Public Sector Human Resources

Təqdim olunan məqalədə peşəkar kimi özünüdərketmə problemi nəzəri olaraq araşdırılmışdır. Peşəkar özünüdərk (və ya peşəkar mənlik anlayışı) insanın özünü peşəkar cəmiyyətin üzvü, peşəkar mədəniyyətin daşıyıcısı, o cümlədən bu peşə cəmiyyətinə xas olan müəyyən peşə normaları, qaydaları və ənənələri kimi təsəvvürünü əhatə edir. Bu nümayəndəliklərə insanın fəaliyyətinin uğurunu müəyyən edən xüsusiyyətləri daxildir. Bunlara fərdi psixoloji xüsusiyyətlər və şəxsiyyət münasibətləri ola bilən peşəkar əhəmiyyətli keyfiyyətlər daxildir. Əgər özünüdərk həyatda və başqa insanlarla ünsiyyətdə formalaşırsa və insanın özünü, hərəkətlərini, əqli keyfiyyətlərini və s. tanımasının nəticəsidirsə, peşəkar özünüdərk özünüdərkin bütün struktur komponentlərinin peşəkar fəaliyyətə proyeksiyasıdır. Özünüdərk, ənənəvi olaraq, vacib olan psixi keyfiyyətlərin, şəxsiyyət xüsusiyyətlərinin dərk edilməsidir. Peşəkar özünüdərk, insanın peşəkar fəaliyyətinin uğurla həyata keçirilməsi üçün zəruri olan xüsusiyyətlərini və keyfiyyətlərini dərk etməyi ehtiva edir.

En los últimos años, las quejas de los profesores de Formación Profesional sin titulación universitaria han cobrado relevancia debido a que sus compañeros con titulación superior han sido integrados en un subgrupo profesional con mayores beneficios retributivos. Este trabajo analiza si dicha diferencia de trato se ajusta a Derecho o, por el contrario, vulnera el artículo 14 de la Constitución española.

Objetivos: el objetivo de este trabajo es verificar que las sucesivas tentativas de reforma administrativa no alteran los deberes tradicionales, lo que no es incorrecto, pero parece insuficiente para alcanzar la eficacia que demanda el entorno actual. Para obtener esa eficacia, hay que orientarse a algunas llamadas habilidades blandas: el liderazgo, la comunicación, la negociación y la innovación. Ese resultado de eficacia debe girar sobre las competencias de la persona, poniendo el acento en los tres subsistemas más importantes: la selección, la formación y la dirección pública profesional, es decir, el liderazgo interno. Metodología: para llegar a esa conclusión, el enfoque de este trabajo es la recopilación de opiniones doctrinales que indican las carencias del modelo actual y que orientan el objetivo central de la renovación hacia las competencias de la persona que ocupa el empleo público, en especial, las indicadas previamente. Resultados: el trabajo limita su opinión, en forma de resultados, a la definición de criticidad de tres elementos en el resultado final: la selección, la formación y el liderazgo interno (a través de la dirección pública profesional). Conclusiones: las conclusiones reclaman agregar nuevas habilidades para el empleo público del siglo xxi, sin perder su componente tradicional (sistema de valores públicos). En un contexto de gobernanza, determinados subsistemas del empleo público (selección, formación y dirección pública profesional) deben ser los protagonistas esenciales de las reformas del empleo público. / Objectives: The objective of this study is to verify that successive attempts at administrative reform do not alter traditional duties, which is not incorrect but seems insufficient to achieve the effectiveness demanded by the current environment. To attain this effectiveness, a focus on certain so-called soft skills is necessary: leadership, communication, negotiation, and innovation. This desired effectiveness should revolve around individual competencies, emphasizing three key subsystems: recruitment, training, and professional public management, i.e., internal leadership. Methodology: To reach this conclusion, the approach of this study involves collecting doctrinal opinions that highlight the shortcomings of the current model and guide the central objective of renewal toward the competencies of public sector employees, particularly the ones previously mentioned. Results: The study limits its opinions, presented as results, to defining the criticality of three elements in the final outcome: recruitment, training, and internal leadership (through professional public management). Conclusions: The conclusions call for the addition of new skills for public employment in the 21st century, without losing its traditional component (public value system). In a governance context, certain public employment subsystems (recruitment, training, and professional public management) must be the essential protagonists of public employment reforms.

Quisiera mostrar primeramente mi agradecimiento a las personas de mi familia, sufridores de mis ausencias y mis agobios. Especialmente, a María José, por ser mi amiga, mi esposa y compañera, mi piedra de toque, ejemplo de entrega, fortaleza, paciencia y sacrificio. Mi guía y mi faro en todas mis travesías, sin la cual, este barco seguramente no hubiese zarpado, y mucho menos, llegado a buen puerto. A nuestro hijo Valentín, que va a iniciar este mismo año sus estudios universitarios. Gracias por su compañía en las horas de estudio. Por su cariño, amistad, bondad y alegría, por su infinito amor y paciencia. A nuestros padres. Gracias por su ejemplo de vida, hacia quienes sólo puedo expresar mi más sincero agradecimiento por su consejo, enseñanzas y apoyo durante todas las etapas y decisiones de nuestra vida. Igualmente agradecer a varias personas la ayuda y apoyo que me han prestado en la realización de mis estudios universitarios y especialmente de este trabajo. A los profesores, consultores, compañeros de estudios en la Universitat Oberta de Catalunya. Especialmente a mi amiga y compañera Mar Piñeiro de la cual he obtenido ayuda, comprensión, ánimo y buenos consejos durante estos años.

