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Introduction: Early Head Start (EHS) and Head Start (HS) staff comprise a large segment of the public sector workforce and experience numerous risk and chronic factors for medical conditions or symptoms. Few health and wellness workplace interventions, however, specifically focus on EHS/HS staff. Methods: A train-the-trainer (TTT) approach was used to build capacity among directors and staff from 57 EHS/HS programs on how to strategically plan and implement a health promoting worksite program focusing on improving nutrition and physical activity practices among EHS/HS staff. Baseline and 3-month post-training questionnaires assessed EHS/HS staff changes on knowledge and practices related to nutrition and physical activity. Paired t-tests or chi2 statistics assessed changes in questionnaire responses over time. Results: 1,363 staff from 57 programs completed baseline and follow-up surveys. Staff had high knowledge regarding healthful dietary patterns at baseline. Over one-third of staff reported drinking soda with meals and almost 50% identified soda as their most common drink. Roughly one-third of staff also reported no physical activity in the prior week at baseline. Staff demonstrated significant improvements in dietary, nutrition, and physical activity practices. Staff also improved grocery shopping behaviors. Implications for Practice: The TTT approach to disseminate an EHS/HS staff-focused health promotion program, "Eat Healthy, Stay Active!' provides a potentially promising strategy to build upon and disseminate more broadly to reach the over >300,000 EHS/HS staff workforce. [ABSTRACT FROM AUTHOR]

The healthcare industry is always susceptible to diverse changes and technology advancements. This mandates that the sector updates its skill set that can help in complying with compliance and regulatory requirements. COVID-19 has added to the complexity by bringing in changes in the working environment, healthcare professionals' perceptions and patients' expectations. It has clearly shown that digital technologies are rapidly revolutionising healthcare and also having an impact on human resources. Talent management in the changing scenario is a must for all organisations looking towards resilience, sustainability and gaining a competitive advantage over others. Purpose: The purpose of the current study is to explore the factors that have influenced healthcare talent management during the pandemic, identify the challenges and put forth a strategy for post-pandemic talent management. Design/Methodology/Approach: A literature-based search for identifying articles related to talent management in healthcare during the pandemic, the challenges and lessons learned has been carried out. Findings: Based on the findings, it is suggested that while traditional ways of human resource planning are still applicable, it is imperative that digital tools be utilised for all activities especially talent management. Digital tools such as electronic medical records, telemedicine, computerised physician order entry systems are becoming an inbuilt culture in healthcare. So, while selecting, developing and retaining talent, the existence of digital skill set, capability to work with the tools or learn and adopt should be considered as a mandatory requirement. [ABSTRACT FROM AUTHOR]

This article discusses the importance of promoting health equity in the U.S. workforce, particularly in relation to COVID-19 and cardiovascular disease. It highlights the economic and social costs of health inequities and introduces the Health Equity in the Workforce initiative led by the American Heart Association. The initiative aims to improve health outcomes for 10 million U.S. workers by 2025 through strategic relationships, empowering employers, embedding in communities, measuring impact, and recognizing achievement. The article also discusses the efforts of the American Heart Association, Deloitte Health Equity Institute, and the SHRM Foundation in addressing health disparities and promoting diversity and inclusion. These organizations provide actionable strategies for employers to prioritize health equity in the workplace and believe that it is essential for creating a healthier and more equitable future for all. [Extracted from the article]

The Problem: Organizations struggle to find effective ways to identify needs and consequently develop the leadership skills of leaders. At the same time, veterans are entering the civilian workforce with significant, valuable non-technical leadership skills that are rarely studied as leadership attributes. As a result, there is scant research on the contribution of leadership attributes from military leadership. The Solution: This article will introduce the Be-Know-Do framework used in the U.S. Army's leadership development program. The premise of the model is that when the attributes and competencies of the leader are developed, organizational results will be produced through the people they lead. The Stakeholders: Human resource development (HRD) scholars and practitioners, human resource management (HRM) practitioners, professionals, and trainers [ABSTRACT FROM AUTHOR]

The California Community College (CCC), the largest system of higher education and provider of workforce training in the nation, serves approximately 2.1 million students across its 116 campuses. CCCs work to reduce barriers to academic success by providing mental health services (MHS). However, CCCs provide MHS on a short-term model because of limited staffing and high demand with most campuses placing a restriction of six to eight sessions per academic term. A referral list of local agencies is typically provided for students who need continued care, though students often do not know how to explore options or navigate their health insurance benefits. During the 2020-2021 academic year, an MH navigator program was piloted at four community colleges in a San Francisco Bay Area county. Participants included 10 students with academic/career interests in social work, nursing, and the social sciences. Fall Semester 2020 focused on increasing students' knowledge on mental health topics, while Spring Semester 2021 focused on experiential learning through case management of student clients. The navigator pilot program showed promising results with navigators gaining practical experience and exposure to mental health careers while assisting their peers from campus-based to community-based care. Future efforts will focus on cultivating stronger relationships between navigators and MH liaisons. Doing so will help staff develop greater familiarity of the navigator's role, thus ensuring an increase in usage of its services and allowing the student–client a smoother transitioning experience from campus-based to community-based care. [ABSTRACT FROM AUTHOR]

