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I think that worst case outcome is unbelievably unlikely in this case. And now is having all these aftershocks that are quite large. So, the question is, it seems like the pumping system has failed in more than two actually, but in these two in particular.
So, did it fail because the system doesn’t work or did it fail because there’s some things that a reactor can’t handle and, you know, a huge earthquake is one of them? ACTON: Well, you know, there’s going to be a major investigation to understand — to uncover exactly what went on.
But let me say this, Candy, the Japanese authorities say safety incredibly seriously. And I have no doubt whatsoever that this reactor was capable of withstanding whatever size of earthquake they designated it ought to withstand.
I suspect what the investigation will reveal was that it wasn’t designed to withstand the size of earthquake that actually took place. CROWLEY: So, in the end, you know, your imagination has to — when you’re building these things has to be larger than, you know, the predictive capability for earthquakes.
I mean, you know, one of the problems they had at Kashiwazaki in was they designed it to withstand a certain size of earthquake but the actual shaking as it were at some point was always twice the designed limit. Now on that occasion, safety systems kicked in. The reactor was — the reactors were cooled relatively quickly without problem.
This unbelievably catastrophic event, not just the largest earthquake in their history, but then a huge tsunami has clearly overwhelmed many of the safety systems at the reactor.
We’ll be right back. Geological Survey scientist told CNN that the quake moved the main island of Japan eight feet and shifted the earth on it’s axis nearly four inches.
Witt, thank you for joining us. Right now in Japan, the essential work is about trying to find people. What are they up against and what are you — what are they worried about at this point? I have to guess it’s running out of time. But of course, search and rescue teams that are in there now and the Japanese military and American military, those teams going in there with the dogs, the biggest concern is debris and also buildings that have partially collapsed. The safety of those teams, you know, they have engineers with them.
And they will be looking at that as well. But also trying to get as many people out that they can when they find them. CROWLEY: Now, we are told over and over again that Japan, there’s no country on earth that exceeds Japan in its preparedness for earthquakes, first of all, because they have so many of them, but as well for emergencies.
And yet we look and we are looking at some devastating numbers here. What is the lesson? Is it that you cannot prepare for anything this big or is it that Japan was not quite there in terms of preparedness? What’s your take? What happens, Japanese government has some the most stringent seismic earthquake codes as anyone. But the thing of it is in Japan as well as the United States we have inherited a traditional stock of buildings that were built before the new seismic codes and getting those buildings retrofitted is to me at least life safety is very important.
But they have buildings, as well as we do, that are not up to the type of code they need to be. What are the possibilities here in the U. WITT: Yeah, it did. And the thing of it is here in the United States, particularly California, Oregon and Washington state, and even in Arkansas, and even in the city of New York has earthquake fault, so , in Arkansas, the New Madrid fault, we had an 8. It rang the bells on the churches in Boston. And right now we found a new fault in Arkansas, they call it the Guy fault, that just recently had a 5.
And that fault line’s getting bigger. But it was an unknown fault line. And we wouldn’t have the tsunami possibility unless it’s on the west coast and out in the ocean which could create one, but in Japan and here, they also have all of the warning systems, the buoys out there that would identify a tsunami very quickly.
And they could evacuate. But in Japan right now, that’s massive debris and destruction. And it’s going to take a while. Do you think — are you confident that should there be — and I think a lot of people believe the New Madrid at some point is going to lead to a big earthquake. Are we ready? Are the buildings secure? I mean, what is the potential here? What are we learning in Japan that applies here? And one of the most important things was to build the bridges that would be earthquake resistant.
But we still have an awful lot of buildings that were built before these codes were put in place. And so that concerns me a great deal. Schools, you know, older buildings, public buildings, that were built out of concrete blocks. And you know, they would be in danger. We appreciate it this morning. Up next, we’re going to go to Japan for the latest on the search and rescue effort.
This is still very early hours of the emergency and still very much a search and rescue operation. Two days into the disaster in this one residential area called Futaki rescuers are still pulling the injured to safety.
A silver gurney lifts a survivor. But increasingly, the found are the dead. Search crews pull a body from the water, somebody that drown in a car, another body lies under this tarp. A large number of military and search crews finding more dead and fewer living victims as the hours pass. They were both home as the tsunami came in to Futaki.
Otomo ph and his father now waiting for word. Witnesses here say the first tsunami wave was as high as the top of this tree line, tossing cars like toys into piles, blasting out windows, crushing homes or sweeping them away completely.
This flooded area once had a row of houses, now gone. The force of the tsunami flipped this truck completely upside down. It landed here at this elementary school, wheels up. This school is quite a bit inland, but you really start to see the signs of the tsunami.
