Human Resource Evaluation Research Articles

Research Dynamics of Human Resources for Community Health in China

This paper takes community health human resources as the research theme, based on the three core journals covered by China Knowledge Network as the research material, and adopts Citespace and VOSviewer analysis software to analyse the literature, aiming to reveal the laws and trends of community health human resources research and formulate sustainable development strategies. In order to make more effective use of the potential of community health human resources, it is necessary to improve the job analysis of community health human resources, achieve the coordinated allocation of community health human resources, and improve the scientific evaluation of community health human resources.

A Human Resource Evaluation and Recommendation System based on Big Data Mining

This investigation presents a paradigm-shifting Human Resource (HR) Assessment and Recommendation Framework, leveraging progressed huge information mining procedures. Drawing bits of knowledge from cybersecurity, healthcare, education, and further detecting spaces, our framework utilizes a different cluster of calculations, counting Arbitrary Forests, Support Vector Machines, K-Means Clustering, and a Feedforward Neural Organize. The comparative investigation uncovers the Feedforward Neural Network as the standout entertainer, emphasizing its various levels including learning for complicated design acknowledgement inside HR measurements. Uniquely, this framework draws on methodologies and insights from varied domains such as cybersecurity, healthcare, and education, applying these rich, interdisciplinary perspectives to HR analytics. This cross-pollination of ideas enables the framework to adopt sophisticated data mining and pattern recognition techniques that are not traditionally utilized within HR, offering new avenues for detecting and interpreting complex employee data patterns. Result values illustrate the system’s adequacy, with a precision of 88%, an accuracy of 90%, a review of 87%, and an F1 score of 88%. These measurements emphasize the system’s capacity to comprehensively assess worker execution, giving exact suggestions for key HR decision-making. Ethical contemplations, innovation acknowledgement, and custom-fitted proposal frameworks, propelled by related works, are coordinates to guarantee the system’s reasonability over assorted organizational settings. This research contributes to the advancing scene of HR administration, offering a spearheading arrangement for organizations looking for data-driven, comprehensive, and morally sound approaches to workforce optimization.

Development of A Decision Support System Algorithm for Human Resource Evaluation

Development of A Decision Support System Algorithm for Human Resource Evaluation

SUSTAINABLE ORGANIZATIONAL PERFORMANCE IN HEALTHCARE: A LITERATURE REVIEW

Purpose: The purpose of this research is to explain the variables that influence Sustainable Organizational Performance (SOP) in health services. Theoretical framework: Performance assessment plays a key role in delivering high-quality healthcare services. Concept of Sustainability Organizational Performance (SOP) considers the natural environment, social and economic aspects of performance, which is also in line with the Triple Bottom Line (TBL) concept. The review aims to identify which factors are most important in the literature for Sustainability Organizational Performance in health services. Methods: The method used is PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-analyses). Database searches were carried out via Google Scholar, Science Direct and PubMed. The keywords used in journal searches are Sustainable Organizational Performance" OR "Sustainability Performance" OR "Sustainability Organizational". Result and Conclusion: The results of the database search obtained 4,022,675 journals that matched the keywords, which were then screened based on inclusion criteria and exclusion criteria to obtain 36 journals. Of the 36 journals, there are 64 variables that influence SOP. Implications of research: This study enhances ten variables of which are the highest variables that influence the SOP the most, namely Outcome, Leadership, Culture, Innovation, Human Resource Management, Knowledge Management, Strategy, Organization, Evaluation and Competitiveness which influence each other. Originality/ Value: The value of this article can be used as material for conducting further research on health service organizations to get an idea of how organizations achieve sustainability outcomes.

A comparative review of human milk banking and national tissue banking programs.