The Development and Behavior Access Clinic (DBAC) deploys a general pediatrician with brief/intensive training and proctoring by developmental-behavioral pediatricians (DBP) to provide developmental-behavioral (DB) care to children referred with mild/moderate complexity needs as determined by a team of clinical psychologists. This pilot study utilizes visit data, chart review, and surveys to assess wait times, need for subspecialty care, and referring clinician satisfaction. In its first 18 months, DBAC decreased the need for subspecialty DB care, providing initial services for 44% of patients referred for DB pediatric care from the study site; 89% did not require subsequent subspecialty evaluation. Among DBAC participants, average wait times for DB care decreased from a baseline of 218 to 41 calendar days. This pilot study provides a model for building DB clinical skills among interested general pediatricians, decreasing wait times, and building the capacity of primary care settings to address mild-to-moderate complexity DB concerns. [ABSTRACT FROM AUTHOR]

Training is widely considered to contribute to the 'can do' and 'will do' capacities of health workers. Having appropriately skilled health workers is recognised as critical to assuring quality health services. This study examined the relevance of in-service training (IST) provided to maternal health workers (MHW) in rural Vietnam. A mixed method approach was used involving a survey of 240 health workers providing maternal health services and managers and 43 in-depth interviews of health workers and managers from 5 health districts across two provinces in Vietnam. Although two thirds of participants reported accessing IST within the previous 12 months, only 53.3% attended maternal health training. Factors related to the self-reported ability to perform Essential Obstetric Care (EOC) include: Being trained on EOC; Work experience; and Qualifications of MHWs. Participants reported that the IST was irrelevant to their actual needs, while managers reported frustration that IST programs were scheduled haphazardly, dependent on budget availability. In conclusion, in-service training programs should be designed taking into account the needs of the workforce and managers in terms of content, mode of delivery, scheduling and follow-up. Poorly planned and inappropriately delivered training may contribute to a perceived inability to provide EOC. [ABSTRACT FROM AUTHOR]

Objectives: The objectives are to determine the factors that motivated GP practice managers in England to employ non-medical roles, and to identify an ideal hypothetical GP practice workforce. Methods: Cross-sectional survey of GP practice managers in England (n = 1205). The survey focused on six non-medical roles: advanced nurse practitioner, specialist nurse, health care assistant, physician associate, paramedic and pharmacist. Results: The three most commonly selected motivating factors were: (i) to achieve a better match between what patients need and what the practitioner team can deliver; (ii) to increase overall appointment availability and (iii) to release GP time. Employment of pharmacists and physician associates was most commonly supported by additional funding. Practice managers preferred accessing new non-medical roles through a primary care network or similar, while there was a clear preference for direct employment of additional GPs, advanced nurse practitioners or practice nurses. The ideal practice workforce would comprise over 70% of GPs and nurses, containing, on average, fewer GPs than the current GP practice workforce. Conclusion: This study confirms that more diverse teams of practitioners are playing an increasing role in providing primary care in England. Managers prefer not to employ all new roles directly within the practice. A more detailed investigation of future workforce requirements is necessary to ensure that health policy supports the funding (whether practice or population based), recruitment, training, deployment and workloads associated with the mix of roles needed in an effective primary care workforce. [ABSTRACT FROM AUTHOR]

The treatment and cure of hepatitis C (HCV) in people with HIV is particularly important as progression of their liver disease is quicker compared with those who have HCV monoinfection. Innovative approaches are needed to maximize access to curative HCV treatment. Integration of HCV care into HIV primary care with education and support of nonspecialist providers via telementoring offers a solution to specialist workforce shortages. Using focus group qualitative methodology, health care workers' perspectives regarding this approach, particularly with the Extension for Community Healthcare Outcomes (ECHO) telementoring model, were obtained and are described. Successful integration of HCV care into HIV primary care has demonstrated benefits to patients, including allowing them to remain in their medical home for care. Factors beyond disease that influence their health and wellbeing must also be considered. [ABSTRACT FROM AUTHOR]

How have organisations sought to manage tensions between the needs for flexible labour in neoliberal market economies and the benefits of a committed and motivated workforce? Through an in-depth, qualitative study of a Chinese company, we identify and theorise a novel variation of paternalism that was developed by the organisation to manage the tensions under neoliberal capitalism. We label this management regime 'centrifugal paternalism' since it organises employment relations along the lines of 'adult-like' employers and 'child-like' employees but involves the diminution of employee dependency over time with an ultimate impulse away from the employing organisation. We find that the emergence of centrifugal paternalism is closely related both to the socio-demographic identity of the company's employees as China's second-generation migrant workers and to the economic context of the organisation. Through a 'tough love' approach, this regime allows the firm to secure flexible labour while responding to migrant workers' needs for personal skills development and a fruitful rural-to-urban transition. Our research responds to recent calls for reconnecting organisation studies with society and situating workplace practices within their contexts. It also underlines the enduring importance of paternalism for understanding the dynamic and evolving nature of capitalist employment relations and management regimes. [ABSTRACT FROM AUTHOR]

