Perspectives on the recruitment and retention of culturally and linguistically diverse police

Purpose: The aims of this paper are: to investigate the perceptions held by police (insiders) and community member (outsiders) of the recruitment and retention of culturally and linguistically diverse employees of Victoria Police; and, to develop a model that can assist in future recruitment and retention policy development.---------- Design/methodology/approach: Structured focus group interviews were conducted based on an instrument deduced from existing literature. Police and community members were interviewed separate cohorts. The discussions were thematically coded to themes and sub-themes.---------- Findings: Specific differences were identified in perceptions of the importance of recruiting culturally and linguistically diverse groups, barriers to recruitment, recruitment methods, and retention methods.---------- Research limitations/implications: Based on these perceptions, a propose a model addresses the importance of cultural diversity in policing and barriers to recruitment and retention of culturally and linguistically diverse employees. Further research is necessary to assess the broader applicability of this model.---------- Practical implications: The proposed model is may be used as the basis for future recruitment and retention activities, and human resource management policy development.---------- Originality/value: This is the first study in the Australian context of recruitment and retention of culturally and linguistically diverse police that addresses both community and police perspectives. Aligning the demographic profile of the police service with that of the community is beneficial to effective policing.

Explanations of police racism

This paper describes the development of a substantive theory about police racism as the most significant factor, from among a number of competing societal based explanations, in accounting for Aboriginal over-representation in police arrest rates.

An overview of UAS : capabilities and challenges

A history and introduction to civil unmanned aircraft systems in Australia. Discussion is provided on some of the current challenges facing the civil UAS sector and the research being undertaken to address these challenges.

Spatial impact of projected changes in rainfall and temperature on wheat yields in Australia

Climate projections over the next two to four decades indicate that most of Australia’s wheat-belt is likely to become warmer and drier. Here we used a shire scale, dynamic stress-index model that accounts for the impacts of rainfall and temperature on wheat yield, and a range of climate change projections from global circulation models to spatially estimate yield changes assuming no adaptation and no CO2 fertilisation effects. We modelled five scenarios, a baseline climate (climatology, 1901–2007), and two emission scenarios (“low” and “high” CO2) for two time horizons, namely 2020 and 2050. The potential benefits from CO2 fertilisation were analysed separately using a point level functional simulation model. Irrespective of the emissions scenario, the 2020 projection showed negligible changes in the modelled yield relative to baseline climate, both using the shire or functional point scale models. For the 2050-high emissions scenario, changes in modelled yield relative to the baseline ranged from −5 % to +6 % across most of Western Australia, parts of Victoria and southern New South Wales, and from −5 to −30 % in northern NSW, Queensland and the drier environments of Victoria, South Australia and in-land Western Australia. Taking into account CO2 fertilisation effects across a North–south transect through eastern Australia cancelled most of the yield reductions associated with increased temperatures and reduced rainfall by 2020, and attenuated the expected yield reductions by 2050.

A requirements and capability discussion : UAS for SAR and law enforcement

This presentation explores the requirements and capabilities of Unmanned Aircraft Systems (UAS) for applications in Law Enforcement and Search and Rescue.

Rail incident investigator training: Is there support for a standardised Australasian training framework?

Background: Historically rail organisations have been operating in silos and devising their own training agendas. However with the harmonisation of the Australian workplace health and safety legislation and the appointment of a national rail safety regulator in 2013, rail incident investigator experts are exploring the possibility of developing a unified approach to investigator training. Objectives: The Australian CRC for Rail Innovation commissioned a training needs analysis to identify if common training needs existed between organisations and to assess support for the development of a national competency framework for rail incident investigations. Method: Fifty-two industry experts were consulted to explore the possibility of the development of a standardised training framework. These experts were sourced from within 19 Australasian organisations, comprising Rail Operators and Regulators in Queensland, New South Wales, Victoria, Western Australia, South Australia and New Zealand. Results: Although some competency requirements appear to be organisation specific, the vast majority of reported training requirements were generic across the Australasian rail operators and regulators. Industry experts consistently reported strong support for the development of a national training framework. Significance: The identification of both generic training requirements across organisations and strong support for standardised training indicates that the rail industry is receptive to the development of a structured training framework. The development of an Australasian learning framework could: increase efficiency in course development and reduce costs; establish recognised career pathways; and facilitate consistency with regards to investigator training.

The relationship between small firm growth and HRM practices

The relationship between small firm growth and HRM practices Rowena Barrett, Susan Mayson and Niel Warriner Introduction In this chapter we explore the relationship between small firms’ growth orientation, their business planning efforts and the role the owner plays and whether or not formal HRM practices are used. Formal HRM practices are assessed in terms of whether they are written down, regularly applied or assured to take place. We take on board Heneman et al.’s (2000) suggestion that ‘surveys of employer practices across SMEs [would] be [a] valuable addition to the strategic human resource management literature’ (p. 23) and report the results of an online and paper survey of a sample of 1753 small firms (defined as those employing less than 20 people) in the state of Victoria (SE Australia). Our particular interest in this chapter, which is based on an analysis of 410 responses to the survey, is whether growthoriented small firms adopt formal HRM practices. This research contributes to understanding whether more formal organizational systems and routines are more likely to be used (or not) to nurture human capital in growth-oriented small firms. Moreover by focusing on firm growth, this chapter, consistent with recent calls in the literature (see Baron, 2003; Barrett and Mayson, 2006; Katz et al., 2000; Tansky and Heneman, 2003), contributes to a better understanding of issues at the intersection of entrepreneurship and HRM research.

