Workforce Efficiency Research Articles

Enhancing Security Workforce Efficiency: Investigating Stress, Attitudes, and Performance Dynamics

Aims: This study examines factors influencing performance variability among security guards employed by government entities in Metro Manila. It focuses on the relationships between performance outcomes and age, work hours, stress levels, attitude, and job satisfaction. Study Design: A cross-sectional quantitative and qualitative study design was utilized to identify performance determinants. Place of Study: Data was collected from 405 security guards across multiple government agencies in Metro Manila. Methodology: Surveys and interviews were conducted to gather data on demographics, job conditions, stress, attitudes, and job satisfaction. Statistical analyses included tests for outliers, data collinearity, normal distribution of errors, homoscedasticity, linearity, and non-zero variances. Bivariate correlation analysis assessed relationships between performance and key factors, while bootstrap regression analysis explored causal links. Slope tests determined the moderating role of job satisfaction. Results: Bivariate correlation analysis revealed significant relationships between performance and variables such as age, attitude, work stress, hours worked daily, and job satisfaction at the 0.001 or 0.01% levels. Bootstrap regression analysis confirmed causal relationships between performance and these factors, significant at the 0.002 or 0.02% level. Job satisfaction emerged as a significant moderator, influencing the effect of age, attitude, work stress, and hours worked on performance. These moderating effects were validated at the 0.002 or 0.02% significance levels, confirming job satisfaction's critical role. Conclusion: The study demonstrates that age, attitude, work stress, hours worked daily, and job satisfaction significantly impact security guard performance. Job satisfaction plays a vital moderating role, highlighting its importance in improving job performance and addressing workplace challenges effectively.

The Influence of Training and Career Development on Employee Performance at Bank Mandiri Retail Collection and Recovery Unit Regional Java Bali

This research investigates the impact of training and career development on employee performance at Bank Mandiri Retail Collection and Recovery Unit in the Java Bali Region. The study aims to analyze the influence of training programs, career development initiatives, and their combined effect on employee performance within the organization. A quantitative associative approach was employed, utilizing data collected from employees through questionnaires and processed using statistical analysis tools. The findings reveal that training has a significant positive effect on employee performance, underscoring the importance of continuous skill enhancement to meet organizational goals. However, the study indicates that career development alone does not significantly influence employee performance, suggesting that other factors may play a more critical role. The combined effect of training and career development shows a substantial positive impact, highlighting the necessity for integrated human resource strategies to boost productivity and performance. This research contributes to the existing literature on human resource management and provides practical insights for Bank Mandiri and similar institutions, emphasizing the need for targeted training programs and holistic career development frameworks to enhance workforce efficiency.

Enhancing Organizational Productivity through Effective Occupational Health and Safety Practices: Insights from the Beverage Manufacturing Unit of Abdul Monem Ltd.

The main objective of this research was to identify the critical role of Occupational Health and Safety (OHS) practices in driving organizational productivity, with focusing on Abdul Monem Ltd. Beverage Unit (AMLBU), a Coca-Cola manufacturing plant in Cumilla,, Bangladesh. Established in 1986, the plant operates across four production lines, producing a range of carbonated and non-carbonated beverages. With a workforce of over 800 employees, including permanent, daily, and sales staff, the facility faces unique OHS challenges common to beverage manufacturing, such as handling hazardous materials, operating heavy machinery, and managing ergonomic risks. The research methodology integrates both qualitative and quantitative approaches combining random and judgmental sampling techniques to analyze 100 observations, representing both diverse and critical incidents. Data were collected through direct observation, surveys, and reviews of internal documents, such as safety reports and manuals, supplemented by relevant industry publications.Findings reveal a strong correlation between effective OHS practices and enhanced productivity. Key measures, such as ergonomic interventions, compliance with safety protocols, and the use of Personal Protective Equipment (PPE), significantly reduce workplace accidents and absenteeism while fostering employee efficiency and well-being. Key findings reveal effective OHS programs—such as ergonomic interventions, rigorous safety protocols, and the provision of Personal Protective Equipment (PPE)—significantly enhance productivity by reducing workplace accidents, absenteeism, and operational disruptions. This research also finds out a strong correlation between effective OHS measures and enhanced organizational performance. Employees working in environments that prioritize safety and health demonstrate higher morale, reduced absenteeism, and increased productivity. Conversely, unsafe practices and inadequate safety protocols often lead to accidents, injuries, and diminished workforce efficiency. This research contributes to the growing discourse on the economic and social benefits of OHS programs, offering valuable insights for industry leaders, policymakers, and academics. It advocates for a paradigm shift where workplace safety is viewed not merely as a regulatory requirement but as a strategic investment in organizational success.This study serves as a reference for future research and decision-making in the beverage manufacturing sector and beyond. DOI: https://doi.org/10.52783/pst.1459

