Human Resource Capacity Building Research Articles

Research on innovative model of engineering leadership development based on action learning

At present, talent competition is becoming a focus of international competition. Both developed countries and large developing countries regard scientific and technological human resources as the core factor of strategic resources and enhancing national competitiveness, and vigorously strengthen the capacity building of scientific and technological human resources. Engineering leadership training is a new direction in modern higher education. Enterprises require graduates not only to be experts in design and analysis, but also to have leadership, with excellent communication, expression, adaptation, coordination and management characteristics. In recent years, the state's investment in industrial science and technology activities has maintained rapid growth, the national financial science and technology appropriation has increased steadily, the enterprise's investment in science and technology has maintained rapid growth, and the expenditure on scientific research and experimental development has continuously refreshed historical levels. Various organizations in China are also gradually applying action learning for leadership development. From the effect of action learning and traditional methods on leadership development, this paper discusses the innovation and educational measures of leadership development based on action learning.

Advancing Transnational Higher Education in Ethiopia: Policy Promises and Realities

Ethiopia boasts more than a million students in its burgeoning higher education sector which has witnessed phenomenal growth over the last two decades. In this context, transnational higher education (TNHE) has been widely touted as a viable means of addressing human resource capacity building needs and quality educational provisions. Using documentary analysis, survey questionnaire and structured interviews as principal data sources, this study explored the major rationales, policy directions and gaps in the provision of TNHE in Ethiopia. The findings of the study indicate that despite policy directions informed by the theories of human capital development and social inclusion, which are widely advanced by multilateral agents like the World Bank and Organization for Economic Co-operation and Development, the gains so far have been marginal and fraught with a plethora of challenges. The study proposes mechanisms for addressing these challenges and enhancing the contribution of TNHE in the context of developing countries.

The Anesthesia & Anesthetists of the First Open Heart Surgery of Bangladesh

Although a few closed heart operations were performed in the late 1960s, well organized approach to open heart surgery began in Bangladesh only after establishment of Institute of Cardiovascular Diseases (ICVD) in 1978. A Japanese team of surgeons, anesthetists, nurses and technicians provided extensive support in capacity building of the local human resources. Ultimately the first open heart surgery of Bangladesh, the direct closure of Atrial Septal Defect of an 18 year old college student, was performed on 18th September 1981. It was great news of that time. People came to know about the success story of the ICVD director then Colonel M Abdul Malik, a renowned cardiologist cum team leader and the Bangladeshi surgeon duo Dr M Nabi Alam Khan and Dr S R Khan. But somehow the anesthetists, an important part of the team were out of focus and have been forgotten over time. Led by Prof Khalilur Rahman, the anesthetist team of the day included Dr Nurul Islam, Dr Abdul Hadi, Dr Delowar Hossain, Dr A Y F Ellahi Chowdhury and Dr Monir Hossain. This article is an attempt to remind their contribution and expressing respect and gratitude to the anesthetists of that pioneering team. Bangladesh Heart Journal 2021; 36(1) : 55-60

Peningkatan Kapasitas Sumber Daya Manusia Melalui Pembangunan Inklusif Dalam Mendukung Desa Wisata Budaya Di Desa Plunturan

