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Background: Many health systems embrace the normative principle that the supply of health services ought to be based on the need for healthcare. However, a theoretically grounded framework to operationalize needs-based supply of healthcare remains elusive. The aim of this paper is to critically assess current methodologies that quantify needs-based supply of physicians and identify potential gaps in approaches for physician planning. To this end, we propose a set of criteria for consideration when estimating needs-based supply. Methods: We conducted searches in three electronic bibliographic databases until March 2020 supplemented by targeted manual searches on national and international websites to identify studies in high-resource settings that quantify needs-based supply of physicians. Studies that exclusively focused on forecasting methods of physician supply, on inpatient care or on healthcare professionals other than physicians were excluded. Additionally, records that were not available in English or German were excluded to avoid translation errors. The results were synthesized using a framework of study characteristics in addition to the proposed criteria for estimating needs-based physician supply. Results: 18 quantitative studies estimating population need for physicians were assessed against our criteria. No study met all criteria. Only six studies sought to examine the conceptual dependency between need, utilization and supply. Apart from extrapolations, simulation models were applied most frequently to estimate needs-based supply. 12 studies referred to the translation of need for services with respect to a physician's productivity, while the rest adapted existing population-provider-ratios. Prospective models for estimating future care needs were largely based on demographic predictions rather than estimated trends in morbidity and new forms of care delivery. Conclusions: The methodological review shows distinct heterogeneity in the conceptual frameworks, validity of data basis and modeling approaches of current studies in high-resource settings on needs-based supply of physicians. To support future estimates of needs-based supply, this review provides a workable framework for policymakers in charge of health workforce capacity planning. [ABSTRACT FROM AUTHOR]

Scholarship on labour informalisation in Vietnam pulls in two different directions. One set of policy-focused literature suggests that there is an increasing formalisation of labour. Literature of critical labour studies and cognate disciplines, however, suggests the opposite; an increasing informalisation of labour as workers must accept less security of employment and income. This article argues that these two trends are both true, and that there has been a simultaneous expansion and informalisation of formal labour. It introduces the concept of the informalising-formalising labour regime. The formalising element of the informalising-formalising labour regime means that increasing numbers of people have been brought into the formal economy, as salaried workers with contracts. Concurrently, work within the formal economy has become increasingly informal. Such workers may enjoy some legal benefits or entitlements, but in comparison to previously existing formal urban jobs this work is much less secure. Viewing informalisation as a form of class struggle from above, the article argues that employers in the garment and footwear industry use many techniques to informalise work. It outlines the informalising-formalising labour regime, focusing on various concrete techniques used by capital to fragment working class power. [ABSTRACT FROM AUTHOR]

Flexibilities are involved in the process of decision-making. They offer much freedom of choice in terms of the selection of suitable actors who interact with the dynamic environment of the organization. This paper presents a systematic and holistic approach to ranking key actors responsible for the business excellence of an organization. The study highlights the area where the actors of the organization should focus on achieving desired business excellence. It portrays the outcome in the form that top management is the most influential actor since it is responsible for the formulation of the vision/mission of the organization along with the setting of plant quality targets, cost-saving targets, manpower planning, and policy formulation for energy-saving. Top management is followed by cross-function teams (CFTs) and the government of India (GOI) in terms of interaction with the various processes. The novelty of this case study is that it utilizes qualitative and interpretive tools for the analysis, which does not require much statistical knowledge to produce outcomes, and the results are easy to understand. The reported results are in consensus with the results reported by various studies that are conducted using quantitative tools like Analytic Hierarchy Process (AHP), Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS), total interpretive structural modelling (TISM), etc. that require statistical excellence for the calculation, interpretation, and dissemination of results to the general public and shopfloor employees. [ABSTRACT FROM AUTHOR]

This paper addresses the economic lot-sizing and manpower planning in a two-stage manufacturing system. We refer to the first and second stages as the vendor and the manufacturer, respectively. Both the vendor and the manufacturer can operate at different production rates by varying the levels of their manpower. In Economics and Econometrics, the rate of production is usually modelled using the production function, a model which links company productivity to the level of existing resources, such as labour and capital. Namely, we utilize the Cobb–Douglas production function to represent the relationship between the production inputs (labour and capital) and the productivity. The impact of manpower planning decisions on the proposed supply chain system is studied. An efficient solution technique is proposed; then, sensitivity analysis and fractional factorial design were conducted to assess the performance of the proposed model. Our results suggest that the variable production rates may lead to substantial savings to the supply chain, especially in the case of low-profit margins. Furthermore, considering the vendor as a leader and the manufacturer as a follower in a Stackelberg sequential game, we present two contracts to share the resulting savings between the vendor and the manufacturer. [ABSTRACT FROM AUTHOR]

