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Artigos de revistas sobre o assunto "Employees' professional qualities"
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Kvashnina, N. N., e I. N. Konopleva. "The relationship of personal qualities and efficiency of professional activity of employees of tax authorities". Psychology and Law 5, n.º 3 (2015): 61–74. http://dx.doi.org/10.17759/psylaw.2015050306.
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The article is devoted to the relationship of personal qualities and efficiency of professional activity of employees of tax authorities. In work the analysis of professional activity of the employee of the tax authority, attempt to consider a set of actions included in the notion "efficiency of professional activity", and considers personal qualities necessary, from our point of view, for the tax officials of official duties. The article presents the results of empirical research on the relationship of personal qualities and efficiency of professional activity of employees of tax authorities. The study was conducted on the basis of Inspection of Federal tax service of Russia № 26 in Moscow. In research took part the employees of the following departments: in-house departments, field departments, division of work with taxpayers, the division of debt. The relationship between identified qualities as well as differences in manifestation of studied qualities in the employees of tax bodies with different lifetime.
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Schneider, Robert C., William F. Stier, Stephen Kampf, Scott G. Haines e Gregory Wilding. "Characteristics, Attributes, and Competencies Sought in New Hires by Campus Recreation Directors". Recreational Sports Journal 30, n.º 2 (novembro de 2006): 142–53. http://dx.doi.org/10.1123/rsj.30.2.142.
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Professionals and students working in college recreation departments are often involved in many facets relating to the hiring of competent employees. A review of literature revealed that various professions sought different qualities in potential job candidates. There were few examples of research relating to the qualities sought by potential employers of campus recreation personnel. Therefore, recreation directors, holding a NIRSA institutional membership, were surveyed to determine the characteristics, attributes, and competencies preferred in new hires for: (a) professional positions, (b) graduate assistantships, and (c) student employees. The findings revealed the most highly sought after qualifications in professional job candidates were excellent language/speaking skills, prior experience in campus recreation, neat overall appearance, excellent writing skills, and possession of a graduate degree. In terms of graduate assistant positions, campus recreation directors highly ranked the categories neat overall appearance, excellent writing skills, and prior experience in campus recreation. Campus recreation directors ranked the possession of certifications in first aid and CPR highly among student employee applicants.
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Antonovskiy, Aleksandr. "Professionally important qualities of employees of the penitentiary system in the context of digital transformation". Applied psychology and pedagogy 10, n.º 1 (11 de janeiro de 2025): 195–206. https://doi.org/10.12737/2500-0543-2025-10-1-195-206.
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In the new socio-economic conditions, the requirements for professionally important qualities of specialists and the formation of their competencies are not just changing, but are being transformed and rebuilt, and this is primarily due to the restructuring of social processes and the introduction of digital technologies in various fields of professional activity. Professionally important qualities are understood as the individual properties of the subject of labor, a certain set of psychological characteristics that are necessary and generally sufficient for the implementation of effective and reliable professional activities, thus ensuring the success of its implementation. Understanding the formation of the necessary professionally important qualities among employees of the penitentiary system, ensuring the success of their official activities, is significant in terms of making timely, highly likely, objective managerial decisions on issues of professional and career growth of employees, assessing the prospects for appointment to certain positions, the possibility of forming a personnel reserve on a regular basis, conducting professional selection procedures, professional certification, professional training. The main professionally important qualities and competencies of employees of the penitentiary system in the context of digital transformation are considered. A promising scientific direction of research on professionally important qualities of employees of the penal correction system using the method of structural analysis of the organization of psychological indicators is highlighted. The issue of professional mentoring in the penal system of the Russian Federation has been updated. Additionally, such professionally important qualities as mastery of digital culture, digital competence, mastery of information hygiene skills when working with software and information systems, compliance with information security and information protection issues were noted. The study of the issues of professionally important qualities of employees of the penitentiary system is of promising scientific practice-oriented interest in such areas of psychological support of professional activity as professional selection optimization of programs to support professional adaptation of employees at various stages of professional development, development of an up-to-date professional description of professional activity, identification of factors of psychological success
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Stolyarov, H. V. "Business career planning of an employee of the agroindustrial complex". Agrarian Economics, n.º 1 (1 de fevereiro de 2022): 56–68. http://dx.doi.org/10.29235/1818-9806-2022-1-56-68.
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Types, models and stages of professional career, as well as stages of formation of an employee as a professional, are considered. Criteria for promotion of personnel building (planning) an administrative career (“managers”) and employees who choose the path of “an expert” are featured. Peculiarities determining prospects for professional and rank growth in small agribusiness are highlighted.Example of professional development chart shows what a person should focus on in order to achieve a set goal. Attention is paid not only to factors of a successful career of personnel, taking into account their personal and business qualities, but also to objective conditions affecting the employee’s career advancement.
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Beggs, Brent, Olivia Butts, Amy Hurd e Daniel Elkins. "Differences in Employee Perceptions of Entry-Level Competencies of NIRSA Campus Recreation Professionals". Recreational Sports Journal 42, n.º 1 (abril de 2018): 90–101. http://dx.doi.org/10.1123/rsj.2017-0001.
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Core competencies are defined as skills, knowledge, and abilities that an employee needs to be successful in a job. There has been research examining competencies in a variety of professional recreation settings, including campus recreation. Research in campus recreation has confirmed the understanding of the NIRSA Core Competencies: program delivery; philosophy and theory; personal and professional qualities; legal liabilities and risk management; human resources management; facility planning, management, and design; business management; and research and evaluation. The purpose of this study was to examine competencies of entry-level employees in campus recreation departments. More specifically, this study investigated differences in perceptions of entry-level competencies between entry-level employees, mid-level, and upper-level employees in campus recreation departments. There were 466 campus recreation professionals that participated in the survey research and analysis of variance (ANOVA) tests indicated that entry-level employees assign greater importance to specific competencies than employees higher up in the organization.
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Kornilova, D. S. "Formation of the Cognitive Component of Attitude to the Professional Activity in the Learning Process". Психологическая наука и образование 20, n.º 2 (2015): 55–62. http://dx.doi.org/10.17759/pse.2015200206.