You can see how high the water and the debris line here is, especially against the white wall of this school. And the power of this tsunami. The doors of this school are completely blown off.
And look down the hallway. That’s a car. Many managed to escape. But the Japanese military says they pulled bodies from the school. The aim of the study was to determine how many dental hygiene students have part -time job employment in dental practice and which professional tasks they carry out. The median number of hours worked per week was eight.
Study year, age and prior education were positively related to working part -time in dental practice. Activities frequently performed were giving oral hygiene instruction, fluoride applications, scaling and root planning, providing chair side assistance and giving local anaesthesia.
Although the self-reported knowledge about the IHCP Act was high, almost half of the students expressed the need for more detailed legal information. Many dental hygiene students work in a dental practice, taking over a number of tasks usually performed by the dentist. More information in the dental hygiene curriculum about the requirements of the IHCP Act seems desirable. Lattice fluid dynamics from perfect discretizations of continuum flows. We use renormalization group methods to derive equations of motion for large scale variables in fluid dynamics.
The large scale variables are averages of the underlying continuum variables over cubic volumes and naturally exist on a lattice. The resulting lattice dynamics represents a perfect discretization of continuum physics, i. Perfect equations of motion are derived for static, slow flows of incompressible, viscous fluids. For Hagen-Poiseuille flow in a channel with a square cross section the equations reduce to a perfect discretization of the Poisson equation for the velocity field with Dirichlet boundary conditions.
The perfect large scale Poisson equation is used in a numerical simulation and is shown to represent the continuum flow exactly. For nonsquare cross sections one can use a numerical iterative procedure to derive flow equations that are approximately perfect. Full Text Available In order to contribute to higher levels of job satisfaction, job involvement , and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee.
This research demonstrates that the estimation of partial expected value of perfect information via this computationally inexpensive approach could be considered feasible as part of the health technology assessment process for reimbursement purposes within the Irish healthcare system.
It might be a useful tool in prioritising future research to decrease decision uncertainty. Job satisfaction and family hapiness : The part -time work puzzle. The impact of job crafting on job demands, job resources, and well-being.
This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the job demands-resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study 2 months.
This increase in job resources was positively related to employee well-being increased engagement and job satisfaction, and decreased burnout. Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being.
We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs. Optimal simulation of a perfect entangler. A 2 x 2 unitary operation is called a perfect entangler if it can generate a maximally entangled state from some unentangled input.
We study the following question: How many runs of a given two-qubit entangling unitary operation are required to simulate some perfect entangler with one-qubit unitary operations as free resources? We completely solve this problem by presenting an analytical formula for the optimal number of runs of the entangling operation. Our result reveals an entanglement strength of two-qubit unitary operations.
Resonant perfect absorbers have flourished as one of the mostpromising metamaterial devices with applications ranging from power har-vesting to terahertz imaging. Here, an optically modulated resonant perfectabsorber is presented Utilizing photo-excited free carriers in silicon padsplaced in the capacitive gaps of split ring resonators, a dynamically modu-lated perfect absorber is designed and fabricated to operate in reflection.
Application of Job Demands-Resources model in research on relationships between job satisfaction, job resources, individual resources and job demands. Full Text Available Background: The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources JD-R model in the explanation of these phenomena.
Materials and Methods: The research was based on a sample of social workers. Conclusion: The JD-R model can be used to investigate job satisfaction. Med Pr ;64 — The interactive role of job stress and organizational perceived support on psychological capital and job deviation behavior of hospital’s nurses and staffs. Full Text Available The phenomenon of job stress is an inevitable part of professional life and in the activities and efficiency is reflected in the organization.
This study aimed to identify and predict the relationship between psychological capital and job deviation behavior through job stress regarding the moderating role of perceived organizational support. This study is correlation by using descriptive methods for applied goals. Standard questionnaire was used to collect data. The results showed the significance of the relationship between the variables except the relationship between deviant behaviors with psychological capital.
Also, the interactive role of job stress and perceived organizational support on psychological capital and job deviation behavior was confirmed. This means that for the hospital’s nurses and staffs with job stress, increasing perceived organizational support associated with enhancing psychological capital and decreasing job deviation behavior. These results emphasize necessity of recognizing interactive role of job stress and perceived organizational support in psychological capital and job deviation behavior.
Everybody’s Different Nobody’s Perfect. Visible light broadband perfect absorbers. Jia, X. The visible light broadband perfect absorbers based on the silver Ag nano elliptical disks and holes array are studied using finite difference time domain simulations.
