Human Resource Planning Research Articles

Pengaruh’fungsi Operasional Kepegawaian dan Lingkungan Kerja Non Fisik terhadap Kinerja Karyawan PT. PLN (PERSERO) Pusat Manajemen Proyek Semarang

The purpose of this research is to determine the influence of Staff Operational Functions and Non-Physical Work Environment on Employee Performance at PT. PLN (Persero) Semarang Project Management Center. This research uses quantitative descriptive methods. The sample in this research is all employees who are members of PT. PLN (Persero) Semarang Regional Project Management Center with 100 employees. The analytical method for this research uses multiple linear analysis techniques using SPSS version 26 software. The research results show that : (1) Human Resource Planning (2) Performance Appraisal (3) Payroll System (4) Non-Physical Work Environment has a positive and significant effect on Employee performance. However, training shows a negative and significant influence on employee performance.

Advanced Practice Nurses and Their Roles in Swiss Cancer Care: A Cross-Sectional Study

ObjectivesTo examine the advanced practice nurse workforce in Swiss cancer care and how their roles are being implemented (eg, role structures, processes) to achieve optimal outcomes for patients and their families, care organizations, and the broader health care system. MethodsA cross-sectional study was conducted. The sample included master-prepared advanced practice nurses in cancer care, who completed an online questionnaire from December 2021 to January 2022. Thirty-nine items assessed structures (eg, role characteristics, utilization), processes (eg, role activities, interventions), and perceived outcomes (eg, for patients, the health care system) of advanced practice nurses in Swiss cancer care. Data from closed questions were analyzed using descriptive statistics. Data from open-ended questions were organized and summarized into categories related to domains of advanced practice nursing and its reported frequency by the advanced practice nurses. ResultsThe participating advanced practice nurses (n = 53), worked in half of the 26 Swiss cantons. Interventions were identified within nine categories, of which most were targeted to patients and their families (n = 7), followed by health care professionals (n = 2). Perceived positive outcomes were patient symptom management, length of hospital stay, and health care costs. Participants felt less confident in cancer care (eg, autonomous practice) and reported 15 professional development needs (eg, medical interventions, teaching). ConclusionsThis study provides a comprehensive examination of 53 advanced practice nurses, detailing the characteristics of their roles and utilization across various jurisdictions and health care settings. The results highlight the diverse dimensions of advanced practice nursing and its potential to enhance cancer services and outcomes in Switzerland. Opportunities for role development support and expansion are identified. Implications for Nursing PracticeMore systematic health human resource planning is needed to expand the deployment of advanced practice nurses across jurisdictions, practice settings, and more diverse patient populations. Role development needs show the desire for specialized educational preparation in cancer care.

Bridging the Gap: Smile in Any Language

This case focuses on English language preparation in the hospitality industry. Recruiting and retaining employees is an important component of any human resource plan. Safe and effective operations are a measure of employee satisfaction. The increased sourcing of new employees in limited-service hotels that require minimum levels of English proficiency has increased steadily. Incorporating English Language Acquisition (ELA) into a training and development plan presents unique challenges not addressed in the hospitality curriculum nor in many management training programs. This case deals with English language proficiency in a select-service hotel from the perspective of a General Manager.

Perencanaan Sumber Daya Manusia: Kunci Keberhasilan Pendidikan Abad ke-21

Human Resource Planning (HRP) in the context of 21st century education is the key to the success of educational institutions. The global transformation that is taking place in this era demands the adaptation of the education system to meet the increasingly complex and dynamic needs of society. This research aims to investigate the role of HRP in supporting the success of 21st century education. The research methodology involves literature analysis and case studies of HRP implementation in several leading educational institutions. The results of the research show that effective HRP requires strategic integration between government policies, educational institution management, and teacher empowerment. Curriculum renewal, training for teachers in using cutting-edge technology, and the application of innovative teaching methods are critical elements in successful HRP.

