Characteristics Of Human Resources Research Articles

The Impact of Human Resources on the Banking Sector Performance in Syria

This research deals with the relationship between some of the general characteristics of human resources in the Syrian banking sector, such as the level of education, training and experience, and the operational financial efficiency of this sector. The data for the human resources is collected from the employees of several private banks in Syria, then testing the relationship with the financial data derived from the annual financial statements published by those banks for year 2019, the same year of data collection. This study is the cornerstone of complementary studies, which is more specialized in the field of human resources and financial performance. The study concluded that there is no effect of the human resources efficiency on financial performance for year 2019, which raises the urgent need of conducting similar research for a range of years and more comprehensive study on the factors that effect financial performance whether in the Syrian market or other markets as a part of behavior analysis on financial market.

Pengaruh Karakteristik Sumber Daya Manusia Pada Efektivitas SIMAK BMN

The purpose of this study was to determine the effect of human resource characteristics on the effectiveness of SIMAK BMN. This research was conducted in the Denpasar KPKNL work unit. The number of samples used was 118 work units with non-probability sampling method, namely saturated sampling technique. The analysis technique used is multiple linear analysis. Based on the results of research conducted stated that the level of education, training, experience and motivation has a positive effect on the effectiveness of SIMAK BMN. This means that the high perception of SIMAK BMN operators regarding the educational benefits received is higher with training material that is fun, easy to understand and apply and the more experience the operator has and the higher the motivation of the operator, the effectiveness of SIMAK BMN increases.
 Keywords: Level Of Education; Training; Experience; Motivation, Effectiveness Of SIMAK BMN.

Evaluating the Applications of Health Information Technologies in China During the Past 11 Years: Consecutive Survey Data Analysis.

BackgroundTo achieve universal access to medical resources, China introduced its second health care reform in 2010, with health information technologies (HIT) as an important technical support point.ObjectiveThis study is the first attempt to explore the unique contributions and characteristics of HIT development in Chinese hospitals from the three major aspects of hospital HIT—human resources, funding, and materials—in an all-around, multi-angled, and time-longitudinal manner, so as to serve as a reference for decision makers in China and the rest of the world when formulating HIT development strategies.MethodsA longitudinal research method is used to analyze the results of the CHIMA Annual Survey of Hospital Information System in China carried out by a Chinese national industrial association, CHIMA, from 2007 to 2018. The development characteristics of human resources, funding, and materials of HIT in China for the past 12 years are summarized. The Bass model is used to fit and predict the popularization trend of EMR in Chinese hospitals from 2007 to 2020.ResultsFrom 2007 to 2018, the CHIMA Annual Survey interviewed 10,954 hospital CIOs across 32 administrative regions in Mainland China. Compared with 2007, as of 2018, in terms of human resources, the average full time equivalent (FTE) count in each hospital’s IT center is still lower than the average level of US counterparts in 2014 (9.66 FTEs vs. 34 FTEs). The proportion of CIOs with a master’s degree or above was 25.61%, showing an increase of 18.51%, among which those with computer-related backgrounds accounted for 64.75%, however, those with a medical informatics background only accounted for 3.67%. In terms of funding, the sampled hospitals’ annual HIT investment increased from ¥957,700 (US $136,874) to ¥6.376 million (US $911,261), and the average investment per bed increased from ¥4,600 (US $658) to ¥8,100 (US $1158). In terms of information system construction, as of 2018, the average EMR implementation rate of the sampled hospitals exceeded the average level of their US counterparts in 2015 and their German counterparts in 2017 (85.26% vs. 83.8% vs. 68.4%, respectively). The results of the Bass prediction model show that Chinese hospitals will likely reach an adoption rate of 91.4% by 2020 (R2=0.95).ConclusionsIn more than 10 years, based on this top-down approach, China’s medical care industry has accepted government instructions and implemented the unified model planned by administrative intervention. With only about one-fifth of the required funding, and about one-fourth of the required human resources per hospital as compared to the US HITECH project, China’s EMR coverage in 2018 exceeded the average level of its US counterparts in 2015 and German counterparts in 2017. This experience deserves further study and analysis by other countries.

Исследование готовности сотрудников исполнительных органов государственной власти региона к внедрению проектного управления

This study is aimed at the development of the framework to assess the readiness of regional executive authorities’ employees for project management implementation. On the first stage of the research practices on how to lead the readiness check were observed as well as real cases of some Russian PMOs were studied. Second stage was devoted to methodology creation ant testing during the real-situation analysis. Two questionnaires were filled in by more than 20 representatives of Tambov region executive authorities and 10 more by representatives of regional project management offices from different regions to make the picture more diverse and enrich it with insights. Study showed which groups of processes were underestimated, which factors affected that, and how to change the situation. Benchmark with 10 regional PMOs was conducted on reasons of difficulties during project management implementation, on motivation mechanisms, on functions of PMOs and on human resources characteristics of existing PMOs. As a result, set of recommendations was prepared and the working model of project management implementation readiness assessment was formed.

