Human Resource Problems Research Articles

An examination of the Beck Anxiety Inventory structure and psychometric properties: A study of American employees.

Anxiety in the workplace is a major human resource problem. Adverse outcomes in organizations include employee wellbeing, healthcare, and productivity costs. The World Health Organization reports that over 300 million people suffer disorders directly associated with anxiety, costing the global economy $1 trillion per year in lost productivity: $30 billion in the United States, $51 billion in Canada, and £26 billion in the United Kingdom. The most substantial limitation in the measure of anxiety is the overlap of anxiety and depression symptoms. The structure and psychometric properties of the Beck Anxiety Inventory (BAI), renowned for its ability to distinguish between depression and anxiety symptoms, are tested with a sample of 416 working participants from various industries in the U.S. This study is the first time the BAI will be analyzed using employee respondents. Results of confirmatory factor analysis indicated that the BAI four-factor model (neurophysiological, subjective, panic, and autonomic) provided the best fit. Individual scale analyses further show that most of the participants self-reported mild to moderate anxiety levels. Mild to moderate anxiety levels contribute to diminished functioning, distress, and higher risks of diagnosable disorders. Suggestions regarding coping mechanisms, practical implications, and future research are discussed.

IMPLEMENTASI PROGRAM PRIORITAS DALAM PENGELOLAAN ADMINISTRASI KAMPUNG DI DISTRIK MULIA KABUPATEN PUNCAK JAYA (Studi Implementasi Permendagri No. 47 Tahun 2016 tentang Administrasi Pemerintahan Desa)

This article aims to analyze the implementation of priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency. And then analyze the factors that hinder the implementation of priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency. And then analyze the efforts made in implementing priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency The research method: is a qualitative descriptive with 12 informants, observation collection techniques, interviews and literature study. The analysis techniques are data display, reduction, grouping and conclusions. The results of the study: first, the implementation of priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency is quite good. such as in communication, outreach has been made to the Village Government in District meetings. To provide explanations related to priority work programs in village administration specifically in population administration. The resources are sufficient, then the disposition in each village has been arranged to be able to support the implementation of the program even though it is not optimal. Then the bureaucratic structure has been implemented quite well. Second, the factors that hinder the implementation of priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency, namely the problem of human resources that is still lacking, besides that communication problems that cannot be understood by village officials make the implementation of priority programs not running optimally. Apart from that, the bureaucracy structure is less efficient and less dynamic. Third, Efforts made in implementing priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency by conducting training, guidance as well as formal and informal education for village officials to increase the knowledge of village officials. In terms of bureaucratic structure, there are efforts to improve the existing structure in coordination with the District Government of Mulia, Puncak Jaya Regency.

Health care workers\u2019 experiences of managing foetal distress and birth asphyxia at health facilities in Northern Uganda

BackgroundBirth asphyxia is one of the leading causes of intrapartum stillbirth and neonatal mortality worldwide. We sought to explore the experiences of health care workers in managing foetal distress and birth asphyxia to gain an understanding of the challenges in a low-income setting.MethodsWe conducted in-depth interviews with 12 midwives and 4 doctors working in maternity units from different health facilities in Northern Uganda in 2018. We used a semi-structured interview guide which included questions related to; health care workers’ experiences of maternity care, care for foetal distress and birth asphyxia, views on possible preventive actions and perspectives of the community. Audio recorded interviews were transcribed verbatim and analysed using inductive content analysis.ResultsFour categories emerged: (i) Understanding of and actions for foetal distress and birth asphyxia including knowledge, misconception and interventions; (ii) Challenges of managing foetal distress and birth asphyxia such as complexities of the referral system, refusal of referral, lack of equipment, and human resource problems, (iii) Expectations and blame from the community, and finally (iv) Health care worker’ insights into prevention of foetal distress and birth asphyxia.ConclusionHealth care workers described management of foetal distress and birth asphyxia as complex and challenging. Thus, guidelines to manage foetal distress and birth asphyxia that are specifically tailored to the different levels of health facilities to ensure high quality of care and reduction of need for referral are called for. Innovative ways to operationalise transportation for referral and community dialogues could lead to improved birth experiences and outcomes.

