Journal articles: 'Universités – Personnel'

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Leroux, Erick, and Pierre-Charles Pupion. "Bilan social et personnel à l'épreuve de la nouvelle gouvernance des universités." Management & Avenir 55, no. 5 (2012): 252. http://dx.doi.org/10.3917/mav.055.0252.

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Gharbi, Zeïneb, and Gilles Deschatelets. "Les livres électroniques dans le milieu universitaire : formes et usages." Documentation et bibliothèques 48, no. 3 (May 14, 2015): 83–97. http://dx.doi.org/10.7202/1030403ar.

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L’article identifie les formes et les usages des livres électroniques dans les milieux universitaires. Les livres électroniques, dans cet article, touchent aux contenus destinés à être lus avec des appareils de lecture dédiés (ALD) ou aux contenus qui se consultent à l’aide d’un ordinateur personnel grâce à une interface de lecture dédiée, les livres numériques pour ordinateurs personnels (LNOP). Pour discerner la forme des livres électroniques dans les universités, nous proposons, en premier lieu, un tour d’horizon des principaux fournisseurs de contenus numériques universitaires (des LNOP), suivi d’une brève énumération des bibliothèques universitaires mettant en circulation des ALD. En second lieu, nous identifions des projets d’évaluation et des expérimentations mettant à l’étude des livres électroniques (essentiellement des ALD), soit dans des bibliothèques universitaires ou dans des classes d’enseignement. En dernier lieu, nous présentons les résultats d’une enquête menée auprès des bibliothèques des universités québécoises. Cette enquête avait pour objectif de faire l’état de la question sur les livres électroniques dans le contexte universitaire québécois et d’appréhender leur avenir auprès du public étudiant.

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Pierronnet, Romain. "Quel usage de l’entretien professionnel dans la gestion du personnel administratif des universités ?" Revue française d'administration publique N°169, no. 1 (2019): 169. http://dx.doi.org/10.3917/rfap.169.0169.

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Paveau, Marie-Anne. "Althusser en Haïti. De Port-au-Prince au polder Marie-Anne." Voix Plurielles 9, no. 2 (November 25, 2012): 10–15. http://dx.doi.org/10.26522/vp.v9i2.663.

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Cette contribution formule un témoignage personnel de Marie-Anne Paveau. L'auteure est intervenue à Port-au-Prince en 2006 auprès des étudiants de la Faculté de Linguistique appliquée, alors administrée par Pierre Vernet. Marie-Anne Paveau y présente notamment les éléments du cours qu'elle y a dispensé, illustrant de ce fait la collaboration conduite de 2005 à 2009 entre la Faculté et plusieurs universités de l'étranger.

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Stitou, Mariam, and Claire Duchesne. "Poursuivre des études universitaires dès l’âge de 17 ans : étude des motivations d’étudiants québécois." Articles 46, no. 2 (November 29, 2011): 267–84. http://dx.doi.org/10.7202/1006439ar.

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L’Université d’Ottawa est l’une des huit universités canadiennes qui admettent en première année de leurs programmes d’études de premier cycle les étudiants québécois du secondaire V âgés de 17 ans et n’ayant poursuivi aucune formation collégiale. Cette recherche qualitative vise à identifier et à décrire les motivations d’ordres institutionnel, personnel et interpersonnel de six étudiants québécois à poursuivre, directement du secondaire V, des études de niveau universitaire. Des pistes de réflexion à propos de la pertinence des programmes d’études préuniversitaires pour ces étudiants seront également proposées.

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Beaudry, Catherine, Josée Laflamme, Andrée-Anne Deschênes, and Mounir Aguir. "L’attraction des diplômés universitaires en région périphérique : l’influence des facteurs régionaux." Recherches sociographiques 55, no. 2 (September 19, 2014): 363–84. http://dx.doi.org/10.7202/1026696ar.

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En raison de la rareté du personnel dans certaines régions du Québec, les employeurs sont soucieux d’attirer une main-d’oeuvre qualifiée dans leurs organisations. Cet article a pour objectif d’identifier les facteurs influençant l’attraction régionale de futurs diplômés, les étudiants universitaires. Un questionnaire autoadministré a été rempli par 876 étudiants de huit universités francophones québécoises. Les résultats montrent que l’importance de la qualité de vie (offre culturelle, installations sportives et récréatives et politiques familiales) ainsi que celle accordée aux politiques régionales de gestion sont corrélées à l’intention des étudiants universitaires de travailler dans une organisation située en région périphérique.

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Klassen, Thomas R., and C. T. Gillin. "The Heavy Hand of the Law: The Canadian Supreme Court and Mandatory Retirement." Canadian Journal on Aging / La Revue canadienne du vieillissement 18, no. 2 (1999): 259–76. http://dx.doi.org/10.1017/s0714980800009806.

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RÉSUMÉAu cours des deux dernières décennies, la Cour suprême du Canada a rendu des jugements en apparence contradictoires sur la retraite obligatoire. En 1982, la Cour a statué que la retraite obligatoire à 60 ans pour les pompiers violait les lois provinciales sur les droits de la personne; en 1990, elle statuait que la retraite obligatoire à 65 ans pour les professeurs et autres membres du personnel des universités était constitutionnelle. L'analyse de ces décisions montre que la Cour s'est appuyée sur le stéréotype voulant que les travailleurs âgés soient moins compétents que les jeunes et n'a pas accordé aux travailleurs âgés une protection contre la discrimination fondée sur l'âge. Un certain nombre des principaux arrêts en matière de retraite obligatoire portent sur le cas de professeurs d'université et pourraient avoir des conséquences imprévues, comme le renforcement du rôle de la titularisation. La réticence de la Cour suprême à abolir la retraite obligatoire signifie la poursuite d'arrangements ad hoc fondés sur l'évolution des cycles de vie, les besoins des employeurs, les changements démographiques et l'évolution de la législation.

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Larochelle-Audet, Julie, Corina Borri-Anadon, and Maryse Potvin. "La formation interculturelle et inclusive du personnel enseignant : conceptualisation et opérationnalisation de compétences professionnelles." Éducation et francophonie 44, no. 2 (February 20, 2017): 172–95. http://dx.doi.org/10.7202/1039027ar.