Objectives: Health policy and funding initiatives have addressed increasing workloads in general practice through the deployment of clinicians from different disciplinary backgrounds. This study examines how general practices in England operate with increasingly diverse groups of practitioners. Methods: Five general practices were selected for maximum variation of the duration and diversity of skill-mix in their workforce. Individual interviews were recorded with management and administrative staff and different types of practitioner. Patient surveys and focus groups gathered patients' perspectives of consulting with different practitioners. Researchers collaborated during coding and thematic analysis of transcripts of audio recordings. Results: The introduction of a wide range of practitioners required significant changes in how practices dealt with patients requesting treatment, and these changes were not necessarily straightforward. The matching of patients with practitioners required effective categorization of health care patients' reported problem(s) and an understanding of practitioners' capabilities. We identified individual and organizational responses that could minimize the impact on patients, practitioners and practices of imperfections in the matching process. Conclusions: The processes underpinning the redistribution of tasks from GPs to non-GP practitioners are complex. As practitioner employment under the Primary Care Network contracts continues to increase, it is not clear how the necessarily fine-grained adjustments will be made for practitioners working across multiple practices. [ABSTRACT FROM AUTHOR]

Background: COVID-19 disease as caused by a coronavirus called SARS-CoV-2 has taken the world by storm with upwards of 8 million confirmed infections in more than 190 countries. At the writing of this article, over 2 million Americans are confirmed infected and 117,000 have died. Rapid changes to manage COVID-19 care creates significant physical and emotional stress for healthcare employees, including pharmacy staff. Objective: This article provides pharmacy leaders with advice in leading through COVID-19 to promote staff resiliency. Methods: The specific leadership strategies include: (1) identifying and addressing fundamental needs; (2) communicating updated and reliable information; and (3) providing psychological and mental health support. Conclusion: Using various techniques described will help to preserve workforce resilience in providing patient-centered pharmacy services. After reading this article, pharmacy directors will have strategies and resources to maintain employee resiliency during this difficult time. [ABSTRACT FROM AUTHOR]

Background: Occupational health professionals (OHPs) are in a unique position to impact the health and well-being of employees at work and outside of work. One way of achieving this holistic health goal is to integrate the concept of Total Worker Health® (TWH) into the organization's culture. It is critical for OHPs to develop the ability to incorporate TWH into their practices, yet there are gaps in our understanding of OHP's attitudes toward change and toward TWH, their level of TWH knowledge, and the number of OHPs who have adopted TWH. Methods: An electronic survey was administered to a national sample of 4,777. This cross-sectional study used Qualtrics to record survey responses measuring knowledge of TWH, attitude toward change, resistance to change, transformational leadership ability, perception of organizational readiness, and leadership commitment. Findings: The total sample size was 253 (5.3%). Most respondents were bachelors prepared nurses (75.1%) with greater than 10 years' experience (71.5%) and employed in manufacturing (42.6%). Approximately 74% (n = 125) of respondents knew about TWH, but did not have a program in place or were unsure of the existence of one. A high percentage (74.0%) were open to implementing TWH, had favorable attitudes toward change (M = 3.9 on a 5-point Likert-type scale), but needed education on how to move forward (56.0%). Conclusions/Application to Practice: Findings suggest that most OHPs know about TWH, but generally have not adopted the TWH concept at their worksites. However, they are open to implementing TWH programs and have favorable attitudes toward change. [ABSTRACT FROM AUTHOR]

With the growing salience of ideas and reforms concerning women's human rights and gender equality, violence against women (VAW) has received heightened policy attention. Recent global calls for ending VAW identify health care systems as having a crucial role in a multisector response to tackle this social injustice. Scholars emphasize the transformative potential of such response in its ability to not only address the varied health consequences but also prevent future recurrence by enabling wider access to support and justice. This wider consensus on the role of health systems, however, demands stronger empirical basis. This article reports findings from an exploratory research developed around the core question: What are the perceived strengths and challenges confronting health systems in offering a comprehensive response to VAW in India? Drawing on site visits, observations, and interviews with front-line staff and program managers of an integrated intervention to tackle violence in Kerala and nongovernment organisation staff in Delhi and Mumbai, the article presents its historical context and key barriers to effective implementation. While promising in terms of outreach and incremental changes in attitudes, barriers include deficits in infrastructure and institutional practices that reinforce inequities in gender–power relations, hostile attitudes, and limited capacities of health workforce to tackle the complex and diverse needs of women experiencing abuse. Locating these experiences in relation to other models rooted in feminist approach, I argue how conventional intervention models of provisioning fail to challenge institutional contexts and structural inequalities that underpin violence and compound vulnerabilities experienced by women, thereby serving a functional response. Health systems are social institutions embedded in prevailing gender norms and power relations that must be tackled alongside addressing imminent needs of women victims of abuse. To this end, feminist approaches to counselling and relational perspectives to social justice can strengthen responsiveness (and transformative potential) of integrated sector-wide interventions. [ABSTRACT FROM AUTHOR]