This research delves into the contemporary and engaging topic of "The Ideal Employer Profile from Generation Z's Perspective," exploring key facets that define the expectations and needs of this generation in the workforce. Through an in-depth analysis of Generation Z, known for their digital prowess and creative aptitude, this study sheds light on their distinct preferences shaped by the digital era. The research adopts a mixed-methods approach, integrating empirical findings with a review of existing literature to draw connections between Generation Z's workplace expectations and broader trends in human resources management, organizational culture, and technology adoption. The findings underscore the significance of communication, listening, and creativity as crucial attributes of the ideal employer, aligning with Generation Z's desire for a flexible, dynamic, and supportive work environment. Emotional intelligence emerged as a paramount quality, reflecting the generation's emphasis on empathy, understanding, and effective emotion management within professional settings. The study also reveals a balanced valuation of financial and non-financial benefits, highlighting the importance of comprehensive benefit packages in attracting and retaining young talent. Moreover, the research challenges traditional recruitment methods, suggesting a preference for innovative approaches that leverage technology to showcase candidates' skills and personality more effectively. This inclination towards digital solutions extends to workplace practices, where Generation Z expects employers to demonstrate adaptability and innovation. The study provides a nuanced portrait of the ideal employer according to Generation Z, combining essential skills, emotional intelligence, a mix of benefits, and a tech-savvy approach to recruitment and workplace design. These insights offer valuable guidance for organizations looking to align their practices with the expectations of the upcoming workforce, facilitating the creation of an attractive and conducive work environment for Generation Z employees. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Sport Sciences / Magallat ulum Al-Riyadat is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

BACKGROUND: The Human Resource in Health (HRH) crisis is one of the most critical constraints to achieving health and development goals. In this study, the WHO's recommendations were used to highlight the health workforce issues in remote and rural areas with a prime focus on four major policy domains: education, regulatory, financial incentives, and professional and personal support. OBJECTIVES: Medical doctors are one of the essential frontline health workers for primary health care in rural India. This study adopted World Health Organization's (WHO's) human resource policy framework to evaluate doctors' responses in understanding the recruitment and retention of medical doctors in rural areas. MATERIALS AND METHODS: A cross-sectional, descriptive study was conducted in the rural and remote areas of Odisha state, India. A multistage sampling procedure was used to select the participants, who were all government medical doctors working in rural and remote locations. The primary outcome measure is percentage responses using WHO's Human Resource policy framework. RESULTS: Medical doctors working in rural and remote areas perceived the practice as challenging. They were mainly least satisfied with the items asked in the professional and personal support domain. However, more than half of the doctors (56.7%) are eager to work in remote and rural areas for the next three years. CONCLUSION: Public health administrators and policymakers should create an enabling environment and design interventions encouraging doctors to stay in remote areas. Most importantly, this includes a political and financial commitment to achieve targeted interventions. [ABSTRACT FROM AUTHOR]

With outsourcing of work having become ubiquitous, and more importantly, given its potential to become controversial, the need for such outsourcing decisions to be drafted carefully, managed effectively and controlled accurately cannot be underscored. In this context, this paper has constructed a mathematical model of organizations with 'outsource' employees to study the problem of the monitoring and control of the extent of outsourcing, and the number and distribution of outsource manpower. Control policies for maintaining desired blends of internal and outsource manpower have been mathematically derived, thereby obviating the need for further statistical validation. The cost savings that could be expected to accrue due to outsourcing, as also the problem of optimal outsourcing have been investigated and illustrated with numerical examples. This paper thereby studies a problem of contemporary relevance and importance, and organizations could use the suggested models as a decision-making tool, to generate alternative trade-off scenarios between cost savings due to outsourcing on the one hand, and the need to restrict the extent of outsourcing on the other. [ABSTRACT FROM AUTHOR]

Attracting a qualified workforce is a challenge for all companies but in particular for foreign subsidiaries of emerging market MNEs (EMNEs) in developed countries due to their double disadvantages of liability of foreignness plus liability of emergingness. Based on signaling theory, this study investigates whether corporate social responsibility (CSR) contributes to overcoming these liabilities. A web-based experiment with realistic recruitment webpages, involving 490 potential applicants from Germany, Switzerland and Austria, reveals that potential applicants in developed host countries have lower job-pursuit intention to EMNEs than to developed market MNEs, but that good CSR helps mitigate this negative effect. Nonetheless, we find that applicants are not intensively searching for CSR information on a recruitment webpage, constituting an impediment in EMNEs' attempts to reap maximum benefits from their CSR engagement. [ABSTRACT FROM AUTHOR]

Copyright of AdBispreneur: Jurnal Pemikiran dan Penelitian Administrasi Bisnis dan Kewirausahaan is the property of AdBispreneur: Jurnal Pemikiran dan Penelitian Administrasi Bisnis dan Kewirausahaan and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Bulletin of Legal Medicine / Adli Tıp Bülteni is the property of Galenos Yayinevi Tic. LTD. STI and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

As our analysis shows, the increasing needs of an aging population have been empirically important since around 2005, while the supply of physician service hours has simultaneously declined in a manner that is largely unrelated to the evolving age-sex composition of the physician workforce. Adjustment for physician hours of work showed that, starting in the mid-1990s, a gap opened between the number of physicians and the FTE number of physicians. Although Canada's absolute physician-to-population ratio has increased and is at an historic high, reports of physician shortages and inadequate patient access to physicians abound. [Extracted from the article]