An Exploratory Study on the Artificial Intelligence Practices on the Human Capital Development within Tourism Village Business Sustainability in Indonesia

This exploratory study investigates the role of artificial intelligence (AI) practices in enhancing human capital development and promoting business sustainability within tourism villages in Indonesia. As tourism villages become increasingly significant to Indonesia’s rural economy, the need to foster sustainable business models that can maintain cultural heritage while promoting economic growth has gained attention. AI technologies, including machine learning, data analytics, and automation, present opportunities for improving human capital development by enhancing skill-building, training, and decision-making processes. This study examines how AI tools are being integrated into training programs, recruitment processes, and daily operations of tourism village businesses to support workforce growth, improve service quality, and ensure long-term sustainability. Through qualitative data collected from tourism village stakeholders in Bali and Java, the research explores AI’s impact on local workforce capabilities, productivity, and innovation in tourism-related services. The study finds that AI practices are helping to bridge skill gaps, enhance workforce efficiency, and optimize resource management. However, challenges such as limited access to technology, digital literacy, and the need for infrastructure development hinder broader AI implementation. The paper concludes by proposing recommendations for leveraging AI practices to further strengthen human capital and business sustainability in tourism villages, thus contributing to the sector’s competitive edge in the global market.

DETERMINING FACTORS OF BANK EMPLOYEES’ PERFORMANCE: A CONCEPTUAL FRAMEWORK

Employee performance is essential for organizational success, particularly in the banking sector, where operational efficiency and service quality are paramount. This study presents a conceptual framework aimed at examining the determinants affecting the performance of bank personnel. The framework, grounded in theoretical underpinnings and empirical research, emphasizes essential components such as individual skills, the work environment, organizational culture, leadership styles, and job satisfaction. The data for this study were obtained from multiple platforms, including the Scopus database, Google Scholar, Research Gate, ABDC database, and Emerald. Furthermore, the framework considers external factors such as technological innovations and regulatory changes that increasingly impact banking operations. This study aims to synthesize these aspects to deliver a comprehensive understanding of the causes of employee performance, providing actionable insights for managers to enhance workforce efficiency and organizational success. The suggested framework creates a foundation for future study and practical application in the dynamic banking industry.

OPTIWORKFORCE ANALYSIS SYSTEM

The OptiWorkforce Analysis System revolutionizes workforce management by leveraging advanced data analytics and predictive insights. This system empowers organizations to optimize resource allocation, reduce operational costs, and enhance overall productivity. Through real-time insights, managers can proactively address bottlenecks and improve workforce efficiency. Key features include performance tracking, trend prediction, and decision-support tools, enabling data-driven management strategies. The system's predictive analytics ensures accurate forecasting of workforce needs, adapting dynamically to changing organizational demands. By automating scheduling and resource management, it minimizes redundancies and maximizes productivity. It also provides visualized performance insights for clear, actionable decision-making. Robust data privacy and security measures ensure compliance with industry standards and foster employee trust. Designed for scalability, the system suits organizations of all sizes across diverse industries. This paper outlines the system's architecture, development process, and its transformative impact on workforce management. The OptiWorkforce Analysis System is a future-ready solution to help organizations thrive in competitive environments..