Desa Plunturan merupakan salah satu desa yang terletak di Kabupaten Ponorogo memiliki banyak produk budaya dan masih dipertahankan. Salah satu produk budaya desa tersebut adalah Reog Ki Onggo Pati. Reog Ki Onggo Pati adalah kesenian yang dijadikan ikon Desa Plunturan karena masih menjunjung tinggi orisinalitas Reyog. tujuan penelitian ini adalah untuk menganalisis peningkatan kapasitas sumber daya manusia (SDM) melalui pembangunan inklusif dalam mendukung Desa Wisata Budaya di Desa Plunturan Kecamatan Pulung Kabupaten Ponorogo Jawa Timur. peneliti menggunakan jenis penelitian kualitatif dengan pendekatan deskripstif. Fokus penelitian yang menjadi batasan penelitian merupakan hasil dari beberapa kajian literatur yang sesuai dengan kondisi eksisting Desa Plunturan yaitu a) sumberdaya untuk pembangunan; b) ketenagakerjaan yang layak; c) pertumbuhan ekonomi yang kuat dan berkelanjutan, dan d) meningkatnya standar penghidupan. Berdasarkan hasil penelitian dan pembahasan yang dilakukan oleh peneliti, dapat ditarik kesimpulan bahwa upaya pengembangan kapasitas SDM melalui pertumbuhan inklusif dalam mendukung Desa Wisata Budaya di Desa Plunturan sudah berjalan tetapi masih sangat lambat. Sumber daya untuk pembangunan Desa Wisata Plunturan belum siap dalam segala aspek. Jika sumber daya kuat, maka pertumbuhan ekonomi yang berlangsung akan berkelanjutan sehingga terciptanya redistribusi jangka panjang. Sedangkan dilihat dari aspek ketenagakerjaan, belum terkoordinasi dengan baik oleh Pemerintah Desa, BUMDes dan Pokdarwis serta lembaga pemerintah desa lainnya dalam ruang lingkup pengembangan Desa Wisata Plunturan sehingga pertumbuhan ekonomi di desa sangat lambat. Hal ini berakibat lemahnya daya saing antar desa dan/atau daerah dalam hal wisata budaya. Aspek-aspek tersebut jika berjalan dan terkoordinasi dengan baik, maka outputnya adalah dapat meningkatkan standar penghidupan Desa Plunturan.

Surgical Telementoring and Surginars with Added Virtual Layer using 5G Network

Healthcare sector has always been a key sector for social and economic well-being of any nation and since COVID-19 pandemic it has gained a center stage. Human resources are at the core of health care system. However, there is an acute shortage of doctors, nurses, and other health care workers. Brunt of scarce human resource is starker at specialization level. 5G network may provide a solution to this problem by human resource capacity building in some of the most complex areas of medical science. It may also provide an access to surgical expertise distributed globally. The low latency, high volume and high-speed data transfer allows sharing live surgical feed which may enhance the learning and assistance process. Hence, a synergy is achieved of physical and virtual world and a potential business model can be developed in such ecosystem. This work explores the requirements, architecture, implementation strategy, roles, and responsibilities of various stakeholders etc. to provide surgical expertise on a 5G network.

An Overview of Earthquake Science in Malaysia

This paper highlights the level of earthquake hazard in Malaysia, the challenges in mitigating earthquake hazard and the way forward on how to strengthen earthquake science in Malaysia. Earthquake hazard is regarded as low throughout Malaysia, with the exception of Sabah where it is considered moderate. This elevated level of a hazard was reinforced during the 2015 Ranau Earthquake, which killed 18 people. Despite this and other recent sizeable earthquakes, the earthquake hazard in Malaysia is poorly understood, yet the population has increased, and growth in buildings and infrastructure has risen. While much progress has been made since the 2015 Ranau earthquake in terms of the development of (i) national seismic hazard map; (ii) national seismic building code; and (iii) planning guideline in a high-risk earthquake area, there are still many challenges faced in mitigating earthquake hazard in Malaysia. There is still a lack of seismic, geological, geodetic and engineering data; insufficient seismic and geodetic monitoring network system; lack of trained human resources; and lack of public awareness. To ensure that earthquake hazard is properly quantified and mitigated some steps have to be taken, which includes (i) comprehensive geological, geotechnical and engineering studies; (ii) coordinated seismic and geodetic monitoring; (iii) human resource capacity building; (iv) coordinated public education; (v) allocation of special research and development grant; and (vi) setting up of a National Earthquake Research Centre.

Human resources for health talent management contribution: A case for health systems strengthening in the public health sector

