Hospital Human Resources Research Articles

PENGARUH STRATEGI PENGEMBANGAN DI INSTALASI FARMASI RUMAH SAKIT DENGAN METODE SWOT (STUDI LITERATUR)

Pharmacy installations play an important role so that quality health services can be provided in hospitals. To improve these health services, a hospital development strategy is needed. SWOT analysis is an analysis in determining strategy, acting as a tool to minimize existing weaknesses and reduce the impact of threats that arise and must be faced. The purpose of this study was to determine the effect of the pharmaceutical installation development strategy on human resources in hospitals using the SWOT method. This research is a descriptive study conducted in the form of a literature study. This research stage begins by collecting, analyzing and interpreting data while data is obtained from journals that discuss SWOT analysis in hospital pharmacy installations. The following are the results of the research obtained: in literature I, it is known that development strategies affect HR, they have behaved professionally by providing information, education, and counseling services well; in literature II, it was found that there was an influence of development strategies on human resources, making them experienced and skilled but communication with patients was still quite low; while in literature III, the development strategy has an effect on human resources, but there are still weaknesses in the field of communication and direct service to patients. This study concludes that the development strategy has an effect on HR, in literature I it has been carried out well, while in literature II and literature III it has not been carried out well, in terms of service quality and communication with patients.

Development of an Index to Assess COVID-19 Hospital Care Installed Capacity in the 450 Brazilian Health Regions.

The article seeks to assess the Brazilian health system ability to respond to the challenges imposed by the coronavirus disease 2019 (COVID-19) pandemic by measuring the capacity of Brazilian hospitals to care for COVID-19 cases in the 450 Health Regions of the country during the year 2020. Hospital capacity refers to the availability of hospital beds, equipment, and human resources. We used longitudinal data from the National Register of Health Facilities (CNES) regarding the availability of resources necessary to care for patients with COVID-19 in inpatient facilities (public or private) from January to December 2020. Among the assessed resources are health professionals (certified nursing assistants, nurses, physical therapists, and doctors), hospital beds (clinical, intermediate care, and intensive care units), and medical equipment (computed tomography scanners, defibrillators, electrocardiograph monitors, ventilators, and resuscitators). In addition to conducting a descriptive analysis of absolute and relative data (per 10,000 users), a synthetic indicator named Installed Capacity Index (ICI) was calculated using the multivariate principal component analysis technique to assess hospital capacity. The indicator was further stratified into value ranges to understand its evolution. There was an increase in all selected indicators between January and December 2020. It was possible to observe differences between the Northeast and North regions and the other regions of the country; most Health Regions presented low ICI. The ICI increased between the beginning and the end of 2020, but this evolution differed among Health Regions. The average increase in the ICI was more evident in the groups that already had considerably high baseline capacity in January 2020. It was possible to identify inequalities in the hospital capacity to care for patients affected by COVID -19 in the Health Regions of Brazil, with a concentration of low index values in the Northeast and North of the country. As the indicator increased throughout the year 2020, inequalities were also observed. The information here provided may be used by health authorities, providers, and managers in planning and adjusting for future COVID-19 care and in dimensioning the adequate supply of hospital beds, health-care professionals, and devices in Health Regions to reduce associated morbidity and mortality. We recommend that the ICI continue to be calculated in the coming months of the pandemic to monitor the capacity in the country's Health Regions.

Construction of Hospital Human Resource Information Management System under the Background of Artificial Intelligence.

Under the background of artificial intelligence (AI), a human resource information management system was designed to facilitate hospital human resource management and improve hospital management efficiency. Based on AI, SOA was constructed and Java2 platform enterprise edition (J2EE) was combined with Java to design and research hospital human resource information management system. In addition, the function and performance required by the system were tested. The results showed that the designed system showed high safety in requirement analysis and performance. The function focused mainly on the systematic analysis of personnel management, recruitment management, organization and personnel management, and patient medical information. The constructed system could work normally and achieve the efficiency of hospital human resource management. The evaluation response time of system home page access was less than 1 second when 300 users were concurrent, and the utilization rate of service CPU was lower than 50% without abnormal memory fluctuation. The concurrent response time of all 20 managers online was less than 5 seconds, and the utilization rate of the service was lower than 70%. When the information of 100 employees in the system was queried concurrently, the average CPU utilization of the database server exceeded 90%. After performance optimization, the test result showed that the transaction response time was reduced to 0.23 seconds, which met the target requirement. In conclusion, the proposed intelligent human resource management system could reduce hospital management cost and the high sharing of human resource information provided a reference for the decision-making system of hospital leaders.