Динамика развитии системы образования детей с расстройствами аутистического спектра в России: результаты Всероссийского мониторинга 2020 года

The results of the 2020 All-Russian Monitoring of the state of education of students with autism spectrum disorders (ASD) are presented. Monitoring held by the Ministry of Education of the Russian Federation in collaboration with the Federal Resource Center for the Organization of Comprehensive Support to Children with Autism Spectrum Disorders of the Moscow State University of Psychology & Education. The total number of students with ASD in 2020 compared to 2019 increased by 43% and amounted to 32,990 individuals. Most children with ASD (69%) are enrolled in primary, basic and secondary general education. The percent of children with ASD attending general education (inclusive) classes using the “Resource Class” model is 7%. Homeschooling students with ASD make up 37% of the total number of students with autism. The problem of human resources, needed to maintain the educa- tion and support for children with ASD remains: 66% of children receive speech therapist services, 55% — a special teacher, 80% of students with ASD receive support from educational psychologists, only 19% of children with autistic disorders are provided with tutor support. In 43 constituent entities of the Russian Federation, 52 regional resource centers have been created

COMPETITIVENESS OF THE REGIONAL ECONOMY: A RANGE OF TOPICAL ISSUES OF THEORY AND PRACTICE

Based on the interpretations of competitiveness existing in the literature, the paper considers the competitiveness of the regional economy. The methodological principle of symbiosis of political economy and institutionalism shows that the development of the economy should be based on the knowledge of economic laws and the development of proper institutions that consort said identified laws (institutionalization of economic laws). The paper contains an outline of a range of topical issues related to the implementation of the competitive advantages of Russia and its regions. Among them is the comparison of the territory to an economic resource that requires integrated use; ensuring the integrity of socio-economic space, infrastructure development of territories, development of territorial and production complexes (clusters), human resources problem, etc.

Teachers’ Perceived Barriers to Implementation of Physical Education

This study investigated the perception of Physical Education (PE) teachers on barriers to implementation of PE pro[1]gramme in terms of the administration of PE programme, and the provision of non-human resources. A total of 248 PE[1]major teachers were surveyed using questionnaires which were mailed to schools. The sample consisted of almost 63% male teachers and the majority was under 40 years of age. A 12-item questionnaire was used to assess the administration of the PE programme, and the provision of non-human resources. Results showed that a majority of administrators did not assume PE important; they did not seek consensus in assigning teaching duty, did not discuss teaching and learning factors, and did not organize staff training programme (STP). Older teachers and teachers with 15 years of teaching ex[1]perience or more agreed that administrators discuss their teaching assignment, observe them, and organize STP. Respon[1]dents also perceived inadequacy of facilities, equipment, financial allocation, and reference books in the school PE pro[1]gramme. Male teachers, younger teachers and teachers with less teaching experience concurred the inadequacy of human resources. It is recommended that further research on solving PE human resource problems and PE administration be undertaken. Specifically, greater attention should be given to the needs of younger and junior PE teachers.

BULAK SUMUR FRAMEWORK: OPTIMALISASI KUALITAS AUDIT SYARIAH DI INDONESIA

The many problems that occur in sharia audits in Indonesia starting from the problem of human resources, regulations and audit processes make it necessary to take action in order to improve the quality of institutions and finance in Indonesia. Islamic auditing is very important to be able to evaluate the mistakes that occur in Islamic financial institutions. The problems that arise in the Islamic audit try to be solved by researchers by using the Bulak Sumur well through several strategic offers. In conducting this research, the approach used is a qualitative approach with a method of literature study. The research results obtained in overcoming the problem of Islamic auditing in Indonesia, namely by increasing the number of institutions and improving the materials in auditor training, forming a framework and regulation, forming cooperation between academics and practitioners and adopting related rules, materials, etc. from suitable foreign countries applied in Indonesia.Keywords: Bulak Sumur Framework, Sharia Audit.