Summary: Medical workforce diversity is important with gender constituting a significant role. Male and female medical practitioners participate in the workforce differently: understanding the cultural and social expectations, economic productivity, professional opportunities, and the effects on workforce supply, will aid workforce planning. Having a workforce that reflects the diversity of the community is important in providing patient‐centred care. As more than half of medical graduates are female, it would be expected that this is reflected in radiology specialty. We analyse the Australian gender‐specific data from the Royal Australian and New Zealand Clinical Radiology (RANZCR) clinical radiology workforce census from 1992 to 2020, focusing on changes in gender representation, number of hours worked per week, differences in subspecialisation and geographical distribution. This analysis found that the proportion of the female radiologists increased from 13% to 29%: still an underrepresentation of women radiologists when compared with the gender distribution of medical students and junior doctors. This will persist in the short to medium term, given the tapering of female doctors entering radiology training. In terms of workforce planning, women are more likely to work less than their male counterparts in the early to mid‐career. Women are underrepresentated in interventional and neurointerventional radiology. There is more self‐reported subspecialty interest in breast and women's imaging. A review of the literature demonstrated a similar situation in comparable countries. We also considered the reasons, potential solutions for this, and knowledge gaps where research is needed. [ABSTRACT FROM AUTHOR]

With the increasing number of passengers moving through airports worldwide, security inspection duty arrangements are becoming more and more important, and planning more and more difficult. To design a good aviation police manpower supply plan, the planner not only has to consider operating costs but also the variation and uncertainty of manpower demands encountered in actual operations. This study adopts mathematical programming techniques to construct a stochastic aviation police manpower supply model for airport security inspection duties. The mathematical programming software CPLEX is used to solve the model directly. The effectiveness of the proposed model is evaluated in a case study performed using the relevant data collected from the Taiwan Aviation Police Bureau with some reasonable assumptions. Different strategies are tested. The results demonstrate that the proposed model could be a useful and practical planning support tool for decision-makers. [ABSTRACT FROM AUTHOR]

Background: COVID-19 has reinforced the importance of having a sufficient, well-distributed and competent health workforce. In addition to improving health outcomes, increased investment in health has the potential to generate employment, increase labour productivity and foster economic growth. We estimate the required investment for increasing the production of the health workforce in India for achieving the UHC/SDGs. Methods: We used data from National Health Workforce Account 2018, Periodic Labour Force Survey 2018–19, population projection of Census of India, and government documents and reports. We distinguish between total stock of health professionals and active health workforce. We estimated current shortages in the health workforce using WHO and ILO recommended health worker:population ratio thresholds and extrapolated the supply of health workforce till 2030, using a range of scenarios of production of doctors and nurses/midwives. Using unit costs of opening a new medical college/nursing institute, we estimated the required levels of investment to bridge the potential gap in the health workforce. Results: To meet the threshold of 34.5 skilled health workers per 10 000 population, there will be a shortfall of 0.16 million doctors and 0.65 million nurses/midwives in the total stock and 0.57 million doctors and 1.98 million nurses/midwives in active health workforce by the year 2030. The shortages are higher when compared with a higher threshold of 44.5 health workers per 10 000 population. The estimated investment for the required increase in the production of health workforce ranges from INR 523 billion to 2 580 billion for doctors and INR 1 096 billion for nurses/midwives. Such investment during 2021–2025 has the potential of an additional employment generation within the health sector to the tune of 5.4 million and to contribute to national income to the extent of INR 3 429 billion annually. Conclusion: India needs to significantly increase the production of doctors and nurses/midwives through investing in opening up new medical colleges. Nursing sector should be prioritized to encourage talents to join nursing profession and provide quality education. India needs to set up a benchmark for skill-mix ratio and provide attractive employment opportunities in the health sector to increase the demand and absorb the new graduates. [ABSTRACT FROM AUTHOR]

Background: Primary care transformation in Scotland aims to improve population health, reduce health inequalities, and reduce GP workload. Two key strategies (formalised in April 2018 in the new Scottish GP contract [Scottish General Medical Services contract], although started in early 2016) are the expansion of the multidisciplinary team (MDT) and GP cluster working. Aim: To explore progress in the implementation of the GP contract in Scotland in terms of the MDT and cluster working. Design and setting: Qualitative study with key national primary care stakeholders (PCSs) (n = 6) and cluster quality leads (CQLs) in clusters serving urban high deprivation areas (n = 4), urban mixed areas (n = 4), and remote and rural areas (n = 4). Method: Semi-structured interviews with thematic analysis. Results: There was general support for the initial aims of the new GP contract but all interviewees felt that progress on both MDT expansion and cluster working was slow, even before the pandemic. None of the CQLs (and few PCSs) felt that GP workload had reduced significantly, nor that the care of patients with complex needs had improved. Lack of time and poorly developed relationships were key barriers, as was a lack of relevant primary care data, and additional support (including guidance, administration, training, and protected time). Conclusion: Key PCSs and CQLs in different areas of Scotland report limited progress in primary care transformation, only partly related to the pandemic. There is a need for better workforce planning and support if the new GP contract is to succeed in transforming primary care in Scotland. [ABSTRACT FROM AUTHOR]

