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Bibliografias temáticas / Human services personnel – Supervision of

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Literatura científica selecionada sobre o tema "Human services personnel – Supervision of"

Autor: Grafiati

Publicado: 4 de junho de 2021

Última modificação: 11 de fevereiro de 2022

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Artigos de revistas sobre o assunto "Human services personnel – Supervision of"

1

Sahur, Askariani, e Harbani Harbani. "Analysis of Human Resources and Coordination of the Effectiveness of Supervision of Building Permit Services (IMB) at the Maros Regency Spatial and Housing Agency". International Journal of Multicultural and Multireligious Understanding 7, n.º 6 (3 de agosto de 2020): 508. http://dx.doi.org/10.18415/ijmmu.v7i6.1791.

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This study aims to explain the support of human resource factors and coordination of the effectiveness of supervision of Building Permit services (IMB) at the Maros Regency Spatial Planning and Housing Office. This study uses a qualitative approach in the form of a descriptive survey to describe the information obtained in connection with the implementation of the supervision of IMB services at the Department of Spatial and Housing of Maros Regency. The population in this study were all employees including honorary staff at the Department of Spatial Planning and Housing in Maros Regency, amounting to 52 people, and the community as many as 50 people. The results of this study indicate that HR personnel and coordination of the supervision of IMB services are still not good. because the ability of the apparatus is still low, and discipline and awareness are also low. While coordination has not been going well between work units even though coordination with related agencies has been running as it should.

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Banik, Shovon, Md Golam Rubby, Kala Chand Debnath, Farzana Tamanna Ummey Shaon, Farhana Parveen Tanaya e Chidananda Banik Tuni. "Human Resource Management in Selected District Hospitals of Bangladesh- A Cross Sectional Study". Update Dental College Journal 7, n.º 2 (1 de abril de 2018): 28–32. http://dx.doi.org/10.3329/updcj.v7i2.36210.

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Human resource management (HRM) is fundamental of any organization because of its utility. A cross-sectional was conducted from January to December, 2016 in two district hospitals named Gen- eral Hospital, Munshiganj and 100 Bedded District Hospital, Narsingdi with the objective to assess the status of HRM. Purposively 144 hospital staffs were selected and interviewed by using semi-struc- tured questionnaire and record review. The collected data were processed and analyzed meticulously with the help of SPSS (Version 21) software on the basis of different variables. The study revealed that the mean age was 36.6 ± 1.8 years, 71.5 % were clinical and nursing personnel, other category of respondents were support services and other personnel (22.2%), administrative personnel (6.3 %).Most (96.5 %) of the respondents were recruited by Government, after recruitment 52.1% hospital staffs mentioned scope of training facilities either work-based or instruction based exists in workplace, 63.9 % needed to be trained, 80.6% wished further career plan. Working environment found friendly by 39.6 % hospital staffs, where as average found by 50.0%. The recommendations for further improvement of HRM of their workplace was to increase training facilities by 31.9%, other recommen- dations were to increase manpower, improvement of monitoring and supervision. From this study some effort in the training, increase of manpower , performance appraisal can ensure better quality of service at district hospitals.Update Dent. Coll. j: 2017; 7 (2): 28-32

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Ruhana, Ati Rusyda, Vivi Yosafianti Pohan e Tri Hartiti. "Monitoring Analysis of Filling The Informed Consent of Blood Transfusion". South East Asia Nursing Research 3, n.º 1 (28 de março de 2021): 40. http://dx.doi.org/10.26714/seanr.3.1.2021.40-44.

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Informed consent is evidence of the accountability of health service providers in the hospital. it is carried out in every carrying out the procedure of actions that have the risk of causing disability or death. Incomplete documentation of patient informed consent can reduce the quality of hospital services. the implementation of informed consent documentation in hospitals often faces obstacles. this is due to the lack of human resources and the high workload available. This case study aims to determine the filling of informed consent documentation in the patient's blood transfusion. This study uses interviews, observation and document study by developing approaches to the nursing management function, organizing functions, personnel, direction, supervision, care management, logistics management, quality assurance programs and patient safety. The results showed that in one month there were 20 patients with blood transfusions, and 11 out of 20 patients did not have informed consent. The problem that arises is the incomplete documentation of medical records at the time of carrying out blood transfusions to patients. Supervision that is not optimal is the cause of this problem.

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Hadi Shubhan, Hadi, Rr Herini Siti Aisyah e L. Budi Kagramanto. "Policy of Primary Health Center as First Level Health Facility for Participants of Social Health Insurance Provider Sidoarjo – Indonesia". International Law Research 7, n.º 1 (14 de junho de 2018): 227. http://dx.doi.org/10.5539/ilr.v7n1p227.