Implementation of Hospital Occupational Health and Safety Standards at General Hospitals in Kendari City

A hospital is a health service facility with various activities with many potential dangers for hospital human resources and patients or patient companions. Potential hazards in the hospital can be in the form of occupational diseases and infectious diseases. There are also other potential hazards that affect the situation and conditions in the hospital. The specific objective of this research is to see the implementation of the Occupational Health and Safety standards, implemented in 3 (three) General Hospitals in Kendari City, Southeast Sulawesi. This research uses qualitative research methods with an observational approach and in-depth interviews. This research took place in 3 (three) General Hospitals in Kendari City, namely: Hospital A, Hospital B, and Hospital C. The informants in this study are those related to the K3 standard policies implementation in hospitals. The results showed that there are several hospitals that have not carried out all the stages of equipped facilities and infrastructure related to risk management aspects, efforts to manage hazardous and toxic materials (B3) from occupational safety and health aspects, to prevent and control fire as well as efforts to prepare for the face. Emergency or Disaster Conditions. It shows that the K3RS standards implementation in several hospitals has not been implemented optimally. It is recommended for the hospital to continue to refer to the rules governing the K3RS implementation. It includes the lack of infrastructure and facilities. Like always, briefings for all officers before working and evaluation at the end of each working hour.

Why Chinese hospitality management undergraduates give up a hotel career: the effects of perceived occupational stigma and perceived work dirtiness

ABSTRACT The shortage of human resources is a key problem restricting the development of China’s hospitality industry. In the meantime, Chinese hospitality higher education faces high graduate leakage – their undergraduates as the most promising hospitality human resource are reluctant to pursue a career in the hotel industry. Therefore, based on a framework of the perception of a job-the perception of a person-outcome, this study explored the negative effects of perceived occupational stigma and work dirtiness on hospitality management undergraduates’ career choice intentions. Structural equation modelling was applied using 928 questionnaires received from 31 universities in China. The results also revealed the psychological mechanism of face concern and self-esteem, as well as the moderating role of career development programmes. From the perspective of Chinese Confucian culture, this research explicated the reason for Chinese hospitality management undergraduates’ giving up on a hotel career, and provided valuable implications for hospitality higher education and hotel human resource management.

Challenges facing hospital human resources during the COVID-19 pandemic: a qualitative study in Iran

Purpose This study aims to identify health workforce challenges at Iranian hospitals during the COVID-19 pandemic. Design/methodology/approach This was a conventional content analysis study conducted in 2020. The population consisted of the managers (heads of hospitals, managers and matrons) and staff (nurses, physicians, etc.) of eligible hospitals. The participants were selected using purposive sampling, and data saturation was achieved after 28 interviews. The data were analyzed in MAXQDA10. Findings In total, 28 interviews were conducted with 10 women and 18 men. The challenges of hospital human resources were categorized into five main themes and 15 sub-themes. The main themes were the shortage of human resources, burnout, the need to acquire new knowledge and skills, the employees’ health and safety and the reward system. Originality/value Identification of challenges faced by human resources is the first step toward preventing human force shortage and psychological problems in the personnel. Implementing the recommendations of the present study would assist the proper management of hospitals’ human resources.

Study on the Rehabilitation Therapist Estimation Under Institutional Perspective by Applying the Workload Indicators of Staffing Needs in the Aging Context

BackgroundThe need for rehabilitation therapy has increased dramatically with the aging of the population, the prevalence of non-communicable diseases, and the increase in the number of disabilities. Rehabilitation therapists are crucial to provide high quality rehabilitation therapy; however, there is a significant shortage of these professionals in China. One of the effective strategies to address this challenge is using the norm of the workforce for rehabilitation therapy, which is an index for assessing the personnel required in a facility. This research aimed to create a rehabilitation therapist-required norm under institutional perspective in Shandong Province, China, based on the Workload Indicators of Staffing Needs (WISN) method, which was created by the World Health Organization (WHO) in 1998 to analyse staff utilization at various levels of the health care system.MethodsWe conducted descriptive and quantitative research from October to November 2020 in the rehabilitation department of a tertiary hospital in Weifang City, China. Focus groups, online interviews, and document reviews were conducted to gather data and calculations of the WISN method performed.ResultsAdmission assessment, pre-treatment evaluation, rehabilitation therapy, post-treatment evaluation, and health education for patients were identified as the main priority group activities. Interviews and analysis of documents summarized five factors related to rehabilitation therapists' health service activities. In this study, the annual working time of each therapist was 1,776 h per year. The WISN method calculations showed that the norm of rehabilitation therapists in this tertiary hospital was 23 therapists. As the department had 13 therapists, there was a shortage of 10 therapists based on the WISN calculation, with a ratio of 0.57, which represented the actual compared to the ideal number of therapists.ConclusionWorkload pressure was high for therapists in this tertiary hospital. This model revealed a demand for ten more therapists in the rehabilitation department. The WISN method can help hospital administrators in therapist workforce monitoring, including in regard to therapists. Therefore, the WISN method should be embraced as part of hospital human resource planning and recruitment strategies to meet increasing rehabilitation needs.