The semiconducting indium silicon dioxide thin film is introduced as the space layer in this sandwiched structure. These simple and flexible perfect absorbers are particularly desirable for various potential applications including the solar energy absorber.
The work-life balance and job satisfaction: results of Netherlands monitoring data. The seminar was divided into three parts : a conceptual discussion; an examination of job satisfaction and work organisation; and an examination of job satisfaction and work—life balance. Session three: job satisfaction and work-life balance. Two- perfect fluid interpretation of an energy tensor. There are many topics in General Relativity where matter is represented by a mixture of two fluids. In fact, some astrophysical and cosmological situations need to be described by an energy tensor made up of the sum of two or more perfect fluids rather than that with only one.
The paper contains the necessary and sufficient conditions for a given energy tensor to be interpreted as a sum of two perfect fluids. Given a tensor of this class, the decomposition in two perfect fluids which is determined up to a couple of real functions is obtained. This work comprises Corps personnel managers , training instructors, and interested researchers who may find them useful.
This work comprises two parts : volume I. A cross-linguistic discourse analysis of the perfect. The Reichenbachian characterization E-R,S has led to the view that the English Present Perfect , with its restrictions on modification by time adverbials and its resistance to narrative structure is the.
Suppose further that one The jobs to which An empirical study on the impact of stress on the relationship between locus of control and job satisfaction and job performance.
Stress plays an important role on job satisfaction in many industries such as accounting. We present an empirical study to examine the impact of job stress on the relationship between the locus of control and accountants’ job satisfaction. The study selects a sample of 65 senior and regular accountants who work for thirteen different regional municipalities of city of Mashad located in east part of Iran.
The study uses different well-known questionnaire methods such as stress diagnostic surve Development of a perfect prognosis probabilistic model for A prediction model based on the perfect prognosis method was developed to predict the probability of lightning and probable time of its occurrence over the south-east Indian region. In the perfect prognosis method, statistical relationships are established using past observed data. For real time applications, the predictors Understanding Job Stress among Healthcare Staff.
There are many aspects of a job. Methodology: Descriptive study employing staff members of a super specialty hospital using a structured personal interview questionnaire consisting of 21 sources of stress.
The hospital staff was asked to rate each item according to the extent to which it had contributed to their stress as experienced in their jobs in the past few months on a scale of 0 not at all,1 a little, 2 quite a bit, 3 a lot.
A global rating of stress was also obtained. Conclusion: The staffs of the hospital were in moderate stress due to the prime stressors so adequate measures should be taken to alleviate these stressors.
The surveyors’ quest for perfect alignment. Photogrammetry of a CMS endcap and part of the hadronic calorimeter. The structure was covered with targets photographed by digital cameras. Perfect alignment Although CERN’s surveyors do not claim to achieve it, they are constantly striving for it and deploy all necessary means to come as close as they can. In their highly specialised field of large-scale metrology, the solution lies in geodesy and photogrammetry, both of which are based on increasingly sophisticated instruments and systems.
In civil engineering, these techniques are used for non-destructive inspection of bridges, dams and other structures, while industrial applications include dimensional verification and deformation measurement in large mechanical assemblies. The same techniques also come into play for the metrology of research tools such as large telescopes and of course, particle accelerators. Particle physics laboratories are especially demanding customers, and CERN has often asked for the impossible.
As a result, the alignment metro Job design and job stress in office workers. A model to look at various job components that affect individual well-being and health was developed drawing from the job design and job stress literature. Briefly stated, the model proposes job control to be a primary causal determinant of the stress outcomes. This was tested in a population of government office employees in various clerical, professional, and managerial jobs all of which involve the use of computers.
The differentiation of job control levels to define specific relationships with stress outcomes and other job elements was shown to be useful because different levels of job control were associated with different stress outcomes and job elements.
A note on perfect scalar fields. We derive a condition on the Lagrangian density describing a generic, single, noncanonical scalar field, by demanding that the intrinsic, nonadiabatic pressure perturbation associated with the scalar field vanishes identically. Based on the analogy with perfect fluids, we refer to such fields as perfect scalar fields. It is common knowledge that models that depend only on the kinetic energy of the scalar field often referred to as pure kinetic models possess no nonadiabatic pressure perturbation.
While we are able to construct models that seemingly depend on the scalar field and also do not contain any nonadiabatic pressure perturbation, we find that all such models that we construct allow a redefinition of the field under which they reduce to pure kinetic models. We show that, if a perfect scalar field drives inflation, then, in such situations, the first slow roll parameter will always be a monotonically decreasing function of time.