En este artículo se analiza el régimen jurídico de la función directiva en el Estatuto Básico del Empleado Público, poniendo de relieve sus insuficiencias y proponiendo soluciones de futuro, ya que el Estatuto Básico deja abierto el diseño del directivo público profesional. Para que encaje con éxito en nuestras Administraciones públicas la figura del personal directivo, resulta inaplazable adaptar su estructura organizativa y establecer mecanismos que garanticen la independencia y objetividad del directivo, tan sensible a la cambiante coyuntura política.

Uno de los principales objetivos del proceso de reformas acometido recientemente es el de la reducción del coste del factor trabajo a efectos de mejorar la competitividad de nuestra economía. Objetivo para cuya consecución se han puesto en marcha fórmulas que resultan muy distintas según el ámbito al que están dirigidas. En el caso del sector público el proceso se caracteriza por ser mucho más incisivo y directo que el efectuado en el que la Ley 3/2012, de 6 de julio, denomina "mercado laboral", al que sobrepasa con creces en términos de imposición de nuevas condiciones de trabajo, así como de relativización de la garantía constitucional de la fuerza vinculante de los convenios colectivos. Fuente formal a la que se responsabiliza de las principales dificultades de adaptación a los nuevos requerimientos. La necesidad de contener el déficit que genera el conjunto de las Administraciones y empresas públicas ha provocado así la irrupción de múltiples normas de muy distinto rango y exacción, bajo el amparo de lo que se debe considerar todo un nuevo título competencial de nuestra Constitución, el de la estabilidad financiera y presupuestaria. Normas de difícil conjunción y entre las que destacarán sobremanera, el Real Decreto-ley 20/2012, de 13 de julio, y las últimas leyes de presupuestos generales, con las que materialmente se ahoga la capacidad de la autonomía colectiva en el sector público. En este trabajo se analizan las peculiaridades de las distintas técnicas normativas utilizadas, con las que se introducen novedosos topes a modo de máximos y la posibilidad de suspender o modificar los acuerdos, pactos y convenios en vigor, sin olvidar las normas más significativas en el ámbito de la Comunidad Autónoma de Andalucía. One of the main purposes of the current reform process is reducing the cost of labour for the purpose of improving more competitiveness. Goal for whose attainment will have launched a series of formulas that are very different depending on the scope of the rules. In the case of the public sector, the process is characterized by much more incisive and direct that the carried out for the rest (private) "labour market". The urgent need to contain the deficit generated by the set of public administrations has been to provoke the emergence of multiple standards of different rank and exactions, under the umbrella of what should be considered a new competence title of our Constitution, the budgetary stability.

Este estudo tem como objetivo contribuir para a discussão sobre a lógica da competência, através da comparação entre um modelo teórico de competências e o modelo empírico encontrado no estudo. O estudo ainda permite levantar considerações sobre o gap existente entre as competências individuais necessárias e as competências atuais dos profissionais que atuam em empresas de contabilidade, na cidade de Porto Alegre (RS). Neste sentido, foi desenvolvido um estudo exploratório-descritivo, utilizando-se do método tipo survey, que envolveu os profissionais atuantes em 29 empresas de contabilidade sócias do Sescon/RS (Sindicato das Empresas de Serviços Contábeis do Rio Grande do Sul). Para análise dos dados foram utilizadas as técnicas estatísticas de análise fatorial e regressão linear. Os resultados obtidos com as análises apontaram para a inexistência de competências conceituais por parte dos respondentes. Palavras-chave: Competências individuais, competências técnicas, competências humanas, competências conceituais, empresas de serviços contábeis.

La burocracia invertebrada Extracto El presente trabajo utiliza el símil médico para repasar la desvertebración de nuestra función pública, tradicionalmente organizada en torno al «cuerpo», que determinaba la retribución y la carrera profesional del funcionariado. La «metástasis» o propagación de los cuerpos especiales ocasionó unas «patologías» que pugnaban contra el interés público. La Ley de Medidas para la Reforma de la Función Pública de 1984 apostó por «extirpar», sin intentar curar sus «males», la institución del «cuerpo», elevando el «puesto de trabajo» a la categoría de «anticuerpo» determinante de la retribución y de la carrera administrativa. El vigente Estatuto Básico del Empleado Público potencia la misma «terapia», mermando la objetividad e imparcialidad del funcionariado de «carrera», que pasará a serlo de «empleo», y-al igual que el funcionariado interino-sin «cuerpo».