A Study on the Relationship Among Nurses’ Practice Environment, Safety Attitude, and Occupational Wellbeing

Objective: To investigate the status quo of nursing practice environment, nurses’ safety attitude, and occupational well-being, as well as to explore the relationship among the three, so as to provide reference for formulating and implementing corresponding measures. Methods: A cross-sectional survey was conducted from October 2021 to December 2021. A total of 1,939 nurses from five tertiary hospitals in a city were surveyed using the Nurses’ Practice Environment Assessment Scale, Safety Attitudes Questionnaire, and Medical Workers’ Occupational Wellbeing Scale. The data were analyzed using SPSS 22.0. Results: The total score of nurses’ practice environment was 68.81 ± 27.79 points, which is at a relatively general level; the total score of nurses’ safety attitude was 111.28 ± 14.38 points, which is at a moderate level; and the total score of occupational well-being was 62.43 ± 28.17 points, which is relatively high. There was a significant positive correlation between nurses’ practice environment and their safety attitudes and occupational well-being (p < 0.05). Conclusion: Nurses are the main human resources in hospitals, and their practice environment is closely related to patient safety and their work enthusiasm. An unhealthy practice environment not only affects the quality of care, which leads to patient safety issues, but also their job satisfaction. Nurse managers are encouraged to implement targeted interventions in advance to improve nurses’ practice environment, strengthen safety attitudes, and enhance the professional wellbeing of nurses.

Journal of human resources in hospitality and tourism: a bibliometric overview

In the celebration of the 20th anniversary of the Journal of Human Resources in Hospitality & Tourism, this study presents a comprehensive overview of the journal between 2002 and 2020 based on bibliometric analysis to highlight the key trends and dominant topics in the journal. Bibliographic data were extracted from the Scopus and these data were analyzed using “bibliometrix” tool, a tool for bibliometrics and scientometrics. The findings show the strong growth of JHRHT over time and a huge diversity of publications are published based on human resources practices and issues from around the world, especially the USA, Australia and Turkey.

Hospitality Strategic Management Planning Post COVID-19 Pandemic

Purpose of the study: This study aims to analyze management planning and strategies implemented by local chain hotels post-COVID-19 pandemic. Design/methodology: This study uses a descriptive qualitative case study method, with two research instruments in data collection: documentation and interviews. Data reduction, data presentation, and data verification, as well as SWOT analysis, were used to analyze data. Regarding testing validity data, the technique used by researchers is a triangulation technique source. Findings: The Local chain hotel has implemented a competitive strategy well, proven with properties that can last for more than 28 years in the hospitality industry, and is still relevant in the competition between hotels today. Management can also maintain hotel operations during the COVID-19 pandemic without closing all their properties. Research limitations/Implications: This study only focuses on using a SWOT analysis tool to analyze the Hotel's internal and external environment, where many tools could be used in data analysis to produce more reliable output. Novelty/Originality of the study: This study discussed formulation local chain hotels strategy formulation post-COVID-19 pandemic. The formulation covering four pillars of the hospitality industry, including operational, marketing, finance, and human resources. This research can be a reference for local hotels in implementing competitive strategies.

Analysis on Orientation of Position Setting in Hospital Human Resources Management

Analysis on Orientation of Position Setting in Hospital Human Resources Management

Navigations for Hospitality Human Resource Management Research: Observing the Keywords, Factors, Topics under the COVID-19 Pandemic

The hospitality industry is one of the most affected by the pandemic, and because of its human close interaction and labor-intensive characteristics, it has left Human Resource Management (HRM) puzzles with organizations’ stabilization and recovery. This study aimed to summarize current research on hospitality HRM research outcomes and trends during the COVID-19 pandemic. Utilizing the PRISMA technique and NVivo software, 102 research articles were extracted and analyzed to highlight to overall achievement and movement of hospitality HRM research under the shadow of the COVID-19 crisis. Considering the main purpose of this study, which was to show the status and prospects, the findings indicated 309 free nodes and 26 secondary nodes based on grounded theory. 7 key themes clustered from the analysis and include “environmental factors”, “industrial factors”, “HRM practice”, “organization”, “employee”, “external outcomes”, and “methodology”. The results demonstrated the COVID-19 pandemic driven HRM transformation. In addition, it sheds light on how research responds to the shifting navigation of HRM within the hospitality context under the COVID-19 conditions.

