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Background Safety leadership in healthcare is required and should be encouraged from the bedside through to the executive and is essential for the safety of the patients in our care. Major health inquiries have highlighted failure of leadership as a cause of poor patient outcomes. Aim To highlight issues and initiatives raised within discussion forums by postgraduate health care management students asked to reflect upon leadership, quality and safety, and human factors in today's healthcare environment Methods A qualitative approach by way of retrospective review of compulsory discussion forum posts from online postgraduate quality and safety and human factors in health care units. Findings Authority gradients persist in contemporary healthcare settings, influenced to a certain degree by the multi-generational workforce, and ultimately compromising communication and teamwork. Human factors effects on care provision emphasised fatigue as a significant issue that needs to be addressed by appropriate workforce management. Discussion The ability for healthcare professionals to challenge decisions and directives that may compromise safety is hampered by the persistence of both intra- and interprofessional authority gradients. Students reported hesitancy to challenge or seek assistance from those who hold ‘leadership’, or senior positions, due to distrust and fear of ridicule. Students could, however, see the bigger picture and sought to translate their learning into quality improvements in the workplace. Conclusion Challenging perceived authority is necessary and open communication should be encouraged through effective leadership. Effective leadership leads to efficient teamwork and ultimately safe and efficient care for patients.

PurposeThe purpose of this paper is to contribute to the literature on service quality and value co-creation and co-destruction by unpacking the phenomenon described as “difficult customers”, which has many associated costs for service organizations. The paper examines how frontline service employees make sense of and react to client behaviors that disrupt service processes.Design/methodology/approachThis is a qualitative study with 128 frontline workers, who were interviewed about their perceptions, explanations and reactions to problem-related customers, using a sensemaking perspective.FindingsContent analysis revealed 17 themes related to workers' perceptions, explanations and reactions to problem-related customers. Workers classify behaviors of problem-related customers in terms exceeding the single notion of intentionality that dominates the literature, instead referring to the degree of both controllability and malevolence of customers. Service workers choose a wide range of behavioral reactions that have not been studied before.Research limitations/implicationsA convenience sample, although large, limits generalizability. Suggestions for future quantitative research are proposed.Practical implicationsBased on the findings, the authors suggest specific directions related to managerial policy and organizational practices related to training and employee empowerment and service recovery routines.Originality/valueThe study introduces a new theoretical notion of “problem-related customers”, set within a value co-creation context. It presents findings that enable deeper understanding of the emotional and behavioral reactions of frontline workers to service disruptions and offers multiple scholarly contributions, new research directions and managerial insights that can help to improve service recovery and service quality

According to the long-standing axiom of management, one cannot manage what cannot be measured. Two questions emerge that are applicable to the Human Resource (HR) function. What does it manage? What should it measure? Prior answers recommend that HR should manage its functional activities, the organization’s human capital, or certain strategically important factors in a balanced scorecare, none of which are fully satisfactory. This paper argues that the HR function should manage the organization’s workforce. To do that, one must measure aspects of that workforce. This paper provides a generic framework of measures for that purpose. The foundation measures focus on the structure of jobs in the organization, the demographic characteristics of the workforce, their attitudes, the flow of personnel, and certain moderating variables. Measures for special segments of the workforce, such as sales and service personnel and leaders, are also noted.

The paper aims to examine the impact of COVID-19 on the construction industry of Nepal. This research is based on primary data, and the nature of the data is qualitative. The sources of empirical data have been collected with the help of unstructured interviews with nine professional contractors who have been directly involved in the construction sectors for a long time. This study used a thematic analysis to examine the responses provided by participants in the research field. The major three themes and 12 sub-themes were generated from the study to find the impact of COVID-19 on the construction industry in Nepal. The study finds the three-level of impacts—financial, operational, and institutional on construction sectors. The government budget reduction, the deteriorating financial situation of the contractors, late payment, and over cost runs of the projects are the financial impact. Likewise, the operational level impact is related to delay in project completion, supply chain problems, difficulty in workforce management, and maintaining the health and safety of the workforce. The study finds no adequate support and special packages from the government, including professional associations. The government and regulatory authority should support the construction industry to build efficient, competent, and resourceful sectors. Once the issues and expectations of constructional professionals are addressed, that ultimately helps to enhance the construction industry’s performance. Finally, the construction professionals, the industry, and the government will be benefited.

The article is dedicated to problems that include improving the quality of machine-building enterprises workforce management in post-crisis terms. There are the main specialties of crisis conditions in economy, which have to be taken into consideration while developing policy in enterprise's staff sphere. Actuality and novelty of the problem are in extension of the existing crisis, while studying its consequences we just need to analyze and summarize them by encompassing both theory and practice. The goal of research is finding out possible ways of recovering enterprises' activity, while going out of the crisis on the basis of all resources mobilization and especially labor ones. The methodological basis of research is fundamental works in enterprises' staff management and possibility of usage in modern conditions. The indicators, which define the improving of machine-building enterprises workforce management for defining the weakest places in making perspective routes of work with staff in post-crisis conditions, are considered in detail. Such routes as changing average headcount of industry production staff within the enterprise (IPS) and workers, recovering and improving staff structure, usage of work time, estimation of staff movement, estimation of staff quality, question of labor increasing growth, as an important economical criterion of their usage for enterprises' recovering to the before-crisis development level are studied.

Facing severe under-funding and significant workforce maldistribution, the health system in Romania is challenged to provide adequate care for the ageing population. The aim of this article is to connect health labour market data of the geriatrics workforce in Romania with individual perceptions of front-line workers in geriatrics in order to better understand the ‘human’ factors of effective health workforce development. Comprehensive health workforce data are not available; we therefore used a rapid scoping review and interviews to combine quantitative and qualitative data sources, such as the ‘Healthcare Facility Activity Report’, policy documents and available reports. They show that despite a consistent increase in the overall number of geriatricians, their majority is based in Bucharest, the capital city. The initial review points to possible geriatrician burnout, caused in part by high workload. The geriatrics workforce in Romania is poorly developed. Significant efforts are still needed to create policies addressing inflows and outflows, training, maldistribution and inefficiencies related to their practice. Addressing burnout by improving teamwork and collaboration is vital for maintaining and improving the workforce morale and motivation. Two major policy recommendations emerged: an urgent need for better health workforce data in Romania and development of more effective workforce management.