أثر التحول الرقمي على وظائف إدارة الموارد البشرية: دراسة تطبيقية على دائرة ضريبة الدخل والمبيعات الأردنية

This study aimed to identify the impact of digital transformation and its application requirements (strategic planning, infrastructure, transformational leadership, organizational change) on human resource management functions (human resource planning, performance management, recruitment, work design, training) in the Jordanian Income and Sales Tax Department. To achieve the objectives of the study and to answer its questions, the study used the analytical-descriptive approach through a field study, and the questionnaire was used as a tool to collect data from the study sample, which is represented by employees in the directorates of the Jordanian Income and Sales Tax Department. The sampling method used was convenience sampling and consisted of 383 responses. The study reached a set of results, the most prominent of which was the presence of a medium degree in the level of digital transformation in the Jordanian Income and Sales Tax Department. The results also showed that there is a statistically significant effect at the level (0.05 ≥ α) of the digital transformation with its dimensions combined on the functions of human resources management with its dimensions combined.

Defining the Canadian rural general surgeon.

A total of 18%-30% of Canadians live in a rural area and are served by 8% of the country's general surgeons. The demographic characteristics of Canada's population and its geography greatly affect the health outcomes and needs of the population living in rural areas, and rural general surgeons hold a unique role in meeting the surgical needs of these communities. Rural general surgery is a distinct area of practice that is not well understood. We aimed to define the Canadian rural general surgeon to inform rural health human resource planning. A scoping review of the literature was undertaken of Ovid, MEDLINE, and Embase using the terms "rural," "general surgery," and "workforce." We limited our review to articles from North America and Australia. The search yielded 425 titles, and 110 articles underwent full-text review. A definition of rural general surgery was not identified in the Canadian literature. Rurality was defined by population cut-offs or combining community size and proximity to larger centres. The literature highlighted the unique challenges and broad scope of rural general surgical practice. Rural general surgeons in Canada can be defined as specialists who work in a small community with limited metropolitan influence. They apply core general surgery skills and skills from other specialties to serve the unique needs of their community. Surgical training programs and health systems planning must recognize and support the unique skill set required of rural general surgeons and the critical role they play in the health and sustainability of rural communities.

INTEGRATED TALENT MANAGEMENT STRATEGIES AND EMPLOYEES’ TURNOVER INTENTIONS IN MANUFACTURING INDUSTRIES, SOUTH-WEST, NIGERIA

Manufacturing sector in South-West Nigeria grapples with the significant challenge related to employees' turnover intentions. Despite the adoption of talent management strategies, persisting issue remains unchanged. This study therefore examines phenomenon of employee turnover intentions within manufacturing industries in South-West Nigeria. Human resource planning, recruitment and selection, employee training and development, retention strategies, health & safety management, performance appraisal are among strategies that have been examined. Employing a descriptive survey research design. Findings indicate low level of employees’ turnover intentions, high adoption rates of all examined talent management plans, significant shared & relative contributions of these strategies to employees turnover intentions. This study reveals that manufacturing sector in South -West Nigeria is confronted with substantial challenge about employees' turnover intentions. Recommendations include the adoption of additional talent management strategies, regular evaluation of efficacy of integrated talent management practices, & improvement of retention programs based on identified strategies contributing significantly towards employees’ turnover intentions.

ANALISIS JABATAN, PERENCANAAN SUMBER DAYA MANUSIA DAN REKRUTMEN TERHADAP KINERJA PEGAWAI

This research aims to empirically analyze job analysis, human resource planning and employee recruitment on employee performance. In the form of a case study at the Bireuen Regency Education and Culture Office. Using quantitative research with path analysis. Data collection was carried out using a questionnaire on a sample of 65 employees. The research results show: (1) There is a causal relationship between exogenous variables, namely job analysis, HR planning and recruitment with an average correlation value of 0.53. (2) There is a direct and indirect influence of job analysis on employee performance of 35.29%. (3) There is a direct and indirect influence of HR planning on employee performance of 43.97%. (4) There is a direct and indirect influence of recruitment on employee performance of 40.67%. (5) Simultaneously the contribution of job analysis, HR planning and recruitment had an impact on the performance of Bireuen Regency Education and Culture Service employees by 79.1%.

Long-term trends in the work hours of physicians in Canada.