Talent Management is an essential component in transforming health systems if carefully implemented for the public sector especially in low income countries. In Zimbabwe public health sector, talent retention and engagement are viewed as amongst the challenges affecting the realisation of effective performance and productivity from the existing Health workforce. Largely, modern health care systems lack robust strategies to identify and utilize employee talent essential to help attain organisational citizenship. The study reviewed the relevancy and effectiveness of talent management practices in the public health sector using a case study of Parirenyatwa Group of Hospitals, one of the major referral hospitals in Zimbabwe. The study aimed at closing the talent pipe-line gaps as part of the Health Systems Strengthening initiative towards bringing about talent retention and engagement amongst the health workforce in public sector settings. The study assessed the impact of the existing talent management initiatives focusing on variables; recruitment and attraction perspective, compensation and rewarding component, health workforce succession management and implemented performance management system. The study obtained cross sectional data collected through a designed tool following a purposive (non-probability) sampling technique from a sample of n=200 existing health management team to assess the perception of implemented talent management approaches. The study further used responses from n=450 randomly selected health professionals recruited in the last 3 years prior to the survey to analyse the association between the variables on talent management practices namely (recruitment and selection, compensation and rewarding, succession management and performance management system) and the age of health workforce to employee engagement. The data on recruited cadres was obtained from the existing Hospital Human Resources for Health Recruitment Database. The research revealed that talent management in public health sector currently suffers from theoretical problems since the existing Human Resources for Health literature concentrates on anecdotal information. The human resource practitioners need to come up with more involving workplace activities to demystify the theory that millennials are generally finding it difficult to engage. In addition, the public sector succession planning strategies would need to be in place for the millennials well in time to adequately replace the considerable number of those at retiring stages. The Logistic regression analysis revealed recruitment and attraction perspective, and succession management positively influence health workforce engagement while adherence to implementing performance management system negatively affected employee engagement. Compensation and rewarding practices in a public health set up proved an insignificant variable to health workforce engagement hence study concluded further analysis on the impact on wider target group. The study revealed as the age increases, the health workforce become more engaged and self-motivated to develop their personal talent, thus theory suggests such are ‘Baby Boomers’ age group that do not need much push and are prepared to perfect their work talent for the benefit of the health system. The role of performance management system must be equally elevated within health system initiatives in order to achieve ultimate health workforce engagement. The study recommended the public health sector to incorporate in its human resources policy, a strategy for managing and utilisation of talent from the different health workforce generations within the health system. In improving the performance of public health systems, talent management need to be put forward in the health systems strengthening agenda in order to build highly engaged health teams. Talent management practices become essential and if carefully implemented, are likely to help public health systems retain rare skills especially in highly specialised functions. Furthermore, the organisations need to synchronise its strategic plan with the talent management strategy. There must be continuous capacity building of human resources departments to firstly own policies that influence talent management so as to ensure ultimate health workforce engagement.

Повышение квалификации ветеринарных специалистов по вопросам распространения антибиотикорезистентности и реализации мер по ее сдерживанию

Currently, antibiotic resistance poses a serious threat to humanity. The resistance of microorganisms to antibiotics does not increase the financial costs of fighting pathogens, but it is also a problem of ensuring food security. The use of antibiotics in animal husbandry and veterinary medicine for the treatment and prevention of diseases or as growth promoters allows resistant bacteria and resistance genes to be transmitted through the food chain from farm animals to humans. In crop production and horticulture, these drugs are also used to suppress pathogens, prevent diseases and increase the shelf life of finished products. Uncontrolled and unjustified use of antibiotics in agriculture, the scale of which in many countries exceeds the scale of the use of antibiotics for the treatment of people, makes a significant contribution to the formation of the problem of antibiotic resistance in the health system. This situation requires additional efforts to inform society and develop a special policy to curb antibiotic resistance, including from the standpoint of food safety. The article considers the possibilities of preventing and containing antibiotic resistance through interinstitutional coordination and cooperation, including high-quality training of specialists and human resource capacity building, supervision and monitoring of trends in resistance and use of antibiotics, dissemination of information and research on this problem, as well as educational and explanatory work to draw attention to the problem in society.

The who, what, when and where of archival and records management research in the Esarbica region, 1969–2018

This study aims to employ informetric research techniques to investigate the research production in archives and records management in the East and Central African Regional Branch of the International Council on Archives (ECARBICA) since its inception in 1969 until 2018. A search query “archive’* or ‘record*management’”, limited to ESARBICA member states between 1969 and 2018, was conducted on Scopus, Web of Science (WoS), and AJOL databases. The results suggested that there has been a significant increase in the production of research in archives and a few authors produce research in records management in the region over the past ten years, but the bulk of this knowledge, and not all countries in the region produce knowledge. The key producers of knowledge published their work in journals indexed by databases that may require subscriptions, which may limit access to many in the region. It is recommended that archives and records management scholars in Africa consider publishing their work in open access journals to ensure that the research is accessible to all in the region. The importance of research in archives and records management cannot be overemphasised, because public records have a direct impact on individuals’ lives. Research suggests that the most obvious way for archivists and records managers to enhance their resourcefulness is through education and research. Furthermore, research in archives and records management can help to inform education and solve societal challenges. That said, the ESARBICA region is experiencing challenges when it comes to human resource development and capacity building, among other things.