PurposeCovid-19 has caused many businesses to rethink their short- and potentially long-term workforce operations. The use of lateral flow serology can provide a clinically convenient approach for the assessment of prior infection with Covid-19. However, its widespread adoption in organisations seeking to use it to test for workforce immunity is controversial and confusing. This paper aims to explore the paradoxical dilemmas and dialectics immunity workforce testing creates.Design/methodology/approachThis study involved capturing the ethnographical participation of a chief executive officer (CEO) dealing with the experience of managing the outcomes of Covid-19 workforce immunity testing. The aim was to take a snapshot in time of the CEO's empirical world, capturing their lived experiences to explore how management actions resulting from Covid-19 immunity testing can played out.FindingsProviding staff with immunity tests at first glance appears sensible, decent and a caring action to take. Nevertheless, once such knowledge is personalised by employees, they can, through dialectic dialogue, feel disadvantaged and harbour feelings of unfairness. Subsequently, this paper suggests that immunity testing may only serve to raise awareness and deepen the original management dilemma of whether testing is a worthwhile activity.Originality/valueThis paper aims to be amongst the first works to empirically explore the workforce management challenges that arise within small businesses within the service sector following the completion of Covid-19 immunity testing of their staff. It seeks to achieve this via utilising the robust theoretical framework of the paradox theory to examine Covid-19's impact upon small business workforce management thinking and practice.

Protection Rules that apply to workers As the fulfillment of inherent core rights / there is stipulated in the constitution contained in one of the articles in the 1945 Constitution,due to the enactment ofemployers as if accepting the legalization of enforcing pre-employment outsourcing regardless of the things that are stopped by the Law. The primary reason for outsourcing for the company is to increase the concentration of business because operational activities have been bestowed on other parties. This study will analyze the main conflicts that are in sync with the title using the scope of the problem that is going on, as already stated above using a normative juridical approach. Where this normative juridical approach is an approach that is done in accordance with the material of the primary rules by using basic principles and rules regulated through the laws and regulations in this study. The data is obtained, listed in the form of a concept model that will be the primary base in analyzing. As for thewritingof this scientific work the way used to analyze data has been taken using descriptive methods (non statistics). Legislation containing the content of employment as the basis in the step of setting the lower limit of workers' salaries to create and for the welfare of workers in north Sumatra province. The role of laws and rules on how to set the lower limit wages cannot help workers to achieve the adequacy of workers.

Background Motivation is a significant concern for workforce management in healthcare organizations as it is linked to many important factors, such as performance, staff retention, and satisfaction. Aim To assess motivation level, assess sources of motivation, and identify the difference in motivation level in relation to nurses' characteristics. Setting The study was carried out in one major tertiary hospital in Riyadh, Kingdom of Saudi Arabia. Participants A total convenient sample of 550 nurses were recruited. All participants are working under the umbrella of executive nursing administration. Methods Data were collected using a self-administered questionnaire, which consisted of 30 items that focused on assessing a nurse's motivation sources and level. Results In general, 346 nurses (62%) fully completed the survey. The average motivation level of nurses is 3.6 ± 0.5. Additionally, internal self-concept motivation was identified as the most predominant source of motivation (4.1 ± 0.6). Instrumental and goal internalization motivations ranked second (3.7 ± 0.6), whereas external self-concept (3.4 ± 0.7) and intrinsic (3 ± 0.7) motivations are the lowest sources of motivation. There is a significant difference in the motivation mean between males and females (P = 0.034). Another significant difference was revealed with different years of experience ( P = 0.021). Conclusion The high percentage of internal self-concept motivation among nurses signified that nurses needed more than enjoyment of their work atmosphere, social acknowledgment, higher salary, and good rationale to give maximum effort. Although these should be taken into consideration, more attention should be given to practices that improve a nurse's challenge, autonomy, internal value, and competency.

Professional service jobs are attractive because they pay well and, because of advanced skill requirements, have been relatively resistant to disruption. This research considers the potential for highly skilled professional jobs to be taken over by less-skilled workers, perhaps with the assistance of advanced artificial intelligence technologies. We consider jobs in healthcare, higher education, legal services, and management and show some areas in which less-professional workers may be able to do the work of more professional counterparts. We specifically focus on two types of job characteristics that other research suggests inhibit automation and justify advanced professional training. The first is low task structure with less-structured tasks being more likely to require professional attention and less likely to be performed by less-trained workers or by automation. The second is high decision impact, supposing that high-impact jobs are more likely to justify the higher pay of professional workers. Our empirical results show that professional jobs, in some ways, are distinct and require the advanced training that leads to higher pay. In other ways, it appears that paraprofessionals who are paid less could do the professional jobs. Professional jobs may not be as disruption-resistant as was previously thought.

Purpose This paper aims to convey why the contact center has become critical to businesses’ success with customer experience at the heart of driving growth and retention. As a company’s central hub for customer interactions coming in from all touchpoints, the contact center holds the key for businesses in turning those interactions into insights. It is the contact center that knows and understands customers’ pain points and how to best course correct, and agents have the power to create a positive experience that fosters loyalty. Design/methodology/approach Using insights from Calabrio’s own “Health of the Contact Center” report, as well as other industry studies, this paper reveals why driving a positive customer experience starts from within. Customer demands have become increasingly complex and people now communicate with more channels than before – all of this is impacting agents, the experience they provide and the success of the business. And it shows no signs of slowing down. Findings Thirty-two per cent of contact center employees believe that customer queries and demands will become more complex over time. But they do not feel prepared with the right tools: 60 per cent agree that their company does not always provide the technology needed to address the challenges they face when helping customers. Originality/value Unlocking a great customer experience starts with a top-notch employee experience. And that requires a fresh approach to workforce management solutions. As an established product category and a topic often discussed among industry experts, today’s contact center leaders use workforce optimization. However, the rising importance of employee engagement calls for a new offering – workforce engagement management.

So that labor productivity increased labor, one of the ways that must be taken workforce management is providing training to its workforce. This research is classified into associative research and descriptive research. Associative research is research that aims to determine the relationship between two or more variables. in this study, researchers will explain the variables that would be appropriate that occurred in PT.Alfaria Trijaya, Tbk Bandung. The total number of employees PT.Alfaria Trijaya, Tbk part minimarket service in the Bandung area is a total of about 1500 people. The sample will be taken is 62 people. the data analysis is classifying data based on variables and types of respondents, tabulate the data based on the variables of all respondents, presenting the data of each variable studied, perform calculations to test the hypothesis that has been proposed. The results of multiple correlation analysis showed a correlation value 0892. means of training and productivity of employees have a degree of force that is very strong relationship with work productivity. That assumption is taken from the value of 0, 892 which is in the range of 0.8 to 1. The coefficient of determination used to how big the influence of training on labor productivity. Based on the analysis using SPSS 13:00 KD value obtained is equal to 0796 X 100% = 79.6% of the value shows that the effect of training on labor productivity is 79.6% while the remaining 20.4% influenced by other variables. Based on the calculation result is unknown if the training provides a positive and significant effect on employee productivity. The condition is indicated when an increase in the quality of training will result in an increase in employee productivity.