Thực trạng và một số yếu tố ảnh hưởng đến thu hút và duy trì nguồn nhân lực điều dưỡng tại Bệnh viện Đa khoa tỉnh Lào Cai giai đoạn 2015 – 2019

Objectives: To describe the situation of nursing human resources and analyze some factors influencing the attraction and retention of nursing human resources at Lao Cai General Hospital from 2015 to 2019. Methods: A cross-sectional descriptive study combining quantitative and qualitative was conducted at Lao Cai Provincial General Hospital from July to September 2020. A quantitative study was conducted, using a form to collect secondary data on the nursing staff at the hospital. Qualitative research was used for in-depth interviews and focus group discussion guidelines. The number of nurses did not change much over the years and there was a shortage of 26 – 162 people compared to requirement; their professional qualification was not high with the major are from medical high school (63.2% – 74.7%). The number of recruitment over the years has been short of the plan (reaching only 11.2% of the demand). The proportion of trained nurses was low (2%). The policy of attraction and retention of nurses was not cleared and specified. The positively influenced factors to the attraction and retention of nursing human resources included: working environment and working conditions. On the other hand, the activities the factors that negatively influenced included: policies, income, professional training and capacity development. Lao Cai General Hospital needs to be proactive in nursing recruitment to solve the lacking of nursing, reinforce and improve the appropriate policies to attract and maintain nursing human resources in hospitals; focus on training to improve professional nursing capacity and management qualifications through the organization of training and support training budget from hospital service revenue; improve nursing income with revenue from hospital services to maintain this workforce. Keywords: Nursing, attraction and retention human resources, General Hospital of Lao Cai

Application of Performance Appraisal in Hospital Human Resources Management

Application of Performance Appraisal in Hospital Human Resources Management

Application of Data Mining in Performance Management of Public Hospitals

With the rapid development of computer technology, information technology covers all aspects of daily life, and the medical industry is also paying more attention to information construction. Conventional management methods have been unable to further improve the hospital’s management capabilities. At the same time, countries that are better in terms of hospital management practices have set a benchmark for mainland hospitals and reformed hospitals in order to stand out in the future. In addition to evaluating the economic benefits and work efficiency of doctors, hospitals must also consider that hospitals, as a special service industry, cannot be measured by economic indicators. Therefore, there is a multiparty game in the performance appraisal of hospitals, and it is necessary to consider not only economic factors but also the characteristics of public services. This article is based on the case of a large domestic tertiary hospital, combined with the hospital’s performance management reform plan, through the design idea of performance management and incentive performance pay distribution, using data mining technology as an auxiliary means. It successfully helped the hospital complete the performance and incentive performance pay aspects reform. The main research work of this paper is divided into the following three aspects. (1) Using data mining technology, according to each nursing unit’s workload, risk level, the difficulty of internship, and other objective factors in the past year for patient outpatient visits, surgery implementation, critical first aid, etc., are classified in line with the actual situation and provide a reliable basis for the reasonable and efficient allocation of hospital human resources. (2) In the performance management system, we integrate the third-party data mining tool weka to assist in the evaluation of the performance distribution plan and the calculation of the follow-up incentive performance pay. (3) We use the mathematical model of data mining to measure and evaluate the reasonableness of historical workload and performance appraisal, determine a new incentive performance pay distribution model, and use the software as a calculation tool for the internal distribution of performance wages to provide monthly incentive performance wage statistics in the future.

The Necessity and Innovation of Pre-Job Training in Hospital Human Resources Managing

To rapidly change new comers from students to employees, to help them realize and adapt to their new position as soon as possible, pre-job training is an essential part of human resources management and a necessary guarantee for talent team construction as well as improving level of medical services. There are international human resources experts and enterprise trainers getting into pre-job training research and practice from 1980s. Combined with a grade iii-A general hospital’s practical work condition and pre-job training experience, this paper has concluded the necessities and creative thinkings in hospital human resources management.