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In 2012 there were 200 cases of public service disputes to be criminalized in East Java. They occured as a logical consequence of Act Number 14 Year 2008 leading to some consequences that public service is required to give satisfaction to the society The problem of health services in Indonesia cannot be separated from the low competence of the medical personnel, infrastructure and medical equipment, human resources, and complex regulations which are not easy to implement. Due to the problem above, a research focused on such policies to improve the capacity building by optimizing the role of Primary Health Center (PHC) as First Level Health Facility (FLHF) especially for Participants Social Health Insurance Provider (SHIP) is highly considered to carry out. The Social Health Insurance Provider is a legal entity established to administer the Health Insurance program, and the Primary Health Center is a health service facility that organizes some efforts on public and individual health at the first level. In ensuring the satisfaction of adequate services, FLHF has been working with PHC as the implementer of health services for SHIP participants. Because of it, PHC becomes the forefront to provide the health services to the community, especially, to SHIP participants. To increase the satisfaction of SHIP participants, it is necessary to note and find some ways out to the problems related to the improvement of Human Resources, Health Facilities, Service system, Information and supervision.

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Naibaho, Ramli Effendi Idris. "EVALUATION OF BUREAUCRACY REFORM PROGRAM AT STATE PERSONNEL AGENCY". IJHCM (International Journal of Human Capital Management) 1, n.º 02 (1 de dezembro de 2017): 136–45. http://dx.doi.org/10.21009/ijhcm.01.02.15.

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The objective of this research is to evaluate the bureaucracy reform program at State Personnel Agency. The evaluation focused on five stages, namely design, installation, process, product and benefit. Qualitative approach used in this research with using Discrepansy Evaluation Model design. Data collecting with in-depth interview, orbservation and documantation study. Interview Data analyzed quantitatively through data reduction, data display, and conclussion drawing. The evaluation results toward the bureaucratic reform program at State Personnel Agency shows: (1) the program has been well defined which is indicated by an explanation of the urgency aspect, has clear goals and objectives, and equipped with key success indicator, (2) the program has been well designed including the formulation of implementation guidelines, resource preparation, work programs, and evaluation and monitoring, (3) implementation of eight areas of changes which cover organizational structuring, structuring of governance managemnt system, structuring of human resources management system, harmonization of legislation, strengthening of supervision, strengthening of performance accountability, public services, mindset and work culture is good. However, hasâ€™t shown the ideal conditions if associated with position of State Personnel Agency as a pioneer and role model for the ministries or other institutions in the implementation of bureaucratic reform program, (4) the bureaucratic reform program has given positive results in the improvement of the quality of clean bureaucracy and free of corruption, collusion and nepotism, the quality of public services, and the capacity and performance accountability, and (5) the bureaucratic reform programs can provide positive benefits in improving bureaucratic governance, enhance the positive image and improve the apparatus job performance. Therefore, State Personnel Agency needed to improve the implementation of bureaucracy reform program continuously in order to achieved the optimal results Keywords: Program Evaluation, And Bureaucracy Reform, Discrepancies Evaluation Model

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Naibaho, Ramli Effendi Idris. "EVALUATION OF BUREAUCRACY REFORM PROGRAM AT STATE PERSONNEL AGENCY". IJHCM (International Journal of Human Capital Management) 1, n.º 02 (1 de dezembro de 2017): 136–45. http://dx.doi.org/10.21009/ijhcm.012.15.

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The objective of this research is to evaluate the bureaucracy reform program at State Personnel Agency. The evaluation focused on five stages, namely design, installation, process, product and benefit. Qualitative approach used in this research with using Discrepansy Evaluation Model design. Data collecting with in-depth interview, orbservation and documantation study. Interview Data analyzed quantitatively through data reduction, data display, and conclussion drawing. The evaluation results toward the bureaucratic reform program at State Personnel Agency shows: (1) the program has been well defined which is indicated by an explanation of the urgency aspect, has clear goals and objectives, and equipped with key success indicator, (2) the program has been well designed including the formulation of implementation guidelines, resource preparation, work programs, and evaluation and monitoring, (3) implementation of eight areas of changes which cover organizational structuring, structuring of governance managemnt system, structuring of human resources management system, harmonization of legislation, strengthening of supervision, strengthening of performance accountability, public services, mindset and work culture is good. However, hasâ€™t shown the ideal conditions if associated with position of State Personnel Agency as a pioneer and role model for the ministries or other institutions in the implementation of bureaucratic reform program, (4) the bureaucratic reform program has given positive results in the improvement of the quality of clean bureaucracy and free of corruption, collusion and nepotism, the quality of public services, and the capacity and performance accountability, and (5) the bureaucratic reform programs can provide positive benefits in improving bureaucratic governance, enhance the positive image and improve the apparatus job performance. Therefore, State Personnel Agency needed to improve the implementation of bureaucracy reform program continuously in order to achieved the optimal results Keywords: Program Evaluation, And Bureaucracy Reform, Discrepancies Evaluation Model

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May, Irina V., e E. V. Sedusova. "SANITARY-EPIDEMIOLOGICAL AUDIT AS A TOOL TO IMPROVE MANAGEMENT EFFECTIVENESS IN THE SPHERE OF SANITARY AND EPIDEMIOLOGICAL WELFARE OF THE POPULATION". Hygiene and sanitation 97, n.º 1 (15 de janeiro de 2018): 90–93. http://dx.doi.org/10.18821/0016-9900-2018-97-1-90-93.