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Dans un contexte de mondialisation, les systèmes éducatifs, du primaire à l’université, doivent prendre en compte des réalités de plus en plus complexes qui les interpellent, notamment quant aux compétences que doivent développer les enseignants et les enseignantes. À cet égard, l’importance d’une formation relative à la diversité ethnoculturelle, religieuse et linguistique est régulièrement rappelée, tant sur le plan politique que scientifique. Pourtant, un portrait de cette formation dans les universités québécoises a montré que celle-ci demeure globalement lacunaire (Larochelle-Audet, Borri-Anadon, Mc Andrew et Potvin, 2013). Alors que prévaut depuis 2001 une approche par compétences pour la formation à l’enseignement, un groupe de travail interuniversitaire a entrepris de pallier ce manque en enrichissant le référentiel ministériel de compétences professionnelles du personnel enseignant. Les travaux du groupe, présentés dans l’article, s’appuient sur une analyse critique du référentiel, qui révèle l’absence de considérations concrètes quant à la diversité ethnoculturelle et aux finalités d’une formation interculturelle et inclusive en enseignement. Les membres du groupe ont élaboré deux modalités visant à insérer au référentiel des compétences interculturelles et inclusives : la première propose d’intégrer 21 composantes à même les 12 compétences professionnelles existantes et la seconde privilégie l’ajout d’une nouvelle compétence dite interculturelle et inclusive. Leur opérationnalisation comporte certaines limites et certains risques, qui font ici l’objet d’une discussion.

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Palard, Jacques. "Henri Desroche et ses réseaux québécois." Sociologie et sociétés 37, no. 2 (May 9, 2006): 21–47. http://dx.doi.org/10.7202/012911ar.

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Résumé L’influence exercée par Henri Desroche sur le processus d’internationalisation des sciences sociales au Québec, du milieu des années 1960 à celui des années 1980, a pris corps de part et d’autre de l’Atlantique. Au Québec même, d’abord, où H. Desroche interviendra principalement à l’École des HEC de Montréal et dans les universités de Sherbrooke et de Rimouski. À Paris également, où de nombreux étudiants québécois vont suivre son enseignement et placer leur recherche sous sa direction au sein du Collège coopératif. L’analyse se fonde sur l’hypothèse selon laquelle la constitution de ses réseaux québécois tient à la relative homologie structurale entre l’individu Desroche, dans son propre parcours personnel et dans ses orientations intellectuelles et praxéologiques, et la culture politique d’un Québec de la fin ou d’après la Révolution tranquille en quête de nouveaux repères en matière d’action collective.

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EL MENDILI, Soumaya, and Isabelle POULIQUEN. "La qualité, composante dans la transmission de l'information universitaire." Journal of Quality in Education 4, no. 5 (May 5, 2014): 14. http://dx.doi.org/10.37870/joqie.v4i5.49.

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La qualité de l'information produite par un site web à ses utilisateurs est une composante essentielle pour la réussite du site. La juxtaposition des deux mots "qualité" et "web" présente donc le principal intérêt des réalisateurs du site web des universités qui ont le souci de plus haut niveau de professionnalisme vis a vis les clients internes (personnel administratif, professeur) et externes (étudiants futurs, les étudiants en cours ). Leurs objectifs s'inscrivent dans une démarche qualité afin de satisfaire les besoins de leurs clients et améliorer l'image perçue de l'université. Quels sont donc les clients d'un site web universitaires ? Et quels sont leurs vrais besoins? Pour ce faire nous avons utilisé l'outil QFD pour identifier les besoins des clients. C'est à ce sens qu'une enquête est conduite auprês des utilisateurs du site de l'université d'AIX MARSEILLE III, dans le but de mieux identifier les besoins des clients, afin de proposer un modêle du site web universitaire.

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Mendy, Melyan, Cheikh Oumar Baldé, and Samba Déme. "L’influence de la qualité de vie au travail sur l’implication organisationnelle du personnel des universités publiques sénégalaises. Cas de l’Université Assane Seck de Ziguinchor." @GRH 34, no. 1 (2020): 37. http://dx.doi.org/10.3917/grh.201.0037.

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12

Osmonbaeva, K., and A. Dootaliev. "Features of Personnel Management in Humanitarian Universities." Bulletin of Science and Practice 7, no. 9 (September 15, 2021): 521–29. http://dx.doi.org/10.33619/2414-2948/70/50.

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At present, when education has become a goods in the service market, it is necessary to competently approach the issue of managing the human resources of universities. The value of a university is determined by the value of its human resources. Today, there is a shortage of competent specialists in the humanitarian universities of the Kyrgyz Republic. The main task of the university's human resources management is to attract the most valuable employees to the university who are able to bring educational services to a new level. The article describes the features of human resources management of a humanitarian university, considers the classification of university human resources, studies the elements of university personnel management, such as planning, organization, motivation and control.

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13

Jackson, Michael P. "Personnel management in UK universities." Personnel Review 30, no. 4 (August 2001): 404–20. http://dx.doi.org/10.1108/00483480110393295.

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14

Izuagbe, Roland, and Sunday Olanrewaju Popoola. "Social influence and cognitive instrumental factors as facilitators of perceived usefulness of electronic resources among library personnel in private universities in South-west, Nigeria." Library Review 66, no. 8/9 (November 7, 2017): 679–94. http://dx.doi.org/10.1108/lr-09-2016-0086.