Abstract Background The World Health Organization adopted the Global Strategy on Human Resources for Health Workforce 2030 in May 2016. It sets specific milestones for improving health workforce planning in member countries, such as developing a health workforce registry by 2020 and ensuring workforce self-sufficiency by halving dependency on foreign-trained health professionals. Canada falls short in achieving these milestones due to the absence of such a registry and a poor understanding of immigrants in the health workforce, particularly nursing and healthcare support occupations. This paper provides a multiscale (Canada, Ontario, and Ontario’s Local Health Integration Networks) overview of immigrant participation in nursing and health care support occupations, discusses associated enumeration challenges, and the implications for health workforce planning focusing on immigrants. Methods Descriptive data analysis was performed on Canadian Institute for Health Information dataset for 2010 to 2020, and 2016 Canadian Census and other relevant data sources. Results The distribution of nurses in Canada, Ontario, and Ontario’s Local Health Integration Networks reveal a growth in Nurse Practitioners and Registered/Licensed Practical Nurses, and contraction in the share of Registered Nurses. Immigrant entry into the profession was primarily through the practical nurse cadre. Mid-sized communities registered the highest growth in the share of internationally educated nurses. Data also pointed towards the underutilization of immigrants in regulated nursing and health occupations. Conclusion Immigrants comprise an important share of Canada’s nursing and health care support workforce. Immigrant pathways for entering nursing occupations are complex and difficult to accurately enumerate. This paper recommends the creation of an integrated health workforce dataset, including information about immigrant health workers, for both effective national workforce planning and for assessing Canada’s role in global health workforce distribution and utilization.

Background: Anticipatory stress (AS) is denoted by concern about future events for which there is little control. Most AS research has been physiological studies such as measuring salivary cortisol levels. Medical learners may experience AS regarding employment after residency, however anticipatory stress AS a psychological construct across career stages has not previously been studied. The objective of this study is to explore the psychological construct of employment AS in medical students, residents, and former Program Directors (PDs). Methods: Participants were recruited from a large Canadian medical school via purposive sampling. Semi-structured interviews with n=21 participants (six medical students, nine residents, and six PDs) were transcribed verbatim, and coded by two independent reviewers using thematic analysis. Results: Participants agreed that financial, family, and geographical factors exacerbate AS, and it is mitigated by flexibility, social support, and being proactive. External support, job market saturation, and differences between medical specialties also influence AS. Perspectives unique to participant groups included: medical students reflecting on a hidden curriculum and preoccupation with proximal issues over distal concerns of employment; residents experiencing competing residency program demands; former PDs finding that resident competency, yearly hiring fluctuations, and existing stress impact AS. Consequences of AS include physical and psychological manifestations, performance anxiety, and pursuing additional training. Conclusions: Perceptions of AS vary by medical career stage. Individual, program and systems-level changes can help manage and address the underlying cause of AS: an unreliable job market for physicians. Correcting the mismatch between residency positions and job openings may be a proactive, preventative approach.

To achieve an oncology workforce that is fit for purpose and sufficient in number, more holistic workforce planning is needed, focusing on educational sector and labor market dynamics. Oncology professionals must be trained and enabled to influence factors affecting their clinical practice including by developing competencies to redesign clinical practice, reduce burnout, and improve productivity and care. [ABSTRACT FROM AUTHOR]

In this piece, the Association of Nephrology Nurses UK provides an update on the activities of the association and the future [ABSTRACT FROM AUTHOR]

Background: There is a decrease in the supply of physicians in Israel resulting from the declining flow of immigrant physicians from the former Soviet Union, a large proportion of whom have reached retirement age in recent years. This problem could become worse because the number of medical students in Israel cannot increase quickly, especially because the number of clinical training sites is inadequate. The quick population growth and anticipated ageing will exacerbate the shortage. The aim of our study was to accurately assess the current situation and factors that affect it, and to propose systematic steps to improve the physician shortage. Main body: The number of physicians per capita is lower in Israel than in the OECD at 3.1 vs. 3.5 per 1000 population, respectively. About 10% of licensed physicians live outside of Israel. There is a sharp increase in the number of Israelis returning from medical school abroad, but some of those schools are of low academic standard. The main step is a gradual increase in the number of medical students in Israel with a transition of clinical practice to the community, and hospital clinical hours in the evening and in the summer. Students with high psychometric scores who were not admitted to an Israeli medical school would get support to study in quality medical schools abroad. Additional steps include encouraging physicians from abroad to come to Israel, especially in specializations in distress, recruitment of retired physicians, transferring functions to other medical professions, economic incentives for departments and teachers, and incentives to prevent physicians from quitting or migrating to other countries. It is also important to close the gap between the number of physicians working in central Israel and the periphery through grants, employment opportunities for physicians' spouses, and preferential selection of students from the periphery for medical school. Conclusions: Manpower planning requires a broad, dynamic perspective and collaboration among governmental and non-governmental organizations. [ABSTRACT FROM AUTHOR]