We point out that this behavior implies that these scalar fields cannot lead to features in the inflationary, scalar perturbation spectrum. The radiology job market remains daunting. Trainees choosing fellowships benefit from understanding employers’ likely future needs. Radiology practices may similarly refine recruiting practices. This study quantitatively analyzes the current radiology job landscape.
As entries are frequently added and removed, posts were manually collected weekly. The database was analyzed to characterize employer needs, salary, partnership track availability, and job availability by geography. A total of 1, jobs were posted during the study period. Of these, 1, Most jobs were in private practice However, when indexed per million population, the highest job rates were in Nevada The result of th Full Text Available A consecutive colouring of a graph is a proper edge colouring with posi- tive integers in which the colours of edges incident with each vertex form an interval of integers.
The idea of this colouring was introduced in by Asratian and Kamalian under the name of interval colouring. Sevast- janov showed that the corresponding decision problem is NP-complete even restricted to the class of bipartite graphs. We focus our attention on the class of consecutively colourable graphs whose all induced subgraphs are consecutively colourable, too. We call elements of this class perfect consecutively colourable to emphasise the conceptual similarity to perfect graphs. Obviously, the class of perfect consecutively colourable graphs is induced hereditary, so it can be characterized by the family of induced forbidden graphs.
In this work we give a necessary and sufficient conditions that must be satisfied by the generalized Sevastjanov rosette to be an induced forbid- den graph for the class of perfect consecutively colourable graphs.
Along the way, we show the exact values of the deficiency of all generalized Sevastjanov rosettes, which improves the earlier known estimating result. It should be mentioned that the deficiency of a graph measures its closeness to the class of consecutively colourable graphs.
We motivate the investigation of graphs considered here by showing their connection to the class of planar perfect consecutively colourable graphs. ERS Information Aid. In the face of declining enrollments and widespread reductions-in-force in school systems, job sharing can provide part -time positions for persons unable to work full-time and can allow some individuals to maintain their positions on a part -time basis as an alternative to being laid off.
Job sharing can also benefit school systems by increasing…. Job autonomy and job satisfaction: new evidence. This paper investigates the impact of perceived job autonomy on job satisfaction.
We use the fifth sweep of the National Educational Longitudinal Study , which contains personally reported job satisfaction data for a sample of individuals eight years after the end of compulsory education. After controlling for a wide range of personal and job -related variables, perceived job autonomy is found to be a highly significant determinant of five separate domains of job satisfaction pay, Job satisfaction survey among health centers staff.
Due to the importance of health care organizations with significant responsibility for prevention and care, assessment of job satisfaction among health care staff is essential.
Quality of health services will be decreased provided they are not satisfied. This study was a cross-sectional analysis of health care staff in Khomeinishahr centers, buildings, and networks If they had at least 6 months work experience, they could enter the study. Data included a two- part questionnaire with a standardized questionnaire, demographic variables, and Smith job descriptive index, which is a questionnaire with six domains.
Reliability was obtained for each domain and its validity was reported 0. The results showed an overall satisfaction score averages Job satisfaction score was not significantly different between the sexes. Highest score in job satisfaction was related to relationships with colleagues and lowest score was related to the income, benefits, and job promotion.
The more the years of work, the less the job satisfaction was. The staff with higher education levels was less satisfied with income and job promotion qualification. Managers should focus on job qualification to increase job satisfaction and improve the quality of work. Discretization and numerical realization of contact problems for elastic- perfectly plastic bodies.
Material: In the research 24 experts, coaches of combined teams and clubs, elite tennis players took part. We also found out that individualization of psychological training in modern tennis is not paid sufficient attention to at present.
Job control and coworker support improve employee job performance. We examined the prospective association of psychosocial job characteristics with employee job performance among full-time employees at a manufacturing company in Japan, using data from a one-year follow-up survey. Psychosocial job characteristics were measured by the Job Content Questionnaire in ; job performance was evaluated using the item from the World Mental Health Survey Instrument in and The association between psychosocial job characteristics and job performance was tested using multiple regression analysis, controlling for demographic variables, work status, average working hours per day, job type and job performance in Job control and coworker support in were positively related to job performance in Stratified analyses revealed that job control for staff and coworker support for managers were positively related to job performance in These associations were prominent among men; however, supervisor support in was negatively related to job performance in among men.
Job demand was not significantly related to job performance. Our findings suggest that it is worthwhile to enhance employees’ job control and provide a mutually supportive environment to ensure positive employee job performance. A job analysis of selected health workers in a district health system in KwaZulu Natal – Part three: Other categories of health workers.