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The article considers the legal and organizational aspects of the establishment of a national system of sanitary and epidemiological audit in the Russian Federation. There is described the experience of the functioning of sanitary audit in the republics of Belarus and Kazakhstan, examples of using audit in other spheres of supervision are given. It is shown that in the context of the administrative reform of the control and surveillance activities, the sanitary and epidemiological audit can partially replace the state planned control of low and moderate risks to human health, releasing the resources of the state authorities for overseeing high-risk objects. The creation of the system requires the normative consolidation of the registration procedure and the functioning of organizations with the right to implement activities in the field of sanitary and epidemiological audit, the development of rules for external control of audit services. It seems that the quality assurance in this area should be ensured by the Federal Service for Supervision of Consumer Rights Protection and Human Well-being in the Russian Federation, under whose auspices the national system can function. An important stage in the creation of a new tool for managing sanitary and epidemiological well-being is the development of a database structure and appropriate software to maintain auditor registers and audit reports. A separate task is to provide methodological and organizational support for the training of qualified personnel.

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Sumah, Anthony Mwinkaara, e Leonard Baatiema. "Decentralisation and Management of Human Resource for Health in the Health System of Ghana: A Decision Space Analysis". International Journal of Health Policy and Management 8, n.º 1 (23 de setembro de 2018): 28–39. http://dx.doi.org/10.15171/ijhpm.2018.88.

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Background: The implications of decentralisation on human resource for health management has not received adequate research attention despite the presupposition that the concept of decentralisation leads to the transfer of management authority and discretion for human resource management from national levels to subnational levels. This study aims at investigating the extent to which decentralisation practice transfers management autonomy and discretion to subnational units, and the effect of the level of decision space on human resource management in the health sector. Methods: A mixed methods study design was adopted employing a cross-sectional survey and a document analysis. The respondents included health managers from the regional, district and hospital administrations as well as facility managers from the community-based health planning and services zones. A decision space framework was employed to measure management autonomy and discretion at various management levels of the study region. For the quantitative data, descriptive statistical analysis was used to analyse and report the data whilst the qualitative data was contentanalysed. Results: The study reported that in practice, management authority for core human resource functions such as recruitment, remuneration, personnel training and development are centralised rather than transferred to the subnational units. It further reveals that authority diminishes along the management continuum from the national to the community level. Decentralisation was however found to have led to greater autonomy in technical supervision and performance appraisal. The study also reported the existence of discrepancy between the wide decision space for performance assessment through technical supervision and performance appraisal exercised by managers at the subnational level and a rather limited discretion for providing incentives or rewards to staff. Conclusion: The practice of decentralisation in the Ghanaian health sector is more apparent than real. The limited autonomy and discretion in the management of human resource at the subnational units have potential adverse implications on effective recruitment, retention, development and distribution of health personnel. Therefore, further decision space is required at the subnational level to enhance effective and efficient management of human resource to attain the health sector objectives.

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Ostergren, Jennifer A., e Sara M. Aguilar. "An International Perspective on Speech-Language Pathology Assistants". Perspectives on Administration and Supervision 25, n.º 2 (outubro de 2015): 64–77. http://dx.doi.org/10.1044/aas25.2.64.

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In 2011, the World Health Organization (WHO) and the World Bank highlighted several pressing concerns in the area of service provision to individuals with disabilities, including a global shortage of rehabilitation personnel. The use of mid-level workers was recommended as one strategy for improving human resource capacity in this area. In the United States, speech-language pathology assistants (SLPAs) are one type of mid-level worker that has received recent attention. The American Speech-Language and Hearing Association (ASHA) updated its policy statement on SLPAs in 2013 and also implemented a voluntary affiliation for assistants in 2011. Unfortunately, a paucity of research exists in the United States on this topic. Internationally, however, researchers have reported on the topic of assistants in the field of speech-language pathology. This manuscript serves as an integrative review of the research literature on the topic of assistants in the field of speech-language pathology from an international perspective, including information on the effectiveness of assistants in service provision, important elements related to their training and supervision, opinions from supervisors on this topic, and novel extensions of assistant services to areas such as cross-disciplinary tasks and telerehabilitation.

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Anggraeni, Diah. "Bureaucratic Reform in the Empirical Perspective and Pathology". International Journal of Kybernology 3, n.º 2 (26 de julho de 2019): 1–14. http://dx.doi.org/10.33701/ijok.v3i2.588.