Human Capital Management as A Catalyst for Organizational Change: A Study on West Java Health Laboratory (BLUD) Transition

Human capital management is limited to administrative tasks despite their importance to an organization's performance. This study seeks strategic human capital management (HCM) methods to help BLUD mplementation succeed, focusing on flexible government norms. The study uses qualitative thematic analysis and quantitative SEM-PLS to assess the organization's human capital practices. The results reveal that leadership techniques are good, but other areas for change can be improved. The paper recommends an dvanced Human Capital Management System (HCMS) for leadership development, learning, workforce efficiency, knowledge accessibility, and employee engagement. A structured HCMS can incorporate these improvements to manage and expand human capital and align employee competencies with BLUD transition goals. The research recommends 7S change management for HCM implementation. The framework helps the organization recognize change and handle critical challenges in line with transformation goals. The need for a specialist committee to oversee the development and implementation of these initiatives emphasizes leadership's role in organizational transformation. According to the study, digitalization, talent management, systematic training, employee well-being, continuous competency, and performance evaluation are critical to long-term success. This study suggests ways an organization can improve its human capital management to move to BLUD status smoothly. To validate and improve the HCM strategy, future studies should apply.

Review of Manpower Management in Healthcare System: Strategies, Challenges, and Innovations.

Hospital manpower management (HRM) is vital for effective healthcare delivery. Unique challenges, such as managing diverse staff, ensuring clear communication, and optimizing resources, complicate HRM. Rising operational costs, workforce shortages, and employee burnout necessitate strategic approaches to manpower management. This review aims to provide a comprehensive understanding of manpower management in hospitals, focusing on identifying core components and discussing innovative strategies to address current challenges, particularly those related to workforce shortages. A literature review was conducted using databases such as PubMed, Scopus, and Google Scholar. Key terms included "hospital manpower management", "HRM challenges in healthcare", and "workforce shortages", selected for their relevance to the core focus of this review. Relevant articles published from 2019 to 2023 were selected for analysis. The review identified core components of manpower management: recruitment and staffing, workforce planning, training and development, performance management, and compensation and benefits. Strategies to address workforce shortages included strategic hiring and enhancing employee engagement. The integration of technology and ongoing training emerged as critical for maintaining high-quality patient care. Effective manpower management is essential for the sustainability of healthcare systems. This review highlighted the importance of innovative HRM strategies to tackle workforce shortages and improve employee satisfaction. By focusing on comprehensive HRM practices, healthcare organizations could enhance workforce efficiency and provide better patient care. Future research should explore the long-term impacts of these strategies on healthcare.

Managing Language Development in Film Production: Leveraging the Metaverse and VR for Enhanced English Proficiency and Workforce Efficiency

Managing Language Development in Film Production: Leveraging the Metaverse and VR for Enhanced English Proficiency and Workforce Efficiency

A-195 Combination of Lean Mindset, Robotics and Digitalization allowed us to manage a 2.5 times increase in workload in our central reference lab

Abstract Background Our Agilus Diagnostics, Gurugram, India is a Central Reference Laboratory and part of the pan-India network over 400 lab in India. Our Gurugram lab delivers 3,200 tubes in the serum work area in 17 hour operations daily and is ISO 15189 and CAP accredited.In Jan 2023, our lab started to support Govt PHC Program samples and our workload increased to 8000 tubes. This was a clear operational and clinical challenge for us with a 2.5 x jump in workload. To achieve this goal, a lean mindset with process improvement steps were to be applied required across the total testing process. This lean approach was supported by cobas ® Lab Automation systems managed by navify ® Lab Operations informatics automation solution. This poster explains our journey of planning, implementing, and delivering on our goal of predictable operational efficiency when faced with this challenge. Methods We took 4 major steps We redesigned lab processes using lean process improvement operational dashboards. This poster will show the metric we track which help eliminate waste in the system. We optimized our total lab automation solution with smart load balancing across cobas ® Pro integrated analyzers and staff friendly recursive workflow. Clear and strict use of off peak hours for maintenance and QC procedures and standardized predictable schedule of operation. This poster will share our time table with key milestones across the 24 hours We built on the Informatics solution using 5 layered Auto verification rules based decision framework. IQC, Systems Flags check, Sample Quality checks, Biological Reference check, custom Auto verification Range, Critical ranges Delta check Criteria, Clinical Correlation Rule are all part of the auto verification logic framework. Results We were able to deliver the following results.Lean process design led to 53% simplification. Number of process steps reduced to 29 from 62 steps across the total testing process. Total Lab Automation has helped improve 90 percentile production TAT by 46% from 250 mins to 135 mins Our 90 % TAT CV has significantly reduced making our production predictable. Over 17,500 results / day reported are subject to auto verification with 87 % of all results auto-verified and auto-approved. Not a single additional employee was added in the analytical or post analytical areas of the lab operations Conclusions Lean Mindset complemented by Total Laboratory Automation along with Decision Automation on an Informatics solution has enhanced lab performance in terms of TAT, Efficiency, and Staff Motivation. This poster will also demonstrate using incremental effectiveness analysis comparative data of key performance indicators, such predictability in production, and efficiency of workforce, senior staff time saved, before and after technology deployment. The challenge of increase in sample workload is real in India and this approach allows for a sustainable way to ensure patient impact with minimum burden on our workforce.

