінки ефективності організації праці на підприємстві; дослідити основні етапи процесу управління персоналом; провести оцінку стану та впливу організації праці на ефективність фінансово-господарської діяльності; розробити практичні заходи щодо удосконалення управління персоналом в сучасних умовах та розрахувати їх економічну ефективність. За результатами дослідження були запропоновані і економічно обґрунтовані заходи, які спрямовані на запровадження креативного підходу управління персоналом на підприємстві. Запропоновані заходи призведуть до зростання продуктивності праці в майбутньому та сприятимуть підвищенню ефективності функціонування підприємства.
The subject of research in the final qualification work is the process of personnel management at the enterprise. The object of the study of this final qualification work is the creative approach and directions of improvement of styles and methods of personnel management. The purpose of the final qualification work is to study the conceptual foundations of the process of creative personnel management in the enterprise and to substantiate practical ways of improving the styles and methods of improving its effectiveness. The objectives of the final qualification work are: to explore conceptual approaches to the definition of the concept of "work organization"; determine the elements and main tasks of the organization of work in the enterprise; justify the need for a creative approach to HR management; expand the basic components of the scientific organization of labor; to analyze the styles and methods of personnel management, methodological approaches of economic and social assessment of the effectiveness of organization of work in the enterprise; explore the main stages of the HRM process; to conduct an assessment of the status and impact of work organization on the effectiveness of financial and economic activity; to develop practical measures to improve personnel management in modern conditions and to calculate their economic efficiency. According to the results of the research, measures were proposed and economically justified, aimed at introducing a creative approach to personnel management at the enterprise. The proposed measures will lead to increased productivity in the future and will improve the efficiency of the enterprise.
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Briggs, Ian. "The Influence of Attachment Styles on Employee Engagement." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4271.
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The purpose of this phenomenological study was to explore the influence of adult attachment styles on the engagement of employees in an attempt to address increasing losses in U.S. work productivity. Researchers have documented that organizations able to maintain better manager-employee relationships demonstrated positive employee engagement and improved productivity. However, a distinct gap in the literature remains as to how organizational leaders can stimulate healthier manager-employee relationships. Adult attachment theory was used as the foundation to explore how employees' relationships with their immediate manager affect their work engagement. To address this question, a purposeful sample of 16 full time mid level employees who had a direct line reporting relationship to an immediate manager were selected from various industries across the United States. The Experiences of Close Relationship Relationship Structures questionnaire was used to assess the employee's attachment style prior to in-depth interviews being performed to gather rich data on their lived experiences. Interview data was analyzed using the modified 7-step Van Kaam method of phenomenological analysis. Two themes emerged: employees have a need for purpose and value, and employees require varying levels of dependency. These findings indicate that managers must cater to the attachment needs of the employee to positively address productivity losses. Implications for positive social change pertain to both the financial benefits derived from an increase in industry productivity and profitability levels due to improvements in employee engagement, as well as the recovery of employees' commitment to the workplace through the provision of a healthy work environment.
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Castro, Eden Velasco. "Navy Downsizing and its Effect on Active Enlisted Navy Personnel." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1069.
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The overall scope of naval missions has remained largely unchanged despite the loss of more than 8,000 naval personnel each year since 2002. The downsized naval workforce experienced an overload in work assignments and an increase of health-related issues resulting in lowered morale, motivation, job satisfaction, and productivity. Maslow's theory of hierarchy of needs links personal satisfaction to work productivity, which is critical for naval personnel to protect national security, provide humanitarian services, and respond to international crises effectively. This phenomenological study included semi-structured interviews with military and civilian leaders at naval bases located in San Diego and El Centro, CA. Participants reflected on their lived experiences, feelings, and interactions concerning the downsizing phenomenon. Primary themes, generated by a modified van Kaam technique, were related to the change of personal values, Navy readiness and balance force, and leadership's effectiveness and efficiency. The primary finding was the need for naval leaders to communicate downsizing decisions effectively. Additional research is needed to expound on the perceived unfairness in the implementation of downsizing decisions. Social change may occur for naval personnel, community members, and other external stakeholders through the improvement of downsizing communication practices that might reduce health risk factors, economic deflation, and population migration.
Books on the topic "Styles and methods of personnel management"
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Malone, Thomas W. The future of work: How the new order of business will shape your organization, your management style, and your life. Boston, Mass: Harvard Business School Publ., 2004.
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Schmitt, Neal. Research methods in human resources management. Edited by Klimoski Richard J, Ferris Gerald R, and Rowland Kendrith Martin. Cincinnati: South-Western Pub. Co., 1991.