Work has an important role in terms of promoting wellbeing. However, it can also have negative effects on our physical and mental wellbeing leading to stress, fatigue, poor teamwork and engagement, and burnout. Many companies treat workers in terms of enterprise resources. Operations management often overlooks the ‘human factor’ and specifically, the relationship between worker wellbeing and performance, and the design of work management processes and associated technologies to support this. The impact of new work and workforce practices/trends such as the blended and flexible workforce along with new automation and artificial intelligence (AI) technologies enabling business process, performance/work, and workforce management, presents both risks and opportunities. This paper introduces a new work management concept – namely, ‘intelligent work’. Intelligent work is defined in relation to work that is smart, health, ethical and safe. Critically, it is underpinned by concepts of workplace health protection and promotion, along with progress in automation and AI technologies. This concept has been advanced a part of a human factors action research program addressing responsible business, sponsored by the Irish government.

The recent budget cuts have compelled armed forces to reduce their workforce size while enhancing their operational availability. These goals can be realized by implementing effective workforce management plans. To recruit, train, and retain skilled workforce are ongoing challenges for military workforce, with serious implications on force capability and national security. In this study, we focus on strategic military workforce planning, which has long-term impacts on both the efficiency and the future structure of the workforce. Strategic military workforce planning includes decisions regarding recruitment, attrition, promotion, training, and retention policies. It is usually difficult to anticipate how the system, over time, will respond to the combined effects of these strategies Thus, we develop a simulation-optimization approach by coupling a system dynamics (SD) simulation model and a genetic algorithm (GA) to find the best long-term workforce decision(s). GA seeks the optimal workforce flow between different ranks (including promotion strategies) while the SD model simulates the career progression of the workforce from recruitment, throughout the interim separation, and retirement. The numerical experiments show that the developed simulation optimization approach finds strategies yielding reduced costs and improved operational availability.

Aim/Background Workforce management is one of the biggest NHS challenges and the largest expenditure. Workforce recruitment/retention is a growing concern; there is need to better support workforce and flexible working preferences. Better use of technology is seen by many as a route to addressing this. The NHS have mandated electronic rostering by 2021. Birmingham Children’s Hospital Emergency Department (BCH ED) depends on a 24 hour multi-disciplinary team with differing work contracts/patterns. Historically they depended on rudimentary paper/spreadsheet systems that were error prone, with potential impact on staff experience, service cover and patient care; managed by clinicians, taking approximately 20 hours/week. BCH ED partnered with Lantum, an app and cloud based workforce management platform, aiming to: Develop a robust, automated, transparent rota system Improve efficiency Reduce expenditure Increase staff satisfaction Methods Following clear definition of challenges and goals, a pilot bespoke digital rota system was launched in April 2019. A partnership approach with regular communication, user testing and feedback sessions ensured assessment of impact and iterative product development to meet the ED’s needs. Results Transparent, simple digital rota system accessible for staff anywhere, in real time All staff onboarded, including bank workers, within 4 weeks Complete replacement of the old system within 2 months Earlier detection of and response to rota gaps Improved shift fill rate (total 20,350 hours filled; average shift fill rate >92% over 6 months ) increasing over time to 97%) Better engagement with workforce through: Improved communication via the platform Better user experience Real–time remote access Cost savings via optimising workforce utilisation and shift fill rates (reduced agency fees) and streamlined administration –> one consultant PA freed up (>£8500pa saving) Increased staff satisfaction Conclusion Development of diagnostic technology is often prioritised above overcoming organisational problems, but the latter can help improve clinician productivity to allow more time for patient care and improve staff satisfaction. Innovative, technological partnerships can facilitate workforce management to the benefit of both staff and organisations. Involving clinicians to co-develop these helps ensure effective solutions, particularly in workforces such as paediatrics with high demand for flexible working.

— Construction projects are a series of activities that have a time at the beginning and end time with the aim of realizing the idea into a physical form or building. Labor is one of the important resources, because often the supply is limited, both because of quality and other things. With a good workforce management impact on the completion of construction projects. But in the construction phase, contractors often experience many problems related to the construction project's labor allocation. This study uses the help of Microsoft Project 2007 application to create a network of Precedence Method Method (PDM) methods, then generate a bart chart for the preparation of a project implementation schedule or S schedule (time schedule) so that a histogram can be obtained after a leveling process is needed. The results of data analysis with a case study of the Bank Mandiri Development Project Palembang Office Building, it can be concluded leveling shows that the workforce needs are far less than previously planned. The number of planner workforce based on planner consultant data and reports is 8681 people and from the research results based on data processing the leveling process is only 7754 people. Keywords—: S curve; labour, histogram; Microsoft Project.

COVID-19 pandemics has challenged emergency response systems worldwide, with widespread reports of essential services breakdown and collapse of health care structure. A critical element involves essential workforce management since current protocols recommend release from duty for symptomatic individuals, including essential personnel. Testing capacity is also problematic in several countries, where diagnosis demand outnumbers available local testing capacity. This work describes a machine learning model derived from hemogram exam data performed in symptomatic patients and how they can be used to predict qRT-PCR test results. Methods: A Naive-Bayes model for machine learning is proposed for handling different scarcity scenarios, including managing symptomatic essential workforce and absence of diagnostic tests. Hemogram result data was used to predict qRT-PCR results in situations where the latter was not performed, or results are not yet available. Adjusts in assumed prior probabilities allow fine-tuning of the model, according to actual prediction context. Proposed models can predict COVID-19 qRT-PCR results in symptomatic individuals with high accuracy, sensitivity and specificity. Data assessment can be performed in an individual or simultaneous basis, according to desired outcome. Based on hemogram data and background scarcity context, resource distribution is significantly optimized when model-based patient selection is observed, compared to random choice. The model can help manage testing deficiency and other critical circumstances. Machine learning models can be derived from widely available, quick, and inexpensive exam data in order to predict qRT-PCR results used in COVID-19 diagnosis. These models can be used to assist strategic decision-making in resource scarcity scenarios, including personnel shortage, lack of medical resources, and testing insufficiency., Comment: 14 pages, 5 figures, 2 tables, Tool Available at: http://sbcb.inf.ufrgs.br/covid