Bahasa Dakwah Pemerintah Membangun Harmonisasi Kebangsaan

This paper examines the reality of Da'wa language in the interaction and communication to the head of state with the peoples. The diversity of tribes, religions, races, and groups within the archipelago needs to be handled wisely, so that the harmonization of citizens continues to be strengthened in all aspects of life. Uploading the message of the head of state on you tube social media can be the right media to parse central and regional policies. You tube social media is a trend of millennial society that is loved by all groups. Therefore, the head of state also needs to upload the existing social media. The message of the head of state needs to be known to all its people, both delivered during state speeches and in remarks on non-state activities. The President is the icon of a country, the national cultural identity of natural resources and human resources must be fully considered. It concerns state policies based on idealized ideals and constitutional grounds. All policies must be understood by the government apparatus from the central to the regions, officials to the people. However, the language of the head of state is not as easy as the educator explains it to students, the head of state needs high social sensitivity, so there is no obstacle means understanding all the messages he conveys. The head of state must provide an optimal and perfect example as a manifesto of the characteristics of Indonesian human resources as a whole. How are the messages of the head of state uploaded on social media ‘You Tube’?. The head of state must provide an optimal and perfect example as a manifesto of the characteristics of Indonesian human resources as a whole. This study is a descriptive qualitative methode, the material from the cyber media, and analysis of the speechs of Ir. Jokowidodo in YouTube media from January to December 2017. The research shows that the president's verbal and non-verbal messages reflected the balance of communication between leaders and the people interactively interactively; the meaning is humanist, religious, humorous, traditionalist, and nationalist. The analysis too shows that the head of the central government until the region must be a communicator, innovator and initiator wholeheartedly dealing with the interests of civil society in the millennial era, guarding the strengthening of national identity and religious ideology.

PENGARUH SUMBER DAYA MANUSIA DAN LINGKUNGAN WIRAUSAHA TERHADAP UPAYA MENGURANGI PENGANGGURAN DI KABUPATEN GOWA

MSMEs in Gowa Regency have increased compared to the previous year. Nevertheless, the increase in the number is not necessarily followed by business success. For this reason, it is important to know what factors influence MSME performance. This study aims to determine the effect of factors on MSME performance. The type of research used is descriptive. The analytical method used is qualitative descriptive analysis, namely secondary data analysis, namely data obtained from scientific journals, documents, books, articles and the Internet.
 The results of the discussion showed the characteristics of human resources, environmental characteristics, entrepreneurial characteristics and unemployment have a relationship level and have a positive effect on the performance of MSMEs. It is recommended that MSMEs always improve quality, pay attention to the environment to add experience, be consistent in running a business, improve equipment and the willingness to use new technology

Spatial characteristics of human resources in the context of innovation- and imitation-based economies

Technological progress is a dynamic process that, via the application and the widespread use of new technologies, becomes the engine of growth through the achievement of efficiency gains in productivity. Most countries are unable to create new technologies because they do not have the appropriate resources or their institutional environment does not favour to innovation. However, technological progress can also be observed in these countries, by adapting new technologies developed and applied effectively elsewhere. Thus, technological progress can be achieved through independent research and development activities, that is, an innovation-driven way, and through the adaptation of new technologies which are already in use in other countries, i.e. in an imitation-driven way. Human capital is also essential for the creation and adaptation of technology, so the quantitative and qualitative features of the human resources available in a country determine the conditions of technological progress. Our research aims to illustrate spatial characteristics of human resources conditions by the method of spatial autocorrelation highlighted the differences between innovation-based and imitation-based economies.

The Characteristics of Human Resources and Related Research Activities among Basic Stem Cell Research Groups in China

This study aimed to evaluate the characteristics of faculty and research activities of basic stem cell research groups in China. A questionnaire was administered to persons who knew the information among 46 basic stem cell research groups in China. Multiple linear regression models and repeated-measures analyses of variance were used. Repeated-measures analyses of variance were used. Of the 46 groups, 39.1% did not have any faculty recruited from abroad from 2009 to 2013, 37.0% did not have any faculty with junior-level title, 34.8% had ≤25.0% faculty with either M.D. or Ph.D. degree. Papers published in SCI journals per faculty and having faculty recruited from abroad were positively associated with research funding per faculty. The groups with faculty recruited from abroad had significantly higher research funding per faculty over time compared with the group without faculty recruited from abroad. Repeated-measures analyses of variance showed the group with faculty recruited from abroad had significantly higher research funding per faculty over time compared with the group without faculty recruited from abroad. To increase the development of basic stem cell research, some characteristics of human resources should be improved, and the groups should recruit more faculty with overseas experience.