STRENGTHENING HALAL TOURISM DEVELOPMENT IN RIAU PROVINCE IN INDONESIA

This study explore and analyze the problems of halal tourism’s development in Riau Province with an Analytic Network Process (ANP) approach. The method used is the Analytic Network Process (ANP) which is a qualitative and quantitative method approach. The type of data that will be used in this research is the primary data and the form of the subject (self-report data). The samples used as respondents in this study were those who were considered experts in the field of halal tourism, namely the government in this case the ministry of tourism, tourism practitioners, regulators or perpetrators industrial activist in the field of tourism, Halal Product Guarantee Agency business and academics took by purposive sampling. The variables of this research are regulation, literacy, human resources, infrastructure, government policies, certification, government commitment, and socio-culture. The findings shows that the internal problems faced in the development of Halal tourism in Riau province based on the order of priority were infrastructure problems, regulatory issues, human resource problems, and literacy problems. Other findings indicate that the external problems faced are based on priority order, including government commitment issues, government policy issues, certification issues, and socio-cultural problems. The Managerial implications for halal tourism stakeholders in Riau province, especially the local government to pay attention to issues of infrastructure development, particularly access to places of halal tourism and have a strong commitment in developing halal tourism in the province.

ANALISA MANFAAT INTERPROFESSIONAL EDUCATION PADA PENDIDIKAN DAN PRAKTIK KEPERAWATAN JIWA

Efforts to improve the quality of education are currently being made by starting to add learning methods that are more applicable and able to meet stakeholder demands. The World Health Organization (WHO) has launched a program to address human resource problems in health and the health service system by implementing collaborative practices among health workers. Interprofessional Education (IPE), also known as interprofessional learning, is an education concept recommended by WHO as integrated education to build collaboration between health workers. Objective: To analyze the benefits of IPE on mental health nursing education and practice. Methods: This study used a literature review method. PICO is used in selecting and determining article data to be used as material for a literature review. The data is processed using content analysis. Result: IPE is useful for mental health nursing education and practice based on scientific studies that have been conducted. Conclusion: IPE has benefits in nursing education and practice so that it can overcome problems that arise in mental health nursing.

A SWOT analysis of human resource management in Tamil Nadu hotel industry

Human resource management an necessary division of a business, regularly make sure the achievement of the communal relationship among employees and an organization by recognize and fulfilling the requirements of the workers commencing with staffing and enduring through their occupation. This article aims to investigate the HRM practices in hotels of Tamil Nadu. This conscientious geographic spot of India proffer human resource confronts those are exclusive to this well-liked tourist areas. The outcomes from this study display that human resources are pleased with their compensation correspondence but not with the operational conditions, and the component of staff yield rate is relatively elevated. It provides sufficient training is not time and again given by the hoteliers to create employees’ organized talents and skills. Recruitment is using method of internal referral mainly significant to high inbreeding and following other human resource problems. There is a noteworthy gap among what is predictable from new employees and the skill levels of obtainable aptitude candidates. Keywords: Satisfaction, Industrial relationship, Employee grievances, Analysis of gap.