Using the training needs projection methods in the Spectrum Policy Modeling System software module ProTrain JHPIEGO collaborated with the Malawi Ministry of Health and Population (MOHP) Reproductive Health Unit (RHU) to estimate numbers of Family Planning/Reproductive Health (FP/RH) service providers who are needed to reach total fertility rate (TFR) and contraceptive prevalence goals for Malawi from 2001-2007. ProTrain allows the user to project the available versus required number of trained and competent family planning (FP) service providers of several FP methods in various sectors of a national health system given expected client demand and expected training outputs. In creating these FP human resource projections JHPIEGO was building upon work done at the FP/RH Projections Update Workshop in Malawi in March 2003 by the Malawi MOHP Reproductive Health Unit. Those demographic and FP projections form the foundation for the current human resources (HR) study. A conservative demogr...

This study is an assessment that is based on a research study completed by Rebecca E. Short titled "A Content Analysis of State Employee Handbooks" (Southwest Texas State Applied Research Project, 1997). Like the Short (1997) study, there are three purposes to this research. The first purpose is to survey the available literature and establish an "ideal type" for the information that should be contained in an employee handbook. The second purpose is to assess both quantitatively and qualitatively the information contained in a sample of Texas state agency employee handbooks. Third, is to make recommendations on how to improve state agency employee handbooks.

As the HIV/AIDS epidemic continues and medical advances permit persons living with HIV/AIDS to live longer and healthier lives, effective management of HIV/ AIDS in the workplace has become more important. Effective, legal, ethical, and compassionate management of employees with HIV/AIDS requires knowledge of information from several different, yet related, domains. Employers and managers should be informed about organizational HIV/AIDS policy, legal aspects of employment of persons with HIV/AIDS, accommodations for employees with HIV/AIDSrelated disabilities, employee benefits packages, and HIV/AIDS education and training in the workplace. Thorough managerial understanding of these areas can facilitate meaningful employment experiences for persons living with HIV/AIDS that can translate into benefits for employers, such as increased productivity among employees and protection from lawsuits. Literature from each of these areas is reviewed and practical applications are discussed. The literature on HIV/AIDS in the workplace tends to focus on the risk of infection to others; education and prevention in the workplace; legal issues; and attitudes of employers, supervisors, and coworkers toward employees with HIV/AIDS. Few studies address these issues from the perspective of HIV-positive employees (Fesko, 2001; Simoni, Mason, & Marks, 1997). Furthermore, these issues are rarely discussed together in the same source and empirical studies are particularly limited in number. This article reviews the available literature on HIV/AIDS in the workplace, including issues of workplace policy, legal requirements, accommodation, benefits, and education and training. This article also considers perspectives of both employers and affected employees and describes the practical implications of clear

As organizações têm percebido falta de sintonia entre objetivos estratégicos e resposta da Tecnologia da Informação (TI) em favorecer seu alcance. Não raro, existem organizações onde os investimentos em TI estão desassociados do planejamento estratégico do negócio. Quais competências essenciais incidem positivamente nesse processo? Este artigo pretende identificar as que favorecem um alinhamento estratégico. A metodologia utilizada baseou-se em pesquisa de campo com 16 gestores de diversas organizações. Foram apontadas como competências essenciais: orientação estratégica; planejamento e programação; conhecimento do mercado; monitoramento e controle; orientação para resultados; comunicação efetiva; mobilização, avaliação e reconhecimento de pessoas. Neste artigo exploramos ainda um breve resgate conceitual referente à conceituação de competências e alinhamento estratégico. Palavras-chave. Alinhamento estratégico da TI. Competências essenciais.

covariância univariada (ANCOVA) confirmou não existir diferença significativa quanto às percepções analisadas, corroborando assim a análise inicial das estatísticas descritivas. Conclui-se que contadores e não contadores atribuem um alto grau de credibilidade à auditoria externa para melhorar a confiabilidade e transparência nas demonstrações contábeis das organizações do terceiro setor, verificando também que não há diferença significativa entre as percepções dos contadores e não contadores. Esses achados apontam para a necessidade de novas investigações, em outras regiões do país, a partir da escala construída e validada.

Resumen: La Constitución Española diseña un sistema de empleo público basado en condiciones de igualdad, mérito, capacidad y publicidad en el acceso al mismo. El desarrollo legal y reglamentario es extenso y preciso. No obstante, las altas tasas de temporalidad de nuestro sistema han obligado al legislador a adoptar medidas al respecto de procurar; por un lado, limitar la temporalidad y; por otro lado, de establecer un último proceso de consolidación de empleo. Lo que no se hace es legislar en pro de eliminar las aporías normativas que dan lugar a un acceso al sistema que se podría denominar como impropio. Palabras clave: empleo público; administración pública; preceptos constitucionales; desnaturalización; retos del siglo XXI.