Physician work hours directly influence patient access to health care services and play a vital role in physician human resource planning. We sought to evaluate long-term trends in hours worked by physicians in Canada, overall and by subgroup. We used Statistics Canada's Labour Force Survey to identify physicians via occupation and industry coding information. We estimated descriptive statistics and performed graphical analysis of the average weekly hours worked by physicians over the 1987-2021 period. Overall, weekly physician work hours remained stable from 1987 until 1997, after which they declined. Average weekly hours decreased by 6.9 hours (p < 0.001), from 52.8 in 1987-1991 to 45.9 in 2017-2021. Among male physicians, work hours declined notably after 1997, while those of female physicians remained relatively stable at around 45 per week. Hours worked by married physicians declined significantly, amounting to 7.4 fewer hours per week (p = 0.001). In contrast, unmarried physicians displayed a statistically insignificant decline of 2.2 hours (p = 0.3). The COVID-19 pandemic was associated with a sharp but brief disruption in weekly hours; by the end of 2020, physicians' work hours had returned to prepandemic levels. These findings may indicate a long-term shift in work preferences among Canadian physicians; male physicians may be seeking a better work-life balance, which, in turn, has narrowed the gap in hours worked by sex, with potential implications for pay equity. Policymakers and planners should carefully consider changes in hours worked, rather than just the total number of physicians, to ensure an accurate evaluation of the physician workforce.

Research on the Effective Integration of Human Resource Management and Talent Training

This study explores the effective integration path of human resource management and talent training in order to enhance the core competitiveness of enterprises. The study reveals the critical importance of the formulation of human resource plans, the design of scientific training courses, and the application of scientific and technological means in the integration of human resource management and personnel training. The research results show that through these three links, enterprises can effectively realize the optimal allocation of human resources, improve the training effect, and improve the efficiency of integration. Future research needs to explore more deeply how to better integrate human resource management and talent cultivation in a dynamically changing environment, and how to use new technological means and theoretical models to improve the integration effect.

Workshop Perhitungan Kebutuhan Ketenagaan Di Rumah Sakit

Hospital staffing is a concept that includes planning, management and development of human resources in the context of health service provision. Calculation of hospital personnel needs is an inevitable foundation for ensuring optimal and responsive health services. The aim of this community service is to socialize the calculation of staffing needs in hospitals. The implementation of community service was carried out in the hall of one of the private hospitals in the city of Bogor on 21 – 22 February 2024 at 08.30 – 16.00 WIB. The lecturers' community service activities were attended by 23 unit heads who came from several units in the hospital. Workshops create opportunities to build synergy among various teams and departments within the hospital. Strong collaboration between management, medical personnel, and administrative staff helps align efforts to achieve common goals. The availability of doctors, nurses and other professional health workers has a direct impact on a hospital's ability to provide good health services. The number and quality of health workers will influence the level of attention and care that can be given to patients.

A Framework for Future Analysis of Ophthalmology Fellowships in Iran: Call for Action, Implications and Recommendations.

Ophthalmology fellowship is focusing on the educational advancement, medical research progress and academic productivity by transforming general ophthalmologists into superior clinical capacities in ophthalmology. There is a vast majority of ophthalmologists who wish to undertake fellowship degrees. The fellowship programs have several benefits for ophthalmologists and medical institutions. However, the expansion of ophthalmic fellowships has resulted in a greater number of ophthalmology visits, the possibility of unnecessary subspecialty eye examinations, induced demand and increasing eye-care costs. Moreover, sub-specialized ophthalmic services are not accessible to patients in remote regions. This can lead to a degree of inequity in the provision of healthcare services in the healthcare system. The massive expansion of fellowships in ophthalmology is revitalizing the necessity for evaluation of the need for post-residency education and providing effective planning for the future of the ophthalmic human-resource for eye health. This narrative review includes an integration and descriptive summary of the existing evidence on trends and different aspects that affect the future of ophthalmic fellowship education. Moreover, we pinpointed challenges such as maintaining standards in fellowship education, keeping an efficient production of graduates, and improving productivity in both patient care and education. We explored potential solutions to overcome these challenges. The 7-step framework for future analysis suggested here includes Determining educational needs and desired outcomes, Evaluating the current status of fellowship education, determining the gaps, and appropriate solutions, analyzing possible future trends and their impact on ophthalmology practice, investing in virtual educational technology, developing new educational horizons by foresight expert panels, and human-resource planning.