COLLABORATIVE PARTNERSHIP IN HANDLING OF STREET CHILDREN'S PROBLEMS IN SETIAMANAH DISTRICT CENTRAL CIMAHI SUBDISTRICT CIMAHI CITY

Handling the problem of street children in Kelurahan Setiamanah has not optimally synergized with the stakeholders in handling child problem. This study aims to photograph and develop collaborative partnerships in handling the problem of street children in Kelurahan Setiamanah, Kecamatan Cimahi Tengah, Kota Cimahi with research questions, namely how the initial conditions, how the development needs, how the development design, how the implementation and development design results, and how the improvement of design development partnership collaborative. this study focuses on aspects of network structure, commitment, trust, sharing of information, sharing of accountability / responsibility and access to resources. The research method used is qualitative method with action research design. Participants in the research are community, parents and street children, and organizational board. Data collection techniques are Focus Group Discussion, interview, observation and documentation study. The result of the research shows that the use of collaborative partnership can synergize the handling of street children in Setiamanah Village with the formation of network structure with Leading sector comes from local community, Commitment made Written through agreement pledge and agreed in Forum, Accountability sharing is done according to role and capacity of stakeholders, information sharing (Formal Meeting, Infrared Meeting, whatsapp Group. Access resources (capacity building of human resources).

Retention and Migration of Rwandan Anesthesiologists: A Qualitative Study.

Health care professional migration continues to challenge countries where the lack of surgical and anesthesia specialists results in being unable to address the global burden of surgical disease in their populations. Medical migration is particularly damaging to health care systems that are just beginning to scale up capacity building of human resources for health. Anesthesiologists are scarce in low-resource settings. Defining reasons why anesthesiologists leave their country of training through in-depth interviews may provide guidance to policy makers and academic organizations on how to retain valuable health professionals. There were 24 anesthesiologists eligible to participate in this qualitative interview study, 15 of whom are currently practicing in Rwanda and 9 had left the country. From the eligible group, interviews were conducted with 13 currently practicing in Rwanda and 2 who had left to practice elsewhere. In-depth interviews of approximately 60 minutes were used to define themes influencing retention and migration among anesthesiologists in Rwanda. Interviews were conducted using a semistructured guide and continued until theoretical sufficiency was reached. Thematic analysis was done by 4 members of the research team using open coding to inductively identify themes. Interpretation of results used the framework categorizing themes into push, pull, stick, and stay to describe factors that influence migration, or the potential for migration, of anesthesiologists in Rwanda. While adequate salary is essential to retention of anesthesiologists in Rwanda, other factors such as lack of equipment and medication for safe anesthesia, isolation, and demoralization are strong push factors. Conversely, a rich academic life and optimism for the future encourage anesthesiologists to stay. Our study suggests that better clinical resources and equipment, a more supportive community of practice, and advocacy by mentors and academic partners could encourage more staff anesthesiologists to stay and work in Rwanda.