Purpose: Skills used in the practice of family support workforce are implemented in different settings and frameworks. The conceptual assumptions and epistemological frameworks of diversity are a challenge. Various paradigms of intervention, different sectors, and disciplinary involvement indicate the need to systematize and clarify knowledge in the field. Method: Using preferred reporting items for systematic reviews and meta-analyses guidelines, a systematic review was conducted, including qualitative, quantitative, and mixed-method studies on skills in the practice of family support. Results: The literature was collected in an exhaustive search of several databases, where a set of 8,489 papers was selected. The workforce skills described were the qualities of the professionals, technical skills, and specific knowledge. Discussion: Most of the studies were literature reviews, did not define specific skills, had very small samples, and had issues with bias. We discuss implications for practice in social work as well as the gaps to be covered in further research of family support. [ABSTRACT FROM AUTHOR]

The Triple M (Mobilizing Meaningful Mentorship) program is a leadership development initiative at the public health branch of the Regional Municipality of York (York Region Public Health) that uses individual and team coaching and mentoring strategies. The Triple M program consists of one-on-one mentoring, stretch assignments, a Triple M challenge, team coaching and LEADS seminars. Triple M has the following benefits (a) organization-wide and cross-departmental connections, (b) application of leadership concepts and theory to a practical stretch assignment, (c) guidance and support from mentors to navigate challenges, and (d) the formation of the next generation of public health leaders. The lessons learned from this initiative include (a) that additional time is needed to apply program learnings during stretch assignments and (b) that adequate protected time is required to actively participate in the mentorship component of the program. The next steps for Triple M include (a) exploring ways to increase the duration of stretch assignments and (b) introducing an online platform to promote accessibility to participate in the program. [ABSTRACT FROM AUTHOR]

The Problem: Human resource development (HRD) research has sought to demarcate a human developmental problem by identifying learning interventions through which individuals can contribute towards group and organizational growth. However, there remains the fundamental problem, which is how to go beyond individualized employee development to a more collective resilience model building against workplace stress. Such lesser effectiveness has led to financial, emotional and psycho-social costs to individuals and collectives. Based on the theoretical analysis of human capital theory, HRD research and literature are lacking in how to more effectively operationalize collective resilience against workplace stress. The Solution: A multi-faceted collective workforce resilience intervention conceptual model is proposed to enable both management and employees to overcome ineffective implementation of human development and thereby bounce back from workforce stress. Four aspects of the model's practical operationalization are proposed as steps to help the HRD community of practitioners and scholars to engrain resilience as a workplace culture in resolving stress. Implications on (1) the identification of workplace stress, (2) the effective design and operationalization of development capacities. (3) the resilience intervention initiatives, and (4) the management of collective workforce resilience are highlighted. The Stakeholders: The proposed model is designed for the HRD community, including scholars, practitioners, employees and managers in related HRD contexts. [ABSTRACT FROM AUTHOR]

Skills gap between company needs and competencies occupied by the workforce can be the source of inefficiencies. The purpose of this research is to develop a blockchain-based human resource (HR) framework to match the needs from the company and workforce competencies This framework will help Corporate Training Centre to standardized the competencies which then used by HR Department to develop the training material. In order to get valid information regarding skills that are needed from the company, we develop a prototype based on Blockchain. Hence, blockchain-based HRM is built to improve the quality of workforce competency in an organization. The current organizations are struggling to fulfil the needs of the workforce in accordance with industry quality standards. Therefore, this will help all parties to create a consensus between the needs of the industry with the labour market. Corporate Training Centre through the competent institution will be the mediator or intermediary to unite the information from companies, training institutions, and Professional Certification Institutions. As a result, in the long term, the needs of the workforce with the qualification required by the company in such industries will always fit the current situation. Blockchain helps to process the information and data needed by each party so that the connection between parties will be assisted efficiently and effectively. [ABSTRACT FROM AUTHOR]

The authors of this article discuss the challenges that nurses in Iran face as they seek to advance the profession and healthcare in Iran. The challenges they face are shared by nurses in other nations in the region and to some degree globally, that is to say a significant nursing and nurse educator shortage, the aging of the nursing work force, and inadequate resources committed to the recruitment, education, and retention of a sufficient number of competent nurses to deal with the information explosion and rapidly changing workplace. Nurses in Iran have historically suffered from a low social status that has limited their voice in the country, despite having the BSN (Bachelor of Science in Nursing) as the entry to practice, and fine graduate and doctoral programs in the country. Efforts to address these challenges are discussed. [ABSTRACT FROM AUTHOR]