Dentro de los cambios tecnológicos que vivimos, ¿cómo se adapta el directivo público, cómo promueve esta adaptación e iniciativa al cambio dentro de su institución? El directivo público tiene que estar a la vanguardia de la organización que representa, es decir, ser el

Se ha venido constatado por la propia realidad administrativa de las Corporaciones locales que todas poseen o una RPT o un catálogo de puestos de trabajo y, desde luego, una plantilla, aunque lo deseable es que todas poseyeran el conjunto e instrumentos que mencionamos en el artículo ya que es una obligación impuesta por el ordenamiento administrativo local, y, sobre todo, es la mejor manera de evitar la confusión sobre aquéllos y su verdadero carácter dentro de dichas organizaciones. Palabras clave: Relación de puestos de trabajo, catálogo de puestos de trabajo, plantillas orgánicas, empleados públicos, ordenamiento jurídico local

análise de pontos críticos tornam-se mais dinâmicas e ganham velocidade, auxiliando o processo contínuo de controle e avaliação do processo estudado. Quanto ao espaço físico, tem-se a considerar que um bom layout contribui para a eficiência das operações das organizações, facilitando a movimentação, a comunicação e o controle das atividades executadas pelos colaboradores, pelos gestores. Palavras-chave: Gestão de recebíveis, processo, fluxograma, layout.

I n Hishon v. King and Spaulding,' the Supreme Court rejected the bizarre claim that Congress implicitly intended to exempt law firms from the proscriptions against discrimination found in Title VII of the Civil Rights Act of 1964. Law firms and other professional organizations reacted with immediate alarm, recognizing that their traditional, highly subjective partnership admission policies were subject to judicial (and public) scrutiny. Since Hishon, a number of cases-including the recent decision in Hopkins v. Price-Wa?erhousez-have confirmed that this initial alarm was well-founded. No one can deny that such concern about equal employment was and is entirely appropriate. Nevertheless, for every employment discrimination charge filed against a professional firm, there may be ten instances of employee dissatisfaction that can lead to lower morale, lower productivity, and, perhaps ultimately, collective action by employees. Ironically, some employer attempts to improve morale-most notably, by establishing employee grievance committeesmay run afoul of the National Labor Relations Act (NLRA), whereas efforts to standardize employment practices through employee handbooks or personnel policy manuals may generate unjust dismissal lawsuits. Equal employment concerns, then, are by no means the alpha and omega of human relations problems faced by a professional organization. Less well known, yet no less troublesome, problems are raised by federal and state laws that deal with issues other than discrimination. This article outlines some of the more common concerns faced by professional firms. Federal labor law Employees' rights Many people consider the NLRA the basic charter for organized labor, and thus they Summer 1986

Recipients of intergroup apologies have been found to prefer expressions of shame over guilt. However, there is little research comparing the responses of a wronged group with those of a blamed group. Kenyans/Britons evaluated guilt/shame statements about colonialism, with blame measured as the assignment of collective guilt to Britain. Amongst Britons, there was a significant interaction, with high ingroup blamers expecting more reconciliation from shame than from guilt, and vice versa for low ingroup blamers. Amongst Kenyans, there was no main effect of blame, but more reconciliation was expected from shame than from guilt. Wronged groups thus appear to prefer shame over guilt, whereas preference for guilt/shame amongst members of a blamed group depends on the level of ingroup blame.

As discussões que versam sobre competências não são recentes, mas a presente pesquisa trata de uma vertente pouco explorada até então: as competências coletivas. A noção de competências coletivas apresenta algumas contribuições importantes quando se trata da relação entre a gestão do trabalho coletivo e a gestão estratégica. Assim, o propósito central deste trabalho é identificar e analisar as práticas de gestão de recursos humanos presentes nas atividades cotidianas de uma cooperativa de crédito e que possam contribuir para o desenvolvimento das competências coletivas. O presente estudo, de natureza qualitativa e sob o enfoque de estudo de caso, teve como principais fontes de coleta de dados entrevistas semiestruturadas e consulta documental. A partir da análise de conteúdo, pôde-se chegar à conclusão de que as práticas de participação, relacionamento, comunicação e desenvolvimento apresentaram uma relação forte com todos os atributos de competências coletivas. Dessa forma, as práticas de Gestão de Recursos Humanos são elementos facilitadores na composição de atributos de competências coletivas que, por sua vez, configuram a existência ou a possibilidade de desenvolvimento de competências coletivas. Palavras-chave: desenvolvimento; competências coletivas; práticas de gestão de recursos humanos. ABSTRACT DEVELOPMENT OF COLLECTIVE COMPETENCES FROM THE CONTRIBUTIONS OF PRACTICE HUMAN RESOURCE MANAGEMENT The discussions which focus on competences is not recent, but this research is a about unexplored aspect: the collective competence. The notion of collective competences presents some major contributions when it comes to the relationship between the management of collective work and strategic management. Thus, the central purpose of this paper is to identify and analyze management practices in human resources present in the daily activities of a credit union and that can contribute to the development of collective competences. This qualitative study, under the approach of case study had two main sources of data collection semi structured interviews and document research. From the content analysis, one could reach the conclusion that participatory practices, relationships, communication and development had a strong relationship with all the attributes of collective competence. Thus the practices of Human Resource Management are enablers in the composition of attributes of collective competence that, in turn, shape the existence or possibility of developing collective competences.