Pengelolaan Museum Negeri Siginjei Provinsi Jambi Sebagai Daya Tarik Wisata

Indonesian Museum was formed by European aristocrats who like to collect ancient objects during the Dutch colonialism, which is useful for preserving, fostering, and developing culture by tracing Indonesian culture. Starting from this, the Van Het Bataviaasch Genootschap Kunsten Wetenschappen Museum was founded on April 24, 1778 which was the first museum in the Indonesian Museum. Museum collections and cultural preservation objects must collaborate with other fields of science such as technology, geography, and history. The museum collection objects in Indonesia can be broadly divided into two types, namely general museums and special museums. The objective to be achieved in this research is to know the strategy of managing the Siginjei State Museum of Jambi Province as a tourist attraction in developing tourism in Jambi Province. The problem of Human Resources (HR) how to overcome it is by including the staff and employees of the Siginjei State Museum of Jambi Province in research and education about museums and foreign language courses. Based on the percentage obtained, 40.20% of respondents were in the number disagreeing with the total number of 725 who chose the category of disagreeing with some of the questions given, while 43.20% were in the number agreeing with the total number of 779 respondents. This percentage can be assumed that many visitors agreed with the management of the museum management and the condition of the Siginjei State Museum of Jambi Province itself.

N.A. Vitke & School of Human relations

Modern economic science pays considerable attention to the study of labor economics, an integral part of which is the problem of human resources in the production of material goods. The study of this problem has been initiated by the scientific labor management school and Nikolay Vitke. His work and ideas were undeservedly forgotten and they require more attention. The authors’ goal is to draw ones attention to the fact that the concept authorship of human relations, the beginning of the problem development of communication between psychology and management was initiated by domestic scientists. Later, this concept was developed in numerous of works of foreign scientists, who consider the authors of the American psychologist and sociologist E. Mayo. The concept of N.A. Vitke should be taken into account as one of the important, according to the authors, in the development of modern control theories. The study can be the subject of further discussion about the prospects for the development of management theory, the life and personality of N.A. Vitke as well as his colleagues.

Analisis Sumber Daya Dalam Program Pernikahan Gratis di Kantor Urusan Agama Kecamatan Pakal Kota Surabaya

One of the duties of the Office of Religious Affairs (KUA) refers to the Regulation of the Minister of Religion No. 2 of 2019 is to register marriage. The registration process is free if the marriage is carried out at the KUA office. This article answers the inhibiting factors from the resource aspect of the free marriage program at KUA Pakal District. Because based on marriage data from 2019 to 2020 people prefer to carry out marriages outside the KUA office. This article uses a qualitative method with a descriptive approach in the case of KUA Pakal District. Data collection techniques were carried out through observation, in-depth interviews with KUA employees, and secondary data in the form of KUA Pakal profiles and KUA documentation. This article finds the obstacles to free marriage services at the KUA due to the lack of resources for implementing the program. The resources are viewed from four main components, namely: (1) human resource problems related to the lack of number of employees. (2) limited budget resources for renovation of buildings in poor condition. (3) inadequate equipment resources in providing convenient services. (4) information resources and authority.
 Keywords: Resource; Policy Implementation; KUA

ПІДГОТОВКА ФАХІВЦІВ СФЕРИ ТУРИЗМУ З ОГЛЯДУ НА ПОТРЕБИ РЕГІОНАЛЬНОГО РИНКУ

This article is devoted to the actual problem of providing the regional tourism markets with high-quality specialists. It is found that, despite the large number of higher education institutions that train specialists for the tourism industry and the constant updating of educational standards, tourism businesses and organizations in the country suffer from a lack of competent specialists, while graduates cannot find work in their profession. The research has been conducted in Transcarpathian region by the method of expert survey of owners and managers of successful tourism enterprises. The research technology is presented in details: a step-by-step definition of the nature of the requirements that employers impose the graduates of tourist specialties; analysis of educational standards and work programs of educational disciplines to meet these requirements in the preparation process; identification of reasons that do not allow to prepare the much-needed specialist on the regional labour market in higher education institutions; concrete steps are suggested to improve the educational process. It is found that the learning outcomes laid down in the educational standards are determined by the manufacturer of educational services, they are more oriented to the needs of large tourism enterprises, and do not meet the needs of employers at least because most tourist enterprises and organizations in the country are small and medium in size. Training programs shall be focused on regional tourism markets, since the requirements for tourism professionals differ depending on the type of tourism activity, the size of the enterprise, the region of its operation. Owners of tourist complexes in Transcarpathia prefer to see at their enterprises multi-skilled managers (specialists), who are immediately ready to fulfill their functional responsibilities in their primary positions. For solving the problem of human resources in the tourist market of Transcarpathia it is recommended: to define and detail the expectations of the heads of regional tourism enterprises; to prepare curricula and work programs in accordance with these expectations, formulating learning outcomes in accordance with SMART technologies; to create the conditions for the implementation of these programs.

