Search results

The paper aims to focus on a unique quality control system that was set up ten years ago to evaluate Medical Classification Committee decision‐making processes at the Israel Defense Forces (IDF) conscription center.

Two main approaches were deployed by the control system to assess medical classification committees' performance. The first was direct assessment of the medical committees' clinical work and decision‐making processes. The second applied data mining procedures to the computerized medical databases. The functional classification codes (FCCs) – codes for the most common medical disorders assigned to male recruits from the central computerized central IDF database, the sub‐districts comprising the recruitment centers, and the chairmen assigning the FCCs to recruits – were all analyzed.

A total of 26 FCCs, each indicating a common medical problem and its severity, constituted approximately 90 percent of all FCCs assigned at recruitment centers between 2001 and 2006. Major contributors to medical profiling outcomes were underweight, asthma, chronic headache, mental illness, symptomatic scoliosis, hypnosis, chronic back pain, knee joint disorders, allergic rhinitis and sinusitis. Evaluating the computerized medical database revealed significant differences in: medical profile prevalence; recruitment center FCCs; different sub‐districts in a given recruitment center; and profiling by medical committee chairmen.

Findings indicate disparities between recruitment centers and their chairmen in the medical profiling process owing to variations in recruitment center working methods and medical history taking, physical examinations, interpreting medical information and individual differences in the chairmen's decision‐making process. Other reasons include technician and laboratory staff inaccuracies. These significant discrepancies highlighted the need for an intervention program. To minimize variations and create a uniform work platform, an orderly instruction system and training programs for the committee chairmen, technicians and laboratory staff were established. These actions resulted in improved performance in 2007 as confirmed by a decreased variability in the assignment of medical FCCs.

The paper highlights methods that can be used to assess disability screening, sports medicine committees and primary care setting procedures.

As part of the routine work of the medical committees in the Israel Defense Forces, a unique nationwide computerized control system is being implemented to assess and manage medical processes. The purpose of this paper is to report on that implementation.

The computerized system consists of three main components: a specific status indicating the processes in each file, an appointment system, and an internal computerized system that uses a magnetic card for the regulation of the local waiting lists.

The combined computerized system improves the control and management of the medical processes and informatics from the point‐of‐view of both the patients and system operators. Different parameters of quality control regarding the medical and administrative processes are assessed (such as efficiency), and solutions are sought. Computerized system‐based design and re‐allocation of human and medical resources were implemented according to the capacities and limitations of the medical system. A reduction in the daily number of invited recruits improved the quality of the medical encounters. Specific combined status codes were introduced for the efficient planning of the medical encounters. Implementation and automation of medical regulations and procedures within the computerized system make the latter play a key role and serve as a control tool during the decision‐making process.

The computerized system allows efficient follow‐up and management of medical processes and informatics, led to a better utilization of human and medical resources, and becomes a component of the decision making by the system operators and the administrative staff. Such a system could be used with success in clinics, hospitals, and other medical facilities.

This paper seeks to examine an intervention program which was developed in order to improve the performance and skills of technical medical personnel at the military recruitment medical committees.

Evaluation of the technician soldiers' performance was carried out by the usage of a specifically farmed survey, comprising a designed questionnaire, and direct observation of their work, including appraisal of their measurements and interpretation skills.

Prior to intervention, analysis revealed: insufficient knowledge of normal range of blood pressure and pulse values, visual acuity of color vision, urinalysis and their relation to the classification process at medical committees; and inadequate technicalities such as incorrect weight and height measurements.

The model of the intervention program could be modified and adopted by medical committees, sports medicine examinations, periodic screening procedures, and primary care medicine in order to improve the quality of medical records and medical care.

This paper aims to contend that the traditional interview is one of the least effective ways of recruiting for important posts and that there are at least five alternative ways to recruit more efficiently.

Outlines the five steps to more effective recruitment.

Highlights the importance of reversing the interview process, capability testing, psychometrics, research tasks and recruitment centers.

Presents alternatives to the job interview for recruiting staff.

Argues that, while the interview will continue to be a significant tool in the recruitment process, firms should take time to consider their current practice, to decide if they are really doing enough to make the right candidate choice. The investment they make now could be repaid tenfold in the future.

This study aimed to develop a model for identifying talented faculties in regional universities.

In this study, the systematic grounded theory (GT) approach has been used. The research population consisted of academic and scientific experts of higher education system who had more knowledge about the subject of the research. They were identified and selected using a non-probability and purposeful sampling method.

The paper introduces a talent-based model for identifying faculties in regional universities. Findings show that in regional universities, talent management (TM) theory is rarely used to identify scientific talents. Therefore, to attract capable faculty members, using a comprehensive model based on this concept can be effective and efficient. To achieve the above goal, it is suggested that universities and higher education centers should pay special attention to the components of education, research and counseling when identifying faculty.

This article develops the knowledge about TM in higher education. Given the gap between theory and practice regarding the theory of TM in higher education, this study, with a look at the identity and nature of universities, offers recommendations for attracting faculty members. Implementing the desired model in regional universities gives them the assurance that by attracting capable people, it will be possible to achieve the university development plan.

The purpose of this paper is to examine the influence of financial factors on motivating college students to consider teaching in hard-to-staff rural schools. The role of perceived respectability of the profession was also explored.