Partiendo de la dimensión cuantitativa y de los factores estructurales, así como del rastreo genealógico de su dimensión institucional, su legado, se explica la situación actual del empleo público local y se fundamentan las necesidades de intervención para fortalecer el sistema de mérito en los gobiernos locales, base de una democracia local de calidad / Starting from the quantitative dimension and the structural factors, as well as the genealogical tracing of its institutional dimension, its legacy, the current situation of local public employment is explained and the intervention needs are based to strengthen the merit system in local governments, basis of quality local democracy

Derived from two theoretical concepts-situation strength and trait activation-we develop and test an interactionist model governing the degree to which five-factor model personality traits are related to job performance. One concept-situation strength-was hypothesized to predict the validities of all of the "Big Five" traits, while the effects of the other-trait activation-were hypothesized to be specific to each trait. Based on this interactionist model, personality-performance correlations were located in the literature, and occupationally homogeneous jobs were coded according to their theoretically relevant contextual properties. Results revealed that all five traits were more predictive of performance for jobs in which the process by which the work was done represented weak situations (e.g., work was unstructured, employee had discretion to make decisions). Many of the traits also predicted performance in job contexts that activated specific traits (e.g., extraversion better predicted performance in jobs requiring social skills, agreeableness was less positively related to performance in competitive contexts, openness was more strongly related to performance in jobs with strong innovation/ creativity requirements). Overall, the study's findings supported our interactionist model in which the situation exerts both general and specific effects on the degree to which personality predicts job performance.

Explain the concept of employment at will.
Explain discipline and disciplinary action and
process.
Discuss the various approaches to disciplinary
action.
Explain termination of employment.
Discuss termination of employees at various
levels.
Explain demotion as an alternative to
termination.
Explain the use of ombudspersons and
alternative dispute resolution.

Recognition of cultural changes in the US workforce has prompted many public sector organizations to take action to increase diversity and cultural awareness. Specific characteristics of diversity initiatives in local government organizations are not well documented. In this study, interviews were conducted with representatives from eleven local governments in the Willamette Valley region in Oregon. Through thematic analysis of the interview transcripts and other documents, this study catalogues types of diversity activities conducted by local governments and identifies key factors in the development and successful implementation of diversity initiatives.

Institutional research (IR) leaders rely on staff members to accomplish office missions and support institutional decisions. Like any supervisors in higher education, IR leaders must be familiar with a host of employment and intellectual property laws that guide the institution/employee relationship. This chapter offers insights into specific issues IR supervisors and staff members should heed.

Over the past decade, debates within economic geography and organizational sociology have shown that gender is embedded within economic discourses, organisational relations and processes of restructuring. The argument has been widely illustrated through reference to “identity”, with examples offered of the ways in which organizations and organisational change draw on specific performances of masculine and feminine identities. However, whilst we now know a great deal about organisational expectations of gendered performance at work, we actually know little of how these required performances impact individual constructions of identity. This paper aims to explore this gap between organisational discourses of gender, on the one hand, and the construction of individual identities, on the other. The paper uses narrative analysis of interviews with five nurses working in two hospitals in the British National Health Service (NHS) to trace the place and articulations of organisation, profess...

Most supervisors dread employee discipline and often employ strategies not officially sanctioned by the organization. Poorly designed discipline systems cause this variation in discipline practices. Inconsistent discipline can cause losses in productivity and reduce employee morale. Extant literature offers little in the form of guidance for improving this important human resource activity. This article explore where normative literature on organizational culture may have explanatory value for understanding variation in discipline practices. The article suggests two groups of factors that have causal effects on discipline practices. The tangible factors are those describing the formal practices the organization wishes its employees to follow. The intangible factors provide cues for explaining why informal strategies emerge as successful practices for getting things done. Using this conception of organization culture, the article proposes hypotheses for future testing to validate the suspected influence of culture on decisions regarding employee discipline.

Este  artículo  analiza  la  competitividad  salarial  en  la  Administración  española  de  los  cuerpos  superiores  destinados  en  la  administración  general  de  los  servicios  centrales  del  Estado,  de  cinco  comunidades  autónomas y de cinco gobiernos locales. Los  conceptos  retributivos  que  se  manejan,  complementos  de  destino  y  específico,  se  obtuvieron  de  las  correspondientes  relaciones  de  puestos  de  trabajo.  Los  estadísticos  utilizados  en  la  realización  del  diagnóstico  salarial  han  sido  la  moda,  la  mediana,  la  media,  los  cuartiles  y  las  retribuciones  mínima  y  máxima identificadas en cada una de las Administraciones estudiadas. Entre  los  principales  resultados  hay  que  destacar  que  el  promedio  y  la  mediana  obtenidos  de  los  complementos  de  destino  y  específico  para  cada  uno  de  los  niveles  de  los  puestos  revela  la  menor  retribución de los funcionarios de la Administración General del Estado (AGE).Entre las conclusiones sobresalen: la implantación del directivo público profesional debiera atender a los principios de mérito, capacidad y concurrencia; un mayor nivel de responsabilidad y de complejidad técnica debe corresponderse con un aumento retributivo suficientemente significativo; el estudio ha evidenciado, en general, la falta de competitividad de la AGE para retribuir a sus cuerpos superiores en relación con los funcionarios que realizan funciones similares en las Administraciones analizadas. / This article analyses the salary competitiveness in the Spanish Administration of the senior officials assigned to the general administration areas of the central services of the State, five autonomous communities and five local governments.The  compensation  concepts  that  are  handled,  supplements  for  posts  and  specific,  were  obtained  from  the corresponding list of jobs. The statistics used in the salary diagnosis were the mode, median, mean, quartiles and the minimum and maximum salaries identified in each of the administrations studied.The main results show that the mean and median obtained from the destination and specific supplements for  each  of  the  levels  of  the  posts  reveals  the  lower  remuneration  of  the  officials  of  the  General  State  Administration (GSA).Among the conclusions stand out: the implementation of the public senior management should attend to the principles of merit, capacity and concurrence; a higher level of responsibility and technical complexity should correspond to a sufficiently significant increase in remuneration; the study has shown the lack of competitiveness  of  the  GSA  to  compensate  its  senior  officials  in  relation  to  officials  who  perform  similar  functions in the Administrations analysed.