Preparation Of Village Government Personnel Implement Village Autonomy

This research raises problems regarding the readiness of village government officials in implementing village autonomy, to find out what obstacles they face in its implementation and solutions in dealing with problems faced. This study used a sociological juridical research method with descriptive research specifications. This research was conducted by direct research in Galih Village. With data sources derived from primary data and secondary data, and data analysis used is descriptive qualitative data collection techniques by means of interviews and document study. This study conducted interviews at the Galih Village Hall Office. From this research, it was found that the village government apparatus of Galih played a role as maker and implementer of autonomy in Galih Village, including making work programs that were taken from the aspirations of the village community. In implementing autonomy in the village, the problems of human resources and operational funds are obstacles experienced by the Galih Village government apparatus, with these problems the Galih Village government apparatus conducts training to add insight to village officials and manage village finances for unexpected events. From this research it can be concluded that the implementation of autonomy in Galih Village has been running according to Act No. 6 of 2014.

Pelaksanaan Pemutusan Hubungan Kerja Menurut Undang-Undang Nomor 13 Tahun 2003 Tentang Tenaga Kerja Di Pt. Ekadharma Internasional Tbk Cabang Padang

In this era of globalization, the problem of human resources in a company demands more attention, because no matter how sophisticated the technology used in a company and no matter how much capital the company plays, the employees in the company will ultimately run it. In relation to the consequences of being laid off, it is appropriate for the employer to provide compensation (severance pay) as a result of the termination of employment. As it has been regulated by the government of the Republic of Indonesia in Law Number 13 of 2003 concerning Manpower. Article 156 paragraph 1 reads: "In the event of termination of employment, the entrepreneur is obliged to pay severance pay and/or service award money and compensation for entitlements that should have been received". Termination of Employment Relations at companies in Indonesia gradually has an impact on the unemployment rate which is increasing day by day and in essence will lead to arbitrariness on the part of employers to terminate employment. Therefore, the researcher wants to know how the termination of employment according to Law Number 12 of 2003 concerning Employment. This research was conducted at PT. Ekadharma Internasional Tbk Padang Branch. The type of research used is empirical juridical research, which is to see how the implementation of existing laws and regulations with their implementation in society. Implementation of termination of employment at PT. Eka Dharma International Tbk Padang Branch occurred because the employee had committed a serious violation and resigned voluntarily but not in accordance with the procedures as stipulated in the Company Regulations. Termination of employment still refers to Law Number 13 of 2003 concerning Manpower. First, problem solving is carried out by deliberation between the Company and employees. If this deliberation does not reach an agreement, then a mediation process is carried out by filing a lawsuit with the Social and Manpower Office.

In Troubled Water? European Sports Clubs: Their Problems, Capacities and Opportunities

We study problems experienced by sports clubs from nine European countries – Belgium (Flanders), Denmark, England, Germany, Hungary, the Netherlands, Norway, Poland, and Spain – and factors – national characteristics and organizational capacities – explaining variation in problem perceptions. Data is surveys of more than 30,000 sport clubs. We investigate five types of club problems: recruitment/retention of members, recruitment/retention of volunteers at the board level, recruitment/retention of coaches/instructors, financial situation of clubs and availability of sport facilities. We found that human resource problems were widespread in Denmark and Germany and least common in Belgium. In Hungary, Poland, and Spain, finances and facilities stood out as the most reported problems. Some capacities – negative financial balance, planning capacity and social climate – have systematic and direct implications for those involved, whereas others – size and professionalization – are more difficult to interpret systematically and harder to link to strategic policy actions.