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Bureaucracy in government organizations is a key factor in the implementation of dailyadministration tasks. The division of labor, authority and responsibility and supervision,will be evident in the structure of this organization. Errors in the preparation of thestructure will be able to lead the implementation of the task can not be run efficiently andeffectively, and may even lead to errors in the performance of duties. And these errorsare related to the attitude of the bureaucrats’ condition urgent reforms. Wisdom Reformsto be implemented need to be identified on the substance of wisdom in it that includesnine (9) main program (Ministry of PAN-RB, 2010b: 22-26), namely: Change ManagementProgram; Setup program legislation; Organization Structuring and ReinforcementProgram; Setup Program Management; System Setup program in Human ResourceManagement Apparatus; Strengthening Monitoring Program; Strengthening ProgramPerformance Accountability; Public Services Quality Improvement Program; ProgramMonitoring, Evaluation and Reporting related to the reform of the bureaucracy tends tochange the bureaucratic standard. Pathology is a perception that attitudes, behaviors,and as a tendency to respond to a person’s soul something that is operationalized throughbehavior. Behavior will affect the commitment and dedication of personnel in performanceof its duties, especially in service to the community. In this case, which is an indicator ofthe attitude dimensions executor is a personal interest, affection for the organization, andforesight.Key Words: Bureaucracy Reform, Bureaucracy Pathology, Sustainable Development.

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Teses / dissertações sobre o assunto "Human services personnel – Supervision of"

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Knueppel, Alyce L. "Human service supervision standards and practices". Online version, 2004. http://www.uwstout.edu/lib/thesis/2004/2004knueppela.pdf.

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Disque, J. Graham, e Clifton W. Mitchell. "Mind-Body Approaches to Supervision". Digital Commons @ East Tennessee State University, 2003. https://dc.etsu.edu/etsu-works/2814.

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Disque, J. Graham. "Supervision: Focusing on the Sound of One Hand Clapping". Digital Commons @ East Tennessee State University, 2009. https://dc.etsu.edu/etsu-works/2811.

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Donald, Emily, e Rebekah J. Byrd. "Learning in the Sand: Sandtray in Supervision and Across Curriculum". Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/2602.

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Sandtray is a creative intervention that has been used in clinical supervision of counselors. It can be incorporated with a variety of theoretical orientations and provides an interactive and engaging way to involve supervisees. This presentation will cover the use of sandtray in supervision and expand ways in which it can be incorporated across the counselor education curriculum, providing counselor educators with another creative tool for engaging students in learning

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Donald, Emily, e Rebekah J. Byrd. "Learning in the Sand: Sandtray in Teaching and Supervision with Novice Play Therapists". Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2610.

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Sandtray can be incorporated with diverse theoretical orientations and provides an interactive and engaging way to involve supervisees and students. This presentation will cover the use of sandtray in play therapy supervision and teaching play therapists, with a focus on multicultural competence.

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Disque, J. Graham, e P. E. Robertson. "Using Reflective Teams in Supervision: Benefits for Clients, Counselors, & Team Members". Digital Commons @ East Tennessee State University, 1999. https://dc.etsu.edu/etsu-works/2818.

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Scarborough, Janna L. "Supervising School Counselors: Focusing On The “Other Skills.” Voices from the Field". Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etsu-works/1304.

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This straightforward guide for new and practicing supervisors emphasizes the attainment of skills necessary to effectively supervise others in a variety of settings. Topics covered include the roles and responsibilities of supervisors, the supervisory relationship, models and methods of supervision, becoming a multiculturally competent supervisor, ethical and legal issues in supervision, managing crisis situations, and evaluation in supervision. User-friendly tips, case examples, sample forms, questions for reflection, and group activities are included throughout the text, as are contributing supervisors' Voices From the Field and the authors' Personal Perspectives-making this an interactive learning tool that is sure to keep readers interested and involved.

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Dearman, Philip Ross. "Computerised information systems and professional autonomy : the record of social work". Monash University, School of Humanities, Communications and Social Sciences, 2005. http://arrow.monash.edu.au/hdl/1959.1/5128.

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Byrd, Rebekah, Emily Donald e Rebecca Milner. "Boundary Violations and Counselor Liability Risk: Helping Supervisors and Counselors Attend to Sexual Attraction Issues in Counseling". Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/2971.

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The ACA Code of Ethics is clear in that sexual/romantic relationships with current clients, clients’ partners, and/or family member are prohibited (A.5.a). However, the most recent liability claims against counselors involve inappropriate sexual/romantic relationships with clients or partners/family members of clients. Join us to discuss clinical and supervision implications.

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Byrd, Rebekah J., e Patricia E. Robertson. "LGBTQ Counselor Connections". Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/877.