Speech Pathologists (SPs) are under increasing workforce pressures as a result of an ageing population and greater prevalence of chronic conditions. Considering this increasing workforce demand, within the context of limited health resources, workforce flexibility such as the consideration of task delegation is increasingly being encouraged within the literature and government policy. Though the use of delegation models within speech pathology has received some attention, particularly in the management of paediatric speech and language disorders, there is a paucity of evidence to support the use of delegation models in dysphagia management. This presents a significant gap, as dysphagia management is an integral part of the SP’s role in the inpatient hospital setting and accounts for a significant proportion of workload demand in that context.Delegation of dysphagia related tasks to a trained Allied Health Assistant (AHA) offers a means to address increased workforce demand, while potentially improving workforce efficiency. Appropriate delegation of ‘low value’ tasks to another professional group may support the SP; to dedicate more time to high risk caseloads; increasing intensity of intervention; and contributing to quality and innovation initiatives. Hence the overall objective of this thesis was to generate new knowledge regarding the design, clinical implementation and evaluation of AHA delegation models in the clinical area of dysphagia management. Two specific aims were identified to achieve this. The first was to design, develop, implement and evaluate AHA delegation models for two key dysphagia related tasks, (mealtime observations and dysphagia screening), to establish accuracy and feasibility of task completion. The second aim was to evaluate stakeholder perceptions regarding implementation of AHA delegation models in the clinical area of dysphagia. Three studies resulting in four manuscripts were conducted to achieve these aims.Study 1 (Chapter 2) involved a mixed method design including a document review of 13 policy documents on AHA delegation and a survey of 44 speech pathology managers regarding current delegation models. Despite policy support for AHA delegation, and 77% of managers reporting that they used delegation models, only 26% of managers reported using delegation fairly often/very often in dysphagia management. To facilitate greater delegation, both document analysis and survey findings supported the importance of AHA training, however, the nature of training remained unclear. Chapter 2 therefore provides context for delegation in the clinical area of dysphagia by demonstrating both policy and stakeholder support.While Chapter 2 demonstrated that emerging support exists for the delegation of dysphagia related tasks to trained AHAs, an evaluation of accuracy and validity of task completion in these models of care has not been undertaken. To address this evidence gap, two separate studies were conducted resulting in Chapters 3, 4 and 5. Chapter 3 involved a mixed method design to explore validity of AHA completed mealtime observations of 50 adult inpatients using a structured observation form. The results of this study identified that exact agreement between AHAs and SPs on the overall pass/fail criteria was high (94%). Where exact agreement was not achieved, the AHA had made a more conservative decision, thus still ensuring patient safety. Qualitative interviews conducted as part of the mealtime observation study (Chapter 3) identified that both SPs and AHAs perceived multiple positive personal and service benefits of delegated mealtime observations. High levels of agreement between the SP and the AHA were also identified in Chapter 4 which utilised a prospective cohort study to examine feasibility and validity of AHA delegation in dysphagia screening. Validity testing in this study confirmed exact agreement between AHAs and SPs on overall pass/fail screening criteria for the first 51 patients to be 100%. Furthermore, the delegation of ‘low risk’ dysphagia screening to a trained AHA was identified to remove approximately 40% of these referrals from the SP’s caseload. Thus, providing evidence to support improved efficiency in workforce management when introducing AHA delegation.In Chapter 5 the perceptions of stakeholders regarding the implementation of delegated dysphagia screening was conducted. The service implementation experience was examined using the Consolidated Framework for Implementation Research (CFIR) analysis framework. Results of this study provided an overview of barriers and facilitators to implementation, which provide vital direction to future services wishing to introduce innovative models, such as AHA delegation in dysphagia management. Chapter 5 also highlighted variation between direct patient delegation and blanket delegation, which was explored in more detail in Chapter 6.The final chapter of this thesis (Chapter 6) provided a summary of the thesis findings, limitations and areas for future research. In conclusion, delegation of dysphagia related tasks to trained AHAs is safe and effective and may provide opportunity for efficiency increases, cost reduction and workforce flexibility in the area of dysphagia management. While training provided for the tasks included in this thesis appeared adequate given the high agreement and accuracy of task completion, variation in context and delegation practices highlight areas of future research.

Este artículo aborda los renovados problemas de salud laboral que surgen como consecuencia de las reestructuraciones productivas, de las nuevas formas de gestión de la fuerza de trabajo y de la transición hacia una economía de servicios. De esta forma, en el escenario actual, además de los riesgos tradicionales (físicos, químicos, biológicos, tecnológicos), comienzan a emerger otros riesgos menos conocidos que afectan la salud psicosocial de los/as trabajadores/as con igual contundencia. El objetivo de este artículo es analizar los Riesgos Psicosociales en el Trabajo (RPST) a los que están expuestos los trabajadores de una Clínica de Medicina Privada, centrándonos específicamente en dos ejes que mostraron ser centrales durante la investigación: las exigencias emocionales y las relaciones sociales en el trabajo. Los datos fueron recolectados a través de una encuesta realizada a una muestra de trabajadores de la Clínica y con entrevistas a distintos informantes clave del ámbito bajo estudio (autoridades gremiales, delegados, jefa de recursos humanos). Los resultados muestran que los/as trabajadores/as de la Clínica efectivamente enfrentan altas exigencias emocionales, en dos planos principales: por un lado, por la permanente tarea de contener a pacientes y familiares en situación de angustia; por otro, por la necesidad de contener las reacciones negativas del público (enojo, agresión). Respecto de las relaciones sociales en el trabajo, se encontró que se configuran relaciones de trabajo exigentes y eventualmente conflictivas entre trabajadores/as y superiores, derivado de las exigencias que implica el trabajo en la Clínica y también por las históricas asimetrías entre categorías profesionales., This article addresses the renewed occupational health problems that arise as a result of productive restructuring, the new forms of workforce management applied and the transition to a service economy. Thus, in the current scenario, in addition to the traditional occupational risks (physical, chemical, biological, technological), other less known risks emerge and affect the psychosocial health of workers with equal forcefulness. The objective of this article is to analyse the Psychosocial Risks at Work to which the workers of a Private Medicine Clinic are exposed, focusing specifically on two of them that proved to be central during the investigation: emotional demands and the social relationships at work. The data was collected through a survey applied to a sample of workers and through interviews held with different key informants of the institution under study (union authorities, delegates, head of human resources). The results show that the workers of the Clinic effectively face high emotional demands, on two main aspects: on the one hand, due to the permanent task of containing patients and relatives in distress and pain, and on the other hand, due to the necessity of containing the negative reactions of the public (anger, aggression). Regarding the social relations at work, it was found at the Clinic the existence of demanding and possibly conflicting work relationships between workers and superiors, derived from the high work demands and also by the historical asymmetries between the professional categories., Facultad de Humanidades y Ciencias de la Educación

In the last years, software engineering researchers have defined sustainability as a quality requirement of software, but not enough effort has been devoted to develop new methods/techniques to support the analysis and assessment of software sustainability. In this study, we present the Sustainability Assessment Framework (SAF) that consists of two instruments: the software sustainability&ndash, quality model, and the architectural decision map. Then, we use participatory and technical action research in close collaboration with the software industry to validate the SAF regarding its applicability in specific cases. The unit of analysis of our study is a family of software products (Geographic Information System- and Mobile-based Workforce Management Systems) that aim to address sustainability goals (e.g., efficient collection of dead animals to mitigate social and environmental sustainability risks). The results show that the sustainability&ndash, quality model integrated with the architectural decision maps can be used to identify sustainability&ndash, quality requirements as design concerns because most of its quality attributes (QAs) have been either addressed in the software project or acknowledged as relevant (i.e., creating awareness on the relevance of the multidimensional sustainability nature of certain QAs). Moreover, the action&ndash, research method has been helpful to enrich the sustainability&ndash, quality model, by identifying missing QAs (e.g., regulation compliance, data privacy). Finally, the architectural decision maps have been found as useful to guide software architects/designers in their decision-making process.