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Purpose The study examined the applicability of TAM2 theoretical constructs of social influence and cognitive instrumental factors vis-à-vis the facilitation of perceived usefulness of electronic resources among library personnel in private universities in South-west Nigeria. Design/Methodology/Approach Descriptive research design of correlational type alongside the single-stage random sampling technique were used to select 212 respondents from a population size of 259 library personnel across the 21 private universities in South-west Nigeria. The instrument used to elicit data was the questionnaire. Of the 212 copies of the questionnaire administered, 181 (85.4 per cent) were found valid for analysis. Findings Social influence and cognitive instrumental factors significantly had relationship with and facilitated perceived usefulness of electronic resources. Similarly, the study revealed that cognitive instrumental factors are stronger facilitators of perceived usefulness of electronic resources than social influence factors among library personnel in private universities in South-west, Nigeria. Practical implications Implementation of electronic resources without ascertaining library personnel usefulness perception leads to resource underutilisation and wastage. Management of private university libraries should, therefore, take into cognisance the usefulness perception of library personnel before the implementation of electronic resources for optimum utilisation. Originality/value There is no known research endeavour within the Nigerian context that examined perceived usefulness of electronic resources among library personnel in the private university domain, using the additional theoretical constructs of TAM2 as our research model suggests. This study is, therefore, a pioneering effort towards ascertaining library personnel’s perceived usefulness of electronic resources prior acceptance and use in private university libraries.

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15

Nadhifah, Khusnun. "KEBUTUHAN BELAJAR TENAGA PENGELOLA PERPUSTAKAAN DI UPT PERPUSTAKAAN UNIVERSITAS JEMBER." Jurnal Pustaka Ilmiah 5, no. 2 (March 19, 2020): 908. http://dx.doi.org/10.20961/jpi.v5i2.37607.

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The learning needs of library management personnel at UPT Library of Jember University is a description of the level of concern and responsibility that become indicators of professionalism in work. Readers need a fast and accurate information service with respect to course materials, research, publications, journals, and more. Library as well as a container of various disciplines that also support science or as a means of educating the life of the nation especially in the field of education. It takes a study that can describe the level of learning needs of library managers. This study aims to identify the learning needs of library management personnel at UPT Library of Jember University.The research method uses descriptive design because it wants to describe the level of learning needs of the library management personnel. The population in this research is the entire library management staff at UPT Jember University Library obtained by total sampling or census technique. Using a closed questionnaire research instrument of 20 questions that describe the needs of the information of the reader.The result of the research has been done, it is known that the learning needs of library management staff in UPT Library of Jember University are in the category of Specialties, Very Good and Good as many as 30 personnels (69,76%). Learning Needs Good Enough, Enough, Less and Very Less as many as 13 personnels (30.24%). The maximal, minimum, median, mode, mean and standard deviation values are as follows: 95, 45, 50, 80, 74.77 and 13.68Motivation and guidance to improve the learning needs of library management personnel need to be done with various learning strategies, especially on the learning needs group Good Enough, Enough, Less and Very Less. Kebutuhan belajar tenaga pengelola perpustakaan di UPT Perpustakaan Universitas Jember merupakan gambaran tingkat kepedulian dan tanggung jawab yang menjadi indikator profesionalisme dalam bekerja. Pemustaka membutuhkan layanan informasi yang cepat dan tepat berkenaan dengan materi kuliah, penelitian, publikasi, jurnal, dan lain-lain. Perpustakaan sekaligus sebagai wadah dari berbagai disiplin ilmu pengetahuan yang juga menunjang atau sebagai sarana dalam mencerdaskan kehidupan bangsa khususnya di bidang pendidikan Dibutuhkan suatu penelitian yang dapat menggambarkan tingkat kebutuhan belajar tenaga pengelola perpustakaan. Penelitian ini bertujuan mengidentifikasi kebutuhan belajar tenaga pengelola perpustakaan di UPT Perpustakaan Universitas Jember.Metode penelitian menggunakan desain deskriptif karena ingin menggambarkan tingkat kebutuhan belajar tenaga pengelola perpustakaan. Populasi dalam penelitian ini adalah seluruh tenaga pengelola perpustakaan di UPT Perpustakaan Universitas Jember yang didapat dengan teknik total sampling atau sensus. Menggunakan instrumen penelitian berbentuk kuesioner tertutup sejumlah 20 pernyataan yang menggambarkan kebutuhan informasi pemustaka.Hasil penelitian yang telah dilakukan, diketahui bahwa kebutuhan belajar tenaga pengelola perpustakaan di UPT Perpustakaan Universitas Jember berada dalam kategori Istimewa, Sangat baik dan Baik sebanyak 30 orang (69,76%). Kebutuhan belajar Cukup Baik, Cukup, Kurang dan Sangat Kurang sebanyak 13 orang (30,24%). Nilai maximal, minimal, median, modus, mean dan standar deviasi adalah sebagai berikut 95, 45, 50, 80, 74.77 dan 13.68Motivasi dan pembinaan untuk meningkatkan kebutuhan belajar tenaga pengelola perpustakaan perlu dilakukan dengan berbagai strategi pembelajaran terutama pada kelompok kebutuhan belajar Cukup Baik, Cukup, Kurang dan Sangat Kurang.

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Matsumoto, Tadashi. "Teachers' Personnel Conficts in Private Universities." TRENDS IN THE SCIENCES 3, no. 10 (1998): 41–44. http://dx.doi.org/10.5363/tits.3.41.

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Gilliot, Danielle, Bert Overlaet, and Paul Verdin. "Managing academic personnel flow at universities∗∗." Tertiary Education and Management 8, no. 4 (January 2002): 277–95. http://dx.doi.org/10.1080/13583883.2002.9967085.

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Bayır, Berna, Oztun Temelli, Sinan Aslan, and Maral Kargın. "Views of A University Hospital’s Health Personnel on radiotherapy." Asian Pacific Journal of Health Sciences 4, no. 1 (March 30, 2017): 7–11. http://dx.doi.org/10.21276/apjhs.2017.4.1.3.

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Garafutdinova, N. Ya, and A. E. Roslyakov. "Improvement of work with the personnel reserve as an element of personnel technologies for personnel development." Upravlenie kachestvom (Quality management), no. 2 (February 1, 2021): 20–29. http://dx.doi.org/10.33920/pro-1-2102-03.

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The article considers the features of the formation and improvement of work with the personnel reserve in university collectives on the example of the Omsk State University of Railway Transport. Personnel services that apply these areas will be able to actively implement them in their activities to strengthen the human potential of employees working in organizations, expand the functionality of employees with the help of newly acquired knowledge, as well as build new forms of relations with candidates in a promising, strategic reserve for further development of universities in a period of change.