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Book Summary: Volume 2 of Group Work Experts Share Their Favorite Activities for Supervision is a follow-up to the first volume of this handy resource. This second volume contains more than 50 additionalactivities for the supervision of group work. Activities are organized into four sections: Multicultural and Social Justice Awareness, Supporting Process in Task and PsychoeducationalGroups, Setting and Population Specific interventions, and Developing Skills and the Coleader Relationship in Group Supervision of Group Leaders. Each section begins with adetailed introduction by an expert who reviews the current literature. The multicultural andsocial justice activities identify and address the ways in which identity affects the group as-a-wholeexperience, and also provide a model for supervisor competence. The activities in the Supporting Process in Task and Psychoeducational Groups section are designed to help supervisors more effectively develop and intentionally intervene in these types of groups. The Setting and Population Specific section offers activities for supervisors’ use with unique types of groups across varied contexts, and the development skills and coleader relationship activities support both beginning and more advanced group counselors in their work.

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Livros sobre o assunto "Human services personnel – Supervision of"

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Handbook of administrative supervision. [Alexandria, Va: Association for Counselor Education and Supervision, 1987.

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An introduction to supervisory practice in human services. Boston: Pearson/Allyn & Bacon, 2005.

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Speers, George E. Supervision in human service organizations: Principles and strategies. 3^a ed. Brantford, Ont: Jade Publications, 1994.

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Bunker, Douglas R. Supervision and performance: Managing professional work in human service organizations. San Francisco: Jossey-Bass, 1988.

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B, Parsons Marsha, e Green Carolyn W, eds. Staff management in human services: Behavioral research and application. Springfield, Ill., U.S.A: Thomas, 1989.

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1952-, Bailey Darlyne, e Netting F. Ellen, eds. Managing human resources in the human services: Supervisory challenges. New York: Oxford University Press, 2001.

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Managing social service staff for excellence: Five keys to exceptional supervision. Hoboken, N.J: Wiley, 2010.

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Csoka, Louis Stephen. Transforming the HR function for global business success: A research report. New York, NY: Conference Board, 1998.

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Csoka, Louis Stephen. Transforming the HR function for global business success. New York, NY: Conference Board, 1998.

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Federal supervisors and strategic human resources management. Washington, D.C: U.S. Merit Systems Protection Board, 1998.

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Capítulos de livros sobre o assunto "Human services personnel – Supervision of"

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Richmond, Janet S., Rachel L. Glick e Dianna Dragatsi. "Supervision of Ancillary Personnel". In Models of Emergency Psychiatric Services That Work, 135–42. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-50808-1_13.

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Farkas, Kathleen J. "Training Health Care and Human Services Personnel in Perinatal Substance Abuse". In Substance Abuse During Pregnancy and Childhood, 13–35. Totowa, NJ: Humana Press, 1995. http://dx.doi.org/10.1007/978-1-4612-0235-6_2.

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Fields, Sean Ashley. "Legal Issues Involving Educator Sexual Misconduct". In Sexual Misconduct in the Education and Human Services Sector, 91–101. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0657-7.ch005.

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In addition to the trauma for victims of an educator's sexual misconduct, such conduct can have lasting consequences for the educator, their employer, and the community the educator serves. The educator who crosses professional boundaries and engages in sexual misconduct with students faces the possibility of both professional and personal consequences. In addition to discussing these consequences, this chapter will identify and examine the liability risks for school employers when an educator engages in sexual misconduct. This chapter will also provide insight into how a school employer can to adopt and implement measures to prevent and manage risks posed by sexual misconduct through background checks, training, supervision, reporting procedures, and conducting investigations when appropriate.

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Ellis, Gwen. "Reflective learning and supervision". In Fieldwork in the Human Services, 227–38. Routledge, 2020. http://dx.doi.org/10.4324/9781003115625-22.

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Wilson, Jill. "Approaches to supervision in fieldwork". In Fieldwork in the Human Services, 26–40. Routledge, 2020. http://dx.doi.org/10.4324/9781003115625-4.

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"Participating in Supervision". In The Human Services Internship Experience: Helping Students Find Their Way, 221–58. 2455 Teller Road, Thousand Oaks California 91320: SAGE Publications, Inc., 2017. http://dx.doi.org/10.4135/9781483399706.n12.

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Maywald, Sue. "Two pedagogical approaches to group supervision in the human services". In Fieldwork in the Human Services, 70–83. Routledge, 2020. http://dx.doi.org/10.4324/9781003115625-7.

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Parry, Emma. "The Benefits of Using Technology in Human Resource Management". In Electronic Services, 1566–73. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-61520-967-5.ch095.