Full Text Available This article described the third part of a study aimed at doing a job analysis of nurses and non-professional health workers in a district health system.
This article describes the tasks of five categories of workers, their training and their work-load over an ordinary week. Clinical Radiology. Interventional Radiology. Nuclear Medicine. Radiation Oncology. Reproductive Medicine. Cardiothoracic Surgery. Critical Care Surgery. Gastro-intestinal and Colorectal Surgery. General Surgery. Paediatric Surgery. Peri-operative Care. Plastic and Reconstructive Surgery. Surgical Oncology. Transplant Surgery.
Trauma and Orthopaedic Surgery. Vascular Surgery. Science and Mathematics. Biological Sciences. Aquatic Biology. Bioinformatics and Computational Biology. Developmental Biology. Ecology and Conservation.
Evolutionary Biology. Genetics and Genomics. Molecular and Cell Biology. Natural History. Plant Sciences and Forestry. Research Methods in Life Sciences. Structural Biology. Study and Communication Skills in Life Sciences.
Systems Biology. Zoology and Animal Sciences. Analytical Chemistry. Computational Chemistry. Environmental Chemistry. Industrial Chemistry.
Inorganic Chemistry. Materials Chemistry. Medicinal Chemistry. Mineralogy and Gems. Organic Chemistry. Physical Chemistry. Polymer Chemistry. Study and Communication Skills in Chemistry. Theoretical Chemistry. Computer Science. Artificial Intelligence. Audio Processing. Computer Architecture and Logic Design. Game Studies. Human-Computer Interaction. Image Processing. Mathematical Theory of Computation.
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Computer Games. Computer Networking and Communications. Digital Lifestyle. Earth Sciences and Geography. Atmospheric Sciences. Environmental Geography. Geology and the Lithosphere. Maps and Map-making. Meteorology and Climatology. Oceanography and Hydrology. Physical Geography and Topography.
Regional Geography. Soil Science. Urban Geography. Volcanology and Seismology. Engineering and Technology. Agriculture and Farming. Biological Engineering. Civil Engineering, Surveying, and Building. Energy Technology. Engineering General. Environmental Science, Engineering, and Technology. History of Engineering and Technology. Technology of Industrial Chemistry. Transport Technology and Trades. Environmental Science. Applied Ecology Environmental Science.
Conservation of the Environment Environmental Science. Environmental Sustainability. Environmentalist and Conservationist Organizations Environmental Science.
Environmentalist Thought and Ideology Environmental Science. Natural Disasters Environmental Science. Nuclear Issues Environmental Science. Pollution and Threats to the Environment Environmental Science. History of Science and Technology. Materials Science. Applied Mathematics. Biomathematics and Statistics. History of Mathematics. Mathematical Finance. Mathematical Education. Mathematical Analysis. Numerical and Computational Mathematics.
Probability and Statistics. Pure Mathematics. Network Science. Cognition and Behavioural Neuroscience. Development of the Nervous System. Disorders of the Nervous System. History of Neuroscience. Invertebrate Neurobiology. Molecular and Cellular Systems. Neuroendocrinology and Autonomic Nervous System. Neuroscientific Techniques. Sensory and Motor Systems. Astronomy and Astrophysics. Atomic, Molecular, and Optical Physics.
Biological and Medical Physics. Classical Mechanics. Computational Physics. Condensed Matter Physics. Electromagnetism, Optics, and Acoustics. History of Physics.
Mathematical and Statistical Physics. Measurement Science. Nuclear Physics. Particles and Fields. Plasma Physics. Quantum Physics. Relativity and Gravitation. Semiconductor and Mesoscopic Physics. Affective Sciences. Clinical Psychology. Cognitive Neuroscience. Cognitive Psychology. Criminal and Forensic Psychology. Developmental Psychology.
Educational Psychology. Evolutionary Psychology. Health Psychology. History and Systems in Psychology. Music Psychology. Organizational Psychology. Psychological Assessment and Testing. Psychology of Human-Technology Interaction.
Psychology Professional Development and Training. Research Methods in Psychology. Send it to admin hogbackdevelop. This job posting won’t be found on Indeed, follow Hodback Development on social media so you don’t miss a thing, and good luck! DM us for more info or send your resume. This is a full-time position that requires accounting and controller experience.
Results demonstrated that participants rated obese candidates as less suitable compared with normal weight candidates and when the weight status of the candidate was not revealed for work across the four workplace groups.