In manpower planning there is an interesting, practically important and open challenging issue arising from the instances where a transition matrix over a certain short time interval is required but only a transition matrix over a longer time interval may be available. For example, the problem of finding a meaningful p − th root of an observable stochastic matrix within the context of Markov chains. The more general problem is divided into three phases, viz. embeddability, inverse, and identification problems. By exploiting the Cauchy's integral formula with the integrand defined on the Runnenberg's heart-shaped region, a new representation for a stochastic matrix that is embeddable is derived. New conditions for embeddability and regularization of stochastic matrices are provided. Examples are presented to illustrate the utility of the Cauchy's representation formula and its consequences. [ABSTRACT FROM AUTHOR]

Workforce management represents a crucial element of today's warehouse operations. Due to volatile market dynamics and uncertain customer demands, the need for flexible and adaptive warehouse practices is especially urgent in the retail sector. High fluctuation rates in workforce demand are just one side effect of these developments. The current paper analyzes the application and perception of Workforce Management Systems (WMS) in practice as one approach to counteract these issues and enable flexible warehouse operations. By means of an online survey and a detailed set of expert interviews, we analyze the current use of WMS and information items in retail. We investigate design and time horizons of workforce planning processes as well as forecasts and summarize main expectations and requirements of WMS from practitioners' point-of-view. Our results show highly diverse usage patterns of systems with a strong emphasis on spreadsheet tools like MS Excel. The integration of legislation on working hours, qualification of employees and individual working time arrangements / contract details were mentioned as exemplary key information items of WMS. The typical time horizon of workforce planning for most participants was three months. Key requirements for an ideal WMS include the depiction of qualification profiles, productivity of individual employees, forecasting features, simulation-optimization tools to find best possible solutions with given workforce, automated planning as well as bottleneck reduction and handling. The results of our paper provide practitioners with an overview of expert opinions, present opportunities for system development, and provide future research tasks in WMS for warehouse operation. [ABSTRACT FROM AUTHOR]

Background: Many high-income countries are heavily dependent on internationally trained doctors to staff their healthcare workforce. Over one-third of doctors practising in the UK received their primary medical qualification abroad. Simultaneously, an average of around 2.1% of doctors leave the UK medical workforce annually to go overseas. The aim of this study was to identify the drivers and barriers of international migration of doctors to and from the UK. Methods: A scoping review was conducted. We searched EMBASE, MEDLINE, CINAHL, ERIC and BEI in January 2020 (updated October 2021). Grey literature and citation searching were also carried out. Empirical studies reporting on the drivers and barriers to the international migration of doctors to and from the UK published in the English language from 2009 to present were included. The drivers and barriers were coded in NVivo 12 building on an existing framework. Results: 40 studies were included. 62% were quantitative, 18% were qualitative, 15% were mixed-methods and 5% were literature reviews. Migration into and out of the UK is determined by a variety of macro- (global and national factors), meso- (profession led factors) and micro-level (personal factors). Interestingly, many of the key drivers of migration to the UK were also factors driving migration from the UK, including: poor working conditions, employment opportunities, better training and development opportunities, better quality of life, desire for a life change and financial reasons. The barriers included stricter immigration policies, the registration process and short-term job contracts. Conclusions: Our research contributes to the literature by providing a comprehensive up-to-date review of the drivers and barriers of migration to and from the UK. The decision for a doctor to migrate is multi-layered and is a complex balance between push/pull at macro-/meso-/micro-levels. To sustain the UK's supply of overseas doctors, it is vital that migration policies take account of the drivers of migration particularly working conditions and active recruitment while addressing any potential barriers. Immigration policies to address the impact of Brexit and the COVID-19 pandemic on the migration of doctors to and from the UK will be particularly important in the immediate future. Trial registration PROSPERO CRD42020165748. [ABSTRACT FROM AUTHOR]

The advancement of data technology such as machine learning and artificial intelligence has broadened the scope of human resources (HR) analytics, commonly referred to as "people analytics." This field has seen significant growth in recent years as organizations increasingly rely on algorithm-based predictive tools for HR-related decision making. However, its application in the public sector is not yet fully understood. This study examined the concepts and practices of HR analytics through a thematic review, and proposed a five-step process (define, collect, analyze, share, and reflect) for implementation in the public sector—the process aims to assist with the integration of HR analytics in public personnel management practices. By analyzing cases in both the public and private sectors, this study identified key lessons for functional areas such as workforce planning, recruitment, HR development, and performance management. This research also identified the necessary conditions for introducing HR analytics in public organizations, including data management, staff capabilities, and acceptance, and discussed the potential challenges of privacy, integrity, algorithmic bias, and publicness. [ABSTRACT FROM AUTHOR]