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Chumba, Janet, Simon Munayi, and Jacob S. Nteere. "Quality Personnel the Bane of the University Students Participation in National Competition?: The Case of Kenya." Journal of Education and Training 7, no. 1 (February 22, 2020): 50. http://dx.doi.org/10.5296/jet.v7i1.16008.

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Kenyan university students have performed relatively poorly compared to their counterparts in Australia and the United Kingdom when it has come to International sports participations. Could this be attributed to the personnel handling sports at the Kenyan Universities? This study went out to look at the perceptions of the students participating in sports at public and private universities in Kenya. Further, the study went out to look at the qualifications and quantification of personnel in both private and public universities in Kenya. The study used a descriptive research design. A questionnaire was used on 268 students responded. An interview schedule was used on 10 directors and chairmen of sports directorates and departments. A further 28 sports personnel in public and private universities in Kenya were also used in the study. The results indicate that personnel in Kenyan University had diverse field of training. There was need to arrest this diversity and create a more focused sports trained personnel if the Kenyan university expect to make the same impact as that of Australia and the United Kingdom in international sport. Results also show that private universities in Kenya have better and available personnel than the public universities.

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Surovitskaya, G. V. "FLAGSHIP UNIVERSITIES’ PERSONNEL POTENTIAL DEVELOPMENT MECHANISMS IN RUSSIA." University Management: Practice and Analysis 23, no. 1-2 (2019): 72–80. http://dx.doi.org/10.15826/umpa.2019.01-2.005.

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Tskvitariya, T. A. "PEDAGOGICAL TRAINING OF SCIENTIFIC PERSONNEL OF SPECIALIZED UNIVERSITIES." Современные проблемы науки и образования (Modern Problems of Science and Education), no. 2 2021 (2021): 187. http://dx.doi.org/10.17513/spno.30763.

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Shashlo, N. V., and G. V. Petruk. "MECHANISM OF MOTIVATING PERSONNEL INTELLECTUAL ACTIVITY IN THE CONTEXT OF DIGITAL TRANSFORMATIONS." Scientific Review: Theory and Practice 10, no. 6 (June 30, 2020): 1025–41. http://dx.doi.org/10.35679/2226-0226-2020-10-6-1025-1041.

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The article is aimed at improving conceptual, theoretical, methodological and applied aspects of forming the mechanism for personnel intellectual activity motivation in the context of digital transformations. The relevance of the study is confirmed by the dominance of the intellectual factor in functioning of universities' as a key one in achieving the goals of activities in the prism of digitalization. The article further developed the conceptual and categorical apparatus for the problematic of motivating personnel's intellectual activity. The importance of “intellectualizing” trends in the modern conditions of social development is determined. The fundamental principles of intellectual growth are revealed. The classification aspects of the motives that induce the employee to intellectual and innovative activities are expanded. The classification structure of motives are highlighted, which is represented by the following groups: psychological and cognitive; cognitive-intellectual; emotional and motivational; material and value; social and communicative. The conceptual provisions for the process of forming a mechanism for motivating personnel intellectual activity have been formed. A model for motivating the intellectual activity of personnel based on B. Skinner's motivational theory of reinforcement is proposed. Methodological support for creating a mechanism motivating personnel intellectual activity as a target function of management in the context of digital transformations has been developed. An algorithm for the formation of a mechanism for motivating the intellectual activity of personnel has been formed, including a set of stages with a description of the constituent elements and the processes of their implementation. The tools of the mechanism of motivating the intellectual activity of personnel, used in the management practice of a particular university, are characterized. The obtained effects from the introduction of tools for the mechanism of motivating the intellectual activity of the university staff in the form of certain motives are highlighted. This article is of particular value for the top management of universities, which need to manage the intellectual activity of staff, as well as motivate research and teaching staff in the context of global digital transformations.

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Lemieux, André, Gérald Boutin, and Jean Riendeau. "Les facultés d’éducation des universités traditionnelles et les universités du troisième âge : un modèle de partenariat." Revue des sciences de l'éducation 33, no. 3 (October 2, 2008): 749–64. http://dx.doi.org/10.7202/018967ar.

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Résumé Le présent article porte sur un modèle de partenariat que pourraient établir les universités du troisième âge avec les facultés d’éducation des universités, dans le dessein d’offrir aux personnes concernées un meilleur service. La poursuite d’études universitaires représente une voie porteuse, particulièrement si elle se situe dans le cadre des facultés d’éducation et en lien avec les universités du troisième âge. Les auteurs présentent ici un modèle de partenariat entre ces deux instances, inspiré d’une approche pédagogique expérimentée dans de nombreux domaines socio-éducatifs. Ce modèle délimite les rôles des professeurs, formateurs, superviseurs et étudiants dont la mission est, notamment, de créer les conditions d’une bonne coopération entre les instances concernées afin de les rapprocher le plus possible et de leur assurer un fonctionnement maximal. Cet article devrait, en outre, contribuer à mieux cerner la question de l’identité professionnelle des futurs intervenants auprès des personnes du troisième âge, en indiquant comment ils peuvent accéder à une formation théorique et à une formation pratique intégrée et cohérente.

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Mustofa, Muhammad Habib, Agus Timan, and Wildan Zulkarnain. "ANALISIS PENGEMBANGAN KARIR PERSONEL SATUAN PENGAMANAN UNIVERSITAS NEGERI." Jurnal Administrasi dan Manajemen Pendidikan 2, no. 4 (November 28, 2019): 172–80. http://dx.doi.org/10.17977/um027v2i42019p172.

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Zhabenko, Oleksandr. "ADMINISTRATIVE PERSONNEL OF UNIVERSITY OF MIDDLE AND LOWER LEVEL: PROCEDURE AND SELECTION CRITERIA." Educological discourse, no. 4 (2020): 30–46. http://dx.doi.org/10.28925/2312-5829.2020.4.3.