We conduct a study of hiring bias on a simulation platform where we ask Amazon MTurk participants to make hiring decisions for a mathematically intensive task. Our findings suggest hiring biases against Black workers and less attractive workers and preferences towards Asian workers female workers and more attractive workers. We also show that certain UI designs including provision of candidates information at the individual level and reducing the number of choices can significantly reduce discrimination. However provision of candidates information at the subgroup level can increase discrimination. The results have practical implications for designing better online freelance marketplaces., 11 page, 2 figures, 38rd ACM Conference on Human Factors in Computing Systems, CHI 2020

Over the past four decades the service sector shaped advanced forms of interaction between human and technology actors with a wide range of actor combinations like human-to-human, human-to-technology, or technology-to-technology. The understanding of workforce, on the other hand, has remained largely unchanged in recent decades. Workforce, workforce planning, workforce management, workforce diversity and so on, focus almost exclusively on the human actor. Therefore, the authors see the need for a new understanding of workforce and for the explanation of the mechanisms and interdependencies of workforce management. Based on the theoretical concepts of Service Science and S-D Logic as well as the approaches of meso- and micro-foundation the context of workforce and workforce management is studied and a conceptual framework for workforce management and a new definition of workforce is derived.

Workforce management has long been an integral part of operational efforts aimed at maximizing revenues. The recent literature in this area has recognized the positive impact of social ties on workforce productivity, motivating new re-formulations of conventional operations research problems to more explicitly consider team building. This paper inspects a different – negative – aspect of social tie formation. Indeed, such ties may enable the spread of negligent or corrupt behavior, presenting a hindrance to the productivity of larger businesses with limited capacity for workforce monitoring. Through model-based analyses, this paper quantitatively establishes the benefits of workforce rotation as a means to curb corruption, and presents rigorous investigations into rotation policy-making. To this end, the Link Based Corruption (LBC) model is introduced. The modeled agents are assumed to be embedded into a directed peer-to-peer monitoring network; e.g., employees working on the same task or in the same room can be viewed as being supervisors of each other. Corruption is taken to be a threat whenever an agent and their supervisor(s) are all corruption-prone (ready to go corrupt); once they identify each other as such, which takes time, a productivity loss takes place. Under the LBC model, this paper addresses the policy-maker’s problem of fixing the agent monitoring structure and timing the workforce rotation so as to minimize the expected long-time loss. The impact of the LBC model parameters – the fraction of corruption-prone agents in the workforce, productivity rate, costs, rate of corrupt link formation, etc. – on the choice of an optimal policy is quantitatively assessed. It is also shown that the problem of inferring the LBC model parameters in real-world settings can be addressed by “feeling the system”, i.e., observing what financial outputs a given business generates when operating under different policy settings.

We consider call centers that have multiple (potentially inter‐dependent) demand arrival streams. Workforce management of such labor intensive service systems starts with forecasting future arrival demand. We investigate the question of whether and when to jointly forecast future arrivals of the multiple streams. We first develop a general statistical model to simultaneously forecast multi‐stream arrival rates. The model takes into account three types of inter‐stream dependence. We then show with analytical and simulation studies how the forecasting benefits of the multi‐stream forecasting model vary by the type, direction, and strength of inter‐stream dependence. In particular, we find that it is beneficial to simultaneously forecast multi‐stream arrivals (instead of separately forecasting each stream), when there exists inter‐stream lag dependence among daily arrival rates. Empirical studies, using two real call center datasets further demonstrate our findings, and provide operational insights into how one chooses forecasting models for multi‐stream arrivals.

This article shows how input heterogeneity triggers productivity spillovers at the workplace. In an egg production plant in rural Peru, workers produce output combining effort with inputs of heterogeneous quality. Exploiting variation in the productivity of inputs assigned to workers, we find evidence of a negative causal effect of an increase in coworkers’ daily output on own output and its quality. We show theoretically and suggest empirically that the effect captures free riding among workers, which originates from the way the management informs its dismissal decisions. Our study and results show that input heterogeneity and information on input quality contribute to determine the shape of incentives and have implications for human resource management, production management, and the interaction between the two. Counterfactual analyses show that processing information on inputs or changing their allocation among workers can generate significant productivity gains

Construction projects, as a labor-intensive industry, are directly involved with workforce management. Hence, the labor productivity issue is of remarkable interest in both the construction industry and academia because of its impact on time, cost, and quality of project. Due to the importance of labor productivity, an intensive literature review has been done to identify critical factors. However, a lack of previous studies on the causal relationships between labor productivity factors in the Iranian construction industry was discovered through the literature review. Hence, the study objective is to prioritize and highlight the factors most affecting construction labor productivity in Iran. The potential factors were identified and a questionnaire was prepared, including 33 factors, and it was then distributed among construction project managers who have more than 5 years of experience in the Iranian construction industry. Out of 200 questionnaires, 157 questionnaires were returned by participants. Of these, 152 valid collected data sets were analyzed through the Analytical Hierarchy Process (AHP) as a decision-making tool and the Structural Equation Model (SEM) as a multivariate analysis technique, in parallel for accuracy and reliability of findings. Findings from both tools, AHP and SEM, were compared. Eventually, “Labor Characteristics,” by 0.384 priority weights, was selected as the most prioritized criteria; “Tools and Equipment” was selected among six factors as the most common significant factor between both AHP and SEM, ranked by 0.191 priority weights in AHP and a 0.82 factor loading in SEM. Furthermore, “Lack of required tools and/or equipment” has been ranked as the most significant sub-criteria with 0.444 weights; “Delay” has been chosen as the most significant latent variable in SEM with a 0.83 factor lading. The results of the study would be valuable for any participants in the construction industry and academia, particularly civil engineers who are involved in Iranian or Middle Eastern construction projects.

Universities face problems that are complex and dynamic, which makes strategic planning particularly difficult. Traditional planning approaches in universities could be improved using systems approaches. In this paper, we present systems maps and insights from a series of participatory systems mapping sessions in a higher education institution. More specifically, we discuss key issues of faculty performance and morale. We look at how innovation attempts for improving quality and efficiency of education affect faculty morale. Then we explain unintended consequences of faculty hiring decisions. Finally, we discuss the issue of faculty salary inequity and how it may lead to performance and financial problems. We believe these maps will be of value to higher education administrators seeking to support faculty success and looking for ways to enhance their strategic planning process. Our study encourages a wider application of systems approaches as planning tools for higher education. Copyright © 2018 John Wiley & Sons, Ltd.