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The formation of the cognitive component of attitude to the professional activity in the learning process promotes the development of students’ cognition, improves the organization of personnel recruitment. Hypothesis: in the employees of the customs service, the cognitive component of attitude to the profession is dominated by quality, aimed at social relevance and benefit to society. The study sample comprised 77 customs officers 22 to 52 years old. We used the “Specialized semantic differentials to estimate the work, profession and professional” by V.P. Serkin. For data processing we used the method of semantic universals. We revealed the necessary professional qualities, subjective representation of work, profession, professionals, through individual, moral, ethical, organizational qualities and evaluation of social significance. We conclude that the cognitive component of attitude to the professional activity is expressed in terms of important professional qualities and evaluation of the respondents themselves as professionals. These cognitions promote individual and professional development in education.
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Gavryushkin, Roman. "Promising areas of research of professional activity of employees of metallurgical industries". Applied psychology and pedagogy 8, n.º 4 (5 de novembro de 2023): 106–16. http://dx.doi.org/10.12737/2500-0543-2023-8-4-106-116.
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The article discusses promising areas of research of professional activity of workers of metallurgical industries. The practice of taking into account occupational risks and occupational morbidity of employees of metallurgical industry enterprises shows that inefficient performance of labor functions in the course of professional activity may be associated with a distorted idea of the requirements that are imposed on the subject of labor and its professionally important qualities, and this, in turn, requires a certain professional readiness and adaptation to working conditions based on selection of coping strategies appropriate to the professional situation. One of the contradictions may be the current requirements for the professionally important qualities of employees of metallurgical industries, for their performance of certain labor functions within a particular position in accordance with professional standards and the inconsistency of the existing professional and personal characteristics of employees with existing qualification requirements. The assessment of the degree of digital support of metallurgical devices and production in general makes it possible to optimize not only the policy of economic development in general, but also the professional activity of an employee of metallurgical industries, in particular – on machines with software and in the management of complex production complex systems. Considering professional training as a dynamic process of forming an employee of metallurgical industries, such trends and priority areas of educational activity as the use of a collective form of educational interaction, the implementation of a differentiated approach to students, the use of electronic and mixed learning, the use of virtual and augmented reality technologies in educational practice, individualization of training and mentoring are highlighted. The implementation of the institute of mentoring in the metallurgical sphere is significant for increasing the success of the enterprise and, importantly, for the development of a person, an employee as a person and as a subject of activity, the disclosure of his professional and personal qualities in work, as a professional at various stages of professionalization. The identified promising areas of research of the professional activity of workers of metallurgical industries can lay the foundation for the creation and implementation of a systematic approach, a model of psychological support of professional activity aimed at the development of professional and personal constructive mechanisms of professional adaptation within the framework of professional activity in the metallurgical sphere.
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Shevnina, Julia Sergeevna, e Vadim Valerievich Konstantinov. "Automation of assessment of professional qualities and competencies of enterprise employees". Vestnik of Astrakhan State Technical University 2021, n.º 2 (30 de novembro de 2021): 7–14. http://dx.doi.org/10.24143/1812-9498-2021-2-7-14.
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The article discusses designing and developing an automated information system for assessing the professional qualities and competencies of the enterprise employees. There has been noted the system’s ability to test the employees, taking into account the specifics of the enterprise and the individual achievements of employees. There has been analyzed an integrated method that allows composing individual test tasks consisting of tests and routine problems, whose sequence is determined by the answers of the employees tested. The automated information system is implemented as a one-page SPA application. Vue.js and Express.js frameworks are used. In the process of designing an automated information system the main functional requirements were determined, the structure of the database was developed. The system implements the principles of access control based on the differentiation of user rights. The roles of users and administrator are defined. The architecture of the developed automated information system based on the client-server approach has been designed. The function of creating tests in the developed system allows creating tests with different types of questions and forming different individual trajectories of testing the knowledge of the company’s employees, taking into account its specifics
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Dubinsky, Alexander A., Vera G. Bulygina e Maria Ju Belyakova. "Individual-psychological features of law enforcement officers with different professional experience and professional profile". Russian Journal of Occupational Health and Industrial Ecology 61, n.º 5 (12 de julho de 2021): 340–46. http://dx.doi.org/10.31089/1026-9428-2021-61-5-340-346.
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The study of professionally significant individual-psychological features of employees of law enforcement units in relation to the leading type of activity, including taking into account professional experience, is an actual scientific and practical issue. The identification of the requirements of the profile activity imposed on the employee, the assessment of different-level individual-psychological qualities allows to draw a conclusion about the effectiveness and suitability of the employee for the profession. The professional experience of employees of law enforcement agencies significantly affects the features of stress response, decision-making, motives for official activity, and the state of maladjustment. The study aims to identification of individual-psychological characteristics of law enforcement officers with different profiles and professional experience. 179 male law enforcement officers (average age - 30,2±6,2 years, average professional experience - 7,5±6,1 years) were examined. The employees were divided into 3 groups, depending on the type of professional activity. Group 1 consisted of employees of the security profile (n=67), group 2 - of the communicative-informational profile (n=46), group 3 - of the inspector-communication profile (n=66). The subjects were further divided into subgroups with professional experience up to 9 years inclusive and with experience of 10 or more years. The methodological complex includes: Self-control questionnaire; Behavior Activation and Inhibition questionnaire; Test Technology of Psychosemantic Analysis - Semantic Analysis of Activity (Noss I.N., 2009); Test Problem Situation Analysis (Noss I.N., 2009); a modification of the S. Rosenzweig Frustration Toleration Test (Noss I.N., Ignatkin V.N., 1997). The employees of the security profile were distinguished by the predominance of intropunitive reactions and fixation on the obstacle when assessing the conflict from their own position, high physical activity. Individuals of the communicative-informational profile were distinguished by impunitive reactions, fixation on self-defense and satisfaction of needs, high inhibition of behavior to negative stimuli, high activation of behavior, and high efficiency of resolving problem situations when assessing the conflict from an external position. Persons of the inspector-communication profile were distinguished by high rates of extrapunitive reactions in the whole, unrestrained affect of irritation, preference for simple tasks, low inhibition of behavior. The classification in a group of the security profile with high professional experience contribute: a preference for simple tasks, high activation to promote; in the group of communicative-informational and inspector-communication profile - high activation of achieving the goal. The generalized group of law enforcement officers with 10 years or more of experience in assessing the conflict from their own position was distinguished by the severity of extrapunitive reactions and fixation on the obstacle and on self-defense, the predominance of unrestrained affect of irritation, preference for simple tasks, low inhibition of behavior to negative stimuli. The results obtained allow us to conclude that there are differences in the psychological profile of law enforcement officers with different types of official activities and work experience. The profile of employees of communication-information activities was more consistent with the universal personal and professional qualities required for employees of law enforcement agencies in terms of psychophysiological qualities. Least consistent with a universal professional requirements officers of inspector-communication activities, which was reflected in low capacity for learning, reducing the effectiveness of problem-solving, emotional instability. With an increase in the length of professional experience, there is a predominance of externally blaming response strategies and low self-control.