Service providers working with transition-aged young people with mental health disorders require specialized research-based training to better meet their needs. A 10-module interactive online training program, Promoting Positive Pathways to Adulthood (PPPA), was developed to build service provider competencies to improve outcomes for the youth with whom they work. In total, 19 organizations participated in a longitudinal quasi-experimental study that compared training outcomes for participants receiving PPPA online training only (Group 1) with those receiving PPPA online training with team-based practice activities (Group 2). Most of the 63 service providers participating in the training were females, below 40 years, had at least one college degree, and were non-Hispanic White. Both groups made significant gains in their transition-related knowledge, and their self-efficacy to provide transition services. Group 2 with additional practice activities achieved significantly higher knowledge scores than Group 1 receiving online-only training. Team-based activities evaluated by Group 2 participants as more engaging and culturally relevant were also rated as more likely to help improve practice. Future research is needed to track youth outcomes after service provider training, and to examine the organizational supports necessary to promote knowledge translation for transition service providers. [ABSTRACT FROM AUTHOR]

Relationships outside of work impact employee effectiveness at work. But how do we explain this? Our study focuses on the guanxi relationship in China. This is based on close personal ties between supervisors and subordinates initiated outside the workplace. Drawing on conservation of resources theory, we develop a model that explains how supervisor–subordinate guanxi constitutes a social resource that spills over into the workplace and impacts subordinates' job resources (including autonomy, support and development at work), job crafting (proactive behaviors aimed at increasing resources and reducing demands) and job performance (task performance and organizational citizenship behavior). Our model was tested on a sample of 406 subordinates and their supervisors from seven manufacturing organizations in China. The results of a multilevel path analysis indicate that high-quality guanxi relations with supervisors facilitate subordinates' job resources, job crafting behaviors and organizational citizenship behavior at work. In addition, job resources mediate the relationship between supervisor–subordinate guanxi and job crafting, and job crafting mediates the relationship between supervisor–subordinate guanxi and subordinate task performance and organizational citizenship behavior. Overall, our research highlights the importance of externally-generated guanxi between subordinates and supervisors and the mechanisms that contribute to improving employee performance in the workplace. [ABSTRACT FROM AUTHOR]

One little-explored question concerning innovative human resources practices is how the intensity of their implementation affects their impact on establishment performance: is the relationship linear, or more complex? This analysis, using U.S. Census Bureau data for 1997 from a sample of 1,212 private sector manufacturing establishments, investigates the possibility of non-linearities in the relationship between establishment performance and six human resource practices. The author finds departures from linearity that are both statistically significant and substantively meaningful for four of the six practices. He concludes that linear estimations of these relationships could mislead theorists and result in faulty recommendations to practitioners. [ABSTRACT FROM AUTHOR]

Using data from surveys of enterprises in Ireland in 1993 and 1996-97, the authors estimate the productivity effects of general training, specific training, and all types of training combined. Statistically significant positive effects on productivity are found both for all training and for general training, but not for specific training. The positive effect of general training remains when the researchers control for factors such as changes in work organization, corporate re-structuring, firm size, and the initial level of human capital in the enterprise. The impact of general training varies positively with the level of capital investment. [ABSTRACT FROM AUTHOR]

The authors conjecture that profit-sharing reduces turnover and thus increases expected returns to firm-specific human capital investments, so that the optimal levels of skill acquisition and investment in firm-specific skills rise and ultimately increase productivity. Empirical evidence from NLSY data on white men in nonunion jobs between 1988 and 1994 supports this hypothesis. Employees participating in profit-sharing plans were less likely than non-participants to separate from their jobs. They also received training more frequently and for longer durations. Finally, the authors show that profit-sharing was related to higher wage growth, indicating a faster rate of skill accumulation. [ABSTRACT FROM AUTHOR]

Objectives: The objectives of our study were to (1) illustrate a public health workforce assessment process in a medium-sized city or county health department and (2) demonstrate the insights gained by moving from the use of aggregate department-level and competency domain-level training needs results to more granular division-level and skills-level results when creating a workforce development plan. Methods: We used a 130-question needs assessment to guide the creation of a workforce development plan for the Lincoln Lancaster County Health Department (LLCHD) in Nebraska and its 7 divisions. Using SurveyMonkey, we administered the survey to 128 (of the 129) LLCHD public health staff members in June 2015. Using a Likert scale, respondents indicated (1) the importance of the skill to their work and (2) their capacity to carry out 57 skills in 8 domains of the core competencies for public health professionals. We identified training needs as those for which the percentage of respondents who perceived moderate-to-high importance was at least 15 percentage points higher than the percentage of respondents who perceived moderate-to-high capacity. Results: LLCHD as a department had training needs in only 2 competency domains: financial planning and management (importance-capacity difference, 15 percentage points) and policy development and program planning (importance-capacity difference, 19 percentage points). The Health Promotion and Outreach division had training needs in all 8 domains (importance-capacity difference range, 15-45 percentage points). Of the 57 skills, 41 were identified by at least 1 of the LLCHD divisions as having training needs. In 24 instances, a division did not qualify as having training needs in the overall domain yet did have training needs for specific skills within a domain. Conclusions: When performing public health workforce assessments, medium-to-large public health departments can obtain detailed workforce training needs results that pertain to individual skills and that are tailored to each of their divisions. These results may help customize and improve workforce development plans, ensuring that the workforce has the necessary skills to do its job. [ABSTRACT FROM AUTHOR]