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In the article analyzed the procedures and criteria for selecting candidates for middle and lower administrative positions at universities in Ukraine and the Netherlands. Detected differences in the process of selection of administrative personnel of university of middle and lower level: in the use of criteria for selection of candidates (in Ukraine – formal criteria for selection of candidates, there are no criteria for determining the level of competence of the candidate, his professional and moral or ethical qualities; universities in the Netherlands use «job profiles», which contain functional responsibilities, qualification or competence requirements of the applicant, and the main criteria for selecting candidates are their authority both in academic and non-academic environment, level of competence, professional and moral and ethical qualities); in appointment to the position (in Ukraine, the rector appoints the dean (director) with the consent of the public self-government body of the faculty (institute) and appoints all administrative personnel of middle and lower level; in the Netherlands, the university's executive council appoints deans, deans appoint heads of departments; representatives of students of the faculty are involved in the work of the dean's office). Proposed to improve the process of selection of candidates for administrative personnel of university of middle and lower level in Ukraine: to develop job profiles (with an exhaustive list of criteria for clarifying the competence of the applicant; questions to determine the level of competence and personal qualities of candidates); introduce the practice of submitting portfolios by applicants for positions (with information on training, enhancement of competence, professional experience and achievements, etc.) for prior review.

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Maya Amalia, Muhammad Alkaff, and Yuslena Sari. "RANCANG BANGUN SISTEM INFORMASI MANAJEMEN KEPEGAWAIAN DI FAKULTAS TEKNIK UNIVERSITAS LAMBUNG MANGKURAT." Jurnal Teknologi Informasi Universitas Lambung Mangkurat (JTIULM) 1, no. 2 (December 13, 2016): 73–78. http://dx.doi.org/10.20527/jtiulm.v1i2.10.

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Implementation of management information sistems in state institutions or public organizations, will allow it to manage a variety of data needed to be valuable information for both internal organization and for those who are outside the organization. Faculty of Engineering, University Mangkurat in this case still has shortcomings in performing data collection associated with educators and education personnel, mainly deals with research and community service. The data collection process at the Faculty of Engineering, University Mangkurat still done manually and not computerized. The design and construction of a sistem of personnel information would be very helpful in speeding up the process of collection of data pertaining to educators and education personnel. Hopefully, by the information sistem, data educators and educational staff in the Faculty of Engineering, University of Mangkurat can be neatly arranged so as to facilitate the implementation of monitoring and evaluation in the field of personnel.

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Wang, Qiuping. "A Study on the Intercultural Communicative Competence Cultivation Strategy of International Secretarial Personnel under the Background of Globalization." Journal of Language Teaching and Research 9, no. 1 (January 1, 2018): 108112. http://dx.doi.org/10.17507/jltr.0901.13.

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Under the background of globalization, intercultural communicative competence of international secretarial personnel is becoming more and more important. Therefore, it is necessary for colleges and universities to follow the needs of society and explore how to develop the intercultural communicative competence cultivation strategy of international secretarial personnel. This paper argues that at present, colleges and universities are obviously insufficient in the training of international secretarial personnel, and still need to be optimized from the aspects of textbooks, curriculum, second class and teacher quality so as to promote the intercultural communicative competence of international secretarial personnel.

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Mackay, Lesley. "The personnel function in the universities of northern England." Personnel Review 24, no. 7 (November 1995): 41–53. http://dx.doi.org/10.1108/00483489510095798.

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Chiguvi, Douglas, Ruramayi Tadu, Sinesisa Khumalo, and Collen Mahambo. "Personnel Differentiation for Competitive Advantage in the Private Tertiary Education Institutions in Botswana." International Journal of Marketing Studies 12, no. 1 (February 7, 2020): 23. http://dx.doi.org/10.5539/ijms.v12n1p23.

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The primary objective of the study was to describe the extent to which personnel differentiation strategies may be used to gain competitive advantage among Private Tertiary Education Institutions in Botswana. The study examined how personnel differentiation may be employed by private tertiary education institutions in order to achieve competitive advantage. The study used descriptive survey research and the findings revealed that the private universities have to a certain extent employed personnel differentiation strategies. However, institutions have not done enough to clearly stand out as differentiated universities. The study recommends that the universities must appeal to prospective employers; hire, train and retain competent staff, and also get involved in activities that will enhance institutions’ credibility. Institutions need to work together with key stakeholders and continually seek ways to attain competitive advantage through personnel differentiation.

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Patel, Dr Manubhai, and Krupa N. Patel Patan. "Job Satisfaction and Work Load Among Personnel in the University Libraries of Gujarat." Indian Journal of Applied Research 3, no. 2 (October 1, 2011): 163–64. http://dx.doi.org/10.15373/2249555x/feb2013/58.

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Malihon Yuliia, Malihon Yuliia. "GLOBAL TRENDS OF THE STATE HUMAN RESOURCES POLICY IN THE FIELD OF HEALTHCARE." Socio World-Social Research & Behavioral Sciences 03, no. 01 (January 14, 2021): 106–15. http://dx.doi.org/10.36962/swd03012021106.

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The article identifies that one of the most pressing problems in the world’s health care system is the shortage of highly qualified personnel. The distribution of medical workers by gender was carried out. The main problems in the staffing of health care in the world are analyzed. The level of provision of the country's health care system with medical personnel has been studied. The peculiarities of receiving medical education and the formation of medical personnel of some countries of the EU and the world are described. The TOP-20 the best medical universities and the cost of education in Germany, as well as the cost of education in leading American medical universities, were analyzed. Keywords: personnel policy, health care system, medical personnel, medical services.

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Goryachikh, Svetlana P., Svetlana V. Lapteva, Yulia N. Matushkina, and Pavel A. Kalinin. "Audit of training of digital personnel for regional economy in the conditions of Industry 4.0." On the Horizon 27, no. 3/4 (October 11, 2019): 245–51. http://dx.doi.org/10.1108/oth-07-2019-0039.