Reducing the recovery time for workers who are injured or disabled by a workplace accident is a key policy goal. This has motivated the promotion of employer-based return to work programs, despite a lack of systematic evidence on the effectiveness of such programs. We combine data on duration of time out of work for workers’ compensation claimants with information on employer return to work programs to estimate the impact of the programs on time out of work. Discrete-time hazard estimates suggest that the workers in a program return approximately 1.4 times sooner compared to workers injured at a firm without a program. The biggest reductions in work-injury absence are experienced by men, likely due to occupational differences, and by workers with a permanent disability. Modifying work equipment is associated with the greatest reductions in injury durations relative to other program components. Back-of-the-envelope calculations indicate that these programs are cost-effective for large, self-insured employers. More work is needed to determine whether these programs could be adopted successfully by smaller firms.

COVID-19 has posed challenges for the construction industry, such as precise pandemic control, sustainable labor relations, and loss minimization. In response to these challenges, this study has developed a decision model that optimizes workforce allocation for projects to achieve sustainable workforce management, a tradeoff between pandemic prevention and work resumption. The priority of project resumption was evaluated using basic characteristics, the long- and short-term strategies, and the regional pandemic situation. The energy level of skilled workers was graded according to construction team size, skill level, and experience. Sustainable allocation principles and paths were explored to target four different types of work resumption plans. We used the cellular automaton (CA) technique to simulate the sustainable allocation model. We also analyzed the similarity function of energy levels and the time-cost function of allocation. The case study of the SGJ Construction demonstrates that this allocation model can accurately simulate work resumption and provide a sustainable allocation decisions and tools under pandemic. Also, it implies balanced interests and concerns between construction companies and the society for work resumption during COVID-19.

Purpose The purpose of this paper is to explore a novel overarching strategy in tackling the key issues raised by the recent inquiry into bullying, harassment and discrimination in surgical practice and surgical training in Australian and New Zealand hospitals. Design/methodology/approach The approach taken is an analysis of the available evidence-based literature to inform the proposed viewpoint. The theoretical subject scope presented is a discussion of how and why the various strategies put forward in this paper should be integrated into and led from an overarching workforce engagement platform. Findings The key themes isolated from the Inquiry into Australian and New Zealand surgical practice ranged from abuse of power by those in leadership positions, gender inequity in the surgical workforce, opaque and corrupt complaints handling processes, excessive surgical trainee working hours to bystander silence secondary to a fear of reprisal. A workforce engagement perspective has elicited the potential to counter various impacts, that of clinical ineffectiveness, substandard quality and safety, inefficient medical workforce management outcomes, adverse economic implications and the operational profitability of a hospital. Generic strategies grounded in evidence-based literature were able to then be aligned with specific action areas to provide a new leadership framework for addressing these impacts. Originality/value To the author’s knowledge, this is one of the first responses providing a framework on how medical managers and hospital executives can begin to lead a comprehensive and practical strategy for changing the existing culture of bullying, harassment and discrimination in surgical practice by using a staff engagement framework.

State and local prosecutors face an ever-increasing array of challenges and responsibilities, including handling, storing, and using growing bodies of evidence generated through modern technology. In March 2018, the Priority Criminal Justice Needs Initiative convened an expert panel to identify priority needs and solutions for improving the effectiveness and efficiency of the prosecutorial component of the criminal justice system.

Changes in employment stability, family structure, and economic pressures have created challenges for the U.S. military reserve component (RC). It is necessary to modify assumptions about Reserve duty to improve RC member recruitment, performance, development, and retention. The authors provide recommendations and analysis that will be applicable in developing and administering programs to facilitate access to civilian human capital.

The workforce ageing phenomenon is recently affecting most of the Organisation for Economic Co-operation and Development (OECD) member countries, due to a general ageing of their populations and a higher average retirement age of the workforce. In this paper, the topic of ageing workforce management is addressed from a production research standpoint, with the aim of understanding how older workers can be supported and involved in a manufacturing system. First, the current state of the art related to the ageing workforce in production systems is presented. This is structured according to four main topics: (1) analysis and evaluation of ageing workers’ functional capacities, (2) consideration of ageing workers’ capacities in industrial system modelling and management, (3) analysis and exploitation of ageing workers’ expertise, (4) acknowledgement, analysis, design and integration of supporting technologies. Next, the discussion on the impact of the ageing workforce on manufacturing systems’ performances leads to the comparison of some technological advances that are related to the Industry 4.0 paradigms. Finally, a future research agenda on this topic is proposed, based on the same topics classification proposed for the literature analysis. Five different research areas are derived, suggesting future directions for appropriate research concerning the employ of older workers in production environments. © 2019 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group This is an Open Access article distributed under the terms of the Creative Commons Attribution-NonCommercial-NoDerivatives License (http://creativecommons.org/licenses/ by-nc-nd/4.0/), which permits non-commercial re-use, distribution, and reproduction in any medium, provided the original work is properly cited, and is not altered, transformed, or built upon in any way

In artificial intelligence (AI) mediated workforce management systems (e.g., crowdsourcing), long-term success depends on workers accomplishing tasks productively and resting well. This dual objective can be summarized by the concept of productive laziness. Existing scheduling approaches mostly focus on efficiency but overlook worker wellbeing through proper rest. In order to enable workforce management systems to follow the IEEE Ethically Aligned Design guidelines to prioritize worker wellbeing, we propose a distributed Computational Productive Laziness (CPL) approach in this paper. It intelligently recommends personalized work-rest schedules based on local data concerning a worker's capabilities and situational factors to incorporate opportunistic resting and achieve superlinear collective productivity without the need for explicit coordination messages. Extensive experiments based on a real-world dataset of over 5,000 workers demonstrate that CPL enables workers to spend 70% of the effort to complete 90% of the tasks on average, providing more ethically aligned scheduling than existing approaches.

Businesses operating overseas have inadequate tools for assessing business bribery risk and their potential risk of violating various anti-corruption laws. This report introduces a new index, the TRACE Matrix, for business bribery risk assessment. The index provides a quick and useful guide for businesses operating overseas based on a conceptual model of bribery risk and supported by data specific to firms.

