Presenting the model of recruitment and selection of human resources of the public sector with the approach of the entrepreneurial government by Atieh sarayani, Vahid pourshahabi, Nourmohammad yaghobi, Amin reza kamaliyan

“…Fazlali & Moazzami (2022) investigated the effect of organizational leadership style on human resource management while emphasizing the mediating role of competitive work environment. The results of the research show that organizational leadership style has no significant effect on human resource management and has been rejected; however, the significant effect of organizational leadership style on the competitive work environment, the competitive work environment on human resource management, and the organizational leadership style on human resource management with the mediating role of the competitive work environment has been confirmed. …”
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Features of Legal Regulation of Employment Contracts with Seasonal and Temporary Employees by A. Ya. Radzividlo

“…It has been offered to develop modern regulatory acts on the application of temporary and seasonal work. These acts must first of all establish the concept: “seasonal employees – individuals hired under an employment contract for work that as a result of natural and climatic conditions performed not through a year, but during a certain period (season), not exceeding six months”; “temporary employees – individuals hired under an employment contract for a period up to two months, and for the replacement of temporarily absent employees, who retain their place of work (position) – up to four months”. …”
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THE PROBATIONARY PERIOD FOR A FIXED-TERM EMPLOYMENT CONTRACT by T. Suvalova

“…In the article the peculiarities of concluding a fixed term employment contract when hiring employees whose job is temporary, seasonal. …”
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NATIONAL AND CULTURAL SPECIFICITIES OF MANAGEMENT IN FRANCE by L. Efanova, V. Polyakova

“…International managers need to take into account national differences between representatives of one or another cultural group in the performance of their work. International companies need to adapt and develop for each country training programs, hiring, firing employees. …”
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Role of the Perceived Social Responsibility of the Company and the Psychological Mechanisms to Achieve the Employees' Creative Behavior (Case Study: Electro Kavir Company of Yazd) by Marziyeh Dehghanizadeh, Fatemeh Keshavarzi Hedesh

“…Fleming also pointed out that social responsibility is the responsibility of companies that companies should not have a negative impact on the social life in which they work. These duties include not polluting the environment; non-discrimination in hiring people; not engaging in unethical activities; Production of qualitative products and positive participation in the lives of people in society (Fleming, 2012). …”
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Tata kelola pemerintahan dinamis pada implementasi kebijakan inovasi pelayanan by Ira Patriani

“…Researchers propose creating and sharing SOPs, hiring IT leaders, training personnel, monitoring, evaluating, maintaining website servers, and improving workplace internet speed as needed.…”
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Employment in the modern era through understanding business social networks by Knežević Snežana, Vukolić Dragan, Gajić Tamara, Zrnić Miloš

“…The importance of work is reflected in the recognition of the importance of the social network LinkedIn in hiring workers in order to better recruit professionals.…”
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Exploring the Impacts of Change Orders on Performance of Construction Projects in Saudi Arabia by Majed Alzara

“…Change orders often occur in all or some phases of industrial construction work and have a significant impact on the success of the project, its on-time completion, or ultimately, an increase in the estimated cost of the project. …”
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Customized Approach to the Implementation of Educational Programs for Training Engineers by N. A. Antonenko, T. A. Asaeva, O. V. Tikhonova, N. V. Grechushkina

“…Since the final consumer of the educational service provided by tertiary educational organization is the employer who hired the graduate, it is necessary to focus on the specifics of a particular organization activity when training specialists. …”
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An Enhanced Deep Neural Network for Predicting Workplace Absenteeism by Syed Atif Ali Shah, Irfan Uddin, Furqan Aziz, Shafiq Ahmad, Mahmoud Ahmad Al-Khasawneh, Mohamed Sharaf

“…At the time of hiring an employee, organizations do not have an objective mechanism to predict whether an employee will be punctual towards attendance or will be habitually absent. …”
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THE MODERN PRACTICES OF CORPORATE SOCIAL POLICY IN RUSSIAN COMPANIES by I. V. Dolgorukova