The expansion of pharmacy technician scope of practice in recent years, though remaining somewhat contentious, has afforded multiple opportunities for pharmacy technicians to provide additional assistance within the pharmacy. However, much of the research examining this growth has focused on specific tasks, which were determined by either the researchers themselves or the respective state boards of pharmacy. This study aimed to gain a better understanding of what expanded tasks pharmacists believe technicians should have an increased role in performing. A consensus-building research methodology was used to survey practicing pharmacists to determine which tasks those pharmacists believed technicians should take an increased role in performing. This study used modified Delphi techniques to build consensus among panels of both hospital and community pharmacists regarding 20 setting-specific technician tasks. Results of our study indicated that both hospital and community pharmacists believed technicians should have an increased involvement in performing tasks which are more related to the operations of the pharmacy rather than tasks which are more clinical in nature. This finding illustrates a belief among a segment of pharmacists that expanded roles for technicians should do more to alleviate the managerial and operational burden placed on pharmacists, potentially allowing pharmacists to take on increased clinical roles. [ABSTRACT FROM AUTHOR]

Almost all physician bills are paid by provincial and territorial governments in Canada, and increases in past physician numbers have been estimated to contribute, on average, between 3.2% and 13.3% to provincial real per-capita health spending. Although physicians are one aspect of human resources in the Canadian health system, the question of physician supply has received a disproportionate amount of attention, likely owing to physicians' role as health service gatekeepers. In March 1990, the Federal/Provincial/Territorial Conference of Deputy Ministers of Health commissioned health economists Morris Barer and Greg Stoddart to report on medical resource policy. [Extracted from the article]

Purpose: As the Australian population grows and ages, the demand for eye care services, and nurses to provide the services, is expected to increase. This will impact nurses, who are Australia's largest health-care provider group. Understanding and mapping the current role and use of nurses in eye care is an essential first step for future health workforce planning and development. To map their engagement, we undertook a scoping review to gain an understanding of the current Australian nurse eye care workforce landscape, to help guide and support future workforce development activities. Secondly, we evaluated if publications in this field incorporated or mentioned the Australian Ophthalmic Nursing Association's National Standards (Practice standards) in their publication. This review also offers other nations and eye care providers the opportunity to evaluate their own health workforce plan and nurse utility. Study Design and Methods: We conducted a review of academic and grey literature, via various search engines, and an inclusion and exclusion criteria. Results: We uncovered 11 publications. Of those, five were academic papers examining extended and advanced nursing practice, one was a letter to the editor, two were industry feature reviews, two were industry reports and the final was the Practice Standards. Key themes throughout indicated the benefit of nurse training and nurse involvement in eye care. Overall, there was insufficient information or data to describe nurse deployment, practice and utility. Finally, the Practice Standards were not referenced in any publication. Conclusion: There is insufficient published information to calculate the level and involvement of nurses, or describe their existing role, advancement or future deployment in eye care in Australia. Without clear information, Australia is unable to develop effective health workforce strategies to attract, train, retain, and appropriately deploy nurses to meet future eye care needs. [ABSTRACT FROM AUTHOR]

The study aims to analyze Human Resources Management (HRM) practices, especially Human Resources (HR) planning methods and to develop suggestions for yacht harbors and marinas in Türkiye. The study population comprises 41 yacht harbors and marinas on the Mediterranean, Aegean, and Marmara coasts. Semi-structured interviews are conducted with the HR managers of the companies. The content analysis method is used, the questions in the interview form are collected under three main themes, and the answers received from the participants are converted into data sets under the same themes. Although there is no HR department, the findings reveal that HR practices are carried out with a modern understanding in most yacht harbors and marinas. HR information systems are used in HR planning, recruitment, selection, performance evaluation, compensation, training, and development. Due to the difficulties in recruiting technical personnel in some companies, there are problems in employing eligible candidates at the right place and time. Since employees with higher education in the sector contribute more, they are primarily preferred in recruitment. As a result, with the HR specialists, significant improvements can be made in HRM, especially the efficiency of HR planning in yacht harbors and marinas. [ABSTRACT FROM AUTHOR]

Background: Biokinetics is a South African (SA) health profession within the private health care sector. Biokineticists register with the Health Professions Council of SA (HPCSA). Objectives: To describe the demographic trends of HPCSA registered biokineticists from 2000 to 2020 to understand the supply and status of human resources for health within the profession. Methods: The following data were collected and analysed: i) health personnel category, ii) geographical location, iii) age, iv) sex, and v) population category. Results: The number of HPCSA registered biokineticists grew from 136 in 2000, to 1831 in January 2020 (67.8% women, 32.2% men). There was a sharp decline in numbers after the age of 45 years. The Western Cape (5.8) and Gauteng (5.1) provinces had the most biokineticists per 100 000 of the population, whilst smaller provinces like Kwazulu-Natal (1.6), Mpumalanga (1.6), North-West (1.6) and Limpopo (0.9) lagged. The demographic profile of registered Biokineticists changed steadily from 2000 to 2020. Registered biokineticists classified as White decreased from 91.6% to 80.4%, whilst substantial increases were observed among Black (5.0% to 8.3%), Coloured (0.02% to 5.3%) and Indian/Asian (0.02% to 6.0%) biokineticists. Thirteen tertiary institutions offered Biokinetics programmes in 2022. Seven offered the 3+1-year (Honours) programme and six have migrated to a 4-year professional degree. Conclusion: The profession is well established, growing, and dominated by women. The demographic profile has transformed steadily; however, the need to transform the profession remains strong. Strengthening investments aimed at the employment of biokineticists in the public health sector may serve as a key turning point for healthcare workforce planning. [ABSTRACT FROM AUTHOR]