In current highly competitive environment in organizations, where managing the workforce has gained a lot of attention and importance, where different companies and organizations are achieving not only competitive advantage but also high quality, cost effective product lines, customer and investor satisfaction as well. One of the essential aspects of workforce management is performance appraisal which is not only used to for appraisal purposes solely but, also for compensation, promotion, training determination by the management in current modern organizations. In this paper the researcher analyzed the impact of performance appraisal on employee’s motivation in Afghan wireless communications company in Kabul. Afghan wireless telecommunication company which is one first and amongst biggest telecommunication services provider throughout Afghanistan with a large number of employees was selected for the purpose of this case study. Since, it’s a quantitative research study a questionnaire containing 25 questions was distributed amongst the employees of Afghan wireless communications company, to which 91 of the employees replied. As a result of the findings of the primary and secondary data the researcher concluded that performance appraisal and motivation has correlation amongst them and it was not only performance appraisal that impacted the motivation of employees in Afghan wireless communications company but Satisfaction with appraisal system, Financial rewards, Decision making authority, and regular training was also among the factors that impacted the motivation.

Purpose This paper aims to find out how construction organizations can achieve excellence and enhance excellence through knowledge and workforce management. The combination of knowledge and workforce management, referred to here as the People Capability, is the key area of concern in this study. Design/methodology/approach The European Foundation for Quality Management (EFQM) model of organizational excellence is used as the basis for organizational excellence assessment and system dynamics is used as the modeling tool. Scenario analysis is conducted to identify the enabling factors that are more significant for organizational excellence, as well as how these factors operate and interact. Findings Based on the outcomes of the model, human resource development and training is the most important enabling factor that enhances organizational capabilities. Both workforce management and knowledge management are key components of People Capability, and they play crucial roles in the performance of construction firms. There is a high degree of dependence on these two components. Human resource development and training affect all capability areas and are key to the effective implementation of capability building programs. Originality/value Organizations might have various options in choosing different policies, and those policies can be planned and expressed in different manners and scales. How can an organization determine which scenarios end up producing desired performance results? Simulation techniques, especially system dynamics, have been used to answer these types of questions due to their ability to model causal relationships among various system components. The results of this research can help construction organizations identify effective knowledge and workforce management policies and capability-building programs that improve their organizational capabilities.

This research is about the utilisation of tracking tools in maintenance resource coordination to investigate the benefits of tracking in the coordination processes. Based on service industry, this study uses a pilot project, questionnaires and interviews as research methods. Various challenges were found in the field of mobile workforce management; coordination, safety at work, achieving optimisation goals of cost-efficiency, quality and customer service. Many of these challenges can be facilitated with tracking. However, the possibilities of tracking utilisation vary in differing business areas of case company. Four dimensions in the existing business were identified. They are connected with the mobility and management style of service technicians. Further, the main tracking opportunities were introduced into each of these business fields. The successful usage and implementation of a tracking system necessitates strong support from management. Tracking tools offer numerous opportunities for maintenance resource coordination. Undoubtedly, the tracking implementation and utilisation require consideration of several managerial matters.

Innovation becomes widely perceived as the most significant ingredient of socioeconomic development, for all types of organizations, at all spatial levels. This study aims to examine how a specific category of business people understand the phenomenon of innovation in relation to the dimensions of Human Resource Management (HRM) and intra- and external business education and training. It explores in particular how the firms of a less developed regional business ecosystem perceive this triangle of innovation-education-human resources, what is their current image and how this comprehension evolves over the last years. Through field research in firms located in the Greek region of Eastern Macedonia and Thrace, we highlight these qualitative correlations between innovation, workforce management, training, and education. Our findings suggest that the “image” of these entrepreneurs to these issues lacks interpretive depth and practical cohesion, which is related to pathogenies caused and causing the overall relative socioeconomic underdevelopment in the region. The originality of this research derives from the presentation and analysis of specific firms’ and professionals’ perceptions of innovation, which are relatively far from the standards set by the corresponding modern scientific literature and practice.

The topic of animal welfare resonates strongly with the general public today as interest in the quality of life of food animals continues to grow. New tools to address, prevent, and assess animal welfare on farms will likely incorporate novel approaches due to the direct role and influence that livestock caretakers have on animal welfare. Addressing worker welfare as part of animal welfare is a complex subject area that must incorporate multiple components such as occupational psychology, safety and comfort, training and education, and cultural barriers of a diverse immigrant workforce. Addressing these factors also requires acknowledgement that each is interdependent with one another and with animal welfare. Very little metrics are available to quantify feedlot worker performance, comfort, and job satisfaction; however, the need for a skilled, stable, and satisfied workforce in feedlots is increasing. Veterinarians and stockpeople are regarded as the most influential and critical individuals for animal welfare and productivity. Therefore, a unique opportunity exists for feedlot veterinarians and owners/managers to proactively address the needs of feedlot workers and positively influence the feedlot culture for improved work performance and animal welfare outcomes., American Association of Bovine Practitioners Proceedings of the Annual Conference, 2018

This American Educator Panels Data Note highlights discrepancies between principals' and teachers' perceptions of teacher influence in schools. Data from a nationally representative survey of principals and teachers show that, compared with principals' beliefs about teachers, teachers themselves are less likely to perceive that they are involved in decisionmaking and can freely voice concerns.

Purpose: This study analyzes work safety perceptions among workers and safety experts in the construction industry. Furthermore, we evaluate whether experiential learning (i.e., labor experience) and knowledge-enhancing practices, that we link to safety training, explain the differences in work safety perceptions of workers and safety experts by triggering different types of overconfidence biases. Design/methodology/approach: The proposed hypothesis are tested by applying ordered probit models on a unique dataset comprising information for 558 employees and 215 safety experts working in the Spanish construction sector. Findings: The results reveal that previous labor market experience has a significantly negative effect on perceived work safety, that is, risk awareness decreases with respect to labor experience. However, the findings indicate that differences in perceived work safety between workers and safety experts are not explained by previous labor experience. Furthermore, the results suggest that higher levels of safety training, which we link to the acquisition of codified knowledge, negatively impacts workers’ safety perceptions, while this effect turns positive among safety experts. This result suggests that safety experts’ perceived work safety is affected by overconfidence that results from their greater safety-specific training (over-precision bias). Originality/value: Work safety constitutes a relevant key performance indicator. The proposed analysis of the role of labor experience and safety training on perceived work safety in different types of employees contributes to better understand how organizations can improve the management of their workforce by triggering specific actions, such as the design of customized training programs, that may help in reducing the safety disconnect between employees, in terms of perceived work safety.

Correctional staff must protect the public from those convicted of crimes and prepare convicted people for successful, law-abiding lives in the community through the reentry process. It is thus critically important for the corrections sector to develop a high-quality workforce. This report presents the results of an expert panel discussion focused on identifying and prioritizing ways to address workforce concerns in the corrections sector.