Нормативно-Политические Вопросы Обращение С Обеспечением Низкого Образования В Индонезии (Policy In Handling The Low Education Relevance In Indonesia)

AbstractThe problem of Human Resources (HR) in Indonesia is becoming increasingly complex, this is reflected in the large number of formal education graduates from various levels who are not absorbed in the world of work. Many factors cause this to happen, including the mismatch between HR competencies and the labor market, the growth of the workforce is greater than the availability of available employment and population distribution between regions is not evenly distributed. If you look at the achievements of Indonesian tertiary education graduates, many of Indonesian tertiary education graduates are slow to get jobs, this shows that there is a broken link between higher education and the world of work. Higher education has not been able to produce graduates with high selling prices armed with the knowledge they have learned even though in general higher education graduates have greater employment opportunities than high school or lower level graduates. Many realities on the ground show that the quality of Indonesian people as a potential resource still does not meet expectations. This happens because of the low quality of education in Indonesia. By fulfilling good educational needs, the students will get benefits and can improve the quality of life of the knowledge they have, so that after completing their education, they can get decent jobs or create quality jobs. Indonesia's education world must start to build links with the world of work, so that the world of work responds to graduates produced in accordance with what the world of work wants; this paradigm must be understood and built by the Indonesian government. Education transformation is needed so that education is able to produce reliable and resilient human resources; education and educators must be improved.

Board gender diversity, critical masses, and organizational problems of non-profit sport clubs

ABSTRACT Research question: This study examines the effect of board gender diversity and a critical mass of women on the board on organizational problems of non-profit sport clubs. It relies on theories from social categorization and information/decision-making perspectives and on critical mass theory. Research methods: Four waves of data from a German sport club panel (2009–2015; n = 6504) are used which allow analyzing causal effects with lagged variables. Gender diversity was measured with the share of women on the board, the Blau index, and the number of women on the board. The perceived severity of human resource, financial, facility, and development problems represent the dependent variables. Results and findings: The results of regression analyses show that board gender diversity significantly reduces human resource and financial problems. Human resource problems are even smallest in clubs with an overbalanced board (≥60% women), while facility problems are perceived as bigger in such clubs. The results provided evidence for critical masses of one or at least three women for reducing human resource problems and of at least four women for perceiving bigger facility problems. Development problems are not impacted by board gender diversity or critical masses. Implications: The findings for human resource and financial problems support the information/decision-making perspective, suggesting that board gender diversity benefits the organization because of diversity in resource access, human and social capital, and improved quality of decision-making. Thus, increasing gender diversity of the board can be a way to reduce problems in these areas.

Immigrant entrepreneur knowledge in the tourism industry of island destinations

The economy of many islands is heavily based on tourism. In mature tourism islands, the tourism sector acts as a magnet for immigrant workforce that help resolve some human resource problems. Due to some blockades in the local job market and/or the opportunities they identify based on their knowledge, many immigrants set up new ventures in the tourism industry. Immigrants’ new ventures could increase destination supply in the sector, providing innovation and differentiation that avoid and delay the decline stage. In the island context, the creation of immigrant businesses is affected by a relative isolation and lack of easy connections with continental territories, which suggest the existence of interesting dynamics in the acquisition and use of knowledge. Immigrants’ life experiences and relationships in the home and host countries contribute to their knowledge construction to set up and manage their new businesses on islands. A survey on immigrant restaurant entrepreneurs in the tourism industry on the three Eastern Canary Islands was conducted. Results show the high relevance of knowledge obtained from experience, and the low importance of knowledge from institutions and written material; moreover, education in the home country is more relevant than education in the host country; in addition, networks and Internet also provide some entrepreneurial knowledge. The existence of two groups of immigrant entrepreneurs on islands with different knowledge characteristics is also shown.