Topical Issues of Staffing in the Hospitality Industry of the Republic of Crimea

The paper deals with the current state of staffing the hospitality industry enterprises with qualified personnel. The dynamics of staff flows, as well as their remuneration rate are described. In addition, the paper highlights main activities undertaken by the Ministry of Tourism and Resorts of the Republic of Crimea and the Ministry of Education, Science and Youth of the Republic of Crimea connected with personnel availability in collective accommodation facilities. It is proved that these measures solve the issue of staffing during the holiday season partially. At the same time, the existing policy does not contribute to the human resource capacity building and development, as it leaves unsettled challenges associated with employee turnover and their full employment. The relevant factors with a negative influence on the staffing in the hospitality industry enterprises are considered. Certain activities carried out to neutralize the negative impact of these factors are described. Some possible solutions for the problem under consideration are proposed. It is stated that solving staffing issues must be addressed comprehensively with resolution of common challenges in the hospitality industry. Considering an uneven distribution of resources in the Republic of Crimea, including collective accommodation facilities, the paper explains practicability of creating a tourism cluster in the region. To cope with challenges noted in the paper, a concentric diversification scenario of creating a tourism cluster is proposed. Some dominant factors of creating the tourism cluster, such as establishing boundaries of the state’s partnership with representatives of the business environment and other institutions in education, health, catering, leisure and other related areas, are noted. When establishing partnerships between the government and potential participants in the cluster, it is necessary for the government to provide support for defining the collaborative mechanism, beneficiaries and each cluster member’s responsibilities.

Assessment of dual practice among physicians in Cambodia

BackgroundDual practice and multiple job holding are widespread among health workers throughout the world. Although dual practice can help the financially strained public sector retain skilled workers, there are also potential negative consequences if it is not regulated. In Cambodia, there is substantial anecdotal evidence of dual practice among physicians but there is very little data on the extent and prevalence of the practice. This study was conducted by the University of Health Sciences (UHS) to gain insight in to the employment practices of UHS alumni. Results from this survey may help to inform policymakers in rational planning for future health system development related to capacity building and regulation of human resources for health.MethodsData were collected from a self-administered survey of UHS graduates who graduated between 1999 and 2012. A total of 162 medical graduates were randomly sampled from a total of 1867 medical graduates between 1999 and 2012. Contacted individuals were asked to complete a written structured questionnaire regarding demographic characteristics, current employment and types of employment, compensation, and job satisfaction. The response rate of graduates sampled was 49% (79 completed questionnaires). The low response rate was primarily due to the difficulty in locating individuals.ResultsOf 79 respondents, 96% were currently employed at the time of the survey. However, only 63 of the respondents (80%) were working in the healthcare sector. The 16 respondents (20%) not working in healthcare were excluded from further analyses since they are not relevant to dual practice analysis. The vast majority (87%) of respondents are public sector employees (61.9% in public sector only and 25.4% in both public and private sector). 12.7% of respondents only work in the private sector. Almost half (47.6%) of respondents hold more than one job. For income satisfaction, physicians employed in both sectors have higher satisfaction than physicians employed in the public sector only.ConclusionsAs policymakers in Cambodia consider new approaches to regulation of the practice, it is important to know the context of the practice, the benefits to the healthcare system, and the costs. Recognizing the high prevalence of multiple job holding in Cambodia, as evidenced in our survey of UHS medical graduates, contributes to the discussion as important information that can be used toward meaningful reform.

The Effect Of Public Sector Led ICT Initiatives On Human Resource Capacity Building In Ghana; A Case Study Of South Dayi District Directorate Of Ghana Education Service

The Effect Of Public Sector Led ICT Initiatives On Human Resource Capacity Building In Ghana; A Case Study Of South Dayi District Directorate Of Ghana Education Service

The need, scope, challenges, and potential solutions for enhancing addiction psychiatry training in India.

Addictive disorders have become increasingly common in India. The health consequences of addictive disorders are immense, and the need for specialized addiction treatment and training far exceeds the capacity and human resources that currently exist. At the same time, increasing demand and treatment gap, need for specialized care, and the emerging sector of medical tourism in the country open avenues for superspecialty training in addiction psychiatry as an attractive career option for Indian psychiatrists. Human resource development and capacity building in the addiction psychiatry field in India is the need of the hour. In the present article, we describe the existing scenario and challenges related to addiction psychiatry training among postgraduate psychiatry trainees and psychiatrists in India and scope for the future.

Human Resources Capacity Building in Accessible Tourism in Egypt

This research aims to evaluate the existing awareness and attitudes of tourism staff towards Accessible Tourism and underline the urgent need for training on Accessible Tourism since awareness and training are the most effective means of changing attitudes. Reviewing the literature revealed lack of awareness of Accessible travel in addition to negative attitudes of human resources towards this tourism. Data were collected through semi-structured interviews with different stakeholders related to Accessible Tourism issue. This is followed by a questionnaire to human resources in travel agencies and hotels. This research contributes to improving the quality of the experience of People with disabilities and seniors in the Egyptian context.