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1941-, Barker Larry Lee, ed. Listening styles profile. [San Diego, Calif.]: Pfeiffer & Company, 1995.
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Bhattacharyya, Dipak Kumar. Human resource research methods. Oxford: Oxford University Press, 2007.
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Anderson, Valarie. Research methods in human resource management. London: Chartered Institute of Personnel and Development, 2004.
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Flood, Patrick. Managing without traditional methods: International innovations in human resource management. Wokingham: Addison-Wesley, 1995.
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Mackenzie, R. Alec. New time management methods for you and your staff. Chicago: Dartnell Corp., 1990.
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Ryzhikov, Sergey. Management: management methods. ru: INFRA-M Academic Publishing LLC., 2020. http://dx.doi.org/10.12737/1039875.
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The textbook contains questions that reveal the composition and nature of management methods. Methods of organizational dynamics, stages of evolution of management methods, characteristic features of modern techniques and methods of management are considered. The features of methods that promote self-organization are defined. The innovation in the described assessment methodology consists in the application of management methods.
Meets the requirements of the Federal state educational standards of higher education of the latest generation.
For undergraduate and graduate students 38.03.03 "personnel Management", 38.03.01 "Economics", 38.03.02 and 38.04.02" Management", 38.03.04 and 38.04.04" State and municipal management", teachers and practitioners in the field of management.
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Chartered Institute of Personnel and Development, ed. Research methods in human resource management. 2nd ed. London: Chartered Institute of Personnel and Development, 2009.
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Annika, Lundmark, and Holden Len, eds. 'A different tack': An analysis of British and Swedish management styles. (S.l.): Studentlitteratur, 1993.
Find full textBook chapters on the topic "Styles and methods of personnel management"
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Kröll, Martin. "Innovations, Agile Management Methods and Personnel Development." In Advances in Intelligent Systems and Computing, 299–309. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-50896-8_43.
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Sullivan-Kwantes, Wendy, Matthew Cramer, Fethi Bouak, and Leonard Goodman. "Environmental Stress in Military Settings." In Handbook of Military Sciences, 1–27. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-02866-4_107-1.
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AbstractDuring military training and operations, exposure to extremes of noise, temperature, humidity, pressure, or acceleration can induce levels of physiological strain that degrade cognitive and physical capabilities, threaten health and safety, and affect behavior and performance. The overarching purpose of this chapter is to discuss the impact of environmental stress on military personnel. Because each of the aforementioned stressors induces disparate effects, each section addresses a unique stressor in terms of (i) the nature of the threat, (ii) physiological and biomedical effects, (iii) the impact on performance, and (iv) management strategies. The evolution of next-generation wearable biosensors, smart performance algorithms, and scientifically based operational training methods including stress inoculation exposure that will contribute to improved training, adaptation, and tolerance to these operational stresses is discussed.
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Wilson, Katie, Lucy Montgomery, Cameron Neylon, Rebecca N. Handcock, Richard Hosking, Chun-Kai (Karl) Huang, Alkim Ozaygen, and Aniek Roelofs. "Becoming Open Knowledge Institutions: Divergence, Dialogue and Diversity." In Diversity, Divergence, Dialogue, 431–40. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-71305-8_36.
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AbstractThe Curtin Open Knowledge Initiative (COKI) is an innovative research project that collects and analyses publicly available research output data to assist and encourage researchers, academics, administrators and executives to understand the actual and potential reach of openness in research, and to assess their progress on the path towards open knowledge institutions. By taking a broad global approach and using multiple data sources, the project diverges from existing approaches, methods and bibliometric measures in the scholarly research environment. It combines analysis of research output, citations, publication sources and publishers, funders, social media events, open and not open access to provide overviews of research output and performance at institutional, funder, consortial and country levels. The project collects and analyses personnel diversity data such as gender, focusing on widening the reach of data analysis to emphasise the importance and value of diversity in research and knowledge production. Interactive visual tools present research output and performance to encourage understanding and dialogue among researchers and management. The path towards becoming open knowledge institutions involves a process of cultural change, moving beyond dominant publishing and evaluation practices. This paper discusses how through divergence, diversity and dialogue the COKI project can contribute to this change, with examples of applications in understanding and embracing openness.
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Kandil, Tarek Taha Mohamed, and Shereen Hassan Nassar. "Virtual Shipping Entrepreneurial Leadership Styles in Maritime and Shipping Industry." In Advances in IT Personnel and Project Management, 293–312. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9688-4.ch016.