Building better elections is a central task for the study of democracy and democratisation. Despite this, there have been no cross-national studies on the staff who manage and implement elections: electoral management body (EMB) workforces. This article provides the first macroscopic worldwide picture of workforce characteristics, human resource management practices and employee outcomes, and analyses the effects they have on electoral integrity, based on original international surveys of electoral management bodies (EMBs) (n = 51) and electoral officials (n = 2029). Drawing from the human resource management literature, a framework is developed to explain how these factors might interact with EMB performance. Analysis demonstrates them to be highly related. Adding data on human resource management practices and employee outcomes improves explanatory models designed to predict the performance of EMBs. Chiefly, EMBs that enable greater opportunities for employees to be involved in decision-making processes perform better. Recruitment practices, job satisfaction and levels of stress are also important. [ABSTRACT FROM AUTHOR]

Objective: The objectives of this study were (1) to obtain data on the current status of public health workforce training and the use of the Training Finder Real-Time Affiliate Network (TRAIN), a public health learning management platform, in state health departments, and (2) to use the data to identify organizational features that might be affecting training and to determine barriers to and opportunities for improving training. Methods: We conducted structured interviews in 2014 with TRAIN administrators and performance improvement managers (n = 14) from 7 state health departments that were using TRAIN to determine training practices and barriers to training. We determined key organizational features of the 7 agencies, including training structure, required training, TRAIN administrators' employment status (full time or part time), barriers to the use and tracking of core competencies in TRAIN, training needs assessment methods, leadership support of training and staff development, and agency interest in applying for Public Health Accreditation Board accreditation. Results: We identified 4 common elements among TRAIN-affiliated state health departments: (1) underuse of TRAIN as a training tool, (2) inadequate ownership of training within the organization, (3) insufficient valuation of and budgeting for training, and (4) emerging collaboration and changing perceptions about training stimulated by agency preparation for accreditation. Conclusions: Public health leaders can increase buy-in to the importance of training by giving responsibility for training to a person, centralizing training, and setting expectations for the newly responsible training leader to update training policy and require the use of TRAIN to develop, implement, evaluate, monitor, and report on agency-wide training. [ABSTRACT FROM AUTHOR]

In this article, our point of departure is the 'compassion crisis' in the National Health Service in the UK and the initiatives introduced in the aftermath of scandals that were intended to strengthen healthcare professionals' ability to show compassion. We look at the two main strategies, which we term the 'recruitment and staff development strategy' and the 'amelioration of the quality systems strategy' and the debate that has arisen related to them. Based on this analysis, we question whether compassion really is a helpful concept to understand the crisis and hence to underpin relevant strategies. We introduce the concept of discretion as an alternative and better concept to comprehend the situation. One of the benefits of the concept of discretion is that it clarifies how problems can be addressed, both as structural problems and as epistemic problems and how these aspects are intertwined. It also helps us to see how solving these problems is complicated and demands comprehensive, in-depth approaches, involving formative aspects related to healthcare education, as well as development of new healthcare policies. [ABSTRACT FROM AUTHOR]

Human capital studies do not usually consider whether an individual is paid an hourly wage or a salary. The authors of this paper develop a conceptual framework that explains why some workers are paid salaries and predicts that salaried workers will invest more in human capital than will hourly workers. In particular, this prediction hinges on the differing effort incentives facing hourly and salaried workers and their employers, in jobs that are paced versus unpaced. Empirical evidence supporting this prediction and other hypotheses implied by the proposed framework is presented using data on individuals covering a 16- month period in 1984-85 from the Bureau of Census Survey of Income and Program Participation (SIPP), a longitudinal survey. [ABSTRACT FROM AUTHOR]

This paper analyzes the job search activities of employed and unemployed job seekers using self-reported data from a 1980 survey. One novel finding from reduced form equations is that many searchers, both employed and unemployed, rejected at least one offer before accepting a job. The reduced form results are used to estimate reservation wages based on a fairly standard model of job search. Most of the job searchers accepted a job offer with a wage below the estimated reservation wage, suggesting that the model does not fit the data well. [ABSTRACT FROM AUTHOR]

Changes in the aggregate distribution of job skills result from changes in the distribution of employment among occupations as well as from changes in the skill requirements of individual occupations. This study measures the effects of both of these factors on the distribution of skills in the U.S. economy between 1960 and 1976. Skill changes in individual occupations are measured with data from the two most recent editions of the Dictionary of Occupational Titles on the general skill requirements of all individual jobs. The analysis reveals that between 1960 and 1976 changes in the distribution of employment have favored more skilled jobs, while changes in the skill requirements of individual occupations have tended to narrow the distribution of job skills. Overall the average skill requirements of jobs increased in this period, but at a slower rate than in earlier periods. [ABSTRACT FROM AUTHOR]

The article examines the relationship between occupational and geographical mobility within 1 to five year periods. The reasons for mobility interrelationships is found in a simple model of labor mobility. This simple model contained the inclinations of a person to change its occupations and residence locations. It is possible that major life cycle events such as retirement, school graduation or marriage would trigger occupational mobility. However, information have a role to ensure the success of this mobility.