“…In this work the author proposes an interpretation of the corporate social policy as one of the most important areas of a company business which is designed to develop an effective interaction between a company, a society and a state. …”
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Inclusive Online Nursing Education: Learner Perceptions of Universal Design for Learning Approaches by Ann Celestini, Agniewszka (Aga) Palalas

“…Data was collected in 2020, from a cohort of 230 learners using a survey questionnaire (n=40) and focus group (n=7) by a hired research assistant, for the convergent mixed-methods analysis and resulting discussion. …”
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The High Price of Gender Noncompliance: Exploring the Economic Marginality of Trans Women in South Africa by Siyanda Buyile Shabalala, Megan Campbell

“…This structural economic bias is reflected in four key areas: (a) patriarchal family systems enforce conformity to cisgender expectations through abuse, financial neglect, and rejection, displacing trans women into precarious circumstances, including homelessness and survival sex work; (b) cisnormative workplace conventions demand legal gender alignment as a precondition for organizational access and employability, shutting out trans identities lacking state recognition of their gender; (c) institutionally entrenched anti‐trans stigma creates heightened scrutiny and discrimination during hiring processes; and (d) a gender‐segregated labor system undermines trans women’s ability to participate in both “male” and “female” jobs due to nonadherence to traditional, biologically defined gender roles. …”
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Presenting the agility model of the organization in order to improve the productivity of human resources by Asie Mohmedi, Rashid Zolfaghari, Mahsa Gholam hossein zadeh

“…According to the results of the research, the following suggestions are presented: 1- Researching and developing by allocating the required resources, creating organizational innovation, using the knowledge management process, empowering employees, and also by recruiting and hiring skilled and specialized personnel, specialized training of employees, creating a strategic vision of the organization and adopting appropriate human resources strategies for the flexibility of employees, creating a culture of change in employees, creating a flexible organizational structure and speed of action in responding to needs, as well as the use of modern technology, agility of organizational processes, and communication with international customers. 2- Paying attention to increasing the speed of work-doing and improving the level of organizational competence of employees, as well as by gaining experience and skills to the flexibility of employees, creating a culture of change in employees, creating a flexible organizational structure and speed of action in responding, as well as the agility of organizational processes and communication with International customers.…”
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Institutional, neighborhood, and life stressors on loneliness among older adults by Kazumi Tsuchiya, Amy Danielle Thierry, Harry Owen Taylor

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Peculiarities of Legal Regulation of Non-Discrimination on Gender Basis while Being Employed by A. V. Kuchko

“…The Constitution of Ukraine enshrines and guarantees the right to labor as an opportunity to earn a living by work that a person freely chooses or agrees to. However, the current conditions indicate that the consolidation and guarantee of everyone’s right to labor is not an unconditional evidence of its inviolability, the absence of unjustified restrictions and obstacles to its realization. …”
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Designing and explaining the improvement model of women's employability capacity with emphasis on the 7th development plan by Mahsa Vahidpour, Akbar Etebarian Khorasgani, Mehrban Hadi Peykani, Saeed Daei-Karimzadeh

“…The Supreme Council of Employment, as the official authority for dealing with employment challenges, should place the issue of women's employability among its work priorities.…”
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Human Resource Practices and Employee Retention in Local Governments in Uganda: A Case of Kabale District Local Government. by Baingana, Alex

“…There is also a need for providing competitive salaries, ensuring all employees are on the payroll, offering comprehensive workplace allowances and recognition programs, and equitably distributing work benefits across employees at all levels.…”
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Human Resource Practices and Employee Retention in Local Governments in Uganda: A Case of Kabale District Local Government. by Baingana, Alex

“…There is also a need for providing competitive salaries, ensuring all employees are on the payroll, offering comprehensive workplace allowances and recognition programs, and equitably distributing work benefits across employees at all levels.…”
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Presenting the model of managerial competencies of women in the industry (case study: Sabah Food Company) by masoomeh samadi, mohammad mohammadi, Hamid Rezaei Far, hossein hakimpour

“…Some of these include the lack of female role models and mentors, unconscious bias in hiring decisions, and lack of opportunities for senior management roles. …”
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