Participant gender and weight status also impacted perceptions of candidates’ suitability for work and discrimination toward obese candidates was higher in participants from more physically demanding occupations. The study findings contribute to evidence that obese people are discriminated against in the hiring process and support calls for policy development. Agricultural employers’ hiring and safety practices for adolescent workers. The goal of the “Safety Training for Employers and Supervisors of Adolescent Farmworkers” initiative is to improve the occupational health and safety knowledge and practices of agricultural employers and supervisors responsible for employees, ages 14 to 17 years.
Surveys were sent to members of the National Council of Agricultural Employers and the Washington Growers League to measure attitudes regarding adolescent employees, current hiring and training practices, and future intentions. More than half of the respondents hire adolescents. Two-thirds were male, nearly three-quarters of the respondents had college or post-graduate degrees, and more than half were 50 years or older. The majority of respondents had positive perceptions of adolescents in terms of dependability, helpfulness, and work ethic.
Among those who currently hire young workers, the most common reasons were to provide a job for children of friends and family and because they can work part-time to fill a labor demand. Among those not hiring adolescents, the most common reason was concern about child labor regulations and associated tasks e.
Respondents use a variety of safety training resources, especially posters and safety meetings. For the future, they expect to need more handout materials and training videos.
Study results provide insights into barriers to the employment of young workers and suggest methods by which agricultural safety specialists can best assist those employers and producers who are willing to hire adolescents into agricultural work settings. Lindquist, Lee A. Objectives To assess what screening practices agencies use in hiring caregivers and how caregiver competency is measured prior to assigning older adult responsibilities.
Design One-to-one phone interviewers where interviewers posed as prospective clients seeking a caregiver for an older adult relative. Setting Cross-sectional cohort of agencies supplying paid caregivers to older adults in Illinois, California, Florida, Colorado, Arizona, Wisconsin, and Indiana. Participants home care agencies were contacted, of which 84 were no longer in service, offered only nursing care, and 33 were excluded.
Measurements Agencies were surveyed about their hiring methods, screening measures, training practices, skill competencies assessments, and supervision. Open ended responses were qualitatively analyzed by two coders. Results To recruit caregivers, agencies primarily used print and internet e. General caregiver training length ranged from 0—7 days. Supervision ranged from none to weekly and included home visits, phone calls, and caregivers visiting the central office.
Conclusion Using an agency to hire paid caregivers may give older adults and their families a false sense of security regarding the background and skill set of the caregiver. Hiring and screening practices of agencies supplying paid caregivers to older adults. To assess what screening practices agencies use in hiring caregivers and how caregiver competency is measured before assigning responsibilities in caring for older adults. One-to-one phone interviews in which interviewers posed as prospective clients seeking a caregiver for an older adult relative.
Cross-sectional cohort of agencies supplying paid caregivers to older adults in Illinois, California, Florida, Colorado, Arizona, Wisconsin, and Indiana. Four hundred sixty-two home care agencies were contacted, of which 84 were no longer in service, offered only nursing care, and 33 were excluded; agencies completed interviews. Agencies were surveyed about their hiring methods, screening measures, training practices, skill competencies assessments, and supervision.
Two coders qualitatively analyzed open-ended responses. To recruit caregivers, agencies primarily used print and Internet e. General caregiver training length ranged from 0 to 7 days.
Supervision ranged from none to weekly and included home visits, telephone calls, and caregivers visiting the central office.
Using an agency to hire paid caregivers may give older adults and their families a false sense of security regarding the background and skill set of the caregiver. Final Report. It represents one in a series of reports concerning the optimization of Navy Recruit Training to meet the needs of the post period.
The report provides a comprehensive review of the Navy’s Recruit Company Commander…. Making the most of on-line recruiting. Ninety percent of large U. By simply logging on to the Web, company recruiters can locate vast numbers of qualified candidates for jobs at every level, screen them in minutes, and contact the most promising ones immediately.
The payoffs can be enormous: it costs substantially less to hire someone on-line, and the time saved is equally great. In this article, Peter Cappelli examines some of the emerging service providers and technologies–matchmakers, job boards, hiring management systems software, and applicant-screening mechanisms that test skills and record interests.
He also looks at some of the strategies companies are adopting as they enter on-line labor markets. Recruiting needs to be refashioned to resemble marketing, he stresses. Accordingly, smart companies are designing Web pages, and even product ads, with potential recruits in mind. They’re giving line managers authority to hire so that candidates in cyberspace aren’t lost. They’re building internal on-line job networks to retain talent. Integrating recruiting efforts with overall marketing campaigns, especially through coordination and identification with the company’s brand, is the most important thing companies can do to ensure success in on-line hiring.