Urana subterranean clover (Trifolium subterraneum L. var. subterraneum)

Urana is a hardseeded, moderately early flowering F-5-derived crossbred subterranean clover of var. subterraneum [( Katz. et Morley) Zohary and Heller] developed by the collaborating organisations of the National Annual Pasture Legume Improvement Program. It has been selected for release as a new cultivar on the basis of its high winter and spring herbage production and overall field performance relative to other subterranean clovers of similar maturity. Urana is recommended for sowing in Western Australia, New South Wales, Victoria, South Australia and Queensland. It is best suited to well-drained, moderately acidic soils in areas with a growing season of 5 - 7 months, which extends into mid-October. Urana is suited to phase farming and crop rotations. It has been granted Plant Breeders Rights in Australia.

Coolamon subterranean clover (Trifolium subterraneum L. var. subterraneum)

Coolamon is a mid-season to late-season flowering F4-derived crossbred subterranean clover of var. subterraneum, developed by the collaborating organisations of the National Annual Pasture Legume Improvement Program. It is a replacement for Junee and has been selected for release on the basis of its greater herbage production and persistence, and its resistance to both known races of clover scorch. Coolamon is recommended for sowing in Western Australia, New South Wales, Victoria, South Australia and Queensland. It is best suited to well-drained, moderately acidic soils in areas with a growing season of 6.5-8 months that extends into November. Coolamon is best suited to phase farming and permanent pasture systems. It can also be used in cropping rotations, but at least 2 years of pasture are required between crops. Coolamon has been granted Plant Breeders Rights in Australia.

Izmir subterranean clover (Trifolium subterraneum L. var. subterraneum)

Izmir is a hardseeded, early flowering, subterranean clover of var. subterraneum (Katz. et Morley) Zohary and Heller collected from Turkey and developed by the collaborating organisations of the National Annual Pasture Legume Improvement Program. It is a more hardseeded replacement for Nungarin and best suited to well-drained, moderately acidic soils in areas with a growing season of less than 4.5 months. Izmir seed production and regeneration densities in 3-year pasture phases were similar to Nungarin in 21 trials across southern Australia, but markedly greater in years following a crop or no seed set. Over all measurements, Izmir produced 10% more winter herbage and 7% more spring herbage than Nungarin. Its greater hardseededness and good seed production, makes it better suited to cropping rotations than Nungarin. Softening of Izmir hard seeds occurs later in the summer–autumn period than Nungarin, giving it slightly greater protection from seed losses following false breaks to the season. Izmir is recommended for sowing in Western Australia, New South Wales, Victoria, South Australia and Queensland. Izmir has been granted Plant Breeders Rights in Australia.

Prevalencia de los síntomas otorrinolaringológicos y factores asociados en los trabajadores de una central de llamadas en la ciudad de Bogotá Colombia

La industria de las centrales de llamadas es uno de los sectores de más rápido crecimiento en el mundo desarrollado, gracias a los avances tecnológicos han permitido su uso cada vez más generalizado desarrollando servicios integrales que son accesibles las 24 horas del día. Los operadores telefónicos o tele-operadores de esta industria se ven enfrentados a jornadas laborales en las que se exponen al uso constante de la voz, utilización permanente de auriculares de comunicación, confinamiento en estaciones de trabajo delimitadas pero no aisladas; aumentando así la prevalencia de síntomas como los otorrinolaringológicos. Este estudio tiene como objeto identificar la prevalencia de síntomas otorrinolaringológicos dados por alteraciones de la voz, compromiso auditivo y síntomas de la vía respiratoria superior durante la jornada laboral de los trabajadores de una central de llamadas de una prestigiosa empresa aseguradora de la ciudad de Bogotá Colombia, así como también identificar la asociación de factores demográficos organizacionales y biológicos con los síntomas otorrinolaringológicos y analizar el medio ambiente laboral de dicha empresa y la relación de los síntomas otorrinolaringológicos con mediciones de ruido, temperatura y humedad. La población estudiada fue de 81 tele operadores de los cuales 61 (75.3%) fueron mujeres, se evidencio que las enfermedades respiratorias altas tienen una prevalencia del 36%, también se reporto una prevalencia del 85% (69) tele operadores reportaron por lo menos un síntoma de voz y solo 12 tele operadores 15% no reportaron ningún síntoma. En cuanto a la hipoacusia solo 5 (6.2%) reportaron disminución de la agudeza auditiva

El Outsourcing en la dinámica de sistemas hacia mercados extranjeros

Este trabajo recopila literatura académica relevante sobre estrategias de entrada y metodologías para la toma de decisión sobre la contratación de servicios de Outsourcing para el caso de empresas que planean expandirse hacia mercados extranjeros. La manera en que una empresa planifica su entrada a un mercado extranjero, y realiza la consideración y evaluación de información relevante y el diseño de la estrategia, determina el éxito o no de la misma. De otro lado, las metodologías consideradas se concentran en el nivel estratégico de la pirámide organizacional. Se parte de métodos simples para llegar a aquellos basados en la Teoría de Decisión Multicriterio, tanto individuales como híbridos. Finalmente, se presenta la Dinámica de Sistemas como herramienta valiosa en el proceso, por cuanto puede combinarse con métodos multicriterio.