This work relies on an explanatory sequential mixed-method design, that surveyed college students across all majors at a regional public university, then interviewed a subset of participants to improve understanding. Quantitative and qualitative results were compared and synthesized.

Results from an ordinal logistic regression demonstrate the importance of base salary, retirement benefits and respondents’ view of the respectability of the teaching profession as influential for their willingness to teach in the rural target school district. These findings were validated by the qualitative results that found perceptions of respectability had both a joint and separate influence with salaries. Results also demonstrate that most students were amenable to rural teaching and to lower starting salaries than their current chosen occupation, provided their individual minimum salary threshold was met ( x ¯ = 36 percent above the state average beginning teacher salary).

Few empirical studies exist that examine college student recruitment into rural hard-to-staff districts via a multimodal narrative. This study addresses this, focusing on college students across majors to explore both recruitment into the district and into the profession. This work is relevant considering the financial disinvestment in traditional public education and the de-professionalization of the teaching profession that has led to the recent season of teacher strikes in the USA.

This paper aims to emphasize the importance of Chinese institutional contexts beyond “culture” by analyzing a few non-cultural institution-dependent contexts in Chinese HRM research, using an institutional theory perspective.

The authors review existing Chinese indigenous management research from an institutional theoretical perspective and provide a critique of the research from that perspective.

Chinese contexts are more than Confucianism. Focusing on this aspect of culture without integrating other institutional contexts, while informative, is unlikely to identify and explain the uniqueness of Chinese individual and organizational behaviors. Informed by institutional theory, the authors examine how institutional language context influences Chinese institutional behavior. The authors also argue that the guanxi phenomenon is more strongly dependent on institutional forces than on culture in the recent Chinese history. Incorporating these “non-cultural” institutional contexts in research enables us to describe the “what” and explore the “why” and “how” in theory development, rather than placing value judgments on the institutional arrangements.

While societal culture provides an important institutional context, China’s broad culture is not unique among countries with similar Confucian traditions. Chinese management scholars are encouraged to be mindful of pervasive institutional contexts in exploring and theorizing local organizational phenomena. Research without considering non-cultural institutional contexts may prevent a finer-grained understanding of Chinese organizational phenomena for developing Chinese management theory, and it is unlikely to identify the uniqueness of Chinese organizational phenomena among countries influenced by similar Confucian cultural traditions.

Built on previous literature, this paper is among the first to specify and examine explicitly non-Confucian Chinese institutional contexts as a basis for the exploration of Chinese organizational phenomena.

Civil society played a significant role during and after the 2014 revolution in Ukraine, which led to the resignation of President Yanukovich and his government and triggered a series of political, economic and social changes. In some areas, particularly by HIV and tuberculosis, the critical gaps threatened the emergence of a public health catastrophe. The purpose of this paper is to describe how civil society expands and strengthens its role in complex crisis situations, self-regulating and re-adjusting own aims and strategy by using the case of non-governmental organisations (NGOs) active in HIV prevention in high-risk groups and harm reduction.

The paper presents the analysis of the case of Alliance of Public Health, one of the principal recipients of the Global Fund to Fight Tuberculosis, AIDS and Malaria in 2014-2016, during and after the Euromaidan Revolution in Ukraine.

In the post-Euromaidan era, NGO sector has been able to sustain the response to the HIV/AIDS epidemic at a stable level despite significant limitations of resources and the overall fragile situation. Special efforts have been undertaken to continue activities in the conflict zone in the east of the country. Furthermore, NGOs managed to extend beyond their usual responsibilities, bridging the gaps in deteriorating public health and social systems, including taking the leadership in medical procurement; advocating for national plans development; and supplying medical goods to the uncontrolled territories in the east of the country.

This paper is one of the first exploring the role of non-governmental sector in HIV/AIDS programmes in resource-scarce situation of political, social and economic crisis. Case description of the strategies and activities applied in the situation gives the possibility to reflect on raising the effectiveness of the response to existing and emerging public health issues in complex crisis, as well on the potential for HIV/AIDS prevention and treatment advocacy to grow into global health diplomacy.

There appear to be many paradoxes within the management of the growing call centre sector. The purpose of this paper is to consider one of these paradoxes, the extensive recruitment and training regimes in workplaces that are faced with very high levels of turnover.

This research is of a single worksite, a call centre of a public utilities company. The research method was non‐participant observation over a seven‐month period coupled with ten interviews with key personnel.

It was found that the organisation was able to offset the costs of training and recruitment through internal transfers within the larger organisation.

It is a single site study, hence, while of substantial depth the findings are not generalisable. More broad based research is required in the area.

A useful source of information for practitioners in call centres, as well as researchers in the area of recruitment, training and call centres.

This paper provides a valuable insight into an area of call centres that has not been adequately investigated; that of recruitment and training employees for emotional labour.

The research data reported in this article were collected as part of a programme of research into management strategies in relation to the demand for labour. The research project, funded by the Employment Services Division of the Manpower Services Commission, was designed to investigate the ways in which a sample of firms in the private sector (both service and manufacturing) in the East Midlands established their demand for new and replacement labour, formulated and publicised that demand and then recruited. The research design included a detailed consideration of firms' established procedures for recruitment to four occupational categories as well as accounts of recruitment to their two most recent vacancies. It is the material relating to the ways in which firms handled recruitment to these different occupational groups and explanations of the patterns found which form the focus of discussion.