The Impact of Perceived Country of origin Image on Purchasing Intention of Mobile Users in Sudan: أثر صورة بلد المنشأ المدركة في النية الشرائية لمستخدمي الموبايل في السودان

The country of origin considered as one of most effect factors on consumers' evaluation of the product as an external feature is one of the most important topics related to international marketing and the country of origin is usually linked to the word "made in ..." which is an intangible feature of the product similar to the guarantee and brand name, it does not directly affect the real performance of the product, as well as the country of origin is an important element of marketing is known to affect the perceptions of consumers as well as their behavior leading to the consumer cognitive situation, This study used the descriptive method and aimed to measure the level of customer perception of the image of country of origin, and the impact of image of country of origin (Economics, Technological, Human Resource, and Political dimensions) on purchase intention, the population of the study graduate students (Master) in Sudan universities, (Khartoum state) and the data were collected through questionnaire from non- probability , convenience sample consisting of (300) respondent, and hypotheses have been tested by regression, and another statistical tools (standard deviations, means) by using (SMART PLS) The study found that There is no positive relationship between the economic and technological dimensions and the purchasing intention. Also found there is positive relationship between economic and technological dimensions and purchasing intention. The study also found that there are significant differences in respondents' answers due to Personal characteristics (gender) of economy and human resources only, the study recommend decision makers of cell phone companies to provides a clear information about economical and human capital of country of origin, The consumer's perception of the country of origin through these two dimensions has a significant impact on purchasing intention, As well as taking into account the differences between males and females with regard to the information on which each based on the realization of product value and provide customized promotional efforts. The study also recommended that future studies focus on further research on the relationship between country image and purchasing behavior.

Human Factor as a Quality Criterion in Secondary Education: An Approach within the Framework of the European Model of Administrative Excellence EFQM

<em>The main purpose of this work is to analyze the perceptions and attitudes of secondary school education units regarding the qualitative characteristics of human resources, both in relation to the existing and the desired situation so that the administration is effectively carried out in the framework of the principles of Total Quality Management (TQM) and based on the specifications that the European Model of Administrative Excellence (EFQM) defines. The survey was conducted in the framework of the quantitative research approach from April 24 to May 26, 2017 by using the anonymous written questionnaire method, which was completed by 214 secondary education teachers in the prefecture of Arcadia. The results of the survey show that moral rewards are low, while financial rewards are completely absent from school units. At the same time, there is a low level of good communication, lack of competition on a personal level, a low degree of cooperation and exchange of views and honesty, while most respondents stated that the above mentioned are quality features that they would wish to be present in school units. Finally, the majority of respondents said that the dissemination of information and the transferring of it through various techniques, the encouraging and supporting of human resources to participate in activities (educational programs, innovative actions) aimed at improving the educational unit are quality features, which the sample prioritizes as very important and imperative to be adopted by the educational units.</em>

International Migration in the Irkutsk Region: Direction, Causes and Trends

The article discusses the trends of international migration from 2010 to 2017, including migration from countries across the former Soviet Union and beyond. The greatest intensity is typical for the migrational exchange with the countries across the former Soviet Union: steady immigration flows from the countries of Central Asia, the Caucasus and Transcaucasia, as well as from Ukraine were revealed. Until 2016, a high positive balance of migration with these countries provided partial compensation for outflow of population to other regions of Russia, however, the growth of return migration led to a sharp decrease in the balance of migration from neighboring countries. Migration flows with foreign countries are not substantial. The influx of migrants from China grew in 2017, but their numbers are not comparable with the influx of people from the countries from former Soviet Union. International migration has a negative impact on the qualitative characteristics of human resources in the region (the share of the working-age population and the share of people with vocational education). Analysis of the potential migration of the population of the region to foreign countries, according to the results of a sociological study, confirms the trends revealed by the analysis of statistical data.

