The leader strategy in improving performance of navy human resources

Nowadays the Indonesian Navy is considered to have succeeded in strengthening its role in carrying out the development of a world-class marine defense force and has also received recognition from various countries in the world. However, there are still many problems regarding improving the performance of human resources in the Navy organization. This study aims to determine the strategy of the Navy Leaders in improving the quality of competent human resources in their fields. Furthermore, the research objectives can be detailed again and are more operational in nature, namely a). Formulating a strategy for the leader of the Navy to solve the problem of inequality in the number of personnel with existing positions, especially in the lieutenant colonel and colonel strata until 2024 and b). Determining the strategy of the leader of the Navy in solving problems has not created a synergy between the functions of education, use, and maintenance so that it hinders the development of personnel. The method used in this study is a qualitative approach based on direct observation analysis, expert interviews, and literature study. The qualitative approach assumes that human resources are active resources, therefore the qualitative approach aims to understand the object and make explorations. The strategy results obtained are the implementation of competency-based personnel development policies, empowerment of the Navy Personnel Assessment center, carrying out "Superior Job Performer" activities, conducting Competency Based Interview (CBI) training and developing "Integrated Personnel Information System", and implementing the second policy careers for personnel who are not elected to certain positions. Furthermore, synergize between the functions of education, use, and maintenance of personnel for continuous personnel development.

The leader strategy in improving performance of navy human resources

Nowadays the Indonesian Navy is considered to have succeeded in strengthening its role in carrying out the development of a world-class marine defense force and has also received recognition from various countries in the world. However, there are still many problems regarding improving the performance of human resources in the Navy organization. This study aims to determine the strategy of the Navy Leaders in improving the quality of competent human resources in their fields. Furthermore, the research objectives can be detailed again and are more operational in nature, namely a). Formulating a strategy for the leader of the Navy to solve the problem of inequality in the number of personnel with existing positions, especially in the lieutenant colonel and colonel strata until 2024 and b). Determining the strategy of the leader of the Navy in solving problems has not created a synergy between the functions of education, use, and maintenance so that it hinders the development of personnel. The method used in this study is a qualitative approach based on direct observation analysis, expert interviews, and literature study. The qualitative approach assumes that human resources are active resources, therefore the qualitative approach aims to understand the object and make explorations. The strategy results obtained are the implementation of competency-based personnel development policies, empowerment of the Navy Personnel Assessment center, carrying out "Superior Job Performer" activities, conducting Competency Based Interview (CBI) training and developing "Integrated Personnel Information System", and implementing the second policy careers for personnel who are not elected to certain positions. Furthermore, synergize between the functions of education, use, and maintenance of personnel for continuous personnel development.

About the quality of car maintenance work

The article is devoted to the analysis of the labor discipline of production personnel when performing maintenance (maintenance) of cars. The research was conducted in Perm on the basis of a typical car service, which is an official dealer of the domestic car brand. The results of comparing the manufacturer’s MAINTENANCE technology and the actions of performers (locksmiths) are presented. Deficiencies in the work of production personnel were found and analyzed. Recommendations have been developed to improve the organization of work, increase the level of motivation of employees. Keywords: personnel assessment, car service, labor discipline, car maintenance

METHODS OF MATHEMATICAL ANALYSIS AND FORECASTING OF EMPLOYMENT ASSESSMENT AND EMPLOYMENT OPPORTUNITIES FOR GRADUATES OF EDUCATIONAL INSTITUTIONS

Новизна исследования заключается в разработке качественно нового подхода к оценке кадрового потенциала, основанного на методах оценки и прогнозирования персонала. Целью исследования - формирование аналитики в разрезе различных видов предприятий/отраслей/регионов, что позволяет разрабатывать качественные рекомендации для развития профессиональных кадров в том или ином направлении, для развития социальной и сервисной инфраструктуры в регионе для удержания профессиональных кадров. Актуальностью работы является структуризация вопроса кадровой подготовки в учебных заведениях и возможности контролирования (прогнозирования) трудоустройства выпускников на предприятиях, как важный элемент человеческого капитала. Актуальность данного вопроса очевидна, в связи с возможностью выявлением количественных показателей и выявление его зависимости от основных факторов влияния. В работе представлены две математические модели прогнозирования системы занятости. В ней выполнен математический анализ трудоустройства выпускников учебных заведений любого уровня (колледжей, высших учебных заведений, курсов повышения квалификации и прочее), проведено прогнозирование востребованности этих выпускников предприятиями региона/отрасли/страны. Результатом работы является разработка математического аппарата необходимого для выполнения полноценного анализа и дальнейшее прогнозирования (востребованности) специальности (программы/курса) на рынке труда, как в определённом регионе, так и в стране в целом и построение демографических моделей. Использование математического аппарата позволит потенциальным пользователям (учебным заведением, работодателям и другим заинтересованным лицам) получить инструмент и количественные показатели для дальнейшего планирования работы при подготовке специалистов и разработке образовательных программ. The novelty of the research lies in the development of a qualitatively new approach to the assessment of human resources potential, based on the methods of personnel assessment and forecasting. The purpose of the study is to form analytics in the context of various types of enterprises/industries/regions, which allows us to develop high-quality recommendations for the development of professional personnel in a particular direction, for the development of social and service infrastructure in the region to retain professional personnel. The relevance of the work is the structuring of the issue of personnel training in educational institutions and the possibility of monitoring (forecasting) the employment of graduates in enterprises, as an important element of human capital. The relevance of this issue is obvious, due to the possibility of identifying quantitative indicators and identifying its dependence on the main factors of influence. The paper presents two mathematical models for predicting the employment system, it performs a mathematical analysis