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The use of technology within human resource management has grown considerably over the last decade with the majority of organizations now using some form of HR information system (HRIS). For instance, in Europe, Watson-Wyatt (2002) found that 70% of the organizations surveyed used the Internet or Intranet to deliver HR services to employees with most respondents planning to enhance substantially their e-HR capabilities over the two years after the survey. In the UK alone, survey research by the Chartered Institute of Personnel and Development in 2005 showed that 77% of organizations used an HRIS. Research from Cranfield School of Management in 2003 found an even higher proportion of companies using HRIS at 82%. An HRIS can perform a number of functions from the simple storage and communication of information, to more complex transactions. As technology advances, the range of functions that an HRIS can undertake increases. The use of HRIS can provide a number of benefits to the HR function, line managers, and the wider organization. On one level, the use of technology has been shown to lead to faster, more accurate and more efficient processes, and reduced HR costs. Technology can also be used to provide HR information and to enable managers and employees to perform simple HR tasks themselves. On another level, the use of HRIS to reduce the administrative and transactional burden on the HR function can lead to a change in the structure of HR and allow the function to play a more strategic role in the organization. The reasons behind an organization’s introduction of an HRIS may vary considerably from the need to facilitate efficient processes or cut costs, to improve communication and customer service, or the desire to create a shift in the role of the HR function from one that is mainly administrative to one that is more strategic. This chapter will discuss the potential impacts of technology on HRM in terms of the possible rationale behind the introduction of an HRIS. The chapter will draw on the past literature on HRIS as well as on case study research conducted by the author in conjunction with the Chartered Institute of Personnel and Development (Parry, Tyson, Selbie, & Leighton, 2006) to examine the possible components of a business case for HRIS and the benefits that such systems can potentially offer to an organization.

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Cruikshanks, Daniel R., e Stephanie T. Burns. "Sexual Boundary Violations in Counselor Training and Supervision". In Sexual Misconduct in the Education and Human Services Sector, 67–89. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0657-7.ch004.

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Professional boundaries represent the sets of behaviors and interactions that are considered appropriate and ethical between people in professional relationships. These can be defined by considering the roles of the people involved, the scheduled times for these interactions, and the designated places for them. Boundary violations happen when interactions deviate markedly from the social conventions of professional relationships. Sexual boundary violations happen when sexual behavior is introduced into the training relationship. Because of the inherent power differential, sex in trainer-trainee relationships is considered unethical and harmful. This chapter will discuss sexual boundary violations in counselor training including incidence rates, perceptions of trainers and trainees, ethical and legal implications, how sexual boundary violations begin, solutions and recommendations, and suggestions for future research.

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Pinhanez, Claudio. "A Service Science Perspective on Human-Computer Interface Issues of Online Service Applications". In Electronic Services, 407–25. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-61520-967-5.ch026.

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This paper proposes a framework for online service applications based on Service Science which identifies and enables a better understanding of the different issues faced by online service designers, engineers, and delivery personnel. The application of the Service Science framework is made possible by carefully distinguishing online service applications not only from traditional personal software applications but also from online information applications, such as the ones used by news and entertainment websites, through a process of specializing Pinhanez’s definition of customer-intensive systems (Pinhanez, 2008) to online applications. To demonstrate the utility of the framework, we consider the six basic characteristics of services, as traditionally defined in Service Science — customer-as-input, heterogeneity, simultaneity, perishability, coproduction, and intangibility — and derive from these characteristics a list of 15 different issues that are highly important for the design and evaluation of the human-computer interface of online services.

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Trabalhos de conferências sobre o assunto "Human services personnel – Supervision of"

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Abeer, Ifti Azad, Anik Saha, Anik Sinha e Nova Ahmed. "Reinforcement based learning through communicative Android app for autism personnel". In MobileHCI '18: 20th International Conference on Human-Computer Interaction with Mobile Devices and Services. New York, NY, USA: ACM, 2018. http://dx.doi.org/10.1145/3236112.3236131.

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Sadigov, Rahim. "CONCEPTUAL BASES OF STRATEGIC HUMAN RESOURCE MANAGEMENT". In THE LAW AND THE BUSINESS IN THE CONTEMPORARY SOCIETY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/lbcs2020.62.

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The main purpose of the research paper is to study the strategic management of human resources in industrial enterprises, career development and stimulation in the activity. Labor resources are active elements in the production of goods, the creation of material wealth and the provision of services to society. Human resources are important ones in all areas of the national economy. Human resources act as a creative component in the organization and management using their mental, spiritual and psychological capabilities. Human resources study and analyze technical, technological possibilities and financial sources, make management decisions as a leading resource in any organization. Research methodology is related in personnel policy and the comprehensive study of strategic human resource management. Human resource management in industrial enterprises is the main subsystem management system. This issue affects on the development of the enterprise, increasing the quality of products, economic efficiency and profits. The importance of the research paper - is to apply the results in the management of industrial enterprises. Human resource management contributes to sustainable operation in enterprises and organizations. The scientific novelty of the research is the definition of a successful personnel policy in the enterprise. Thus, the article identifies strategic goals in human resource management, and develops a corporate concept in this area. The article discusses the application of new technologies for career development. The application of innovations and methods in the implementation of management functions is the basis for motivating the workforce in an organization. All functions and management methods are applied in the process of strategic management of human resources. Management methods are social in nature, as well as ensure the direct development of employees, labor resources and actively influence on the outcome. Management methods lead to the expansion of financial and economic activities of the enterprise, the development of economic activities, the growth of labor resources. Management methods allow to increase competitiveness, as well as to attract partners, suppliers, customers and others. In this regard, our research can be commended in terms of the application of innovation in management.