Timely delivery of products to customers is one of the main factors of customer satisfaction and a key to the survival of a manufacturing system. Therefore, decreasing wasted time in manufacturing processes significantly affects production delivery time, which can be achieved through the maximization of workforce efficiency. This issue becomes more complicated when the parameters of the production system are under uncertainty. This paper presents a bi-objective scenariobased robust production planning model considering maximizing workforce efficiency and minimizing costs where the backorder, demand, and costs are uncertain. Also, backorder, raw materials purchasing, inventory control, and manufacturing time capacity are considered. A case study in a faucet manufacturing plant is considered to solve the model. Furthermore, the e-constraint method, the Non-dominated Sorting Genetic Algorithm-II (NSGA-II), the Strength Pareto Evolutionary Algorithm 2 (SPEA2), and the Pareto Envelope-based Selection Algorithm II (PESA-II) are employed to solve the model. Also, the Taguchi method is used to tune the parameters of these algorithms. To compare these algorithms, five indicators are defined. The results show that the SPEA2 is the most time-consuming algorithm and the NSGA-II is the fastest, while their objective function values are nearly the same. [ABSTRACT FROM AUTHOR]

The paper investigates the transformations of the agricultural labor market in Trentino and the changes in the forms of recruitment and organization of the migrant workforce and its composition. Fruit cultivation, especially apples, is one of the most important economic activities in Trentino and is structurally based on migrant work, especially from eastern EU countries. The recruitment of workers was based on the relationship of trust between employers and seasonal workers. This model begun to jam due to the redesign of the trajectories of EU migrant workers, who are moving towards central European countries. Thus, employers started to recruit refugees and asylum seekers, arrived in Trentino in recent years. In addition to these transformations, the paper analyzes the impact of the pandemic on international recruitment mechanisms and the organization of the migrant workforce. [ABSTRACT FROM AUTHOR]

The purpose of the article is a further development of provisions on economic entities’ compliance with gender policy, analysis of the state of parity in wages between men and women, and the forecast of the level of average wages in Ukraine. The article examines the level of dynamics of the Ukrainian population by age group and gender. It was established that as of 2021, the number of men was 12% less than women, but men have quantitative advantages in pay and management positions. According to the analysis and forecast data for 2022-2024, a positive trend is observed in terms of women’s average salary growth. However, according to the forecast data, men will be receiving an average salary that is 43% higher than that of women, which creates gender inequality in the remuneration of workers. It was established that the gender audit technique can additionally take into account the assessment of such criteria as personnel potential, corporate and organizational culture, working conditions, management policy, and others. One of the preventive assessments of a company's compliance with the gender policy can consist of the analysis of job advertisements. Methodical principles for analyzing the remuneration of men and women working in business entities in the financial and insurance spheres have gained further development, at the expense of which it is possible to improve the quality of the gender analysis of the workforce from the existing ones with a high-quality personnel management plan, which made it possible to make a prospective forecast of the average salaries for men and women for 2022-2024. A proprietary approach has been proposed to the methodology of such analysis, which is based on statistical reporting indicators which, unlike the existing ones, are built on the basis of the application of the relevant functions of the software product Microsoft Excel 2021. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To find out how oncology and haematology nurses describe the emotional demands of their role • To read about formal and informal methods of mitigating the negative effects of emotional labour • To reflect on your own positive and negative experiences of emotional labour Background: Emotional labour can lead to emotional exhaustion and burnout, which contributes to a high turnover in the nursing workforce. Aim: The study had three aims: to investigate how nurses working on an oncology and haematology ward managed the emotional labour involved in patient care; to determine whether there were differences in resilience and coping strategies between less experienced and more experienced participants; and to explore strategies that could assist less experienced nurses in managing the emotional labour of patient care. Method: A preparatory literature review was undertaken, following which six registered nurses participated in individual semi-structured interviews. Thematic analysis was used to identify themes in the interview transcripts. Findings: The themes that emerged were divided into two broad categories: factors that contributed to the challenging nature of nursing shifts and factors that reduced the challenging nature of nursing shifts. The second category had two subcategories: personal resources and institutional resources. Personal resources included experience, resilience, coping mechanisms, support networks and compassion satisfaction. Institutional resources included training and team support. Conclusion: There was no clear differences in coping strategies between less experienced and more experienced nurses. To mitigate the negative effects of emotional labour, oncology and haematology nurses could benefit from stress management training and ongoing clinical supervision with a focus on the restorative aspect. [ABSTRACT FROM AUTHOR]