Model for assessing the qualification of IT specialists in software development

The decisive factor for the successful work of modern IT organizations is the professional qualities of the personnel and the system for its development. Staff training for software development organizations is of particular importance due to the fact that activities in this field make high demands on the level of qualifications of employees, their knowledge and skills, while they tend to quickly lose their relevance. However, there are problems in the assessment of personnel qualifications that can affect its’ objectivity and the effectiveness of further management decisions, for example: favoritism, bias, high exactingness, an erroneous standard. The purpose of the work is to develop a model for assessing the qualifications of IT specialists in the field of software development. . This study investigates personnel assessment system, types of criteria for assessing the qualifications of software developers and testers, which cover technical aspects of activities, interpersonal and mental characteristics of specialists. To assess the qualifications, a model of the conceptual theory of software development competence was selected and changed. Based on a literature review, analysis of vacancies and interviews with IT specialists, the main areas of activity of developers and testers were identified, as well as characteristics that need to be assessed. Based on the modified model, a prototype of the system was developed in the JavaScript programming language and on the Node JS software platform for collecting information, which loads data from the Atlassian Jira version control systems for further evaluation.

It Works Without Words

Emotion recognition ability of emotions expressed by other people (ERA-O) can be important for job performance, leadership, bargaining, and career success. Traditional personnel assessment tools of this ability, however, are contaminated by linguistic skills. In a time of global work migration, more and more people speak a language at work that is not their mother tongue. Consequently, we developed and validated the Face-Based Emotion Matching Test (FEMT), a nonlinguistic objective test of ERA-O in gainfully employed adults. We demonstrate the FEMT’s validity with psychological constructs (cognitive and emotional intelligence, Big Five personality traits) and its criterion validity and interethnic fit.

A New Investigation of Fake Resistance of a Multidimensional Forced-Choice Measure: An Application of Differential Item/Test Functioning

To address faking issues associated with Likert-type personality measures, multidimensional forced-choice (MFC) measures have recently come to light as important components of personnel assessment systems. Despite various efforts to investigate the fake resistance of MFC measures, previous research has mainly focused on the scale mean differences between honest and faking conditions. Given the recent psychometric advancements in MFC measures (e.g., Brown & Maydeu-Olivares, 2011; Stark et al., 2005; Lee et al., 2019; Joo et al., 2019), there is a need to investigate the fake resistance of MFC measures through a new methodological lens. This research investigates the fake resistance of MFC measures through recently proposed differential item functioning (DIF) and differential test functioning (DTF) methodologies for MFC measures (Lee, Joo, & Stark, 2020). Overall, our results show that MFC measures are more fake resistant than Likert-type measures at the item and test levels. However, MFC measures may still be susceptible to faking if MFC measures include many mixed blocks consisting of positively and negatively keyed statements within a block. It may be necessary for future research to find an optimal strategy to design mixed blocks in the MFC measures to satisfy the goals of validity and scoring accuracy. Practical implications and limitations are discussed in the paper.

Percepción y detección de violencia de género e identificación como víctimas: Un estudio bibliométrico

El presente estudio bibliométrico tuvo como objetivo conocer y analizar la actividad científica disponible sobre percepción y detección de violencia de género (VG) e identificación como víctimas. Se realizó una búsqueda sin límite temporal en la base de datos Scopus hallando 2.152 documentos. Para reducir el ruido documental de la búsqueda, se cribaron los resultados y se analizaron 974 documentos finales procedentes de 465 fuentes documentales, 160 revistas, 2.758 autores/as, 159 instituciones y 79 países. Los resultados muestran un aumento en la producción en los últimos años, destacando la publicación de artículos originales. Asimismo, predomina la autoría única por país, siendo Estados Unidos el país puntero. Entre los objetivos de los documentos más citados se encuentra la detección de VG por el personal sanitario, la valoración del riesgo de reincidencia mediante la percepción de las víctimas, así como el estudio de percepciones y actitudes de diferentes actores hacia la VG. This bibliometric study seeks to know and analyse the available scientific activity on the perception and detection of gender violence as well as in the identification as victims. An unlimited search was conducted in the Scopus database, finding 2,152 documents. Subsequently, the results were screened by reducing the documentary noise. The results were obtained from 1984-2020 and the final 974 documents were analysed from 465 documentary sources, 160 journals, 2,758 authors, 159 institutions, and 79 countries. The results show an increase in production in recent years, highlighting the publication of original articles. Likewise, the single authorship per country predominates, being the United States the leading country. The main objectives of the most cited documents are detection of gender-violence by healthcare personnel, assessment of the risk of recidivism through the perception of the victims, as well as the study of perceptions and attitudes of different actors towards gender-violence.