Along the way, Cappelli sounds two cautionary notes. First, a human touch, not electronic contact, is vital in the last steps of a successful hiring process. Second, companies must make sure that on-line testing and hiring criteria do not discriminate against women, disabled people, workers over 40, or members of minority groups.
When competition for talent is fierce, companies that master the art and science of on-line recruiting will be the ones that attract and keep the best people. Recruitment efforts to reduce adverse impact: targeted recruiting for personality, cognitive ability, and diversity. Noting the presumed tradeoff between diversity and performance goals in contemporary selection practice, the authors elaborate on recruiting -based methods for avoiding adverse impact while maintaining aggregate individual productivity.
To extend earlier work on the primacy of applicant pool characteristics for resolving adverse impact, they illustrate the advantages of simultaneous cognitive ability- and personality-based recruiting. Results of an algebraic recruiting model support general recruiting for cognitive ability, combined with recruiting for conscientiousness within the underrepresented group.
For realistic recruiting effect sizes, this type of recruiting strategy greatly increases average performance of hires and percentage of hires from the underrepresented group. Further results from a policy-capturing study provide initial guidance on how features of organizational image can attract applicants with particular job-related personalities and abilities, in addition to attracting applicants on the basis of demographic background. Workload assignment with training , hiring and firing.
This article discusses a workload allocation model in which tasks are matched to employees on the basis of a multi-dimensional skill measure. The main idea is to match positions and tasks to available and potential positions so as to minimize the differences in individuals’ abilities and skill requirements. In addition to allocating existing personnel to positions, it is also possible to fire employees and hire new employees.
The objectives of the mixed-integer optimization model include different types of costs and the proximity of an individual’s capabilities to a task’s ability requirements.
A number of policies are formulated that allow different combinations of retraining of employees, as well as hiring and firing. These policies are applied to a real-life example that is solved by means of the constraint method. A variety of sensitivity analyses demonstrate the usefulness of the approach as a decision aid. A recipient shall not discriminate on the basis of sex in the recruitment Higher Skills.
A British project explored ways further education colleges could help meet training needs of small businesses, specifically the small plant and tool hire industry.
The industry’s leading organization, the Hire Association of Europe HAE , provided a list of members; responsibility for making contact rested with the colleges. The most effective…. Training health professionals to recruit into challenging randomized controlled trials improved confidence: the development of the QuinteT randomized controlled trial recruitment training intervention. The objective of this study was to describe and evaluate a training intervention for recruiting patients to randomized controlled trials RCTs , particularly for those anticipated to be difficult for recruitment.
One of three training workshops was offered to surgeons and one to research nurses. Self-confidence in recruitment was measured through questionnaires before and up to 3 months after training ; perceived impact of training on practice was assessed after.
Data were analyzed using two-sample t-tests and supplemented with findings from the content analysis of free-text comments. Sixty-seven surgeons and 32 nurses attended.
Self-confidence scores for all 10 questions increased after training [range of mean scores before 5. Analysis of free text revealed this was mostly in relation to how to convey equipoise, explain randomization, and manage treatment preferences.
Surgeons and research nurses reported increased self-confidence in discussing RCTs with patients, a raised awareness of hidden challenges and a positive impact on recruitment practice following QuinteT RCT Recruitment Training. Training will be made more available and evaluated in relation to recruitment rates and informed consent.
Published by Elsevier Inc. All rights reserved. A recipient shall Inmate workers for Using unique data on employers’ pre- hire preferences, this article examines the effect of sex typing on the gender gap in offered wages and training. Previous studies using post- hire data have not been able to focus directly on the effects of employer behavior, distinct from employee preferences.
By analyzing gender-designated job requisitions for…. Employee recruitment. The way an organization recruits can influence the type of employees it hires , how they perform, and their retention rate.
This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters , the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics e. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.
A recipient shall not Employers’ Views on Hiring and Training. Third Annual Report, This report consists primarily of employer views on hiring practices and training needs in 17 occupations in five occupational areas office work, distribution, service, communications, and crafts. Described first are the activities of the Labor Market Information Network that resulted in the compilation of data presented in the report. The paper focuses on the need for trained mentors in developing new hires in any profession and outlines a developmental theoretical framework as a basis for mentor training.
The paper shares…. Only 13 companies had human resource internship placements for college students. Most widely used methods for recruiting were newspapers, informal channels, and internal recruitment. Highest rating for initial screening criteria were given to job experience in….
Creative Directors. A study surveyed creative directors of top United States advertising agencies to provide an idea of the expectations and hiring practices for both copywriters and art directors in creative departments of those agencies.