Corporate social initiatives and wealth creation for firms-an empirical examination

Purpose This study aims to examine whether social initiatives adopted by firms lead to improved financial performance. The authors analyse the impact of different elements of social initiatives on wealth creation for firms in terms of operating and market performance. Design/methodology/approach The study is based on the social initiative scores of over 4,500 firms collected from Thomson Reuters' ESG database. The study uses two-stage least squares (2SLS) to analyse the relationship between social initiatives and firm performance. Findings Profitable, mature, capital intensive and firms with high sales growth rate tend to invest more in social initiatives. Firms with high agency costs invest in social initiatives for workforce efficiency, maintaining human rights and product responsibility. The study documents evidence that social investments are value creating mechanism for firms which leads to improved financial performance in terms of operating and stock market performance. Firms with high dividend intensity invest in social initiatives for workforce welfare and human rights initiatives. Investment in employee well-being and community initiatives results in intangible benefits such as improved stock market valuation. Practical implications The research model has not considered the impact of intervening variables to understand the relationship between corporate social performance and corporate financial performance. Social implications Firms ought to recognize that social investment is beneficial in terms of value creation of firms as stock market perceive such investments favourably. Firms must focus more on community development initiatives and workforce initiatives for the value creation of firms compared to investments directed towards human rights initiatives and product responsibility initiatives. Originality/value This study focusses exclusively on the social dimension of the CSR activities. The authors examine the impact of social welfare scores on firm performance by analysing the valuation effects on scores representing workforce, human rights, community and product responsibility. Moreover, the paper also examines the impact of a new dimension of product responsibility on firm performance. They also focus on both aspects of financial performance in terms of operating performance (proxied by ROE) and the joint impact of both operating and market performance (proxied by Tobin’s Q). This paper contributes to the research on the linkage of social performance to financial performance by observing that firms with high agency cost characteristics tend to invest in social initiatives for work force efficiency, maintaining human rights and product responsibility.

Charting the future of pilots: maximizing airline workforce efficiency through advanced analytics

Charting the future of pilots: maximizing airline workforce efficiency through advanced analytics

Navigating airline disruptions with strategic pilot planning: an optimization approach for long-term workforce efficiency and service quality

Navigating airline disruptions with strategic pilot planning: an optimization approach for long-term workforce efficiency and service quality

Perancangan UI/UX pada Toko Rental Outdoor Adventure Sphere Metode Design Thinking

The development of the digital economy in developing countries is expected to encourage economic growth, increase resources and workforce efficiency, provide access to international markets, and reduce transaction costs. The research aims to offer practical and affordable solutions for those who want to explore nature without having to buy their own equipment and provide information and advice on destinations, safety tips and equipment guides, as well as supporting the adventure community. This design uses the Design Thinking method, which is an iterative process that aims to understand users, define problems in depth, and find solutions that meet their needs. The result of this research is the Adventure Sphere Application Prototype, which contains profile, homepage, product display, basket and product video features. It is hoped that this application will make it easier for buyers to rent outdoor equipment and this application will also provide useful information to renters regarding the use of outdoor equipment.

The Impact of Cultural Diversity on Workforce Efficiency in Private Banking Sector of Pakistan

This study explores the impact of cultural diversity on workforce efficiency within Pakistan's private banking sector. With globalization increasing diversity in age, gender, geographical location, and language, the research aims to understand how these dimensions influence labor efficiencies. The study employs a mixed-methods approach, combining quantitative surveys of employees from various private banks with qualitative interviews to gather comprehensive insights. Findings indicate that cultural diversity enhances creativity, decision-making, and problem-solving due to a broader range of perspectives. However, challenges such as communication barriers, misunderstandings, and conflicts can hinder collaboration and productivity. The significance of the study lies in its practical recommendations for fostering an inclusive work environment that leverages the strengths of a diverse workforce. Effective management practices are highlighted as crucial for mitigating potential downsides, thereby boosting overall efficiency and competitiveness in the banking sector. This research contributes to the broader discourse on workplace diversity, offering valuable insights for both academic and industry stakeholders.