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Haidov, S. K. "Differences of Personal-Professional Qualities of Municipal Employees in the Images of the Self-Real and Self-Ideal". Bulletin of the State University of Education. Series: Psychology, n.º 4 (11 de setembro de 2023): 120–30. https://doi.org/10.18384/2949-5105-2023-4-120-130.
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Aim. To study the differences in the personal and professional qualities of municipal employees between the real and Ideal Self in order to bring them closer to the ideal image.Procedure and methods. In the course of work on the article, a theoretical analysis of the research of self-concept, images of the Self-real, Self-ideal, Self-reflexive, professional activity, personal-professional qualities of municipal employees was carried out. When conducting the research, the method of testing, generalization, interpretation of empirical data, methods of mathematical statistics were used. The following tests were conducted: "Interpersonal diagnostics" test by T. Leary. Leary, the method of "Expert Analysis". The Spearman rank correlation coefficient, Kruskal-Wallis and Mani-Whitney criteria were used in the study of interrelations using the statistical package SPSS 21.Results. According to the results of the study, the personal-professional qualities, the specifics of professional activity of municipal servants, their differences between the Self-real and Selfideal were determined.Theoretical and/or practical significance. The results of the study contribute to the theory of labor psychology, expand the ideas about the Self-real and Self-ideal of municipal employees. The results are significant in the practice of developing personal and professional qualities and improving the professionalism of local government specialists.
Teses / dissertações sobre o assunto "Employees' professional qualities"
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Martinic, Lenta Rodolfo. "Travailler dans une multinationale de la mode éphémère au Chili et en France : une sociologie des qualités professionnelles des salariés". Electronic Thesis or Diss., Paris, EHESS, 2025. http://www.theses.fr/2025EHES0018.
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Cette thèse examine le travail de vente dans une multinationale de la mode éphémère (fast fashion) en France et au Chili, à travers une problématique qui se déploie en deux axes. D’une part, elle interroge le processus de déqualification, comparable à celui induit par l’organisation scientifique du travail dans l’industrie, qui toucherait désormais les métiers de la vente. Le récit de la déqualification dans ces derniers est devenu presque canonique : l’art de vendre, tel qu’il était pratiqué dans les grands magasins du XIXe siècle, avec une courtoisie irréprochable et une connaissance approfondie des produits, aurait progressivement laissé place à des tâches logistiques dans des espaces en libre-service, marquées par des activités prescrites, routinières et simplifiées, où le service client se résumerait à une simple mise en relation entre la marchandise et la clientèle. Cette approche repose sur l’idée que la qualification d’un travail découle essentiellement de la connaissance et de l’autonomie du travailleur, ce qui conduit à considérer de nombreux métiers contemporains comme « non qualifiés », en oubliant que tout travail, même le plus simple et routinier, requiert certaines habiletés. D’autre part, cette thèse étudie la manière dont les contextes sociohistoriques façonnent un même type de travail et le rapport que les individus des sociétés différentes entretiennent avec celui-ci, grâce aux conditions de comparabilité qu’assure l’implantation globale d’une multinationale. S’inspirant de l’histoire croisée, elle compare le travail de vente dans une entreprise dans deux pays aux forts contrastes comme le Chili et la France. Ces contrastes tiennent notamment à la place différenciée du travail dans la manière de faire société qui s’exprime aussi bien dans les cadres institutionnels des pays que dans la manière dont les personnes conçoivent leur activité productive. Fondée sur deux enquêtes ethnographiques menées au sein de la même multinationale au Chili et en France, la thèse répond à cette double problématique en introduisant la notion de « qualités professionnelles des salariés ». Cette notion consiste en une méta-catégorie permettant à la fois de dépasser l’approche de la déqualification et d’analyser comment les attributs des travailleurs sont mis à profit par l’entreprise. À la croisée de la sociologie des parcours de vie et de l’activité, ainsi que de la Labor Process Theory, la thèse étudie d’abord la mise en marché des qualités professionnelles des salariés (première partie), pour examiner ensuite les modalités selon lesquelles celles-ci sont déployées dans le processus de travail de vente (deuxième partie), et enfin s’intéresser à leur lien avec la mobilité professionnelle et sociale des salariés (troisième partie)This thesis examines sales work in a multinational fast fashion company in France and Chile, addressing a research question structured around two main axes.On one hand, it investigates the process of deskilling, akin to that induced by the scientific organization of industrial work, which now appears to affect sales professions. The prevailing narrative of deskilling in this field has become almost canonical: the art of selling, once exemplified in 19th-century department stores—where impeccable courtesy and in-depth product knowledge were essential—has allegedly given way to logistical tasks in self-service spaces. These tasks are characterized by prescribed, routine, and simplified activities, where customer service is reduced to little more than connecting merchandise with customers. This perspective assumes that the skill inherent in work primarily stems from workers' knowledge and autonomy, leading to the classification of many contemporary jobs as “unskilled” while overlooking the fact that even the most repetitive and standardized work requires specific competencies.On the other hand, this thesis explores how socio-historical contexts shape the same type of work and how individuals from different societies relate to it. The global presence of a multinational corporation provides the necessary comparability conditions to examine these variations. Drawing inspiration from the histoire croisée approach, this study compares sales work in a company operating in two contrasting countries—Chile and France. These contrasts arise notably from the differing roles of work in shaping societal structures, as reflected in both the institutional frameworks of these nations and individuals’ perceptions of their professional activities.Based on two ethnographic studies conducted within the same multinational corporation in Chile and France, this thesis addresses its dual research question by introducing the concept of “professional qualities of employees.” This concept serves as a meta-category that not only transcends the deskilling framework but also examines how workers’ attributes are leveraged by the company. Situated at the intersection of the sociology of life-course and work activity, as well as Labor Process Theory, the thesis first analyzes the marketing of employees’ professional qualities (Part One), then explores the ways these qualities are deployed in the sales labor process (Part Two) and finally examines their connection to employees’ professional and social mobility (Part Three)
Livros sobre o assunto "Employees' professional qualities"
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Whitmore, Jacqueline. Poised for Success: Mastering the Four Qualities That Distinguish Outstanding Professionals. St. Martin's Press, 2011.