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The concept of entrepreneurial leadership in any challenging industry involves fusing the concepts of a strategic approach of the management change, enhancing capabilities for continuously, creating and appropriating support, and development of value and competitive advantages in the company and technological growth. The challenge for shipping and transportation industry is to build a compatibility to continuously explore and reduce the threats of secure and safety and enhance new successful and competitive opportunities. Shipping Entrepreneurial Leadership style that scanned The twenty one attributes of outstanding leadership dimensions in the GLOBE project scales to identify nineteen attributes of their extraordinary performance, The chapter categorizes ten shipping behavior likely to be expected in loading on the two roles that impede the shipping entrepreneurial leaders' performance enactment scenario and Eight leadership behavior likely to be facilitated in their roles towered encouraging the team performance.
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Eisenberg, Julia, Jennifer L. Gibbs, and Niclas Erhardt. "The Role of Vertical and Shared Leadership in Virtual Team Collaboration." In Advances in IT Personnel and Project Management, 22–42. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9688-4.ch002.
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This chapter reviews current trends in the literature related to the influence of vertical and shared leadership styles in the context of virtual teams, unpacking the influence of team structure and task structure to better understand the mechanisms influencing team effectiveness. The authors start by reviewing key features of virtual teams and different aspects of leadership and its influence in the virtual team environment. They argue that both vertical and shared leadership have strengths and limitations, and both styles may complement one another. The authors discuss the influence of leadership on virtual team processes and outcomes and examine contingency factors related to team and task structure in order to identify the boundary conditions for the effectiveness of vertical and shared leadership. The chapter offers a conceptual framework to guide future research in this domain.
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Lankester, Ted. "Managing personnel and finance." In Setting up Community Health Programmes in Low and Middle Income Settings, edited by Ted Lankester and Nathan Grills, 165–79. Oxford University Press, 2019. http://dx.doi.org/10.1093/med/9780198806653.003.0010.
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This chapter describes how to manage personnel, outlining the differences between management and leadership and the most appropriate styles of leadership in community-based healthcare (CBHC). It lists ways of encouraging the health team and also attitudes and practices that discourage them. It highlights the importance of understanding personal and financial pressures on team members. It outlines the process of selecting and inducting new team members, how to carry out appraisals, resolve conflict, manage change, and delegate responsibilities. It outlines basic financial management, including how to keep accounts, prepare budgets, estimate cash flow, and develop a reserves policy. It gives a detailed checklist to help monitor how well finances are being managed. Finally, it looks in some detail at governance issues, emphasizing that the best programmes can fail through poor governance or inaccurate accounting.
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Çelik Durmuş, Serpil, and Kamile Kırca. "Leadership Styles in Nursing." In Nursing - New Perspectives. IntechOpen, 2020. http://dx.doi.org/10.5772/intechopen.89679.
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Recent developments in the field of management-organization and organizational behavior and new concepts have also led to the emergence of new leadership styles in leadership. Leadership in health services is important for following innovations and adapting to current situations. Nurses working together with other health personnel in hospitals providing health services constitute an important group in leadership. Nursing, which is a key force for patient safety and safe care, is a human-centered profession, and therefore leadership is a key skill for nurses at all levels. The leadership styles of nurse managers are believed to be an important determinant of job satisfaction and persistence of nurses. The need for nurses with leadership skills and the need for nurses to develop their leadership skills are increasing day by day. There are several leadership styles defined in nursing literature. These leadership styles are examined under the titles of relational leadership style, transformational leadership, resonant leadership, emotional intelligence leadership, and participatory leadership. The task-focused leadership style is explored under the headings of transactional and autocratic leadership, laissez-faire leadership, and instrumental leadership.
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Jansson, Tomas. "Agile Project Management." In Advances in IT Personnel and Project Management, 138–67. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-7473-8.ch007.
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Agile project methods are said to encourage flexibility and efficiency in Information Systems Development projects. The questions of how, why, and in what contexts agile practices work remain to a large extent unanswered by research. The authors argue that contemporary theory on human motivation and creative work, such as the Self-Determination framework (Deci & Ryan, 1985) and the Progress Principle (Amabile & Kramer, 2011), should be applied in such research. Using the Progress Principle as the primary theoretical lens, the authors present an evaluation of one of the popular agile methods, namely Scrum (Schwaber, 2004). Findings from an ongoing research project on agile praxis indicate that the implementation of agile practices may be instrumental in fostering a motivational culture conducive to a heuristic as well as creative performance. This analytical approach contributes to a better understanding of the aspects of the agile practices that are critical to a useful implementation.