La selección de personal es una de las áreas de la dirección de recursos humanos sobre la que más se ha escrito e investigado, ya que la importancia de contar con el capital humano adecuado para llevar a cabo las estrategias de las organizaciones es evidente. No obstante, los resultados de las investigaciones realizadas han sido poco alentadores respecto a la eficacia de las técnicas de selección. La metodología propuesta intenta suplir la carencias de las anteriores, al partir de múltiples predictores del desempeño, nueve técnicas de valoración y diferentes facetas del rendimiento. Los resultados de su puesta en práctica han sido realmente positivos, superándose los coeficientes de validez obtenidos con otros procedimientos.

Məqalədə terrorizmin öyrənilməsində sosial konstruksionizm konsepsiyasının əhəmiyyətli rolu araşdırılır. Sosial konstruksionizm nəzəriyyəsi terrorçu qrupların və bu təşkilatlara qoşulmuş şəxslərin davranışlarını təhlil etməyə kömək edə bilər. Sosial konstruksionizm konsepsiyasının köməyi ilə şəxsiyyət daxili, qrup daxili və cəmiyyətdə münaqişənin psixoloji əsaslarını öyrənmək üçün imkanlar açılır.
Sosial konstruksinizm əsasında terrorizm sosial konstruksiya olaraq təyin olunur. Sosial konstruksionizm sosial identifikasiyanın və terrorçunun davranışının formalaşmasına təsir edən əsas amillərin təhlil edilməsinə, terror aktının qarşısını almaq üçün proqram və metodların yaradılmasına kömək edə bilər.

Regardless of their disabilities, employees with disabilities can contribute to the performance of public organizations. Our research purpose is to investigate how and when disability-inclusive human resource (HR) practices nurture the well-being of employees with disabilities in the public sector. Participants for this study consisted of employees with disabilities from departments and wards (grassroot-level governments) under the district-level governments in Ho Chi Minh City, Vietnam. Our results revealed the relationships between disability-inclusive HR practices and the well-being of public employees with disabilities via job resources as a mediator. The results further demonstrated that the effect of job resources on employee well-being was stronger for employees low in public service motivation than for those high in public service motivation.

Although suprasegmental features are essential in conveying meaning, they are one of the neglected topics in teaching Turkish as a foreign language. This paper aims to examine read speech by Arabic students learning Turkish as a foreign language and describe their readings in terms of stress and pause. Within this framework, 34 Syrian students enrolled in Gaziantep University Turkish Teaching Application and Research Center (TOMER) at B2 level were asked to read a text chosen from one of the books prepared for European language portfolio B2 level. The voice recordings of the student were carried out in a sound-treated room. Voice recordings were analyzed using Praat and Cool Edit software programs. Students’ stress and pause durations were compared and contrasted according to the criteria set by experts. The results showed that students’ stress and pause patterns showed statistically significant deviations from those criteria.

cualquier intento de modernización en la Administración de un país. La gestión Una vez hechas este tipo de aclaraciones previas, pade Recursos semos a analizar el contenido y la estructura de la obra. libro se articula en ocho partes: «Gestión pública, 1-1 urnanos en las Gestión privada de los Recursos Humanos", «Modelos de ordenación del empleo público. El sistema actual", Administraciones «Perspectiva histórica", «Gestión de personal",«El marco jurídico de los Recursos Humanos en el sector pú-Públicas blico>', «Las relaciones laborales>', «Las peculiaridades de las Comunidades Autónomas" y «El personal al servicio de la Administración Local".Su estructuración sigue una línea bastante coherente, porque cada capitulo, siguiendo el orden fijado numéricamente, desempeña un