The Operation of Humanistic Management in Hospital Human Resources Management

The Operation of Humanistic Management in Hospital Human Resources Management

FAKTOR-FAKTOR YANG MEMPENGARUHI KEPATUHAN PENGGUNAAN ALAT PELINDUNG DIRI (APD) PERAWATPADA MASA PANDEMI COVID-19 DI INSTALASI GAWAT DARURAT RUMAH SAKIT UMUM DAERAH dr. ZUBIR MAHMUD

Hospital Occupational Health and Safety (K3RS) are all activities to ensure and protect the safety and health of hospital human resources, patients, patient companions, visitors, and the hospital environment through efforts to prevent work accidents and occupational diseases in hospitals. This study aims to determine the factors related to compliance with the use of personal protective equipment (PPE) for nurses during the COVID-19 pandemic in the ER RSUD dr. Zubir Mahmud 2021. The research design used was a quantitative design with a cross sectional approach. The population is all nurses who work in the ER dr. Zubir Mahmud as many as 29 and the sample in this study as many as 29 respondents. Collecting data using a questionnaire. Data analysis using Chi-Squre and looking at Fisher's Exact Test. The results of research on the bivariate test show that there is a significant influence on the independent variables, namely the knowledge factor (p-value = 0.008), attitude (p-value = 0.006), availability (p-value =0.000) and supervision (p-value =0.001). and there was no significant effect, namely the education factor (p-value = 0.622) and years of service (p-value = 0.139) with the dependent variable being the compliance with the use of personal protective equipment (PPE) by nurses during the Covid-19 pandemic.Suggestions in this study are hospitals must make clear SOPs about the use of PPE and increase vigilance during the pandemic.

Analysis of the Human Resources Policies RSU Royal Prima in the Face of the Pandemic of COVID-19

Currently there are as many as 65 countries infected with the corona virus. According to WHO as of March 2, 2020, the number of sufferers was 90,308 infected with Covid-19. The death rate reached 3,087 or 2.3% with a cure rate of 45,726 people. It is proven that the patient with the confirmation of Covid-19 in Indonesia originated from an event in Jakarta where the patient had contact with a Japanese national who lived in Malaysia. Hospitals will not be able to survive COVID-19 through hospital protocol and resources. Consider making passes. Second, use hospital personnel for the most relevant skills. This study aims to determine the HR policy analysis of the Royal Prima Hospital in dealing with the COVID-19 Pandemic, using descriptive qualitative research with the method of collecting data using in-depth interviews (direct interviews) which are measured by data validity (triagulation) and using 5 samples is a related informant, then the data is processed and analyzed in tabular form which is described in narrative form. The results of this study were found that in the input of the Royal Prima Medan General Hospital, the Policy on Health Protocols recommended by the government or WHO, found that the process of working and implementing policies as human resources has not been maximal in maintaining the distance between individual tablespoons, but the process of using APD is in accordance with the SOP. and meet Government or WHO standards. For Output There is human resource data confirmed to be infected with the corona virus. The data consists of 6 medical personnel, namely 2 nurses and 4 doctors. Keywords: COVID-19, Royal Hospital Human Resources Policy against Pandemic, Health Protocol.

Are human resource practices the key to managing job burnout in New Zealand nurses? Testing a path model.

To explore if human resource practices are the key to manage job burnout in nurses. To determine if human resource practices provide more meaningful work to nurses, subsequently leading to enhanced work-life balance and lower job burnout (emotional exhaustion and cynicism). Job burnout is a global phenomenon, particularly relevant in the nursing profession due to pressures within the health sector. Job burnout is also a result of nurses not balancing work with their life roles and maintaining meaning in one's work. High-performance systems are tools that hospital human resource departments can use to increase core employee factors that ultimately reduce the risk of job burnout. Using cross-sectional data from 114New Zealand nurses, we tested a path model to distinguish whether human resource practices can influence job burnout, with meaningful work and work-life balance mediating. The data were analysed using structural equation modelling and indirect effects for mediating. This research adhered to the STROBE Statement. Human resource practices are positively related to meaningful work and work-life balance, and meaningful work was positively related to work-life balance and negatively related to cynicism. Finally, work-life balance is negatively related to emotional exhaustion and cynicism. Given the influence of human resource practices on job burnout is fully mediated by meaningful work and work-life balance, indicating that managing job burnout is best understood via human resource practices enhancing nurses meaning from work and role balance, which subsequently reduces job burnout. Human resource practices can enhance work factors, such as meaningful work and work-life balance, that can enable nurses to have reduced job burnout. This will help prevent cynicism, exhaustion and will therefore prevent absenteeism, enhance performance and overall aid long-term employment benefitting not only patients but hospitals.