Encontre o texto completo da fonteCapítulos de livros sobre o assunto "Employees' professional qualities"
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Demyen, Suzana. "Importance of Teamwork and Analysis of Employer-Employee Relationship in the COVID-19 Context". In Contributions to Management Science, 145–61. Cham: Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-60343-3_9.
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AbstractIn the context where there is increasingly intense discussion about the need for a humanistic approach or about people-oriented management, teamwork is more and more encouraged in all aspects of professional life. The coronavirus pandemic has hampered the activity of organisations, raising challenges not thought of until then, but it has also created the opportunity to bring to light individual qualities and team features which had not been exploited before. The question can be asked—how has the period of the last 2 years affected the performance of the teams and how has the employee-employer relationship evolved? Can we talk about a real partnership? We find, from empirical data, that the relationship between the two parties has generally improved, and employees’ mental health has begun to represent a priority for employers, who have begun to pay more attention to the needs of individuals working in the organisations they coordinate. The success or failure of an organisation depends to a great extent on how business leaders understand how to manage the work of teams, but also how employees initiate responsible behaviour towards the performance of individual and group tasks.
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Ördek, Erdal. "Scenario Method in Teaching Foreign Languages for Tourism". In Advances in Educational Technologies and Instructional Design, 199–215. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-3645-8.ch008.
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Tourism-oriented communication occurs between foreign guests and employees as well as among employees. Communication in tourism frequently takes place in a foreign language and requires foreign language skills for employees. Since tourism is an interdisciplinary sector consisting of a wide variety of branches and professions, in addition to four basic language skills, social, cultural, communicative, and personal qualities are among the objectives of the tourism-oriented foreign language course. Thus, a vocational foreign language course for tourism should be designed with a perspective including communicative, interactive, and social methods and techniques. Although it has been stated that communicative method and intercultural approach yield positive results for the above-mentioned goals, the scenario method stands out to transform language skills into life experience with its professional dimension. In this study, theoretical information about the scenario method and an example for teaching foreign languages for tourism are presented.
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Niyomves, Busara, Noppakun Kunacheva e Sanya Kenaphoom. "The Role of Lifelong Learning in Navigating the Future of Work". In Advances in Business Strategy and Competitive Advantage, 297–316. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-6720-9.ch011.
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The continuous acquisition of knowledge and skills throughout one's life, encompassing both formal and informal learning experiences in diverse settings, is referred to as lifelong learning. This trend promotes both professional and personal growth because it is driven by internal motivations. The capacity to extract meaning from experiences and the deliberate effort to reflect and adjust are qualities that define lifelong learning. It necessitates continuing education and the ability to adjust as one's career changes. Participating in non-formal adult education programs and community service can foster lifelong learning. Philosophical viewpoints such as Friedrich Nietzsche's have also impacted the idea. Employees must pursue lifelong learning in order to stay competitive and grow in their careers as the workplace changes. It provides advantages like improving skills for present roles, getting ready for new chances and career changes, and keeping intellectual curiosity and work engagement.
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Shpektorenko, Ihor. "DIRECTIONS OF IMPROVEMENT OF HUMAN RESOURCES POLICY IN LOCAL GOVERNMENT IN UKRAINE". In Priority areas for development of scientific research: domestic and foreign experience. Publishing House “Baltija Publishing”, 2021. http://dx.doi.org/10.30525/978-9934-26-049-0-4.
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The author examines the dependence and impact of the distribution of powers of local governments, the content of their functions, activities and tasks in the context of the formation of professional competence, professionalism and professional mobility of officials as subjects of labor and activity. The main idea of the article is that in Ukraine there is now a separation of local government from state. This exacerbates the problem of redistribution and separation of functions and, accordingly, tasks and powers, which will be reflected in the substantive characteristics of professionalism and professional mobility of officials as their current professional qualities. The subject of the study is the impact of decentralization, the process of transformation of public administration on the process of professionalization of local government officials. The research methodology consists in the integrated involvement of the following research methods: methods of analysis: system analysis; complex analysis, decompositions, sequential comparison method and logical and dynamic methods; structural and functional method to clarify the basic concepts. The article uses construction methods: system method; methods of forecasting and planning processes, modeling method; method of structuring goals. The abstract-logical method was used for theoretical generalization and formulation of conclusions. The purpose of the study is to develop areas for improving personnel policy in local governments in Ukraine, through meaningful disclosure of the concepts of «human resources», «professional potential», «professionalism», «professional mobility» in relation to the professional group of local government officials, outlines problems and possible approaches to improving these potentials in Ukrainian realities. The result of the article is a set of main areas of development and improvement of personnel policy and activities of the structural unit for staff development in local government, which are designed to develop professional mobility as a modern top quality of officials. The conclusions indicate the need to improve the forms and methods of working with local government officials, the reserve of personnel, the use of mechanisms and principles of formation and implementation of personnel policy in local governments, creating organizational conditions, addressing the issue of rational selection, placement and professional development personnel through a comprehensive assessment of staff, in particular professional potential, including the activity expression of the latter. The time has come for radical changes in the content of training, retraining and advanced training, self-education of local government officials, which would correspond to the new powers and competencies of local governments, based on professional potential and suitability, aimed at achieving high professionalism and professional mobility, including high professional culture. From the author's point of view, it is necessary to provide for the allocation of funds in local budgets for the training of municipal employees in the amount of at least 4% of the salary fund. It is also necessary to strengthen the protection of local government officials from involvement in election campaigns, from unjustified dismissals of officials, in particular in cases where there is a renewal of politicians and leadership of local governments.