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Purpose The purpose of the paper is to develop the scientific and methodological provision of an audit of training of digital personnel for the regional economy in the conditions of Industry 4.0 by the example of regional flagship universities of modern Russia. Design/methodology/approach The authors use the method of regression analysis for determining the dependence of the level of digitization of regions’ economy on the competitiveness of their basic universities. The research is performed by the example of regions of the Volga Federal District of the Russian Federation, in which there are regional flagship universities as of early 2019. Findings It is determined that audit of training of digital personnel for the regional economy in the conditions of Industry 4.0 in modern Russia is conducted within the monitoring of the effectiveness of universities by the Ministry of Education and Science of the Russian Federation. Most of the indicators that are necessary for the audit of training of digital personnel for the regional economy in the conditions of Industry 4.0 are not taken into account. The data of the monitoring allow compiling a fragmentary idea of the potential of a regional flagship university in training of digital personnel for the regional economy in the conditions of Industry 4.0, while the results of this training are not assessed or controlled. This leads to low potential and low efficiency of Russia’s regional flagship universities in training of digital personnel for the regional economy in the conditions of Industry 4.0. Originality/value The forms for an audit of training of digital personnel for the regional economy in the conditions of Industry 4.0 by the regional flagship university are developed. The indicators of the potential and results of the university in training of digital personnel are combined with the existing methodology of evaluation of the effectiveness of universities in Russia. An additional advantage of the authors’ recommendations is the universal character of the developed forms, which allows using them in other countries for an audit of training of digital personnel for the regional economy in the conditions of Industry 4.0.

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Efimova, L. M. "International Relations at Indonesian Islamic Universities." South East Asia: Actual problems of Development, no. 1(46) (2020): 327–35. http://dx.doi.org/10.31696/2072-8271-2020-1-1-46-327-335.

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The article examines the role and place of the Islamic universities of Indonesia in training personnel for foreign policy activities and the dissemination of the values and ideals of Indonesian moderate Islam on a global scale.

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Ortiz, Patricia Gladys Chávez. "Personal conditions associated with procrastination in university students." International Journal of Early Childhood Special Education 12, no. 1 (June 30, 2020): 521–26. http://dx.doi.org/10.9756/int-jecse/v12i1.201033.

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KHOKHOLUSH, M. S., and A. A. KHOKHOLUSH. "COLLECTIVE PROFESSIONAL RESPONSIBILITY AS A FACTOR IN IMPROVING THE MANAGEMENT SYSTEM OF THE ORGANIZATION." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 1, no. 5 (2020): 92–97. http://dx.doi.org/10.36871/ek.up.p.r.2020.05.01.012.

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The article analyzes the needs of the construction industry for qualified personnel, offers a number of recommendations for solving existing personnel issues. There are ten best universities in Russia, on the basis of which it is recommended to develop network forms of training, retraining and advanced training of personnel, distance learning, professional development of teaching staff of universities of architectural and construction orientation. The role of professional and public accreditation of educational programs is analyzed. The issues of attracting practitioners to teaching and the problems that hinder this process are raised.

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Setiadi, Edi, M. Rahmat Effendi, Nandang H.M.Z, and Riza Hernawati. "Religiosity Improvement and Development of Islamic Spirit: Case Study of Lecturers and Education Personnel in Universitas Islam Bandung." ‘Abqari Journal 22, no. 2 (July 8, 2020): 8–20. http://dx.doi.org/10.33102/abqari.vol22no2.319.

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This study examines the development of the quality of Islamic spirituality and the improvement of religiosity especially for lecturers and education personnel at Universitas Islam Bandung (UNISBA). The aim is to explore and analyze the level of bound of lecturers and educational personnel to the development of Islamic spirituality as meaning systems that are seen through individual behavior based on religious motivation. The development of Islamic spirituality and the improvement of religiosity have an interdependence relationship. The approach used in this study is a qualitative approach combined with a quantitative approach (mixing) with phenomenology methods. Data collection techniques were carried out through participant observation, literature review/ documentation, in-depth interviews, and FGD (= Focus Group Discussion) which were followed by UNISBA leaders from the foundation leadership, Chancellor and Vice Chancellors, Deans and Chairpersons to the level of Chair of the Study Program and Head of Division. To complete this study also used historical analysis, comparison, and heuristics. The results achieved were the formulation of a model for increasing the religiosity and development of the Islamic spirit in UNISBA, and in turn it was expected to be used as a model by other Islamic universities.

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Nasrulloh, Nasrulloh, Hamzah Hamzah, Arie Utariani, and Dedi Susila. "Adherence Level Of Medical Personnel In Implementing 2019 Postoperative Pain Management Guidelines." Journal of Health Sciences 14, no. 02 (May 27, 2021): 117–27. http://dx.doi.org/10.33086/jhs.v14i02.1744.

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Introduction: Inadequate pain management may increase the risk of complications and postoperative chronic pain. Postoperative Pain Management Guidelines of The Anesthesiology and Reanimation Department, Faculty of Medicine Universitas Airlangga/ Dr. Soetomo Hospital Surabaya were arranged in 2019. Purposes: This study aim is to analyze the medical personnel’s adherence in implementing postoperative pain management guidelines. Methods: This is descriptive observational study with retrospective design. Total sampling was carried out on the medical records of patients who underwent elective surgery and received postoperative acute pain management during March-May 2020. Results: A total of 349 patients, most of the pain intensity was moderate (62.8%). The medical personnel adherence with postoperative pain management guidelines was 88.0%. The overall use of multimodal analgesia was 61.0%. Adherence to guidelines on pain category was mostly good adherence: 99.1% in mild pain, 82.6% in moderate pain, and 81.2% in severe pain. The use of multimodal analgesia was found in 12.3% mild pain; 83.6% moderate pain, and 100% severe pain patients. Conclusion: Most of the medical personnel have adhered to the postoperative pain management guideline, and widely-used multimodal analgesia. Systematic evaluation of guidelines implementation, patient satisfaction, and outcomes are needed.

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Elabbasy, Einas. "The Impact of External Personnel Marketing Strategy on Brand Awareness of Customers." International Journal of Customer Relationship Marketing and Management 12, no. 1 (January 2021): 44–64. http://dx.doi.org/10.4018/ijcrmm.2021010103.

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This research analyzes the impact of external personnel marketing strategy using 7ps on brand awareness of students in the technological universities in Egypt. Two questionnaires were prepared and distributed. The research was applied on 254 faculty members of the whole technological universities in Egypt (Cairo, Quesna, and Beni Suef) and 280 students of these universities. The results indicated that there is a positive significant effect of external personnel marketing strategy using 7Ps (individually and collectively) on brand awareness. The study proposed a number of recommendations.