Sustainable Human Resource Practices and Framework in the Selected Philippine State Universities and Colleges (SUCs): A Case Study

Despite the significance of Sustainable Human Resource Management (SHRM), there is a dearth of academic literature on this subject in the context of Philippine State Universities and Colleges (SUCs). The goal of this research is to analyze current human resource practices, look at the key underlying factors that affect them, and develop a comprehensive and integrated model of human resource management that considers shifting social and economic conditions as well as the demographics of the workforce in SUCs. The proposed model can be used as a roadmap to enhance human resource practices, develop human capital, and create more sustainable human resource planning in the Philippine public sector. For this case study, information was gathered through in-depth interviews with 30 key respondents from selected SUCs who held managerial, supervisory, and rank-and-file positions. The study's findings will offer advice to academic HR managers on how to improve HR procedures and administration to be more employee-focused. Thus, the proposed framework is useful for making decisions about how to sustain employees in the Philippine SUCs.

Analisis Alokasi Tenaga Kerja Pada Proyek Pembangunan Gedung Sekolah Di Jalan Kecipir

The rapid development of construction projects and population growth in Indonesia creates a great need for facility development. A project is a method that combines a series of temporary activities with a starting and ending point. In construction service companies, a common problem that often occurs is human resource management. Human resource planning methods that are not optimal and their allocation is uneven can hamper project completion. This article aims to analyze the allocation of labor, especially in the school construction project on Jalan Kecipir. The research was carried out for 3 three months, from December 2023 – February 2024. The required data was collected by conducting literature studies and requesting data from related parties. The data analysis technique used is the Resource Leveling method using Microsoft Project Software. The results show that the allocation of labor in the school building construction project on Jalan Kecipir is uneven and experiencing overall allocation (excess allocation). There are several types of workers whose labor requirements exceed the limit of labor availability, including workers, foremen, bricklayers, head carpenters, carpenters and ironworkers. With the highest demand for each workforce, there are 54 workers, 12 foremen, 18 bricklayers, 6 head carpenters, 20 carpenters and 15 ironworkers

Implementasi Manajemen Sumber Daya Manusia dalam Kegiatan Rekrutmen Petugas Ibadah Haji Kantor Kementerian Agama Kabupaten Kendal Tahun 2023

Recruitment of Hajj officers is the first way to find a competent Hajj officer or guide. In looking for quality human resources, there needs to be a strict selection process in order to find Hajj officers who are truly competent and capable in this field. This research uses a descriptive qualitative method, by describing the results of interviews and observations. The aim of this research is to find out thoroughly how the Hajj Officer Recruitment process is and the form of human resource management implemented. The research results show that the form of implementation of human resource management is said to be successful because there is preparation and planning of human resources in accordance with the management functions implemented in the Hajj Officer recruitment activities referring to Planning, Organizing, Actuating, Controlling. The form of implementing human resource management to obtain qualified and competent Hajj officers is through training or equipping activities for Hajj officers carried out at the provincial level with the aim of improving the quality of Hajj officers, improving conceptual characteristics and leadership qualities.

Innovative nursing employment initiatives to strengthen and sustain the health workforce in Canada.

Health systems worldwide are at a critical juncture due to an increasing demand for health services and a diminishing pool of health human resources. While COVID-19 exacerbated nursing deficits, the need to strengthen and sustain the health workforce in Canada was evident decades prior and supported by numerous studies that warned of significant shortages. Post pandemic, building health system capacity has become paramount. This article examines innovative nursing employment initiatives in Canada. It provides a snapshot of federal, provincial and territorial approaches, with a particular focus on Internationally Educated Nurses (IENs) due to burgeoning interest in and competition for their skills and services. However, recognizing that health human resource planning is a persistent challenge, further initiatives are suggested. These include complementary policy development to improve retention and policy frameworks that support proactive long-term strategies to address the cyclical shortage of nurses.