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MacDougall, Alexandra E., John E. Baur, Milorad M. Novicevic, and M. Ronald Buckley. "Toward the pattern-oriented approach to research in human resources management: A review of configurational and category theorizing, methods, and applications." In Research in Personnel and Human Resources Management, 177–240. Emerald Group Publishing Limited, 2014. http://dx.doi.org/10.1108/s0742-730120140000032004.
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Raydugin, Yuri. "Project Risk Management." In Advances in IT Personnel and Project Management, 1–28. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1790-0.ch001.
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Project risk management (PRM) is considered a relatively new project management knowledge area by many project practitioners that still possesses traits of an emergent discipline and a signature of immaturity. PRM borrows various methodologies from more mature disciplines to address its challenges. As a result, multiple versions and realizations of PRM have emerged. Quite a few national and international standards have been developed to guide and regulate PRM. At the same time PRM practitioners complain on lack of practical and efficient PRM methods and tools that are recognized and accepted by PRM community at large. Moreover, the practicality void opens a door to practitioner's prolific creativity and, unfortunately, to multiple PRM fallacies. Some of fallacies already reside in PRM standards. This chapter analyses most popular PRM fallacies and puts forward several proven PRM practices to handle and displace corresponding fallacies.
Conference papers on the topic "Styles and methods of personnel management"
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Stolyarchuk, E. A., N. E. Vodopyanova, G. S. Nikiforov, and N. O. Zaruchnikova. "For corporate culture depending on self-regulation and values." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.645.659.
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The article presents the results of a study of corporate culture preferences depending on self-regulation and values of specialists working in project organizations for the development of complex technical systems (STS). As the methodological basis of the research, we selected R. Barrett’s concept of the levels of personal and organizational consciousness, the compatibility of personal and organizational values as factors that determine the development and effectiveness of companies in the modern business space (Barret, 1997). The purpose of the study: to determine the dependence of the preferred corporate culture of scientific and production associations by specialists of complex technical systems (STS) on their value orientations and self-regulation styles. Research methods: diagnostics of types of real and preferred corporate culture (Cameron, 2001), questionnaire «style of self-regulation of behavior» (Morosanova, 1988), author’s questionnaire of values based on the R. Barrett model (personal and corporate values), questionnaire «life goals and values» (Klyueva, 1997). Sample: 96 specialists of the STS Research and production Association (56 men and 40 women aged 28 to 55 years, with experience in the organization from 2 to 15 years. Conclusions. STS specialists assess the real corporate culture as bureaucratic and market-oriented. They want a clannish corporate culture or an adhocracy one. With a high level of self-regulation, professionals prefer clan and adhocracy cultures. STS specialists with a low level of self-regulation prefer a bureaucratic corporate culture. STS specialists have the predominant values of life, health and personal growth, and religion and fame are the least Their corporate values belong to the third level of consciousness (self-esteem, self-discipline, confidence, friendliness, influence and power, the effectiveness of the organization in business processes and management system). STS specialists have a high level of self-regulation with a predominance of styles for evaluating results, programming and modeling. Styles of self-regulation of planning, programming, and regulatory-personal properties of flexibility have a medium level, and independence-a low level, which is a consequence of the bureaucratic corporate culture. The obtained results served as a justification for the development of an algorithm for changing the corporate culture of an organization.
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Georgescu, Diana-Nicoleta, Mariana Joița (Leafu), Constanța Popescu, and Delia Mioara Popescu. "Performance in School Organizations – The Result of Efficient Internal Management Control." In G.I.D.T.P. 2019 - Globalization, Innovation and Development, Trends and Prospects 2019. LUMEN Publishing, 2022. http://dx.doi.org/10.18662/lumproc/gidtp2022/06.
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The educational changes in the Romanian pre-university education system over the last ten years have required the creation of internal mechanisms, articulated through an internal managerial control system in order to improve and maintain performance in all the basic compartments of the school organization. The success and the performance of a educational organization is based on many factors that take into account the scholars progress, the professional training of professors, the curriculum, but also the manager’s style and strategies that he applies at an institutional level. Despite controversy and doubt, internal management control is seen as an indispensable tool in performance management of modern organizations. The reason for this consists in management control treating the present problem for all the typologies: that there is certainty in the fact that managers, alongside with professors achieve performances in the behalf of the organization. In order for the relationship between the manager of the institution and his personnel to remain favorable, it is normal that the management to measure and control the performance of his employees. The present paper aims to create an internal radiograph within a preschool education institution in order to hierarchize performance indicators and / or identify influential factors to be achieved in order to obtain a performing school environment (for children, teachers and the entity manager). The paper/research begins with a presentation of the theoretical concepts, followed by an empirical research that is based on qualitative methods, and uses as an instrument the interview (applied to teachers, heads of departments, managers). The paper ends with a series of proposals, conclusions that can be implemented in various educational organizations.