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Lobova, Svetlana V. "Threats and vulnerabilities of the academic profession vs university personnel potential development." Perspectives of Science and Education 47, no. 5 (November 1, 2020): 440–50. http://dx.doi.org/10.32744/pse.2020.5.31.

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The formation and development of the university's personnel potential is one of the conditions for joining the project to support higher education organizations announced by the Ministry of Education and Science of the Russian Federation in June 2020. The project is called the Strategic Academic Leadership Program. The fulfillment of this condition cannot be carried out without overcoming the limitations and effective responses to the challenges that are associated with the academic profession. The article is a review. Its purpose is to study threats and barriers to the development of the university’s personnel potential. It is shown that as internal threats one should consider the high stressfulness of faculty activities, violation of their personal safety and low loyalty; the barrier is the vulnerability of the academic profession. The research focuses on the current staff of Russian universities. The main research methods are analysis and synthesis of relevant scientific periodical literature. The main result of the study is the position that the presence of threats and vulnerabilities in the academic profession entails consequences that have a devastating effect not only on the personality of the teacher, the university, the academic community, but also on the higher education system as a whole, catalyze the departure of teachers from the academic profession, and prevent the preservation of and the development of the university personnel potential, ensuring the competitiveness and attractiveness of the university.

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Çolakoğlu, Nurdan, and Esra Atabay. "Job satisfaction of the academic staff of the vocational schools of the foundation and public universities." Quality Assurance in Education 22, no. 2 (April 1, 2014): 185–206. http://dx.doi.org/10.1108/qae-12-2012-0050.

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Purpose – This study aims to highlight the differences between the public and foundation universities determining the level of job satisfaction of academic personnel working at vocational schools within the body of public and foundation universities in Turkey. Design/methodology/approach – In the present study, the questionnaire developed by Ardic and Bas and used in a similar study is taken as the basis for this study. Some amendments have been made to the instrument. The reliability of the questionnaire was evaluated using the Cronbach alpha coefficient and some statistical methods such as independent samples t test and chi-square test depending on the data. Differences of opinion based on demographic characteristics are presented giving the frequencies and percentages of demographic characteristics of the data. Findings – Three questions were focused on in the present study: the first is to present the most important factor affecting the job satisfaction or dissatisfaction of the academic personnel working at the public and foundation universities; the second is to determine whether there is a difference between public and foundation universities and the third is to set forth the reasons of these differences, if any. Research limitations/implications – The current study selected 12,160 academic personnel throughout Turkey and the questionnaire was used as a data collection instrument. The instrument could not be delivered to all the personnel. This is because it was not possible to have access to the e-mail addresses of some of the academic personnel, some of the e-mail addresses were not in use or out of date while some personnel do not use the internet. Originality/value – The aim of this study is to determine job satisfaction level of academic personnel working in vocational high schools operating under the umbrella of state and foundation universities, which offer educational services in Turkey. Since no study is encountered as a result of the literature survey made, that addressed especially the level of the job satisfaction of the academic staff working in the vocational schools in Turkey in a way to cover all public and foundation universities, such a study was made for the purpose of removing the deficiency in this subject.

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Tanner, John R. "Selected Personnel Policies for Faculty Members: An Empirical Analysis." Public Personnel Management 15, no. 3 (September 1986): 345–50. http://dx.doi.org/10.1177/009102608601500309.

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There are few who would disagree with the fact that sound personnel policies are important to any organization. This would include personnel policies and procedures for university faculty members as well as members of other organizations. This study was designed to analyze any change which had occurred in faculty personnel policies in selected southeastern and midwestern universities from 1972–73. Significant improvements were made in the areas of performance appraisal procedures, promotion systems, the use of position descriptions, and job evaluation systems. This is an encouraging trend in colleges and universities, and one that will hopefully continue to improve.

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Etor, Comfort R., Eno Etudor-Eyo, and Godfrey E. Ukpabio. "Provision of Security Facilities and Security Personnel Service Delivery in Universities in Cross River State, Nigeria." International Education Studies 13, no. 5 (April 18, 2020): 125. http://dx.doi.org/10.5539/ies.v13n5p125.

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The study examined provision of security facilities and security personnel service delivery in Universities in Cross River State, Nigeria. Three research questions and one hypothesis guided the study. The ex-post facto design was adopted for the study. The population of the study comprised 440 security personnel while the sample size was 400 security personnel. Two researchers developed and validated instruments entitled “Provision of Facilities Questionnaire (POFQ) and Security Personnel Service Delivery Questionnaire (SPSDQ) were used for data collection. The reliability estimates of the instrument were determined using Cronbach Alpha Analysis and the coefficients of 0.80 and 0.83 were obtained. Descriptive statistics was used to answer the research questions while Pearson Product Moment Correlation was used to test the hypothesis at 0.05 level of significance. The finding of the study showed that there exist a disparity in the provision of security facilities in the institutions with the minimum provision of 11.10 and maximum of 26.00 facilities by State and Federal Universities respectively. The level of provision of security facilities in the two institutions studies indicated two levels of inadequate and moderate with a grand mean of 2.5135 and standard deviation of .92773. The level of security service delivery in the Universities in Cross River State depend on the level of availability of security facilities for use by security personnel is evident that there are three levels of security service delivery in Universities. The finding of the study also revealed that there is a significant relationship between provision of security facilities and security personnel service delivery. Based on the findings, it was recommended that the administrators should provide adequate security facilities such as hand guns, CCTV, tear gas, bullet proof vests and so on for effective security personnel service delivery.

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Adewoyin, Omobola Olufunke, Maria Ehioghae, and Joseph Olubunmi Olorunsaye. "Occupational stress among library personnel in public universities in Nigeria." Library and Information Perspectives and Research 2, no. 1 (January 2020): 1–17. http://dx.doi.org/10.47524/lipr.v2i1.1.