HUMAN RESOURCES CAPACITY OF NATIONAL VETERINARY SERVICES IN RUSSIAN FEDERATION TERRITORIAL SUBJECTS

The paper presents the analysis results of basic quantitative characteristics of national veterinary service human resources as at 2017. The analysis was made both in general for the subject veterinary services and for their separate organizational levels: regional, local, laboratory as well as for the units, involved into the state veterinary surveillance on the regional level. The data about available number of veterinarians and stafng levels of veterinary institutions in the territorial subjects are discussed. These data suggest that the number of veterinarians correlates with the human and animal populations, as well as with the number of municipal entities and the volumes of livestock products manufactured. Notwithstanding the diverse peculiarities of the RF regions, the majority of them suffer from an actual defcit of veterinarians in the local and laboratory institutions. As of 2017, the average age of veterinarians in the RF is 40–45. The analysis of the RF average salaries showed that veterinarians of local and laboratory levels earn about 24 thousand rubles per month, which is 30% lower than the average level in Russia and almost twice lower than the salaries of regional veterinarians and ofcial veterinary inspectors. The study results are also indicative of a sufciently high number (about 72%) of veterinarians with a higher vocational education in RF Subject institutions, but at the same time not all of them are covered by advanced training programs.

DETERMINATION OF REGULARITY OF CHANGES IN INDICATORS OF INNOVATION ACTIVITY ON DEVELOPMENT AND ECONOMIC SECURITY OF AGRICULTURAL COMPLEX OF UKRAINE

The purpose of this article is to investigate the current state and dynamics of technical, energy capacities, labor resources and wages in Ukrainian agricultural enterprises, the impact of these indicators on efficiency of agricultural production, indicators of development and competitiveness of products on the domestic and foreign markets. The moral and physical deterioration of the equipment available at the farms is determined, which does not contribute to the increase of labor productivity and to obtaining consistently high economic results. On the basis of the dynamics of the analyzed statistical data, the problem of providing agricultural producers with labor resources was confirmed against the background of deepening of depopulation processes in the countryside, which led to the deterioration of quantitative and qualitative characteristics of human resources. Indicators of development and production rates of the agro-industrial complex of Ukraine have been investigated, that showed a low level of innovation implementation. Mathematical formalization of the relationship between the dynamics of changes in the gross value added indicators and the volume of sales of agricultural products is carried out. Based on the analysis of innovative activity indicators in the agricultural sector of Ukraine and the consistent assessment of the adequacy of linear and nonlinear pair equations, the model specification is presented, which is presented in the form of linear pair regression, which confirms the existence of a direct link between changes in the volume of sales in the agrarian sector.

A Study on the Relation of Characteristics of Human Resources in Internal Accounting Control System on Audit Fees and Audit Times

A Study on the Relation of Characteristics of Human Resources in Internal Accounting Control System on Audit Fees and Audit Times

Human Resource Risk Identification and Prevention

Modern enterprises are in a time of change and under high degree of uncertainty. There are risks in human resources management of each enterprise, such as recruitment failure and sudden leave or casualties of the key technical staff. These will affect the normal operation of enterprises, these can even cause fatal blow to the enterprise if the problem is serious. Therefore, it is important to establish a sense of risk in the human resources management to prevent human resources risk as an important part of enterprise human resource management, and also important to explore actively about the risk identification and prevention in human resources management, all these are the new direction of theoretical and business research. This paper will elaborate on the above issues, first elaborated on the concept of internal human resources risk and characteristics, followed by risk identification analysis, and then put forward the enterprise human resources risk prevention strategies and response measures.

Monitoring audit quality and firm resources of audit firm practices in Malaysia: the implementation of ISQC 1

Audit quality is the core of business strategy and key driver of success for audit firms. With the adoption of International Standard Quality Control (ISQC 1), the Malaysian Institute of Accountant (MIA) is enforcing quality control for all audit firms in Malaysia. Semi-structured interviews were conducted for four discussion groups comprised of audit seniors, managers and partners of Big 4 and non-Big 4 audit firms. This research paper reports an exploratory study on the implementation and acceptance of ISQC 1. Results indicate that small audit firms in Malaysia are prepared with the implementation of ISQC 1. However, acceptances vary between the Big 4 and non-Big 4 audit firms. Results also indicate that working experience of the auditors, professional qualifications; education background and on-the-job trainings, and job performance appraisals, do have an effect on audit quality. Hence, the audit firm resources such as human resource characteristics are important in ensuring quality audit work.

Đặc điểm lao động Việt Nam hiện nay

To outline the human resource characteristics of Vietnam's current socio-economic region, the General Statistics Office's recent labor and employment data sources were used for the analysis and assessment of labor situation through comparison of thecountry’s regions. The results show that Vietnamese workers in general and regions’ workers in particular were main simple labors without skilled training; on the other hand, there was a great gap in the quality of labor in socio-economic regions; and sub regions. Therefore, in order to shorten the gap, improve the human resources between regions to meet the needs of local development, step by step integrate into the regional and international labor market, the problem is that the government's policies and solutions are necessary to approach and pay attention to the labor differences in regions and economic-social sub-regional of the whole country based on the characteristics of labor supply and demand currently.