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Romanova, Yu, V. Grickih, and Yu Popova. "MOTIVATION OF PERSONNEL IN SERVICE CONDITIONS." In Manager of the Year. FSBE Institution of Higher Education Voronezh State University of Forestry and Technologies named after G.F. Morozov, 2022. http://dx.doi.org/10.34220/my2021_262-265.
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Currently, the effective method of improving labor productivity in enterprises is the personnel motivation. It contains incentives that determine the behavior of each personality. This set of actions is aimed at improving activities. Only with a clear motivation, a person will achieve high results. An effective way to motivate personnel is considered a guarantee of the successful labor of the service organization for the implementation of its plans and strengthening the market situation. Consequently, the motivation of employees is an urgent topic for all times, not paying attention to the systematic neglect of theorists and management practices. This article is useful for managers of firms that understand that the creation of a working management system is heading about the fruitful results of the company and, as a rule, is the key to a prosperous future. The service is a product in the service, the quality of which depends on the manufacturer of this service. She satisfies the needs of persons who are ready to purchase it. Therefore, the specialist should pay a special interest to the style of customer service.
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Skripiuk, Igor I., and Elena A. Kaverina. "Innovative Methods of Personnel Management Based on Total Quality Concept." In 2018 Third International Conference on Human Factors in Complex Technical Systems and Environments (ERGO). IEEE, 2018. http://dx.doi.org/10.1109/ergo.2018.8443857.
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Vinichenko, Mikhail Vasilievich, Alexander Vasilievich Melnichuk, and Sergey Anatolievich Makushkin. "Implementation of game methods in the preparation of management personnel." In Fourth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/head18.2018.8000.
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The search for increasing the effectiveness of training leads to the use of innovative technologies, which include gaming. The purpose of this article was to identify the extent and nature of the introduction of gaming methods in the educational process of the Russian State Social University. The paper used a comparative analysis of students and teachers assessment of management training using the gaming of the educational process. The empirical basis was the results of a sociological survey conducted using the Google Forms online service. 48 teachers and 178 students took part in the sociological survey. As a result, it was possible to establish that the introduction of gaming in the university is controversial. Despite the understanding of the usefulness of gaming by university employees, only 29% of teachers constantly use gaming methods. Students are dissatisfied with this, noting that gaming techniques are either fragmented (54%) or not used at all (37%). Students with a desire to participate in classes with gaming methods, especially in an integrated business game. Achievement of students' success at the class increases their social status. The study showed that the potential for gaming is not fully used.
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Viedienina, Yu Yu, and Kh V. Hryhorian. "Application of methods of personnel management and self-management in overcoming conflict situations." In Actual question of management of sustainable development in today’s society: problems and prospects. Kremenchuk Mykhailo Ostrohradskyi National University, 2021. http://dx.doi.org/10.30929/2227-3549.2021.10.44-45.
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"Ways and Methods to Improve the Professional Competence of Administrative Personnel in Colleges and Universities." In 2020 Conference on Economics and Management. Scholar Publishing Group, 2020. http://dx.doi.org/10.38007/proceedings.0000512.
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Jabrailova, Z. Q., and S. M. Nobari. "Solution of personnel management problem on the basis of fuzzy multi-criterion methods." In 2011 5th International Conference on Application of Information and Communication Technologies (AICT). IEEE, 2011. http://dx.doi.org/10.1109/icaict.2011.6110939.
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Balaji, P. "Design an optimum safety policy for personnel safety management - A system dynamic approach." In INTERNATIONAL CONFERENCE OF COMPUTATIONAL METHODS IN SCIENCES AND ENGINEERING 2014 (ICCMSE 2014). AIP Publishing LLC, 2014. http://dx.doi.org/10.1063/1.4897851.
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Uryngaliyeva, A. A., and S. AL-Sakhel. "RETURN MIGRATION STIMULATION AS A WAY OF PERSONNEL MANAGEMENT AT KNOWLEDGE-INTENSIVE ENTERPRISES." In III International Conference ”Science and society - Methods and problems of practical application". Prague: Premier Publishing s.r.o., 2018. http://dx.doi.org/10.29013/iii-conf-canada-3-136-140.
Full textReports on the topic "Styles and methods of personnel management"
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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.