Results revealed that two-thirds hire creative personnel “right out of school,” but that little if any formal recruiting is…. Adequate physical fitness is essential for successful military service. Military organizations worldwide therefore make continuous efforts to improve their army’s physical training PT programs. To investigate the effect of the training methods and the qualification of PT instructors on the development of recruits ‘ physical fitness, the present study compared the outcomes of 2 training groups.
Both study groups participated in approximately minutes per week of PT. The control group executed the standard army PT prepared and supervised by army PT instructors. Content of the PT in the intervention group was similar to that of the control group, but their training sessions’ methods were different.
Their training sessions were organized, prepared, and delivered by more and better-qualified supervisors tertiary-educated physical education teachers. In both groups, the recruits with the lowest initial fitness levels significantly increased their performance.
In the intervention group, but not the control, one-third of the recruits with the highest initial fitness levels were able to further improve their general fitness performance. This study demonstrates that the training methods and quality of instruction during PT sessions are relevant for recruits ‘ fitness development in basic military training.
Fast-Track Teacher Recruitment. Schools need a Renaissance human-resources director to implement strategic staffing and fast-track teacher- recruitment plans. The HR director must attend to customer satisfaction, candidate supply, web-based recruitment possibilities, stabilization of newly hired staff, retention of veteran staff, utilization of retired employees, and latest….
The aim of this study was to reduce the RN vacancy rate at an academic medical center by improving the hiring process in the Nursing Recruitment Office. Inability to fill RN positions can lead to higher vacancy rates and negatively impact staff and patient satisfaction, quality outcomes, and the organization’s bottom line.
The Model for Improvement was used to design and implement a process improvement project to improve the hiring process from time of interview through the position being filled. Number of days to interview and check references decreased significantly, but no change in overall time to hire and time to fill positions was noted.
RN vacancy rate also decreased significantly. Nurse manager satisfaction with the hiring process increased significantly. Redesigning the recruitment process supported operational efficiencies of the organization related to RN recruitment.
A systematic review of training programmes for recruiters to randomised controlled trials. Recruitment to randomised controlled trials RCTs is often difficult. Clinician related factors have been implicated as important reasons for low rates of recruitment.
Clinicians doctors and other health professionals can experience discomfort with some underlying principles of RCTs and experience difficulties in conveying them positively to potential trial participants. Recruiter training has been suggested to address identified problems but a synthesis of this research is lacking.
The aim of our study was to systematically review the available evidence on training interventions for recruiters to randomised trials.
Studies that evaluated training programmes for trial recruiters were included. Those that provided only general communication training not linked to RCT recruitment were excluded.
Data extraction and quality assessment were completed by two reviewers independently, with a third author where necessary. Most studies were of moderate or weak quality. Training programmes were mostly set within cancer trials, and usually consisted of workshops with a mix of health professionals over one or two consecutive days covering generic and trial specific issues.
Recruiter training programmes were well received and some increased recruiters ‘ self-confidence in communicating key RCT concepts to patients. There was, however, little evidence that this training increased actual recruitment rates or patient understanding, satisfaction, or levels of informed consent. There is a need to develop recruiter training programmes that can lead to improved recruitment and informed consent in randomised trials.
Internship: A Recruitment and Selection Perspective. In this study, we examined internship as a recruitment and selection process. On the basis of impression management theory, we hypothesized that both organizations and interns make efforts to impress the other party during the internship if they intend to hire or be hired. Using longitudinal data collected at 3 points from intern-supervisor…. Nondiscriminatory recruitment and hiring. This article focuses on the necessity of providing foundational preparatory training for those who are charged with leading teacher hiring efforts at the K level.
The essential question proposed within the article is: Why are the very educators tasked with directly leading K staff selection and retention efforts far more likely to be…. Conducted telephone survey of 21 organizations which had hired Central Michigan University business graduates. Findings were contrary to trend in literature of renewed interest in recruiting liberal arts undergraduates.
Found that recruiters had intensified recruiting of business graduates. Recruiters were interested in number of student…. Women and Men Together in Recruit Training. Although men and women recruits to the Australian Army have trained in mixed-gender platoons since , restrictions on women joining the combat arms were only removed in As part of a longitudinal study starting with recruit training , this article examined recruit records collected before with the aims of delineating 1 the relative performance of women versus men in mixed-gender platoons and 2 the relative performance of men in mixed-gender platoons versus all-male platoons.
De-identified instructor ratings for females and 4, males who completed training between and were obtained. Recruits were distributed across platoons averaging Factor analyses revealed that instructor ratings generally loaded onto a single factor, accounting