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Occupational stress, which is stress experienced by employees at the workplace, is increasingly becoming a challenge. It is often the case that when employees are confronted with work demands and pressures beyond their knowledge and abilities, stress may be the outcome. Due to their role expectations, paraprofessional and professional librarians are susceptible to occupational stress which could lead to a decreasing commitment to the organization. The study adopted a survey research design to investigate occupational stress among paraprofessional and professional librarians in public universities in South-West, Nigeria. Total enumeration was used to cover all professional and paraprofessional librarians in the study area. Out of the 280 copies of questionnaire administered, 268 (95.7%) were retrieved for analysis. The findings revealed that male library personnel experience more stress in public universities than their female counterpart. Specifically, the precursors to stress among library personnel, with high mean scores, include sourcing of funds for career development (x̅=3.79), the quest for promotion (x̅=3.41), excessive workloads (x̅=3.49), and broken interpersonal relationships with management (x̅=3.09). The study, therefore, recommends equity in the sharing of responsibilities between the male and female genders to partly reduce pressure due to excessive workloads. Also, library personnel should have access to research funds to facility upward mobility in their career. In addition, interpersonal relationship workshops should be regularly conducted for allcadres of staff to promote team spirit.

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Griffin-Shirley, Nora, and Rona Pogrund. "Inclusion of CVI in Texas Tech University's Personnel Preparation Program." Journal of Visual Impairment & Blindness 104, no. 10 (October 2010): 660–61. http://dx.doi.org/10.1177/0145482x1010401014.

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46

Huntoon, J. E., and D. A. Schueller. "Facilitating interaction between universities and industry: Personnel and technology transfer." Leading Edge 15, no. 3 (March 1996): 215–16. http://dx.doi.org/10.1190/1.1437300.

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47

Popoola, Sunday O. "Organizational commitment of records management personnel in Nigerian private universities." Records Management Journal 19, no. 3 (October 2, 2009): 204–17. http://dx.doi.org/10.1108/09565690910999193.

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48

Shchegoleva, L. V., V. A. Gurtov, and S. I. Pakhomov. "National Research Universities: Training of Highly Qualified Scientific Personnel under Development Programmes." Vysshee Obrazovanie v Rossii = Higher Education in Russia 28, no. 8-9 (September 20, 2019): 21–35. http://dx.doi.org/10.31992/0869-3617-2019-28-8-9-21-35.

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In 2008–2009, 29 national research universities (NRU) with approved priority areas of development were established in Russia. In 2019 the ten-year program of development of NRU comes to an end. The article presents the results of the analysis of the national research universities’ activity of training scientific personnel for high-tech industries. Two indicators were calculated for each priority area of development of NRU reflecting the shares of defenses of candidate and doctor theses in the national research universities in relation to all thesis defenses. This made it possible to assess what leading positions in priority areas are occupied by the national research universities. The analysis showed that NRU do not provide leading positions to 30% of the priority areas of development. In general, most of the national research universities occupy high positions in certain (specific) priority areas of development in terms of training scientific personnel for high-tech sectors of the economy.

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Drugova, E. A., I. B. Pleshkevich, and T. V. Klimova. "Transformation of the Personnel Policy of Russian Universities Participating in Project 5-100: The Case of National Research Nuclear University Mephi." Vysshee Obrazovanie v Rossii = Higher Education in Russia 30, no. 6 (July 8, 2021): 9–26. http://dx.doi.org/10.31992/0869-3617-2021-30-6-9-26.

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The article examines the development of personnel policy and human resource management (HRM) in Russian universities under the influence of the Project 5-100. Globalization has intensified the processes of universities corporatization and the spread of effective management practices. National academic excellence programs have contributed to strengthening the performance-based governance in universities all over the world. These factors had deeply influenced the transformation of HRM practices at universities. Russian studies in this field are shown as fragmented, focusing on narrow aspects, and not forming a holistic picture of the HRM system transformation in Russian universities. This work aims to describe a holistic case of personnel policy and HRM system development in one of the leading Russian universities – the National Research Nuclear University “MEPhI” (Moscow Engineering Physics Institute).The research applied the method of semi-formalized interviews and covered 25 employees of MEPhI. Four interview guides were developed for different categories of employees (top management, middle management, academics, teachers), including more than 25 questions, focusing on employees’ perception of different components of the HRM system at the university. The study showed that the HRM system at MEPhI was significantly transformed under the influence of the Project 5-100: the personnel policy was formalized in high-level strategic documents; the processes of recruitment and selection of foreign employees have been rebuilt; the considerable increase in the number of foreign employees was reached; global partners began to play an important role; a comfortable environment for the implementation of initiatives was created and opportunities for professional development were provided. A significant part of these changes is connected, directly or indirectly, with the university’s participation in the Project 5-100. In general, this points to its positive impact on personnel policy and the HRM system at the university. The results obtained can be used as a basis for formulating recommendations for improving the personnel policy and HRM system in Russian universities as an important component of the management system as a whole.

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Ovchinnikova, N. E., and D. G. Lazarenko. "The Analysis of Conceptual Theoretical Approaches to the Problem of Technology Transfer in Foreign Universities." University Management: Practice and Analysis 25, no. 1 (May 1, 2021): 62–82. http://dx.doi.org/10.15826/umpa.2021.01.005.

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The article overviews the existing models of technology transfer, including those within foreign universities, and highlights the most relevant ones that can be used by Russian universities in the post-COVID-19 conditions. The study should allow the university-based transfer centers to choose the model which is mostly suitable for their situation, and to include elements that will help them to maximize the efficiency of their activities. The existing centers will be able to make changes in their activity in order to update and/or to transform it in accordance with the changed conditions. For the management personnel of the university, the article also provides practical recommendations on managing technology transfer centers. The authors reveal the key functioning elements of various technology transfer models, which can be used by management personnel to design technology transfer centers based on Russian universities. The possible result of the stakeholders’ getting to know this study might be their creating and implementing regulations to govern the technology transfer centers’ activities; forming a personnel reserve; advanced existing personnel training and multi-competence teams’ creating; forming a flexible budgetary policy, as well as a policy of values, for the technology transfer center to function within.

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Journal articles on the topic 'Universités – Personnel'

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