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Chernopiatov, Aleksandr Mikhailovich, e Ekaterina Ivanovna Bondareva. "Professional'naia obshchestvennaia akkreditatsiia: gosudarstvennaia politika, vozmozhnosti, strategiia, innovatsii, obrazovanie, perspektivy". In Развитие науки и образования, 253–78. Publishing house Sreda, 2018. http://dx.doi.org/10.31483/r-11381.
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There are examined professionally-public accreditation of educational programs and direction to identify the features and strengths of programs, the specificity of their implementation, which in consequence will have a positive impact on the quality of training of future specialists. The relevance of the topic to present the new paradigm in the relationships between educational institutions and employers. Employers ' requests for training of specialists due to the ever-increasing demands of the market. In modern conditions the labour market permanently updates its requirements to the quality of graduates of educational institutions. The challenges posed by employer to educational institutions, lies in the fact that the future specialist must be suitable not only on educational performance but also on psychological, individual, management and most importantly on professional qualities, are widely demanded at the present stage.
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Anisimov, Dmytro, Dmytro Petrushin e Victor Boguslavsky. "IMPROVEMENT OF PHYSICAL TRAINING OF FIRST-YEAR CADETS OF DNIPROPETROVSK STATE UNIVERSITY OF INTERNAL AFFAIRS". In Scientific space in the conditions of global transformations of the modern world. Publishing House “Baltija Publishing”, 2022. http://dx.doi.org/10.30525/978-9934-26-255-5-1.
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In the conditions of a complex criminogenic situation, a high level of preparedness of police officers for effective actions in regular and extreme conditions is extremely important for successfully solving the tasks of ensuring proper law and order and public safety in the state. The professional training of employees is a decisive factor in the quality of law enforcement activities, ensuring legality in maintaining law and order and fighting crime.A high level of physical training as a component of professional training guarantees the effectiveness of operational and service tasks, ensuring the personal safety of the police officer and his surroundings.In modern society, it is no longer a secret for anyone how important it is for every person to be in good physical shape. The need for this is caused by the rhythm of modern life, new opportunities and challenges of today, and even the fashion for a healthy lifestyle. After all, with the development of society, new relationships also develop, the criminal world also actively uses new opportunities and gaps in the legislation, unprofessional actions or insufficient preparation of employees of the Security Service.Thus, the presence of a high level of physical training, perfect mastery of techniques and tactics for the application of measures of physical influence, self-defense skills and techniques of hand-to-hand combat in regular and extreme conditions of operational-service activity is the professional duty of every police officer.We can come to the conclusion that the level of physical training as a component of professional training affects the effectiveness of operational-service tasks, ensures the personal safety of the police officer and his environment, and therefore requires constant improvement and scientific research. The purpose of the research is the theoretical analysis and synthesis of scientific and methodical literature on the researched topic, as well as the expert examination of the preparedness of the first-year cadets of the Dnipropetrovsk State University of Internal Affairs. The following research methods were used to implement the tasks and achieve the goal: analysis of literary sources; synthesis of literary sources; generalization of literary sources; pedagogical observation; control exercises (tests); assessment of testing levels; mathematical statistics.In order to successfully solve the tasks for physical training classes, the motivational levers of the stable evaluation system, namely the “Scale for evaluating the results of physical training tests” were used. Resultsthe analysis of scientific and methodical literature and documents that regulate the educational process in special higher educational institutions of the armed forces gave reasons to assert that proper physical training is an important prerequisite for high-quality professional preparation of graduates of these universities for practical activities. At the same time, the problem of improving the quality of physical training of cadets in higher educational institutions of the Ministry of Internal Affairs of Ukraine, despite a significant number of developments, remains insufficiently studied.Taking into account the need for police officers to engage in confrontations with aggressive and, as a rule, well-trained violators, the problem of special physical training of cadets of higher educational institutions of the National Police of Ukraine has become extremely urgent.Also, based on our research, we can conclude that due to high workload, cadets do not have the opportunity to regularly engage in physical training and improve their physical level, and classes according to the educational and methodological plan cannot fully develop physical qualities cadets, that is why we see an insufficient development of strength in the cadets of the first year of the DDUVS. This is evidenced by the fact that, according to our research, only 32% (n = 8) of the subjects have an excellent level. Good was noted in 40% (n = 10), and a satisfactory level of strength development was found in 28% (n = 7) of the cadets. Practical implications. The scientific novelty of the obtained results lies in the fact that a complex theoretical and applied monodisciplinary study was conducted, dedicated to solving scientific and practical problems of the state of physical training of first-year cadets of the Dnipropetrovsk State University of Internal Affairs. Value/originality. The obtained research results can be used to improve the level of physical training of cadets of the National Police of Ukraine.
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"Leadership". In Analyzing Telework, Trustworthiness, and Performance Using Leader-Member Exchange, 106–23. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8950-2.ch006.
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Leadership development happens when one can determine and/or strengthen leadership style. Development continues when there is a trusting connection, when there are clear roles and responsibilities, and when an environment that facilitates quality communication is maintained. This chapter examines a study that shows a disconnect in opinions from employees, CEOs, and human resources professionals who were all asked the same questions about how people view their organization. Top-level leaders were overly optimistic about the frequency with which their employees were being recognized for their contributions. Conversely, human resources professionals were pessimistic about frequent recognition while employees seemed to be divided about the frequency and appropriateness of recognition. The authors find a variety of team qualities as they peruse thousands of leadership, management, and self-improvement books. This chapter narrows the focus to engagement, the setting of leader and manager roles, and developing members.
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Li, Yuan, Gilpatrick Hornsby e Joshua Pate. "Conceptualizing Job Attributes Minoritized Gen Z College Students Seek in Employers". In Effective Human Resources Management in the Multigenerational Workplace, 115–41. IGI Global, 2023. http://dx.doi.org/10.4018/979-8-3693-2173-7.ch006.
