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Recruitment Policies (recruitment + policy)
Selected AbstractsHe Came, He Saw, He Stayed.INTERNATIONAL MIGRATION, Issue 2 2000Guest Worker Programmes, the Issue of Non-Return Critics of guest worker programmes have pointed out that many temporary workers do not return home when their contracts expire and thus end up swelling the ranks of undocumented workers in a host country. This article argues that this outcome is not inevitable. Whether or not guest workers return home or stay behind depends to a large extent on how the guest worker programme is administered. By comparing the US Bracero Program with the Canadian Mexican Agricultural Seasonal Workers' Program, it is shown that three aspects of programme administration account for why so many Braceros stayed in the US illegally, while almost all temporary workers employed in Canada return to Mexico at the end of the season. The three aspects are recruitment policies and procedures, enforcement of employment and housing-related minimum standards, and the size of the programme. It is suggested that the administration of the programme, in turn, reflects various interests that shape the State's position on foreign labour. Whereas in the US the Bracero Program was tailored to meet the needs of agribusinesses, the Canadian state responds to a wider variety of interests, including its own concern with the definition of ideal citizenship, as well as the need to protect domestic workers and the Mexican Government's interest in assisting those who are most needy. Additionally, unlike the US, where braceros were employed mainly in agribusinesses, in Canada Mexicans are brought to work on family farms. While desertion was a frequent phenomenon in the US, the paternalistic relationships that Canada-bound workers develop with their employers make desertion unlikely. [source] Recruitment, Training, and Career ConcernsJOURNAL OF ECONOMICS & MANAGEMENT STRATEGY, Issue 4 2008Heski Bar-Isaac We examine training and recruitment policies in a two-period model that nests two forms of production, "routine" work where ability and effort are substitutes and "creative" work where they are complements. Alternative ways of improving average ability have opposite implications for agents' career concerns. Although teaching to the top (training complementary to ability) or identifying star performers increases agents' career concerns, teaching to the bottom has the opposite effect. The paper also makes more general comments relating to models of reputation. [source] Local perspective of the impact of the HIPAA privacy rule on researchCANCER, Issue 2 2006M.P.H., Michael S. Wolf Ph.D. Abstract BACKGROUND The operational and economic impact of the Health Insurance Portability and Accountability Act (HIPAA) of 1996 was evaluated. The setting was a natural experiment which involved a single-site, clinical research study that was initiated before the enactment of HIPAA and subsequently modified to be compliant with the new policy. METHODS A formative assessment was conducted of the recruitment process to a clinical trial evaluating the efficacy of an educational strategy to inform Veterans about the National Cancer Institute/Department of Veterans Affairs cosponsored Selenium and Vitamin E Cancer Prevention Trial (SELECT). Personnel time and costs were determined based on weekly accrual for study periods before and after the implementation of HIPAA. Root cause analysis was used to assess the recruitment protocol and to identify areas for improvement. RESULTS The implementation of HIPAA resulted in a 72.9% decrease in patient accrual (7.0 patients/wk vs. 1.9 patients/wk, P < 0.001), and a threefold increase in mean personnel time spent recruiting (4.1 hrs/patient vs. 14.1 hrs/patient, P < 0.001) and mean recruitment costs ($49/patient vs. $169/patient, P < 0.001). Upon review of the modified HIPAA-compliant protocol, revisions in the recruitment procedure were adopted. The revised protocol improved weekly accrual by 73% (1.9 patients/wk vs. 7.1 patients/wk, P < 0.001) and resulted in improvements in personnel time (5.4 hrs/patient) and recruitment costs ($65/patient). CONCLUSION Enactment of HIPAA initially placed a considerable burden on research time and costs. Establishing HIPAA-compliant recruitment policies can overcome some of these obstacles, although recruitment costs and time are likely to be greater than those observed before HIPAA. Cancer 2006. © 2005 American Cancer Society. [source] Ports of Entry and Obstacles: Teenagers' Access to Volunteer ActivitiesNONPROFIT MANAGEMENT & LEADERSHIP, Issue 2 2000Richard A. Sundeen The recruitment of young people into volunteering activities is the primary focus of this article. We examine which teenagers volunteer, the ways that teenagers become involved in volunteer activities, and why teenagers do not volunteer. Teenagers who volunteer tend to have dominant status, that is, access to social power, high personal competency, and socialization into volunteer experiences through family, church, and school. Personal contact with family, friends, and teachers who are involved with service, prior participation in school- and church-based service, and personal initiative lead teenagers to learn about and engage in volunteering activities. Teenagers who do not volunteer often do not have sufficient time or interest. Differences exist among teenagers as to which factors prompt volunteering. For example, teenagers who are white, have parents who volunteer, and attend religious services are more likely than others to learn about volunteer activities through organizations, and teenagers with higher personal competency (grade point averages) are more likely than others to learn about volunteering activities at school. The article includes suggestions for recruitment policy and management of teenage volunteers. [source] Occupational colour vision requirements for police officersOPHTHALMIC AND PHYSIOLOGICAL OPTICS, Issue 6 2008Jennifer Birch Abstract Inclusion of public service professions in the UK Disability Discrimination Act in 2004 prompted a review of occupational colour vision requirements for police officers. Changes in the regulations which existed prior to 2003 were proposed. The aim of this study was to obtain the views of serving police officers in Northern Ireland on the importance of good colour discrimination in everyday police work and on the recruitment regulations for patrol constables introduced in 2003 in mainland UK. These views were obtained by means of a questionnaire and informal discussions. More than 65% of police officers who responded to the questionnaire considered that good colour vision was very important for effective policing. Fewer than 2% considered that colour vision was unimportant. Experienced police officers agreed that the employment of colour-deficient patrol constables, as permitted in the new regulations, would lead to reduced efficiency and organisational difficulties at the local level. A number of everyday activities were described which showed the need for accurate colour discrimination. The change in recruitment policy and the lack of clarity in the new regulations show inadequate appreciation of the needs of the occupation, of different types of colour vision anomalies and of the diagnostic function of colour vision tests. Failure to provide guidance on appropriate colour vision tests, examination procedures and counselling services is likely to result in inconsistent employment policies in different police forces. It is recommended that the colour vision standard in place prior to 2003 is reinstated at the recruitment stage. The Ishihara test should be used for screening, and colour-deficient applicants further examined with the Farnsworth D15 test as a replacement for the City University Test 2nd edition. [source] | |||||||||||||