E s previo al estudio que nos proponemos el concretar el concepto de plantilla orgánica. Ya hemos hablado en varias ocasiones de la separación existente entre plantillas de funcionarios y plantillas orgánicas. Las razones son bien conocidas, y en muchos casos justificadas; sin embargo, es necesario poner en relación de alguna manera el régimen de funcionarios con los puestos de trabajo realmente desempeñados, porque ello es imprescindible para establecer un sistema técnico de selección, de formación, de retribución, etc. La Ley de Bases de Funcionarios nos habla de relaciones de funcionarios o plantillas de Cuerpos y de plantillas orgánicas, en las que exige que figuren debidamente clasificados los puestos de trabajo, y ello nos pone en camino de identificar plantillas orgánicas con puestos de trabajo, y, por tanto, nos plantea, con carácter previo, el problema de concretar qué es lo que hemos de entender por puesto de trabajo. Se ha definido puesto de trabajo como la unidad estructural básica de una organización que agrupa las tareas y responsabilidades encomendadas a una sola persona. Entendido así puede sernos útil DA-1963, núm. 72. JUAN ALFARO ALFARO. La formación de plantillas orgánicas: su revisión y ... DA-1963, núm. 72. JUAN ALFARO ALFARO. La formación de plantillas orgánicas: su revisión y ...

The article analyzes the main components of the Energy Management System standard adopted by the International Organization for Standardization European Union, Sweden and also shows the structural model of the energy management system, the conceptual action scheme, the components of the action plan, and a summary of the main documents. UOT 697.34 The organizations standard number 50001 Energy Management System Requirements and guidelines is called. The main goal of energy management is the efficient use of energy in the stages of the life cycle of the building, which requires low costs and has minimal impact on the environment, and the use of equipment, products, overall cost reduction and increasing competitiveness, that is, it means quality construction with low energy consumption. The article investigated the features of the application of relevant international standards due to the energy management of buildings.

The current study aimed to investigate the relationship between compulsory citizenship behavior and turnover intention of academics in Iranian universities. The effects of other components, such as the perception of organizational justice and psychological security, on this relationship were tested as mediators. Moreover, some demographic elements were considered as controlling factors. The nonprobability convenience sampling method used to collect the data, which were analyzed statistically by applying CFA and structural equation modeling (Path Diagram followed by the maximum likelihood estimation method). It was determined compulsory citizenship behavior increases the academics’ turnover intention in Iranian universities while mediation elements, such as organizational justice and psychological security, reduce this negative consequence. The result shows that reducing the negative influence of CCB in the organization causes less percentage of turnover intention. Rising the employe...

RESUMO O objetivo da pesquisa é analisar a percepção dos estudantes do ensino médio com relação à profissão contábil e a formação do profissional contador. Embora os cursos de graduação de Ciências Contábeis tenham se expandido de forma ampla pelo país, é perceptível que mitos e estereótipos em relação à profissão e ao profissional de contabilidade, e muitas atividades, principalmente as mais contemporâneas ainda são desconhecidas pelo público em geral. Os estudos internacionais (Vaivio e Kokko, 2006; Schlee et al, 2007) apontam, baixa percepção da população acerca da profissão contábil, principalmente entre os estudantes do ensino médio. Para avaliar a percepção dos estudantes em relação a esses aspectos, elaborou-se um questionário veiculado em um website, sendo amplamente divulgado. A metodologia da pesquisa é do tipo survey, com 1.046 questionários considerados válidos, abrangendo o território nacional. A pesquisa avaliou as percepções dos pesquisados em relação aos conteúdos ministrados no curso de Ciências Contábeis, as atividades dos profissionais, o mercado de trabalho, a ética nas atividades e a valorização da profissão. Os resultados obtidos demonstram que certas situações relacionadas à profissão, ainda são desconhecidas, e alguns mitos e estereótipos apontados pelos estudos internacionais foram encontrados na amostra analisada. Palavras-chave: Contadores. Percepção. Estereótipos. Ensino superior.Contabilidade.

El sistema de mérito en el empleo público: principales singularidades y analogías respecto del empleo en el sector privado * SUMARIO: I. INTRODUCCIÓN. E. IDENTIFICACIÓN DE LAS PRINCIPALES SINGULA-RIDADES DEL SISTEMA DE FUNCIÓN PUBLICA EN ESPAÑA. 1. La cobertura de puestos en las Administraciones Públicas frente a la libertad de contratación empresarial. 1.1. Consideración preliminar: la configuración jurídica del derecho fundamental de acceso en igualdad de condiciones a las funciones y cargos públicos. 1.2. Las especifidades en los procesos de selección y de provisión de puestos en las Administraciones Públicas. A) La detección de necesidades y su formalización en la Oferta de Empleo Público: las previsiones anuales. B) La separación entre los órganos de selección y los órganos competentes para el nombramiento. C) La predeterminación del sistema de selección. D) La controversia en torno a la utilización de técnicas de evaluación diferentes a las tradicionales pruebas de conocimientos. 2. Singularidades derivadas del ejercicio de las potestades de organización por las diferentes Administraciones Públicas.