A STUDY ON FACTORS INFLUENCING THE EFFICIENCY OF HUMAN RESOURCES IN SELECTIVE NGOS AFTER IMPLEMENTING SHRM PRACTICES

The efficiency of human resources inside certain non-governmental organizations (NGOs) is examined in this study as an outcome of Strategic Human Resource Management (SHRM). Through the use of quantitative data analysis on 200 participant responses from different NGOs, this study pinpoints important elements that either support or impede HR efficiency. The study investigates the integration of SHRM strategies such as training, performance management, employee engagement, and leadership development. Findings reveal significant correlations between SHRM practices and improvements in HR performance, adaptability, and satisfaction levels. This research provides a nuanced understanding of SHRM’s role in optimizing human resource outcomes, offering valuable insights for NGO leaders to enhance workforce efficiency.

Investigating Motivation and Its Role in Workforce Efficiency: A Comparative Study of Non-Executive Employees in Western Coalfields Ltd. and Nanotechnology Firms

Investigating Motivation and Its Role in Workforce Efficiency: A Comparative Study of Non-Executive Employees in Western Coalfields Ltd. and Nanotechnology Firms

Strategic Management of Workforce Diversity: An Evolutionary Game Theory Approach as a Foundation for AI-Driven Systems

In the complex organisational landscape, managing workforce diversity effectively has become crucial due to rapid technological advancements and shifting societal values. This study explores strategic workforce management through the novel methodological framework consisting of the evolutionary game theory concept integrated with replicator dynamics and traditional game theory, addressing a notable gap in the literature and suggesting an evolutionarily stable workforce structure. Key findings indicate that targeted rewards for the most Enthusiastic employee type can reduce overall costs and enhance workforce efficiency, although managing a diverse team remains complex. The study reveals that while short-term incentives boost immediate productivity, long-term rewards facilitate favourable behavioural changes, which are crucial for sustaining organisational performance. Additionally, the role of artificial intelligence (AI) is highlighted, emphasising its potential to integrate with these theoretical models, thereby enhancing decision-making processes. The study underscores the importance of strategic leadership in navigating these dynamics, suggesting that leaders must tailor their approaches to balance short-term incentives and long-term rewards to maintain an optimal workforce structure.

Short-Term Strategies for Augmenting the National Radiologist Workforce.

The current radiology landscape has an imbalance between the rising demand for radiology services and the national radiologist workforce available. More vacant radiology positions exist than graduating radiology trainees. The origins of this problem are complex and require long-term solutions. Rather than working longer and/or faster, radiologists can work smarter. In this article, we present multiple short-term strategies to increase the effective radiologist workforce and/or increase workforce efficiency, to alleviate the current workload challenges. These strategies are derived from an analysis of possible practice-level changes in personnel, process, and physical plant. The impacts of the potential changes are estimated. No single change addresses the mismatch between supply and demand for radiology services. By creating an inventory of potential solutions, practices can choose the potential mechanism(s) to address the workforce shortage that best fit their needs and local environment.

Innovative human resource practices and employee productivity: Case of SMEs from Oman

This study investigates the role of innovative human resource (HR) strategies in driving productivity within Oman's small and medium-sized businesses (SMEs). It aims to explore the effects of such HR practices on the performance and satisfaction of employees. By thoroughly examining the relationship between innovative HR strategies and employee productivity, this research provides useful guidance for companies looking to improve their workforce's efficiency and effectiveness. The study used a quantitative method, gathering data through a structured survey. A total of 383 participants completed the survey, which detailedly evaluated how innovative HR practices influence employee productivity, ensuring the findings were clear and reliable. The analysis showed that these HR practices have a positive and significant effect on various aspects of employee performance, including their commitment, skills, alignment with company goals, and job satisfaction. This contributes to existing knowledge by applying the concept of innovative HR practices in Oman's unique business environment. The results underline the importance of adopting innovative HR strategies for SMEs in Oman to boost their success.