This paper explores the legislative and operational commonalities and differences in Medical Products of Human Origin (MPHO) programs, including blood, hematopoietic cells, tissues and reproductive cellsand human milk banking. The analysis includes ethical principles in donation and utilization, policies and legislation, public awareness and education, registries, guidelines in donor selection, safety and quality assurance, operational models and funding, infrastructure and human resources andbiovigilance and evaluation of outcomes. Unlike other MPHO, the need for donor human milk (DHM) may be greatly reduced, that is, by ensuring optimal support for maternal lactation and breastfeeding. This should not be lost in the drive for wider and improved service provision. Nevertheless, increased overall demand for DHM is expected as a result of forthcoming international recommendations and also its increased use as the first-choice supplement to a mother's own milk both within and beyond preterm, low-birthweight and sick infant populations. Insight into current human milk banking highlights differences and gaps in practices that can benefit from further exploration and harmonization. Strong similarities with the ethical and operational principles underpinning donation and processing of the diverse MPHO suggest that legislating human milk banks within similar MPHO frameworks may bring additional safety and facilitate improved product quality. Moreover, that MPHO-inspired models operating within attainable regulatory requirements may contribute to sustainable human milk banking activity and growth.

The Evaluation of Electronic Human Resources (eHR) Management based Internet of Things using Machine Learning Techniques

The eHR solutions are frequently employed in large organizations and sectors. For the company, such eHR is extremely competent, congruent, affordable, and committed. These days, eHR is greatly impacted by the Internet of Things (IoT), which provides eHR functions like standards, privacy, and security with a variety of facilities and supports. There are several uses for eHR and IoT together to execute plans, rules, and practices inside the company. The five essential components of an eHR are e-Selection, e-Recruitment, e-Performance, eCompensation, and e-Learning. The suggested system in this study consists of two components. The first section covered a discussion and detailed explanation of the different eHR tasks using examples. The second section describes and provides examples of analytics of data using IoT for every eHR task. The four parts of the data analytics section are as follows: (a) preparing the data; (b) choosing features; (c) classifying the data; and (d) assessing performance. Four HR analytic datasets gathered at the Kaggle site were used to conduct extensive experimentation for each eHR activity. Ultimately, each dataset was used to perform performance with appropriate reasons for each eHR activity. CART outperformed kNN and SVM classifiers in terms of performance.

Human Resource Management in Improving the Competence of Multisite Study Teachers at MAN 1 Tulungagung and MAN 2 Tulungagung

This research aims to find and analyze in depth related to: a) human resource planning in improving teacher competency, b) implementation of human resources in increasing teacher competency, c) evaluation of human resources in improving teacher competency, and d) follow-up of resources human resources in improving teacher competence. This research was carried out using a qualitative approach to the site study type with a multisite design. The research locations chosen were Madrasah Aliyah Negeri 1 Tulungagung and Madrasah Aliyah Negeri 2 Tulungagung. The data collection techniques used participant observation, in-depth interviews and documentation. The collected data is then analyzed via single sites or across sites using data condensation techniques, data presentation and drawing conclusions. All data will be tested for validity through credibility tests, transferability tests, dependability tests and confirmability tests. The results of the research show: a) human resource planning in improving teacher competency reveals mapping of existing human resource needs, followed by analysis of human resource needs and programming of recruitment plans, b) implementation of human resources in improving teacher competency is carried out by recruitment through two ways, internal recruitment and external recruitment, and selection, c) evaluation of human resources in improving teacher competency is carried out using a periodic system every month, every semester and every year which is managed by the madraah leadership. Evaluation activities are carried out through monitoring and supervision with a determined schedule, and d) follow-up of human resources in improving teacher competency with several patterns, including: training, education, position rotation and MGMP.

The Urgency of Educational Management in Developing Islamic Educational Institutions

This research aims to explain the urgency of developing Islamic educational institutions. This type of research is qualitative with a Library Research approach. The research data is in the form of data about the urgency of educational management, Islamic educational institutions from primary sources in educational form management books, Islamic educational institutional development books, and relevant journals. Data collection techniques were carried out using documentation studies. The researchers' data sources were obtained from books and journals about the urgency of educational management in Islamic educational institutions. Data analysis uses Content Analysis. Based on the research results, it was found that educational management has a very important urgency in developing educational institutions. The urgency of educational management in developing educational institutions includes Improving the Quality of Education, Resource Efficiency, Planning Strategy, Providing an Optimal Learning Environment, Human Resource Development, Evaluation, and Continuous Improvement, which are called Educational Goals. Thus, educational management is a very important foundation in developing educational institutions so that they can provide quality, efficient education in line with the demands of the times. Thus, this conclusion shows that Islamic education management in developing educational institutions can make a positive contribution to creating better educational institutions.