The purpose of this study was to assess how internal (municipal employees) and external stakeholders (community members) of a South African district municipality perceive the corporate reputation of that municipality. Generally, the issues that have been pointed out to the municipalities by the disgruntled stakeholders have reportedly been in the areas of dissatisfaction with service delivery performance, from media reports of protest action, which impacts negatively on the reputation of the local government. To address this problem this study therefore used the Harris-Fombrun Reputation Quotient (RQ) to investigate stakeholders' perceived reputation of the Fezile Dabi District Municipality, formerly known as Northern Free State District Municipality and includes two towns in each of the four local municipalities, namely, Kroonstad, Steynsrus, Heilbron, Parys, Sasolburg, Orangeville, Villiers and Frankfort. Forty employees were randomly selected in the offices of the different municipalities and 240 participants from eight towns were conveniently selected. Questionnaires containing items based on the Fombrun's six Reputation Quotient dimensions were used. Three fundamental questions were asked and addressed in this study. Firstly, what are the perceptions of external stakeholders (i.e. community members) with regard to the reputation of Fezile Dabi District Municipality (FDDM), as measured collectively in terms of the six dimensions of the Harris-Fombrun Reputation Quotient? Secondly, what are the perceptions of internal stakeholders (i.e. municipality employees) with regard to the reputation of Fezile Dabi District Municipality (FDDM), as measured collectively in terms of the six dimensions of the Harris-Fombrun Reputation Quotient? Thirdly, what differences can be observed between external stakeholders (i.e. community members) and internal stakeholders (i.e. municipality employees) in terms of their perceptions of the Fezile Dabi District Municipality (FDDM)? vi The findings indicate that community members did not trust or admire the municipality. Contrarily, employees trusted, admired and had a good feeling about the FDDM. When it comes to services/products, community members believe that the municipality does not provide high quality services. However, employees of the municipality believe that the municipality stands by its services and is being innovative. The findings indicate that community members were of the opinion that the municipality does not have excellent leadership, no clear leadership vision and does not recognise and take advantage of market opportunities whilst the employees believed the municipality has clear vision. Furthermore, the findings reveal that community members believe that the municipality is not well managed, is not a good employer and does not have good employees. On the other hand, employees felt that the municipality was a good employer and has good employees. The findings also indicate that community members are of the opinion that the municipality does not support good causes, is not environmentally responsible and does not maintain high standards in the way it treats its community. Employees on the other hand, were of the opinion that the municipality is environmentally responsible. With regard to financial performance, the community members were of the opinion that the municipality does not have a strong record of clean audit, does not outperform other municipalities, and does not show prospects for future growth. The municipality's employees were neutral/divided with regard to these issues. A t-test was undertaken to determine whether there was statistical significance between the mean scores of community members and employees of the FDDM in relation to the RQ dimensions. The results indicate that, statistically, community members and employees vii differed significantly in their perceptions of emotional appeal, services/products, vision and leadership and work environment, excluding social responsibility and financial performance. Thus, the municipality's reputation was perceived differently by the two groups of stakeholders and was also perceived differently in the various towns. In order for local government to build a good reputation with stakeholders, this study suggests that the municipalities should: i) Develop a deeper understanding of what constitutes good service delivery, ii) Improve community engagement in order to enhance stakeholder relationship, iii) Be involved in social issues, iv) Give priority to human basic needs and v) Provide excellent leadership by ensuring a clear distinction between politicians and officials. This study also suggests that municipalities should take note of community complaints relating to service delivery and to address them to ensure satisfied communities who will assess the reputation of the municipality as good. Furthermore, the study stresses the importance of leadership in municipalities.

CORE View metadata, citation and similar papers at core.ac.uk provided by Repositorio da Universidade da Coruña RESUMEN La carrera horizontal de los funcionarios fue una de las grandes novedades introducidas con la aprobación de la Ley 7/2007, de 12 de abril, del Estatuto Básico del Empleado Público, pero cuya aplicación, debido principalmente a razones presupuestarias derivadas de la crisis económica que se produce a partir de 2008, no ha llegado a realizarse de un modo general. Este trabajo analiza la normativa que sobre esta materia se ha ido desarrollando por las distintas Administraciones implicadas, circunscribiendo su estudio a las Universidades Públicas, al objeto de localizar no sólo los aspectos comunes y los aspectos diferenciadores, sino también con la intención de llevar a cabo un análisis crítico de las medidas contempladas en las normas de aplicación.

Este artículo aborda el análisis de las retribuciones de más de veinte mil puestos en el estrato superior de las Administraciones públicas españolas desde la perspectiva de su equidad interna, su estructura salarial y su vinculación con la carrera vertical. Para ello se han estudiado la Administración central de cinco comunidades autónomas, de cinco Administraciones locales y de la Administración General del Estado (AGE). Entre los principales resultados alcanzados en la investigación hay que destacar la existencia de significativas diferencias retributivas en las Administraciones implantadas en la Comunidad Autónoma Madrid; existe un solapamiento retributivo en los niveles bajos de los puestos superiores que puede generar desmotivación en los funcionarios públicos; los abanicos salariales de las Administraciones estudiadas son relativamente estrechos, destacando las de Bilbao y el País Vasco; la equidad interna es débil al no existir una buena correspondencia entre la responsabilid...