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Job preferences of college graduates before entering their professional fields is an area that should receive attention, particularly during the COVID-19 pandemic. Job choice decisions literature suggests that demographic characteristics can impact individual's employment preferences, but little is known about what the current generation of college students (i.e., Generation Z) seek in a job. This study focuses on what job attributes Gen Z college students sought in employment during the pandemic. Additionally, the study explores job attributes minoritized Gen Z college students seek or avoid in employment. The findings of an online survey among 393 graduating college students suggest race and gender affect job preferences. The factors coworker/policy, status/advancement, diversity/work itself, and schedule/relocation are what college graduates seek. Moreover, the qualitative data analysis revealed four themes regarding qualities minoritized graduates seek and two themes regarding deal breakers for minoritized graduates.
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Moen, Kjetil. "Sykehusprestens kryssende lojalitetsbånd: Et erfaringsperspektiv". In Spesialprest i livssynsåpent samfunn, 171–83. Cappelen Damm Akademisk/NOASP, 2023. http://dx.doi.org/10.23865/noasp.207.ch7.
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The chapter explores links and tensions between the intersecting loyalties inherent in the chaplaincy role. The text elicits how the role as chaplain – being at the same time ordained by a community of faith and employed in a secular health organization – can be experienced, and perceived of as a «professional anomaly», an «ambiguous symbol», and as «oil or sand» in the health care organization. The author identifies how the explicit bonds of loyalty constituting the role at times can be in tension with more implicit commitments – such as the allegiance to the authenticity and integrity of both the patient and the chaplain. The text argues that because the chaplain is anchored both inside and outside the clinic – thus simultaneously «at home» and «a stranger» – the role carries unique and important qualities, called for in a modern health care system. In order for the role to be sufficiently different, yet not too divergent, in the mix of health care professions, the relationship between partly competing loyalties must be managed carefully, hermeneutically, and contextually.
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Ivanova, Elena Yu, Elena Yu Kolesnikova, Valeriy A. Mansurov e Anna V. Semenova. "Role of the family in the choice of professional strategy by young people". In Russia in Reform: Year-Book [collection of scientific articles], 86–113. Federal Center of Theoretical and Applied Sociology of the Russian Academy of Sciences, Moscow, Russian Federation, 2024. http://dx.doi.org/10.19181/ezheg.2024.4.
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The article discusses some aspects of the influence of the family on the choice of educational and professional strategy by young people. The relevance of the study is primarily due to the emerging state policy of supporting families, ensuring “the preservation of the continuity of family traditions in general and traditional family values in particular” [Family as a Value, 2024]. The study of the directions of interaction between generations in the process of developing and implementing the educational, professional and educational strategy of the family is considered from the point of view of effective and destructive practices of intra-family interaction. The assessment of the significance of the influence of the family on the career realization of the younger generation is analyzed from the standpoint of society, representatives of professional dynasties, parents of children and employers. Thus, the value function of the family is presented in a multifaceted and multifunctional field. The information base of the study was the legislation of the Russian Federation, materials of expert interviews with representatives of professional dynasties; data from surveys of students of universities of the Russian Federation, as well as data from surveys conducted by leading sociological centers; materials of Internet forums on the topic of research, etc. The advantages of family professional succession (reputational resource, symbolic, cultural and professional capital), as well as its negative manifestations (nepotism, intra-family authoritarianism) were identified and systematized; the peculiarities of the perception of professional dynasties by society are evaluated; Evidence of young people’s motives for independent decision-making based on abilities and personal qualities in the context of intergenerational family conflict or in conditions of mutual understanding and cooperation, taking into account modern scientific, technical and socio-economic realities, is presented.
Trabalhos de conferências sobre o assunto "Employees' professional qualities"
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Aseev, S. V. "ON THE ISSUE OF IMPROVING SHUTTLE RUNNING AS A MEANS OF DEVELOPING SPEED AND STRENGTH QUALITIES OF EMPLOYEES OF INTERNAL AFFAIRS BODIES". In Х Всероссийская научно-практическая конференция. Нижневартовский государственный университет, 2021. http://dx.doi.org/10.36906/fks-2020/02.
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The article is devoted to the analysis of physical exercise Shuttle running as the main means of developing speed and strength qualities of employees of internal Affairs bodies. The author provides a set of recommendations that allow you to form a rational technique for performing Shuttle running, ensuring the effectiveness of the exercise, including in the conditions of periodic checks on professional fitness.
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Yurjeva, A. S., e Ya A. Korneeva. "Mental regulators of shift employees in diamond mining in the far north". In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.740.755.
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The article presents an analysis of mental regulators of fly-in-fly-out personnel in diamond mining in the Far North. The study involved 70 fly-in-fly-out workers operating in the diamond mining in Far North. In our study, we relied on the concept of E. A. Klimov, who distinguished three groups of mental regulators of labor: representation of labor object, representation of labor subject, subject-object and subject-subject relations. Research methods are psychophysiological and psychological testing aimed at the diagnosis of mental regulators of labor, as well as questionnaires and projective methods for a qualitative study of mental regulators of labor. We have developed a questionnaire, which included such parameters as the assessment of comfort/discomfort of climatic and geographical, industrial and social conditions; assessment of the degree of danger of various professional situations that may arise during a fly-in; self-assessment of oneself as a professional, one’s professional skills, knowledge and adherence to safety precautions, personal qualities, job satisfaction, “price” of activity. We also developed a method of unfinished sentences. We conducted a content analysis of the results of the method of unfinished sentences, where we identified categories and subcategories related to the representation of labor object, representation of labor subject, subject-object and subject-subject relations. Statistical processing was carried out using multidimensional methods. As a result of the study, the peculiarities of the mental regulators of labor of fly-in-fly-out workers in diamond mining were identified, which must be taken into account when developing more targeted programs for supporting fly-in-fly-out work and selecting personnel in mining companies.