Pencapaian Keunggulan Kompetitif Perusahaan Dengan Pengelolaan Sumber Daya Manusianya

Competitive advantage is created with the sole purpose of making the value that the company had no other place. The problem is, with a wide range of access and flow of information, often competitive value did not last long. Competitive advantage can be created through the management of human resources effectively by pursuing a strategy to create and achieve competitive advantage. There are 13 strategies in the management of human resources as a source of competitive advantage to achieve a competitive advantage of companies that can be implemented by the division includes Human Resources Department; 1) employement security, 2) selective in recruitin, 3) high wages, 4) incentive pay, 5) employee ownership, 6) information sharing, 7) participation and empowerment, 8) self-managed team, 9) Cross utilization and training, 10) symbolic egalitarian, 11) wage compretion, 12) reduces interpersonal competition and improve efficiency through collaboration, and 13) promotion from within. This strategy is intended to create human resources; 1) valuable, 2) rare, 3) difficult, to imitate, and 4) difficult, to substitute. Fourth it becomes an attribute of human resource characteristics that can increase a company's competitive advantage

Indicators related to the rational use of medicines and its associated factors.

ABSTRACTOBJECTIVE To evaluate indicators related to the rational use of medicines and its associated factors in Basic Health Units.METHOD This is a cross-sectional study carried out in a representative sample of Brazilian cities included in the Pesquisa Nacional sobre Acesso, Utilização e Promoção do Uso Racional de Medicamentos – Serviços, 2015 (PNAUM – National Survey on Access, Use and Promotion of Rational Use of Medicines – Services, 2015). The data were collected by interviews with users, medicine dispensing professionals, and prescribers; and described by prescription, dispensing, and health services indicators. We analyzed the association between human resources characteristics of pharmaceutical services and dispensing indicators.RESULTS At national level, the average number of medicines prescribed was 2.4. Among the users, 5.8% had antibiotic prescription, 74.8% received guidance on how to use the medicines at the pharmacy and, for 45.1% of users, all prescribed medicines were from the national list of essential medicines. All the indicators presented statistically significant differences between the regions of Brazil. The dispensing professionals that reported the presence of a pharmacist in the unit with a working load of 40 hours or more per week presented 1.82 more chance of transmitting information on the way of using the medicines in the dispensing process.CONCLUSION The analysis of prescription, dispensing, and health services indicators in the basic health units showed an unsatisfactory proportion of essential medicines prescription and limitations in the correct identification of the medicine, orientation to the patients on medicines, and availability of therapeutic protocols in the health services.

The Human Resources for Health Effort Index: a tool to assess and inform Strategic Health Workforce Investments

BackgroundDespite its importance, the field of human resources for health (HRH) has lagged in developing methods to measure its status and progress in low- and middle-income countries suffering a workforce crisis. Measures of professional health worker densities and distribution are purely numerical, unreliable, and do not represent the full spectrum of workers providing health services. To provide more information on the multi-dimensional characteristics of human resources for health, in 2013–2014, the global USAID-funded CapacityPlus project, led by IntraHealth International, developed and tested a 79-item HRH Effort Index modeled after the widely used Family Planning Effort Index.MethodsThe index includes seven recognized HRH dimensions: Leadership and Advocacy; Policy and Governance; Finance; Education and Training; Recruitment, Distribution, and Retention; Human Resources Management; and Monitoring, Evaluation, and Information Systems. Each item is scored from 1 to 10 and scores are averaged with equal weights for each dimension and overall. The questionnaire is applied to knowledgeable informants from public, nongovernmental organization, and private sectors in each country. A pilot test among 49 respondents in Kenya and Nigeria provided useful information to improve, combine, and streamline questions. CapacityPlus applied the revised 50-item questionnaire in 2015 in Burkina Faso, Dominican Republic, Ghana, and Mali, among 92 respondents. Additionally, the index was applied subnationally in the Dominican Republic (16 respondents) and in a consensus-building meeting in Mali (43 respondents) after the national application.ResultsThe results revealed a range of scores between 3.7 and 6.2 across dimensions, for overall scores between 4.8 and 5.5. Dimensions with lower scores included Recruitment, Distribution, and Retention, while Leadership and Advocacy had higher scores.ConclusionsThe tool proved to be well understood and provided key qualitative information on the health workforce to assist in health systems strengthening. It is expected that subsequent applications should provide more information for comparison purposes, to refine aspects of the questionnaire and to correlate scores with measures of service outputs and outcomes.