Effect of Human Resource Management Practices on Organizational Performance in Rwanda. A Case of International Training and Motivation Africa Limited

This study delved into the effect of Human Resource Management Practices on the performance of International Training &amp; Motivation Ltd Company. The focus was on examining the effect of human resource planning and training and development on the company's performance. The study employed a descriptive survey design, utilizing both quantitative and qualitative approaches. A sample of 242 respondents was chosen, and data were collected through questionnaires and interviews. Data analysis was carried out using the Statistical Package for Social Sciences (SPSS) version 21. The findings revealed that human resource planning and training and development significantly affect organizational performance at International Training &amp; Motivation Ltd Company. The adjusted r2 value indicate that the multiple linear regression model could explain up to 73% of the variations in the organization's performance. In conclusion, there is a positive and high correlation (r=0.708, p=0.000) between Human Resource Management Practices and organizational performance at International Training &amp; Motivation Ltd Company. The researcher suggests that employees should increase their commitment to their jobs whenever the employer complies with HR practices to motivate them. They can do this by using a feedback mechanism to show their employer their level of satisfaction or dissatisfaction with their jobs.

HUBUNGAN GOVERNMENT SIZE DENGAN KESEJAHTERAAN DI INDONESIA: Peran Moderasi Bonus Demografi

People's welfare is one of the important goals in the RPJMN 2020-2045 and the Golden Indonesia Vision 2045. One of the government’s roles in realizing welfare is through fiscal policy in the form of government spending, which is assessed by the ratio of government spending to GDP or government size. This study aims to determine the relationship between government size and welfare, especially the role of demographic dividend in moderating the relationship between government size and welfare using panel data of 34 provinces in Indonesia in 2012-2021 and the Fixed Effect Model (FEM). The results show that an increase in government size reduces GRDP per capita, but the existence of a demographic dividend through a low dependency ratio is able to reduce the negative relationship of non-optimal government spending on GRDP per capita. As for poverty, government size is able to reduce poverty, but the presence of the demographic dividend has not been able to play a role in increasing government spending that is more efficient and targeted for the purpose of poverty alleviation. Furthermore, the diversity of regression results obtained based on Indonesia's sub-regions indicates that there are still inequalities in budget planning, the quantity and quality of human resources especially productive age population, and the availability of jobs.

Human Resource Needs Planning in the Technical Implementation Unit Health Laboratory Kendari City

Introduction: Human Resource Planning Is A Structured Process Used To Predict Future Workforce Needs And Availability. Analysis Of Workforce Needs Is A Logical And Planned Step In Evaluating The Number And Competency Of Employees Required In An Organizational Unit. To Overcome The Problem Of Health Human Resource Needs, Laboratory Management Capabilities Are Needed To Accurately Plan Health Human Resource Needs In Accordance With Existing Service Requirements In Each Laboratory Unit. . Method: This Research Aims To Carry Out An Analysis Of Health Human Resource Needs Planning At The Kendari City Health Laboratory Service Technical Implementation Unit. This Type Of Research Is Qualitative Descriptive Research With A Case Study Approach. The Informants In This Study Were 6 People, 2 Informants At The Service Technical Implementation Unit Health Laboratory And 4 Informants At The Kendari City Health Service. Data Collection Was Obtained From Primary Data And Secondary Data Through In-Depth Interviews, Document Review And Literature Review. Data Analysis Techniques Include Data Reduction, Data Presentation And Drawing Conclusions. Results And Conclusions: The Research Results Show That In Planning Health Human Resources Needs There Is No Standard Operating Procedure, There Is No Policy In The Form Of A Planning Team Decree, There Is No Budget In Human Resources Planning, The Availability Of Data And Information Systems In The Form Of The Human Resources Application And The Renbut Application, And Using The Workload Analysis Method In Calculating Human Resources Needs.

The Urgency of Strategic Human Resources Planning for the Transformation of the Indonesian National Army Command and Staff College

Organizational transformation seems to be a trend amidst the current developments in various organizational strategic environments. Demands for organizational transformation also occur in military organizations. With Indonesia's military capabilities needing to continue to be improved, the transformation of Sesko TNI into a Military Strategy School is one of the areas of focus. In the context of this transformation, the role of human resource management is highly expected. Considering that the Sesko TNI will be transformed into the Military Strategy School, strategic human resource planning for the future has an important position. Therefore, this journal article proposes to analyze the urgency of strategic human resource planning so that it can contribute to the Sesko TNI organization being competitively superior in the future. Apart from that, competency variables that influence the quality of strategic human resource planning are also discussed. By applying literature studies, this article shows the results that it is important for Sesko TNI to implement strategic human resource planning considering the great urgency in the process of implementing strategic human resource planning, Sesko TNI is required to pay serious attention to the competence of planners so that quality of planning can be presented.