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Stawińska, Danuta. "Przynależność generacyjna bibliotekarzy jako czynnik determinujący postawę wobec pracy". In VII Ogólnopolska Konferencja Naukowa „Biblioteka (w) transformacji”, 155–76. Wydawnictwo Uniwersytetu w Białymstoku, 2024. https://doi.org/10.15290/bwt.2024.08.
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The labor market in Poland is undergoing constant transformation due to demographic changes, mainly resulting from the aging of the population. Attitude towards work is shaped, among other things, by generational affiliation, and the need to continuing education or even retraining applies to employees of every generation. Developing attitudes, personal qualities, value system and motivation, increases employee’s value on the labor market and influences professional activity. For organization such as a scientific library, age management involves resolving conflicts related to having employees of different age groups. The task is difficult, because even within a single generation there is a huge diversity of views, behavior, and attitudes. Breaking down intergenerational barriers, however, becomes an opportunity for any organization. The purpose of this article is to highlight the issue of the small age diversity of college library employees. Based on the analysis of selected literature, an attempt was also made to systematize the knowledge of management of generational diversity.
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Shaqiri, Gentjan. "How Does Management Style Affect Employee Well-Being within Large Enterprises? The Case of Albania". In Ninth International Scientific-Business Conference LIMEN Leadership, Innovation, Management and Economics: Integrated Politics of Research, 49–57. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2023. http://dx.doi.org/10.31410/limen.s.p.2023.49.
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Employee well-being and a positive workplace culture consist of employees who enjoy and are passionate about their work. It includes employees who show interpersonal and professional pride in the services they provide to their customers and clients, who interact with co-workers collaboratively and collegially, and who enthusiastically engage in healthy workplace relationships. This highly desirable employee behavior within enterprises is not easily attainable. As a result, this paper investigates and investigates how management style impacts employee well-being in the Albanian business environment. Based on semi-structured interviews with high and middle management of large enterprises in Albania, this paper examines how adherence to international standards to tackle workplace stress affects employee well-being and the degree of nurturing enterprise culture. A comparison is made between locally-owned and foreign-owned enterprises. This paper concludes that managers who can distinguish between a certain healthy amount of employee competition and more destructive ones that affect both a single employee, the department, and ultimately the enterprise are the ones possessing more leadership qualities and capable of continuously cultivating the highest degree of employee well-being in their enterprises.
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ALEXE, Cătălin –. George, e Cătălina –. Monica ALEXE. "GAMIFICATION IN RECRUITMENT AND STAFF SELECTION PROCESSES FROM THE PERSPECTIVE OF ENGINEERING STUDENTS AND GRADUATES". In International Conference of Management and Industrial Engineering. Editura Niculescu, 2023. http://dx.doi.org/10.56177/11icmie2023.4.
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The current context of the labor market reflects a significant shortage of engineers, with an impact on the industrial sector. Against the background of the demographic decline and the limitation of the educational offer, there is an increased interest of companies in hiring students and graduates from the engineering area. Hiring young people, attracting them to a professional career, and creating a working environment in companies that motivates and convinces them to invest energy, time and passion in performing professionally as early as possible is not only essential, but also critical. The relations between the employee and the employer are changing, the labor market is in a continuous process of transformation, and the human and the digital part must be included in this process. The use of some innovative, digital tools for recruitment, performance evaluation and learning, such as gamification, is becoming a challenge and a necessity for companies in their desire to create a pleasant experience for the employee from his first contact with the company. The long-term goal is to strengthen their effective involvement in the company's activity, increasing the retention rate of valuable employees. Many companies, especially in the technology industry, give applicants the opportunity to play during the hiring process and, as a result, increase their chances of finding a job according to their skills, qualities and ability. The work includes a qualitative research that followed the degree of familiarization of students and recent graduates of UNSTPB (National University of Science and Technology POLITEHNICA Bucharest) with the concept of gamification in the recruitment and selection processes of personnel, and the understanding of how online applications, developed around this concept, should be designed to be of interest to them.
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Musatova, Oksana, e Irina Marinovskaya. "Motivation of Professional Activity of Law Enforcement Officers when Ensuring Safety and Security of Large-Scale Public Events". In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-40.
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In contemporary conditions, law enforcement officers carry out their professional activity under increasingly complex stressful circumstances. A large number of people’s lives depend on their actions; this affects their own emotional state, complicates their professional work and contributes to psychological and behavioural problems. In the course of teaching potential employees, it is very important to make them feel motivated enough to properly implement their professional duties under extreme conditions of ensuring safety and security during large-scale public events. This study was participated by 520 persons who were sampled from an audience of the Moscow University of the Russian Ministry of Internal Affairs, were members of a consolidated detachment, and had been directly ensuring security during the Winter Olympic & Paralympic Games in Sochi in 2014. The study used the following psychological methods: observation, questionnaires, interviews, tests and training, which made it possible to study the characteristics of the psychological structures of personality, motivation and their changes under the influence of extreme factors of life conditions. The identified negative reactions were neutralised with the help of the training programme developed. Upon completion of the assignment and the analysis of the service of the combined detachment of the Moscow University of the Ministry of Internal Affairs of Russia, it was recognised that the trainees had fully met all the service and professional objectives. It has been found that during the course of special training, primarily psychological training, trainees are able to maintain an optimal level of motivation for the conditions of professional activity in extreme conditions if communication skills and personal qualities such as discipline, responsibility and purposefulness have formed.
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Litoiu, Nicoleta, e Gabriela carmen Oproiu. "PROFESSIONAL COUNSELLING ACTIVITIES FOR DOCTORAL AND POST-DOCTORAL STUDENTS IN TECHNICAL UNIVERSITIES". In eLSE 2021. ADL Romania, 2021. http://dx.doi.org/10.12753/2066-026x-21-125.