The article presents information related to the research programs undertaken by different branches of the U.S. department of labor. Projects undertaken by the Manpower Administration's Office of Research and Development range from basic explorations of labor market functioning to experiments and demonstrations testing diverse methods of overcoming chronic or acute employment problems. The broad objectives that guide the research and development program in its major areas of interest are provided in the article and typical projects in each category are briefly described. A major component of the project will be the establishment of an industry-oriented manpower delivery system for possible replication in other states. A computer-based labor market information system, developed by John T. Dunlop, Dean of Harvard University, and D. Quinn Mills of the Massachusetts Institute of Technology, is designed to reduce skill shortages and unemployment in the construction industry. Research directed by professor Charles Holt, is moving into the final stage of a three-year examination of interrelationships among labor market changes, aggregate demand, inflation, and unemployment.

The article addresses questions of what constitutes union-management cooperation and how such cooperation is possible and desirable in the U.S. The concept that management operates as a trustee for all those affected by the enterprise implies that the balancing leverage of collective bargaining will serve to promote the interests of owners, workers and consumers. The need for determining union work rules are understandable for the sole reasons that they invoked health and safety of their members, prolong jobs and they place arbitrary limits on the amount of individual output. However, there are areas of potential conflict between management unions such employer's control over workforce, production incentives and labor turnover.

The article examines a programming approach to manpower planning in the U.S. in 1970. An analysis of such programming model discloses that it formalizes a simple form of supply-demand comparison. It is an extremely expensive model to operationalize. However, the model can offer useful results at the reasonable cost through the use of partial information. It is possible to keep the number of occupational categories smaller than optimal if data is available. It is possible that unsophisticated estimates such as immigration and emigration, average annual earnings, and labor-force participation rates could be used initially.

The article focuses on the economic and administrative environment within which labor relations evolve in a developing economy. The principal goal for industrialism in newly emerging countries is to aspire to higher living standards.The economic limitations and constraints of industrialization can be low level of technology and lack of natural resources. The strategic importance of managerial and administrative personnel is emphasized. The need for a strategy of high-level human resource development is emphasized. Manpower should be imported and career training provided.

If the argument of this article has merit, much of the current concern and legislation with respect to internal democracy and the locus of political power in unions may be directed to the wrong target. By formal constitutional standards, many American unions are 'democratic' in the sense that they have adopted the forms and processes of public government for the conduct of their internal affairs. But, according to the analysis presented here, power in American unions tends to accrue to those who negotiate and administer the collective agreement. This article describes the structure of this other "collective bargaining government" and analyzes its relationship to the internal government of the union. The usefulness of the concept of dual government as an analytical tool is illustrated by a discussion of its applicability to such problems as membership participation in union programs, the functions of union leadership, and the loss of vitality in local unions. [ABSTRACT FROM AUTHOR]

The article presents a list of books and other reading references related to labor management relations. They include "The Rationale of Labor-Management Relations," by Herbert Blumer, "Industrial Relations at the Plant Level in Three Illinois Communities," by Milton Derber, W. E. Chalmers and Ross Stagner, and "Management-Labour Relations in Selected Arab Countries: Major Aspects and Determinants," by Yusif A. Sayigh, among others.

This section presents research which dealt with interplant wage inequities in the U.S. in 1954. The research assessed the various types of differentials. In this regard, the author analyzed two aspects of interplant wage inequities in the country. The first aspect that was examined in the research is the reliability of the factors that were used in facilitating manpower recruitment. While on the other hand, the study also evaluated the consequences of the implementation of a policy of narrowed differentials.

This article offers information on the research program of the Industrial Relations Center of the University of Chicago in Chicago, Illinois as of July 1953. Currently, the Center has sixteen research projects, which can be grouped into three categories: unionization and collective bargaining in the U.S., manpower utilization and manpower management in the U.S., and comparative labor and management studies in developed and underdeveloped societies. Those involved in these research include, Joel Seidman, Bernard Karsh, Jack London, Frederick H. Harbison, D. Gale Johnson and Albert Rees.

In the West Coast commercial fishing industry- a problem of serious import has arisen, in recent years, pertaining to the legal status of fishermen and their right to bargain collectively. Although the questions that are here raised are applicable to other fishing areas as well, the problem has been intensified and more sharply defined on the West Coast by the much greater development of trade unionism in the industry. The unions involved allege that approximately 90 percent of the West Coast boat fishermen are covered by some form of labor agreement-price agreements or working agreements; yet a basic determination of the propriety and legality of such agreements under the particular circumstances of the industry has still to be achieved. The central question to be settled is whether the relationship between fishermen and the cannery operators or wholesale fish dealers for whom they may be fishing is essentially that of employees to employers or that of independent vendors to buyers. In this article the problem will be treated in three interrelated phases: (1) a discussion of the available facts of the actual relationships between the parties; (2) an examination of the rather confused and largely indeterminate status of these relationships in the current application of pertinent laws; and (3) a consideration from an industrial relations point of view as to how the relationships should be regarded. [ABSTRACT FROM AUTHOR]