Academic Performance Assessment Prediction Model Using the Adaptive Neuro-Fuzzy Inference System Method

Performance evaluation of Human Resources is an important part of an organization or company. One of the HR in tertiary institutions that must be evaluated is academic performance. The author conducted research on the factors of academic performance assessment. Therefore, we need a system that can classify academic performance optimally in order to improve the quality of academic performance. In this research, we construct a predictive model for academic ability evaluation using Adaptive Neuro-Fuzzy Inference System method. The ANFIS method shows a very good data accuracy of 92.20%. From each variable motivation to work appraisal show is a Good, competence to work appraisal = Good, compensation to work appraisal show is a Good, responsibility to work appraisal show is a Good, and job satisfaction to work assessment show is Good.

Analisis Kinerja Karyawan pada Hana Bank Gatot Subroto Jakarta

Performance appraisal is needed by every business organization to determine the results or level of success of employees. Through performance appraisal, the results can be used for purposes including human resource decisions, evaluation, and feedback. Positive feedback will show that employees feel valued from their work and can tell what things need to be improved from them so that employees will improve their performance, the purpose of this research is to find out how employees work at Hana Bank, this research uses the method model qualitative approach with descriptive analysis techniques, employee performance at Hana Bank Gatot Subroto Jakarta still has obstacles in maximizing employee performance such as: Absences, employee absences at Hana Bank Gatot Subroto Jakarta still show a bad percentage, this greatly affects the performance and discipline of employees in carrying out duties and responsibilities, then problems in communication that result in non-delivery of accepted job duties and responsibilities. There are findings that the work quality of Hana Bank Gatot Subroto Jakarta employees is very good, where Hana Bank Gatot Subroto Jakarta always improves good facilities to increase and maintain employee satisfaction and quality to improve employee performance.

Research of the System for Evaluation and Development of Human Resources in an Organization from the Insurance Sector

This article focuses on determining the specifics of human resources through the prism of their role in the insurance company, their participation in its activity and their contribution to the results. The article presents at a conceptual level the approach, structure, goals and tasks of such a study, and describes the expected results. The structure of the insurance company is described in view of the distribution of human resources. The arguments for the need for such a study, imposed by the dynamics of development of the insurance sector, the new challenges before it and the role of people as the main resource, are also indicated.

INTELLIGENT SYSTEMS FOR FORMING PROJECT TEAMS IN SAFETY-ORIENTED SYSTEMS

Human security project teams are formed in higher education institutions that train qualified civil protection specialists. One of the tasks is to increase the efficiency of forming SOS project teams by HR services, as well as to improve the recruitment and selection procedure using modern information technologies. Developing human resources, improving the quality of higher education for its applicants. Information systems provide high speed data processing, information search, recruitment optimization and candidate analysis. Automation of HR processes helps to reduce the labor intensity and resource costs of tasks. New models, methods, and technologies for processing materials and information about applicants for the purpose of evaluating them for further involvement in the SOS project will contribute to the sustainable development of the organization. The subject of the study is models for automating the selection of personnel in safety-oriented systems with their subsequent formation into project teams of the civil protection service and law enforcement agencies. One of the components of human resource management is the implementation of a subsystem for the assessment and selection of human resources, the initial elements of which are the basis for making personnel decisions on the formation of project teams. The purpose of the study is to formalize the criteria for selecting candidates to reduce the subjectivity of the assessment; optimize and automate the selection process, design expert decision support systems for HR. The article sets the following tasks: to design an information system for the formation of project teams in safety-oriented systems, taking into account the parameters of personal human qualities and professional skills of candidates using information expert systems. To improve the quantitative assessment and qualitative indicators of applicants, it is advisable to formalize the criteria and their weighting coefficients using the theory of qualimetrics and personnel assessment methods. The following research methods were used: system analysis, empirical methods, and project management methodology. The following results have been obtained: a model-scheme of an iterative approach to the development of an information system for human resource management for higher education institutions, taking into account specific learning conditions, has been developed. Conclusions. The methods of evaluation and selection of human resources, as well as the criteria for their selection in complex socio-technical systems are analyzed. The possibilities of automating HR processes and integrating an information system to support the formation of project teams in a safety-oriented system are considered. description of the life cycle of complex systems of a safety-oriented system, namely, the life cycle of such complex socio-technical systems is described, taking into account their characteristics and environment.