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Shiguang, Deng, Ming Xiaoyang e Gao Yuan. "The Application of Task Analysis and Task Support Verification in HPR1000 Main Control Room Human System Interface Design". In 2017 25th International Conference on Nuclear Engineering. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/icone25-67891.

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As the brain of Nuclear Power Plant (NPP), Main Control Room (MCR) is an integrated system which comprises varieties of Human System Interfaces (HSIs), procedures, operators and environment. HSI is the medium that the operators monitor and control the Nuclear Power Plant. To improve the operating performance and avoid human errors, Human Factor Engineering (HFE) is required to be implemented in the new plant HSI design for plant safety. HPR1000 has followed the NUREG-0711 as the guidelines of HFE program, in which 12 elements are included. Task Analysis (TA) and Human Factor Verification & Validation (HF V&V) are two important elements for the HSI design. For task analysis, the design engineers could analyze the human actions (HAs) to identify the tasks that the operators must perform to accomplish the plant functions. Task analysis identifies not only the specific tasks needed to accomplish HAs but also the information, and controls required to complete those tasks which are considered as important input for the MCR HSI design. HF V&V is one of the final stages of the Human Factors Services as included in NUREG-0711. The HF V&V objective is to evaluate that the HSI design conforms to HFE design principles and that the adequacy of the interfaces enable plant personnel to successfully perform their tasks and other operational goals, assuring plant safety. The V&V element consists of four major activities: Sampling of Operational Conditions, Design Verification, Integrated System Validation, and HED Resolution. For different targets, Design Verification could be separated into two kinds of activities: HSI Task Support Verification (TSV) and HFE Design Verification (DV). TSV is an evaluation to verify that the HSI supports the requirements of personnel tasks, as defined by task analyses. The HAs, controls and information identified in task analysis could be used as the basic input for HSI TSV. To provide adequate input for the HSI design and TSV, the operational conditions of task analysis should be sampled as many as possible to cover all the typical conditions, which include normal conditions, transients, Design Based Accidents (DBA), Beyond Design Based accidents (BDBA), even severe accidents. The sampled conditions for task analysis would be available for the task support verification of the related HSIs. In conclusion, the task analysis could be used as the design input for HSI, while the task support verification could review the designed HSI with the output information from TA. This paper addresses the research and engineering implementation methodologies for task analysis and HSI task support verification. As the first reactor of HPR1000, HFE program have been carried out in Fuqing 5&6 MCR from preliminary design to final test. The Fuqing 5&6 TA and TSV achievements for MCR HSIs design are summarized in the paper.

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Nikodem, Jan, Maciej Nikodem, Paweł Gawłowski e Ryszard Klempous. "Training system for first response medical emergency groups to guide triage procedures". In the 8th International Workshop on Innovative Simulation for Healthcare. CAL-TEK srl, 2019. http://dx.doi.org/10.46354/i3m.2019.iwish.005.

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"The work presents training system which provides a structured, simple and practical approach to triage training, for first response paramedic and emergency medical services personnel, as implementation of the triaging procedures in mass casualty accidents. The proposed training system allows to train the procedures at all three levels of hierarchical chain of strategic, tactical and executive command management. It provides reliable connectivity at the scene based on Bluetooth Low Energy standard or Internet connection with the use of mobile 4G LTE communication networks infrastructure. In training system we use simulators of vital human signs based on mobile devices, which generate so-called the victim's life cycle chart, consisting of the heartbeats and respiratory rates, systolic and diastolic blood pressure, and capillary refill time, used as the basis for triage categorization. Presented training system increases trainees competence level in executive as well as control and governance skills."

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Abrar, Sundus, Umair Shahid Aziz, Fareeha Choudhry e Abdullah Mansoor. "Design and implementation of an embedded system for transmitting human ECG and web server for emergency services and remote health monitoring: A low cost ECG signal simulator and its transmitter, to send and store data in electronic databases, in remote location, to be accessed by authorized personnel when needed". In 2012 International Conference on Open Source Systems and Technologies (ICOSST). IEEE, 2012. http://dx.doi.org/10.1109/icosst.2012.6472828.

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Karaçor, Zeynep, Mücahide Küçüksucu e Sevilay Konya. "An Evaluation of Turkish Economy's Performance Under the Information Economics". In International Conference on Eurasian Economies. Eurasian Economists Association, 2019. http://dx.doi.org/10.36880/c11.02290.