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Life's changes and maturation will require continued growth, personally and professionally. In the last period of time this objective has became really hard to achieve, not only because of pandemic conditions around the world in terms of health protection and the volatility of work labor lately, but also because the social side of our personalities and the spiritual aspect of human identity have been severely tested. Nowadays, the majority of Romanian universities are coping to these challenges. In these trouble times, we all started looking for ways in which we could be more efficient or "work smarter" in order to maintain the feeling of normality in our lives. The need for counselling is constantly increasing for all participants to education (students and teachers) as well as for the employees, as general. Before any other reframing levels of analysis, the first step in someone's career counselling process begins from analyzing the self-perspective, in terms of personal qualities (strong points and weaknesses), personal needs, aspirations and professional interests. According to these issues, this paper is aimed to present the good experience of implementation a career counselling training program, included in the project "Scholarships for entrepreneurial education of doctoral students and post-doctoral researchers", financed through the European structural funds. The project has been implemented in University POLITEHNICA of Bucharest in partnership to University DUNAREA DE JOS from Galati. Despite the fact that the focus of project's activities has been on entrepreneurial competences' development, as the title of project emphasized, the career counselling activities represented one of the most important and appreciated project's activity. The target group's level of satisfaction regarding this project's activity has been analyzed in the research described in this paper, proving its authentic value in order to highly increase the awareness of participants for continuous need of reflection on their motivation and aspirations about career. The quantitative research-based is aimed to analyze the participants' perceptions and opinions referring to professional counselling program's implementation, in terms of topics approached, effect and impact on developing their key abilities, such as: communication, planning and evaluation, decision making, management of socio-emotional skills, information about labor market etc.
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Е.С., Щелканова, Назарова М.Р. e Галкин Н.А. "Prospects of Personal Profiles Development for Solving Personnel Tasks of Law Enforcement Agencies". In Современная психофизиология. Технология виброизображения. Modern Psychophysiology. The Vibraimage Technology., 172–82. Crossref, 2024. http://dx.doi.org/10.25696/elsys_mpvt_07_ru14.
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Статья посвящена совершенствованию системы профессионального отбора/подбора на командные должности в силовых ведомствах. На примере сотрудников силовых ведомств, в т. ч. военнослужащих (n = 447), построен базовый личностный профиль, отражающий степень развития способностей и моральных качеств для дальнейшей оценки соответствия кандидата командной должности. Показана перспективность технологии виброизображения для решения задач обеспечения кадрами силовых ведомств по результатам экспресс-тестирования. В результате исследования определены основные составляющие личностного профиля человека, рекомендованного на замещение командных должностей, предложена математическая модель оценки соответствия данному профилю. Кандидаты на замещение командных должностей должны обладать развитыми межличностным, креативным, и вербально-лингвистическими типами множественного интеллекта (по Г. Гарднеру). Среди моральных качеств нежелательными для командных должностей считаются зависть, кибер-зависимость, лень и склонность к суицидам. The article is devoted to improving the system of professional selection for command positions in law enforcement agencies. Using the example of employees of law enforcement agencies, including military personnel (n = 447), a basic personal profile was built, reflecting the degree of development of abilities and moral qualities for further assessment of the candidate’s compliance with a command position. The prospects of vibraimage technology for solving the tasks of providing personnel to law enforcement agencies based on the results of rapid testing are shown. As a result of the study, the main components of the personal profile of a person recommended for filling command positions were identified, and the mathematical model for assessing compliance with this profile was proposed. Candidates for command positions should have developed interpersonal, creative, and verbal-linguistic types of multiple intelligences (according to H. Gardner). Among the moral qualities undesirable for command positions are envy, cyber addiction, laziness and suicidal tendencies.
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Ogar, Aleksey, e Lyudmila Stepnova. "A Psychological Competence Assessment System for Trade Business Professionals Based on Economic Performance Indicators". In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-61.
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The high demand for businesses to objectively assess their employees in order to make human resource decisions and further business development faces the issue of a lack of reliable staff assessment methodologies and the difficulty of interpreting the resulting assessment reports for practical use. Despite the fact that the competence approach to the assessment of specialists has been repeatedly considered by both domestic and foreign scientists, there is still no systematic psychological research aimed at establishing a link between the level of competence development of trade business specialists and the quantitative-qualitative sales indicator. The study focused on 32 sales managers from two commercial organisations in Moscow. Empirical data was obtained via test methods ‘Short Reference Test’ (V. N. Buzin, E. F. Vanderlik), ‘Eysenck Personality Inventory’, abridged version (H. J. Eysenck, G. J. Wilson, K. J. Jackson), questionnaire ‘Fear of Success, Need Achievement, and Fear of Failure’ (A. A. Rean), ‘Self-assessment of manager’s business and personal qualities’ (F. Fiedler), ‘Verbal creativity’ (S. Mednik), biographical method. As a result of the conducted research the connection between the level of development of communicative, socio-perceptual and auto-psychological competences and the effectiveness of professional activity of sales managers, measured by the number of sales for a certain period of time, has been revealed. The results of this study can be used in recruitment as well as for targeted investment in staff development and training to improve competencies and the financial performance of the company.
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Khefacha, Ahlem, e Beatrix Séllei. "Can Hypnosis Develop Emotional Intelligence and Employees’ Skills?" In 8th International Scientific Conference – EMAN 2024 – Economics and Management: How to Cope With Disrupted Times, 179–86. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2024. https://doi.org/10.31410/eman.s.p.2024.179.
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Emotional intelligence (EI) refers to qualities and skills beyond traditional intellectual and technical competencies. EI proved to be an essential skill that goes alongside leadership skills, positively impacting organizational behaviors and business outcomes and influencing overall work performance. EI is important in organizational settings in three ways: the leader’s EI, the employee’s EI, and the emotional climate of groups and teams. Few studies showed that happier people produce more GDP, so the positive effects are countable in business. People have different levels of EI, but nowadays, workplaces do not focus on developing such soft skills yet. However, we can see that the development of EI could be beneficial. One possible way to develop EI is using coaching hypnosis, which has been used in the workplace to improve organizational skills. This paper examines hypnosis professionals’ feedback on hypnosis use for the development of emotional intelligence and employees’ skills. The study follows a qualitative methodology with a questionnaire built to investigate the opinions of professionals. The primary results show that hypnosis can be used to develop emotional intelligence and employee skills in general. The study aims to underline the effectiveness of hypnosis at workplaces and, based on this, to offer a potential development strategy for emotional intelligence to enhance company success based on employee success. In this paper, we’ll present concrete techniques based on professionals’ answers to improve leaders’ skills to be transformative and resonant leaders.