Effective and efficient organisations are not built merely on investment and return. But they are made upon the quality of the workforce and its commitment to the organisational objectives. Investments are also necessary to attract, train and retain superior human capital. Human Resources (HR) constitute the most valuable asset in any organisation with a developmental perspective. Recruitment is defined as a process of searching for prospective employees and stimulating them to apply for the job. Organisational performance is the product of the individual contribution of the employees through the impact of leadership competency and organisational culture. The potential success of a business enterprise depends on its organisational performance which means its ability to effectively implement to achieve the strategic organisational objectives. It is a known fact that talented employees are the backbone for the success of any organisation. They have the capability to plan the emerging environment in the right perspective and as such new business opportunities could be explored well. There is a direct and positive relationship between effective recruitment process and higher organisational performance in the form of productivity, customer satisfaction, profitability and corporate reputation. [ABSTRACT FROM AUTHOR]

The article focuses on Harper College, a large Illinois community college that successfully completed a 10-year campus planning process during the COVID-19 pandemic. Through virtual meetings, they engaged stakeholders and developed a comprehensive Campus Master Plan aligned with strategic goals, addressing professional growth, changing education, and workforce expectations. Despite the challenges, Harper College demonstrated adaptability and resilience in their planning efforts.

Human resources (HR) analytics enables managers to replace decision-making based on anecdotal experience, hierarchy, and risk avoidance with higher-quality data-driven decisions based on data analysis, prediction, and experimental research. Human Resources analytics underscores the value of HR data by emphasizing how people create value for the organization, so that value can be captured and leveraged. The research discusses transition of HR analytics with a linear three-stage maturity model and explains progression from traditional HR analytics to new age HR analytics. Research provides various key requirements for successful deployment of HR analytics in the organizations. Human Resources analytics focus on various HRM activities including selection, appraisal, compensation, rewards, and development to maximize their impact on organizational performance. Research also provides various illustrations of HR analytics deployment across various industries. [ABSTRACT FROM AUTHOR]

The Sustainable Development Goal (SDG) Target 3.8 has emphasized the persistence of health risks as a major challenge for emerging and developing countries. This challenge necessitates the achievement of Universal Health Coverage (UHC) by enhancing the infrastructure of the public sector. However, relying solely on public sector healthcare may not be sufficient to meet the needs of large populations, particularly in underdeveloped regions. Consequently, private sector healthcare solutions have emerged to fill service gaps, but they remain unaffordable for many low-income individuals. To the end, Health insurance can play a crucial role in making these services more accessible and affordable, but it faces several challenges including poor accessibility, low awareness, lack of skilled workforce, and corruption. The integration of Artificial Intelligence (AI) and Machine Learning (ML) technologies can offer solutions to these challenges. However, the adoption of technology in the insurance domain poses behavioral challenges that must be identified and addressed. This is particularly important in developing and emerging countries where markets are still underdeveloped, and information asymmetries are high. This study examines some of these challenges by studying people's attitude towards humanoid agents. For this study a case study approach has ben used. Overall, addressing the challenges of health insurance and incorporating advanced technologies can provide a vital safety net against health risks to people. [ABSTRACT FROM AUTHOR]

We study two-stage short-term staffing adjustments for the upcoming nursing shift. Our proposed adjustments are first used at the beginning of each 4-hour nursing shift, shift t, for the upcoming shift, shift t + 1. Then, after observing actual patient demand for nursing at the start of shift t + 1, we make our final staffing adjustments to meet the patient demand. We model six different adjustment options for the two-stage stochastic programming model, five options available as first-stage decisions and one option available as the second-stage decision. We develop a two-stage stochastic integer programming model, which minimizes total nurse staffing costs and the cost of adjustments to the original schedules, while ensuring the coverage of nursing demand. Our experimental results, using the data from an urban Children's Hospital, indicate that the developed stochastic nurse schedule adjustment model can deliver cost savings up to 18% for the medical units, compared to alternative no short-term adjustment scheduling models. The proposed stochastic adjustments model successfully keeps average understaffing percentages under 2% throughout the staffing horizon. [ABSTRACT FROM AUTHOR]

The National Health Service faces substantial challenges with staffing in the face of administrative turbulence just after a global pandemic resulting in significant economic losses. This staffing crisis extends to neurosurgical training with pervasive problems with the balance between trainees and consultants. In the face of Brexit, after the impact of the European Working Time Directive, these challenges provide an opportunity to explore possible solutions to improving training and staff retention. The recommended solutions include ensuring appropriate workforce planning and using novel (and already available) resources to revamp the structure of neurosurgery training and improving the attainment of surgical competence and staff retention. Creating a sustainable neurosurgery training program to adequately fill gaps in the National Health Service will require long-term solutions and the commitment of multiple stakeholders. The first step to achieving these goals would be to maximize the available opportunities to allow trainees maximize training time to become competent day-one consultants. [ABSTRACT FROM AUTHOR]