Evaluating the Effectiveness of Climate Change Adaptations in the World’s Largest Mangrove Ecosystem

The Sundarbans is the world’s largest coastal river delta and the largest uninterrupted mangrove ecosystem. A complex socio-ecological setting, coupled with disproportionately high climate-change exposure and severe ecological and social vulnerabilities, has turned it into a climate hotspot requiring well-designed adaptation interventions. We have used the fuzzy cognitive maps (FCM)-based approach to elicit and integrate stakeholders’ perceptions regarding current climate forcing, consequent impacts, and efficacy of the existing adaptation measures. We have also undertaken climate modelling to ascertain long-term future trends of climate forcing. FCM-based simulations reveal that while existing adaptation practices provide resilience to an extent, they are grossly inadequate in the context of providing future resilience. Even well-planned adaptations may not be entirely transformative in such a fragile ecosystem. It was through FCM-based simulations that we realised that a coastal river delta in a developing nation merits special attention for climate-resilient adaptation planning and execution. Measures that are likely to enhance adaptive capabilities of the local communities include those involving gender-responsive and adaptive governance, human resource capacity building, commitments of global communities for adaptation financing, education and awareness programmes, and embedding indigenous and local knowledge into decision making.

Higher education and human resources capacity building in Algeria

Abstract Higher education in Algeria is not well known in international spheres, apart from a few local studies. However, it is an exceptional case study for its outstanding achievements in recent history and particularly its growing pace. This article aims to describe the evolution of the higher education system at the country level through an analysis of national statistics gathered by the Ministry of Higher Education and Scientific Research (MESRS). The current article puts the case study in a historical perspective although concentrates on the most recent trends to describe the social issues at stake as a result of the introduction of current reforms and policies. The findings of the current study have been contextualized through different factors such as quality assessment and control, role of the private sector, international collaborations/integration, links with its economic and social environment and employability of students. Furthermore, this article also addresses the issue of the applicability of international norms within the higher education systems of developing countries. Finally, this article identifies and discusses the current developments in higher education that are changing in Algerian society today.

EVALUASI KEBERLANJUTAN PROGRAM PENGEMBANGAN KAPASITAS SDM PENGENDALIAN KARHUTLA DENGAN METODE RAPFIRE

Forest and land fires in Indonesia are mostly caused by human factors, therefore human resources are an important element that needs to be considered in the prevention and control of forest and land fires. One of the important efforts in anticipating the ongoing recurrence of forest and land fires in Indonesia is by preparing human resources who have the capacity to control the forest and land fires in the field. Several human resource capacity building programs to control forest and land fires have been developed in Indonesia, but are considered not to have played a significant role in controlling forest and land fires in Indonesia. This study aims to evaluate the sustainability of the human resources capacity development program that has been running so far, by building and implementing the Rapfire method through a multidimensional scaling approach. The results of the study show that the forestry human resource capacity development program with community participation tends to have a low level of sustainability, therefore it needs to receive development priorities. The study also found that the main leverage factors that influence the level of sustainability are in the input dimension, including the recruitment system, program management institutions, and budgeting systems. Leverage factors are important attributes that need to be considered and get policy priorities in order to maintain or improve the sustainability status of the human resources capacity development program for forest and land fires control in Indonesia

Improving Community Capacity in Rapid Disaster Mapping: An Evaluation of Summer School

Experiences with natural disasters have intensified recent efforts to enhance cooperation mechanisms among official disaster management institutions to community participation. These experiences reveal a need to enhance rapid mapping technical assistance to be developed and shared among young scientists through a summer school. However, the question arose of how effective this summer school to be used as a tool to increase scientists’ understanding and capacity. This study sought to evaluate the extent to which human resource capacity building can be effectively implemented. The methods used for this evaluation is through observations, questionnaires and a weighted scoring based on knowledge, skills and attitudes’ criteria. The results indicate a significant improvement in knowledge (94.56%), skills (82%) and attitudes (85.20%) among the participants. Even though there are still gaps in participants’ skills, the summer school was found to be an effective way to train the young scientists for rapid mapping.