Quality Assurance in Improving the Quality of Human Resources (Multisite Study at UIN Maulana Malik Ibrahim Malang and UIN Sunan Ampel Surabaya

The purpose of this study is to describe in depth about 1) policies in improving the quality of Human Resources 2) Standards in improving the quality of Human Resources 3) Implementation in improving the quality of Human Resources 4) Control in improving the quality of Human Resources. This research uses a qualitative type with a phenomenological approach and a multi-site design. Data collection techniques using in-depth interviews, participant observation and documentation study. Data analysis includes single-site and cross-site data analysis, with data analysis techniques: data condensation, data presentation and drawing conclusions. The results of this study are policies to improve the quality of Human Resources implemented by UIN Maliki and UINSA teaching staff: postgraduate and doctoral advanced study programs, learning by research workshops, short courses, professor acceleration programs, lecturer certification, seminars at local, regional and international levels , training in writing articles and books, short courses and group discussion forums, non-educational staff at UIN Maliki & UINSA: workshops, seminars, character building training, work motivation training, opportunities for Hajj & Umrah pilgrimage, Standards for improving the quality of human resources at UIN Maliki & UINSA: refers to the standards set by the government according to the standards of the Constitution and in accordance with the principles of quality assurance from Deming’s theory. The implementation of the quality of Human Resources carried out by UIN Maliki & UINSA: through the stages of recruitment of Human Resources, selection of Human Resources, and evaluation of Human Resources as well as Quality Control of Human Resources carried out at UIN Maliki & UINSA through: pedagogic competence, personal competence, social competence, and professional competence.

INTELLIGENT SYSTEMS FOR FORMING PROJECT TEAMS IN SAFETY-ORIENTED SYSTEMS

Human security project teams are formed in higher education institutions that train qualified civil protection specialists. One of the tasks is to increase the efficiency of forming SOS project teams by HR services, as well as to improve the recruitment and selection procedure using modern information technologies. Developing human resources, improving the quality of higher education for its applicants. Information systems provide high speed data processing, information search, recruitment optimization and candidate analysis. Automation of HR processes helps to reduce the labor intensity and resource costs of tasks. New models, methods, and technologies for processing materials and information about applicants for the purpose of evaluating them for further involvement in the SOS project will contribute to the sustainable development of the organization. The subject of the study is models for automating the selection of personnel in safety-oriented systems with their subsequent formation into project teams of the civil protection service and law enforcement agencies. One of the components of human resource management is the implementation of a subsystem for the assessment and selection of human resources, the initial elements of which are the basis for making personnel decisions on the formation of project teams. The purpose of the study is to formalize the criteria for selecting candidates to reduce the subjectivity of the assessment; optimize and automate the selection process, design expert decision support systems for HR. The article sets the following tasks: to design an information system for the formation of project teams in safety-oriented systems, taking into account the parameters of personal human qualities and professional skills of candidates using information expert systems. To improve the quantitative assessment and qualitative indicators of applicants, it is advisable to formalize the criteria and their weighting coefficients using the theory of qualimetrics and personnel assessment methods. The following research methods were used: system analysis, empirical methods, and project management methodology. The following results have been obtained: a model-scheme of an iterative approach to the development of an information system for human resource management for higher education institutions, taking into account specific learning conditions, has been developed. Conclusions. The methods of evaluation and selection of human resources, as well as the criteria for their selection in complex socio-technical systems are analyzed. The possibilities of automating HR processes and integrating an information system to support the formation of project teams in a safety-oriented system are considered. description of the life cycle of complex systems of a safety-oriented system, namely, the life cycle of such complex socio-technical systems is described, taking into account their characteristics and environment.

Developing a capacity building training model for public health managers of low and middle income countries.