Pastaraisiais metais daugėja organizacijų, kurios kokybės vadybos praktikas laiko strateginiu prioritetu, tačiau jų įgyvendinimas nėra toks sėkmingas. Mokslinėje literatūroje analizuojamas organizacijos kultūros vaidmuo įgyvendinant kokybės vadybos praktikas. Tačiau dauguma atliktų tyrimų neanalizuoja, kaip darbuotojų ekologinės nuostatos veikia organizacijos kultūrą. Šio straipsnio tikslas – atskleisti organizacijos kultūrą, tinkamiausią kokybės vadybos praktikų taikymui ir diegimui atsižvelgiant į darbuotojų ekologines nuostatas. Darbuotojų ekologinės nuostatos yra laikomos vienu iš esminių faktorių, darančių įtaką organizacijos kultūrai. Kiekybinio tyrimo instrumentas sudarytas remiantis validuotomis organizacijos kultūros bei darbuotojų ekologinių nuostatų tyrimų skalėmis. Kiekybinis tyrimas atliktas Lietuvos žemės ūkio organizacijoje. Apklausos rezultatais įrodytas ryšys tarp vystymosi, komandinės bei racionalios kultūrų ir kokybės vadybos praktikų. Tirta organizacija pasižymi komandinės bei vystymosi kultūrų derme. Taip pat organizacijoje yra taikomos kokybės vadybos praktikos. Statistiškai reikšmingo ryšio tarp darbuotojų ekologinių nuostatų bei kokybės vadybos praktikų nenustatyta. Atliekant tyrimą su didesne imtimi, šis ryšys galėtų būti įrodytas, nes mokslinėje literatūroje akcentuojama darbuotojų ekologinių nuostatų įtaka organizacijos kultūrai. The number of organisations putting the issue of quality management practices (QMP) on strategic agenda has been growing in the past years, although the implementation of QMP is not always easy. The importance of organisational culture as a link in quality management is discussed. However, the majority of existing studies do not fully address the employees’ pro-ecological view. To bridge this gap, the present study aims at revealing the organisational culture best suited for implementation of quality management practices considering a pro-ecological view of employees. Quantitative research was carried out in a Lithuanian agricultural organisation. Validated instruments were used to design an instrument measuring organisational culture, quality management practices and a pro-ecological view of employees. The findings reveal a correlation between developmental, group, and rational cultures and QMP. The surveyed organisation has integrated culture of development and group cultures. The study shows that the organisation already applies some of the QMP, which makes it easier for further implementation of quality management practices and systems. Previous studies have revealed a relation between environmental awareness and organisational culture. The present study resulted in no significant correlation between a pro-ecological view and organisational culture or QMP. A broader research sample might exhibit different results.

In personnel scheduling, a duty roster is typically constructed under the assumption of a deterministic model. However, organisations operate in a stochastic environment and the conjectures made about the demand for staff and the availability of employees may prove to be insufficient to represent reality. In order to anticipate these unexpected events, we investigate the impact of introducing reserve duties in the medium-term personnel shift roster. Reserve duties are scheduled by enforcing specific staffing requirements and/or time-related constraints that consider reserve duties only. We propose a three-step methodology that imitates the workforce management process to evaluate the delivered robustness in terms of the actual performance. After a personnel roster is constructed, unexpected events are simulated and an optimisation model determines the required adjustments to balance supply and demand. Detailed computational experiments are presented to provide managerial insights into different strategies to schedule reserve duties.

The research problem is how the dynamics of cooperation between Indonesia and Malaysia on the placement and protection of labor? The results of the study with qualitative descriptive method is to answer how the dynamics of cooperation between Indonesia and Malaysia on the placement and protection of labor. Usefulness theoretically is enriching contemporary studies in the field of government and international relations. Practical usefulness, can provide useful information for the government as the frontline public services. Bilateral relations between Indonesia and Malaysia regarding labor can not be separated from each destination to fulfill the realization of national interests. The results of the study is the first, migrant workers in Malaysia is a rational economic phenomenon which is based interests of the two countries, the demand for high-Malaysia on migrant workers, Indonesia also benefit the economy as the biggest source of foreign exchange and help the national economy. Secondly, the dynamics of cooperation efforts the placement and the protection of migrant workers in Malaysia from time to time is influenced by 2 states internal constraints that the employment system of each country. Malaysia and Indonesia has not ratified the Migrant Workers Convention. Malaysia did not have laws that specifically deal with the informal sector workers. Malaysia is also opposed to the concept of legally binding and illegal migrant worker protection standards based on human rights. Third, Indonesia bargaining power is weak because of the bad image of workforce management that will work overseas, including the presence of illegal workers, migrant workers without the expertise and understanding of the culture of the recipient country, unclear contract of employment, the existence of extortion against migrant workers in the country. Keywords: Dynamics, cooperation, placement and protection of labor

In this paper, we investigate the current state of human resource management development by conducting a case study of Saudi Electricity Company. Through interviews with HR managers, documentation and archival records examination, we were able to describe and systemize HR policies designed to ensure the well-being of Saudi Electricity Company employees. The findings suggest that Saudi Electricity Company’s level of HRM practice is of appropriate level, with comprehensive medical and social care being provided. Furthermore, the company recognizes good work performed by the employees and rewards them for their loyalty. Through the implementation of the performance management system, the company is able to evaluate the performance of the employees, monitor their progress and offer training and development programs. The value of the conducted case study is that other Saudi Arabian companies can learn and implement similar policies from a successful Saudi Arabian case, instead of blindly copying western management practices.

Crowdsourcing workers need to properly schedule when to work and when to rest in order maintain good productivity and ensure the long-term operation of crowdsourcing systems. However, existing algorithmic crowdsourcing works largely overlook this problem and only focus on strategies to optimize the distribution of tasks among workers. In this paper, we propose the Affective Crowdsourcing (AC) approach to fill this important gap. It is a distributed dynamic scheduling approach which minimizes crowdsourcing worker effort expenditure while achieving high collective productivity. Our approach leverages the emerging body of evidence about the relationship between people's mood and their productivity to operationalize the ‘productive laziness’ concept from workforce management research. Extensive experimental studies based on a large-scale dataset released by Tianchi demonstrate that AC significantly conserves worker effort, while making the smallest sacrifice in terms of task completion rates as compared to other alternative scheduling approaches. The proposed approach is novel and establishes a framework for crowdsourcing workers to optimize their work and rest schedules.

This paper examines the relationship between enterprise transformation competencies and systems engineering competencies. We analyze a systems engineering competency model with respect to enterprise transformation competencies to show that many systems engineering competencies provide a solid foundation for providing an organization with an organic capacity to successfully accomplish enterprise transformation. A systems engineering career competency model developed by the Department of the Navy is described and shown to be part of a holistic approach to strategic workforce management, and which accounts for competencies needed for enterprise transformation.

Texas's 60x30TX strategic plan and RAND researchers' analysis of labor market projections point to a continuation of strong growth in graduate education in the state. RAND researchers analyzed policies and practices that the Texas Higher Education Coordinating Board (THECB), higher education systems, and individual higher education institutions in Texas can use to manage the expansion of their master's, doctoral, and professional programs.