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Economics is the art of providing unlimited human needs with scarce resources as it comes to teaching. Very few of these resources have been used in such a way that they are ready in nature. Almost all of the goods and services that can meet the needs are obtained by the application of human labor (labor force) and capital to commodity. In recent years, labor capital and commodity factors were first added to entrepreneurs and then technology. Thus, the system we call the production process emerges. This study based on the information economy, the information economics indicator with Turkey's latest data is intended to demonstrate the performance. First of all, after the conceptual framework of the information economics, its distinctive qualities and development process, the effects of these developments on societies and economies will be evaluated. For the intended purpose, indicators such as R&D activities and R&D personnel employment, patent application and registration numbers, number of scientific publications and access to information were examined in Turkish economy. Finally, Turkey made the comparison with developed countries in economic terms and has been observed that the desired level of the Turkish economy in terms of the information economics.

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Relatórios de organizações sobre o assunto "Human services personnel – Supervision of"

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Wright, Thomas. Close supervision program : an analysis of a human services program. Portland State University Library, janeiro de 2000. http://dx.doi.org/10.15760/etd.1954.

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López Boo, Florencia, María de la Paz Ferro e Pedro Carneiro. ¿Funciona integrar servicios de primera infancia con los servicios de salud?: Evidencia experimental del programa de visitas domiciliarias Cresça Com Seu Filho. Inter-American Development Bank, abril de 2021. http://dx.doi.org/10.18235/0003230.

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Un desafío clave de la política pública es cómo llevar a escala programas de primera infancia efectivos. Si la entrega de estos programas pudiera hacerse a través de la infraestructura de servicios públicos existentes, esto resultaría no solo escalable sino más costo-eficiente. Este documento es de los primeros en evaluar los impactos de corto plazo de un programa de visitas domiciliarias a escala integrado completamente con los servicios de atención primaria en salud (en este caso, la Estratégia Saúde da Família de Brasil). Nuestra estrategia de identificación explota la aleatorización original del programa Cresça Com Seu Filho en Fortaleza a nivel de agente comunitario de salud (ACS). En la estimación de intención de tratamiento (ITT, por sus siglas en inglés) encontramos un impacto positivo modesto en la calidad del entorno familiar (0.12 desvíos estándar, DE). Este resultado se alinea con el foco del currículo del programa en el cuidado sensible, receptivo y no punitivo de los niños. No encontramos evidencia de impacto en desarrollo infantil, muy probablemente debido a los desafíos con la intensidad y la fidelidad de las visitas. Nuestros resultados apuntan a la importancia de mejorar los sistemas de supervisión y acompañamiento del personal para lograr mejoras en la fidelidad de la intervención, así como en esquemas de motivación intrínseca del recurso humano que, en un contexto de mayor carga laboral, resulta central para el éxito de este tipo de intervenciones.

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Coelho Resende, Noelle, Renata Weber, Jardel Fischer Loeck, Mathias Vaiano Glens, Carolina Gomes, Priscila Farfan Barroso, Janine Targino, Emerson Elias Merhy, Leandro Dominguez Barretto e Carly Machado. Working Paper Series: Therapeutic Communities in Brazil. Editado por Taniele Rui e Fiore Mauricio. Drugs, Security and Democracy Program, Social Science Research Council, junho de 2021. http://dx.doi.org/10.35650/ssrc.2081.d.2021.

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Spread across Brazil and attaining an unparalleled political force, therapeutic communities are as inescapable in the debate on drug policy as they are complex to define. Although they are not a Brazilian creation, they have been operating in that country for decades, and their dissemination intensified in the 1990s. In 2011, they were officially incorporated into Brazil's Psychosocial Care Network (Rede de Atenção Psicossocial, or RAPS). Since then, therapeutic communities have been at the center of public debates about their regulation; about how they should—or even if they should—be a part of the healthcare system; about the level of supervision to which they should be submitted; about their sources of funding, particularly whether or not they should have access to public funding; and, most importantly, about the quality of the services they offer and the many reports of rights violation that have been made public. However, a well-informed public debate can only flourish if the available information is based on sound evidence. The SSRC’s Drugs, Security and Democracy Program is concerned with the policy relevance of the research projects it supports, and the debate around therapeutic communities in Brazil points to a clear need for impartial research that addresses different cross-cutting aspects of this topic in its various dimensions: legal, regulatory, health, and observance of human rights, among others. It is in this context that we publish this working paper series on therapeutic communities in Brazil. The eight articles that compose this series offer a multidisciplinary view of the topic, expanding and deepening the existing literature and offering powerful contributions to a substantive analysis of therapeutic communities as instruments of public policy. Although they can be read separately, it is as a whole that the strength of the eight articles that make up this series becomes more evident. Even though they offer different perspectives, they are complementary works in—and already essential for—delineating and understanding the phenomenon of therapeutic communities in Brazil.

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