The challenges faced by the low and middle-income countries (LMIC) in the field of public health management calls for the capacity building of qualified and trained public health managers in order to improve the effectiveness and efficiency of the health care delivery system. Most of the existing training programs for public health management are based in the settings of developed countries, which hinders their application in LMIC countries. The objective of this paper is to document the process of development and evaluation of a capacity building program for public health managers of various LMICs. A training program was developed using Kern's six-step framework with several innovative learning and assessment methodologies and evaluation using Kirkpatrick training evaluation model. Delphi technique was used for program development. This five to ten-day partly/fully funded six International Public Health Management Development Programs (IPHMDP) programs was conceptualized which enrolled 178 participants from 42 countries between years 2016 and 2019. Based upon the elaborative discussion in four rounds of Delphi technique, the problem and challenges faced by public health mangers and eight key competencies (viz. Leadership and governance, Project/ program planning, financial management, supply chain management, quality management, Human Resource management, monitoring and evaluation, and communication.) were identified. The group consensually agree upon a blended teaching methodology comprising of chalk and talk approach, inquiry based learning, participatory student based learning, small group instructions, gamification, project-based learning and field-based learning. There was a significant increase in participants' knowledge score (P<0.0001) after all programs especially in the competencies of monitoring and evaluation, followed by project/ program planning, supply chain management and quality management. The majority (90%) submitted their action plan one week following the program, out of which 64% implemented their action plans within six months. A majority (54.7%) of participants were able to implement their learning once they went back by conducting similar training/ workshop/webinars in their settings. The comprehensive public health management program in LMIC settings strengthens the competencies of public health managers which can be replicated in similar settings across LMIC to mitigate diverse challenges in public health management.

Implementasi Manajemen Sumber Daya Manusia dalam Meningkatkan Efektivitas Pendistribusian Sedekah di Kota Bogor

This study aims to determine the process of recruitment and placement, development or training, and evaluation of human resources in increasing the effectiveness of alms distribution in the philanthropic institution Aksi Cepat Tanggap (ACT) Bogor City Branch. This study uses a descriptive research method with a qualitative approach. The results of this study indicate that the initial recruitment and placement process sets short and long-term goals, after placing volunteers according to their place of residence and the cluster they choose. The development or training has not implemented because it is still improving the core management of the Indonesian Volunteer Society (MRI). Evaluation of human resources with volunteer schedules, volunteer needs, goals and target programs, as well as maintaining institutional independence values.

Statistical evaluation of the impact of education on changes in labor supply in the labor market

Introduction. The particular role of statistical evaluation of the impact of education on changes in the supply of labor resources in the labor market is corroborated in the presented paper. A comparative analysis is conducted related to the evaluation of the impact of the structure of competencies and education of accountants and auditors on meeting the demands of the labor market. The presented study employed the quantitative research design. It allows to provide replies to questions concerning the relationships existing between variables in order to elucidate, predict and control the respective phenomena. The purpose of the paper is to investigate the sustainability of qualifications among accounting graduates in accordance with the demands of the labor market. Results. The authors deem it necessary to conduct further research for the purpose of searching for modern tools, particularly in terms of quantitative and qualitative evaluation of human resources at every life cycle of an individual. A survey was carried out among 250 auditors - graduates of Oles Honchar Dnipro National University. The Statistical Package for the Social Sciences (SPSS) was utilized for data analysis. The following statistical tools were employed: Kolmogorov-Smirnov test for normality; Pearson correlation coefficient for validity; Cronbach's Alpha for reliability statistics; frequency and descriptive analysis; T-test. Conclusion. The analysis of the data showed that the university’s contribution to improving the skills of accounting graduates is high, with the mean value (skills of accounting graduates) amounting to 3.86, the test value = 16.5 and P-value = 0. Furthermore, the results of the data analysis also identified positive feedback with regard to the university's contribution to the professional development of accounting graduates, with results showing that the university plays a prominent role therein, the mean value (suitability of accounting curricula) equals 3.67, test value=-12.5 and P-value=0. Recommendations were provided for the improvement of the educational process related to professional training of future accountants and auditors. Prospects for further research lie in the analysis of the compliance of accounting curricula employed in universities with the demands of the labor market.

Change Management in Hospitals: A Framework Analysis.