Over 50 years ago, concerns about the adequacy of science, technology, engineering, and mathematics (STEM) talent in the United States were the catalyst to develop programs to ensure that the STEM workforce would be adequate to meet scientific challenges. To date, there have been considerable investments in these programs. To determine where we go from here requires appraising where we stand and reviewing how far we have come. This article presents reflections from my experiences conducting both research and evaluations on broadening participation in STEM in the United States. [ABSTRACT FROM AUTHOR]

In 2013, the Nebraska Department of Health & Human Services, Division of Public Health (Nebraska's State Health Department); and the University of Nebraska Medical Center, College of Public Health developed a comprehensive approach to assess workforce training needs. This article outlines the method used to assess the education and training needs of Division staff and develop comprehensive workforce development plans to address those needs. The EDIC method (Engage, Develop, Identify, and Create) includes the following four phases: (1) Engage Stakeholders, (2) Develop Assessment, (3) Identify Training Needs, and (4) Create Development Plans. The EDIC method provided a process grounded in science and practice, allowed input, and produced buy-in from staff at all levels throughout the Division of Public Health. This type of process provides greater assurance that the most important gaps in skills and competencies will be identified. Although it is a comprehensive approach, it can be replicated at the state or local level across the country. [ABSTRACT FROM AUTHOR]

This article discusses findings of two studies on the relationship between drug use and wages. In light of the differences in method between the studies, the commonalities in the findings are heartening. A major concern was to estimate the relative contributions of human capital, personal characteristics and self-selection to nonuser-user wage differentials. Comparing user and nonuser wage equations, it was found that nonusers had higher returns to human capital characteristics, but that overall wage differentials, net of selection bias, favored users.

This article is a critique of David Stoesz' descriptions of organizational issues in child welfare, and more specifically, the relationships between the U.S. Children's Bureau and the National Child Welfare Workforce Institute. The focus is on Stoesz perspectives and assessments of sub-entities (cartels) that are currently influencing funding and programmatic efforts to prepare child welfare employees. The critiq ue also includes Stoesz' perspectives of current child welfare training efforts and issues related to child welfare as a profession. The review ends with a set of summary conclusions about the merit of the Stoesz article. [ABSTRACT FROM AUTHOR]

Using a sample of 1,468 private sector establishments, this article addresses the relationship among part-time workers, commitment-based human resource (HR) systems, and establishment financial performance. Building on theoretic perspectives about equity perceptions and reciprocal exchanges, we find that the proportion of part-time workers in an establishment workforce is nonlinearly related to establishment financial performance in an inverted U-shaped relationship. In addition, the interaction between part-time workers and commitment-based HR systems is negatively related to establishment performance. The analysis suggests that those deciding about how to structure establishments’ workforces should consider how interactions between different types of workers within workforces can influence establishment performance. [ABSTRACT FROM AUTHOR]

Recently, global workforce diversity and its management have received criticism for not paying attention to the contextual influence stemming from socially constructed dialectics of power and politics. These contextual dynamics, however, tend to be viewed as external to the organization. In this article, we follow the call for critically investigating the contexts influencing diversity management by analyzing the development of a global human resource management project initiated to promote a culturally diverse workforce. We find that despite good intentions, as well as support from the top management, the project dissolves through micropolitics and power dynamics. We contribute to the critical literature on workforce diversity by identifying how organizational contextual dynamics influence the way the concept of workforce diversity is constructed and understood at work. Based on these findings, we develop the concept of protean diversity to better understand how to manage the ever-changing and unstable nature of contemporary workforce diversity. [ABSTRACT FROM AUTHOR]

Municipal governments experienced many challenges brought on by the great recession of the late 2000s. Drawing on data from human resource directors in Colorado and North Carolina municipalities, this article examines the real-world implications of the economic recession on human resource management (HRM) practices, including the workforce-related challenges municipal governments face in a difficult economic climate and what HRM innovations were developed to respond. For challenges, funding was consistently the top response as well as recruiting and maintaining a motivated workforce. The bulk of the innovations were internally focused and reactionary in terms of responding to an immediate or current condition. Implications for practice are provided. [ABSTRACT FROM AUTHOR]

This article explores how institutional differences matter to the quality of a nation’s jobs; job quality is conceived as a dimension of a national economy’s social performance and thus defined in accordance with civic principles. Focus is on the two archetypical varieties of capitalism, the United States and Germany. Using data from a 2009 telephone survey of U.S. and German workers, we find that the overall attainment of civic principles, as perceived by workers, is no different in Germany than in the United States, even though the German institutional environment should be more conducive to them. This is due to higher worker expectations in Germany and a tendency for employer practices to compensate for the weaker (liberal) institutional environment in the United States. Once these are controlled, German workers report substantially more positive outcomes. We find that institutional differences also matter in how various employer practices are adopted and hence have indirect as well as direct implications. [ABSTRACT FROM PUBLISHER]

The article presents an analysis of workforce development study used in the change of services for children in England. Topics discussed include the study on workforce development, the use of survey and case study methods to determine a diverse range of research activities, and the research contributes to a creative culture of inquiry that shapes change processes particularly if both practitioners and children are involved.