Hospitals are complex organizations that frequently need changes especially in service delivery processes, organizing, human resource management, monitoring and evaluation and technologies. Maintaining and improving productivity is a key requirement in hospital change management. Therefore, we need to develop and expand an appropriate model for management of changes in hospitals; which is the main purpose of this study. A qualitative approach was used to conduct semi-structured interviews in 2019-2020 with 12 expert managers at Mashhad University of Medical Sciences, Mashhad, Iran. A pre-structured framework was applied for the data analysis. Four main themes and nine sub-themes were identified as the main phases or stages of the framework that can be used to manage changes that aim to improve efficiency in hospitals. The main themes were problem identification and initial support; studying, designing and planning; participation in implementation; considering executive requirements; and implementation, assessment, feedback and stabilization. Management of changes that aim to improve hospital efficiency requires a practical model that was specifically developed by this study. This model should consider all the key elements that were identified; and should consider the expectations of the key stakeholders and their contribution in implementing the change.

IMPACT OF HRM PRACTICES &amp; JOB SATISFACTION IN SELECTED PRIVATE BANKS OF BANGLADESH

Human Resource Management includes planning, job analysis, job design, acquisition, training and development, compensation, appraisal, benefits, rewards, safety, health, motivation, job evaluation, human relations, employee counselling and personnel research of human resources. The main purpose of the study is to investigate the Impact of HRM Practices &amp; Job Satisfaction in Selected Private Banks of Bangladesh. To conduct this research, 85 respondents from Dutch Bangla Bank Ltd., United Commercial Bank Ltd., Dhaka Bank Ltd., &amp; One Bank Limited leading private commercial banks of Bogura &amp; Sirajganj District of Bangladesh. This study is based on primary as well as secondary data in nature. Primary data have been collected with help of a structured questionnaire which was administered personally to the bank employees. The primary data have been analysied with help of SPSS software. This study tried to disclose the relationship between employees’ satisfaction and various dimensions of HRM practices. In this study, we considered nine major factors which represented most of the human resources management practices followed by different private banks. The study reveals that all HRM dimensions exercised in the private banking sector of Bangladesh falls short to satisfy the employees equally. Most of the employees are dissatisfied with Compensation System followed by reward and motivation, Career &amp; Development, training and development, Management System, and job design and responsibilities. It is found the HRM practices in the private banking sectors of Bangladesh have not been fully developed and there is the urgent need to employ the services of HR professionals, consultants and researchers to help shape and develop new directional focus that will ensure an efficient and effective human resource practices.” KEYWORDS: HRM, HRM practices, job satisfaction, private commercial banks, Bangladesh”

The Performance Evaluation Model of Hotel Green Human Resources Based on Internet of Things and Fuzzy Theory

The Internet of Things (IoT) is influencing national centers of excellence as well as businesses’ approaches to development and how they generate and exploit opportunities in day-to-day hotel activities. The IoT is revolutionary and will transform how human resources are created and managed, necessitating a fresh and adaptable strategy for human resource development. The promise of the IoT is that each device will have a unique means of identifying itself and will be addressable, allowing any object to be connected. This will present a new difficulty to how green human resource development in hotels is conducted. Besides, environmental protection has emerged as the most pressing problem in world politics. Green problems are widely acknowledged as a fundamental source of development. Due to increased customer awareness, the hotel service sector has advanced in terms of quality of services as green marketing has evolved into a crucial instrument for sustainable business approaches. Green marketing strategies are being implemented by businesses to improve company success. In order to improve the adaptive performance assessment capacity of hotel green human resources, this research proposes a performance evaluation model of hotel green human resources based on the Internet of Things and fuzzy theory. It develops a large data analysis model of hotel green human resource performance by statistically quantitatively assessing the constraint parameters of hotel green human resource performance assessment. It extracts the entropy characteristic amount of hotel green human resource performance big data to make the best choice and assessment of hotel green human resource performance by green hotel maximum economic benefit evaluation and fuzzy decision technique. Furthermore, it builds an expert system analysis model for evaluating the hotel green human resource performance. Adaptive optimization of hotel green human resource performance evaluation is carried out by the fuzzy theory adaptive learning algorithm, and the optimization strategy of the hotel green human supply performance evaluation model is realized by similarity characteristic parameter estimation and fuzzy multidimensional parameter constraint. The simulation results show that the performance evaluation of hotel green human resources with this method has high accuracy and good confidence level, which improves the performance evaluation efficiency of hotel green human resources.