Human Resources Staff Research Articles

Even if you build it, they may not come: challenges in the uptake of workplace mental health toolkits

BackgroundStrategies to promote workplace mental health can target system, organization, team, and individual levels exclusively or in concert with each other. Creating toolkits that include these different levels is an emerging innovative strategy to support employees working in various sectors. Our paper describes the development, implementation, and refinement of two different online toolkits: the Healthy Professional Worker Toolkit for Education Workers and the Health Worker Burnout Toolkit.MethodsThe Knowledge to Action Framework guided the team during the development and early interventions phases of toolkit development. Stakeholder engagement regarding the intended use of the toolkit of promising practices for workplace interventions was integrated throughout with different forms of feedback in a research capacity between 2022 and 2024.ResultsReflecting on the different phases of the KTA Framework, we describe first the engagement involved in building the toolkits and then on their utilization. Our toolkits were built to include different resources aimed at empowering workers, teams, and employers offering innovative ideas to address the mental health-leaves of absence and return to work cycle in one case and the different forms and consequences of burnout in the other. Criteria for inclusion were informed by ongoing research with a range of stakeholders and other intended toolkit users including managers, supervisors, executives, human resource specialists, staff, and others in healthcare and educational organizations and settings. In the implementation phase, the volume of resources available in each toolkit considered a strength by some was overwhelming for some partners and individual workers to navigate. Capacity, engagement, time, and readiness for change, are themes that heavily influenced if and when organizations interacted with each toolkit, and how much time they spent exploring the resources provided.ConclusionIt is critical to ground toolkits in the experiential evidence of workplace mental health as is linking these to evidence-informed interventions that correspond to workplace concerns. Organizational readiness to adopt and adapt resources and implement changes is a key consideration. Ultimately, user engagement is what brought these toolkits to life.

The Effect of Service Quality on Customer Satisfaction at the Laguna, a Luxury Collection Resort & Spa, Nusa Dua, Bali

Hotels to increase competitiveness need to prioritize customer satisfaction with the quality of service that affects. The study aims to determine the effect of service quality on customer satisfaction of The Laguna, a Luxury Collection Resort & Spa, Nusa Dua, Bali. The data used includes quantitative data in the form of questionnaires and qualitative data in the form of customer complaints and interviews with Human Resources Staff. The sampling technique method used in this research is purposive sampling. Analysis was carried out using simple linear regression and SPSS version 29 for Windows. This study gives results if Customer Quality (X) has a significant effect on Customer Satisfaction (Y) with a tcount> ttable = 16.010> 1.661 and a significance number < α = 0.000 < 0.05. This study concludes that service quality has a significant effect on customer satisfaction.

Development and evaluation of a training program to reduce homophobia and transphobia among human resource staff and health professionals in the workplace: A randomized controlled trial.

Development and evaluation of a training program to reduce homophobia and transphobia among human resource staff and health professionals in the workplace: A randomized controlled trial.

Human resource management strategy and staff performance under Chengdu catering enterprise culture

Human resource management strategy and staff performance under Chengdu catering enterprise culture

Strengthening character education through Al-Islam and Kemuhammadiyahan based on merdeka curriculu

The aim of this research is to explore approaches to strengthening character education, describe Al-Islam and Muhammadiyahan learning models, and analyze supporting and inhibiting factors for strengthening character education through Al-Islam and Muhammadiyahan based on the Independent Curriculum. This research is field research with a qualitative approach at SMK Muhammadiyah Sampang. The technique for taking subjects in this research used purposive sampling, data was obtained by interviews, observation and documentation. The results of this research explain that strengthening character education is carried out through several activities such as the habit of tadarus, midday prayers in congregation, midday prayers, Friday routine studies, and Sunday morning studies. These activities are integrated with ISMUBA subjects which include aqidah, morals, worship, al-Qur'an, dates, muhammadiyahan and Arabic. The ISMUBA learning model uses the Problem Based Learning (PBL) model by presenting factual cases related to the material to be studied. Supporting factors for strengthening character education are the professionalism of human resources (teachers and staff), massive training and workshops in the Independent Curriculum. Meanwhile, the inhibiting factors are the absence of guidebooks for students and teachers, low student interest and awareness of ISMUBA material, and family background.

Intention to use digital transformation of human resource employees in Hanoi

Digital transformation is at the heart of the fourth industrial revolution, which leads to fundamental and far-reaching changes in business operations. In an environment where all fields and industries are undergoing digital transformation, are human resources employees willing to accept and implement digitalization in their daily work, and what factors influence their intention to use digitalization in their work? The article studies 130 human resources staff at businesses in the Hanoi area. Research results confirm that perceived usefulness, perceived ease of use, and perceived self-efficacy about digital transformation have a positive influence on human resources employees' intentions to use digital transformation at work. For human resources staff to be comfortable in the process of using technology in a digital transformation environment, human resources employees need to be guided and trained on how to apply new applications and new technology in the field of human resources.

WORK-LIFE BALANCE'S IMPACT ON EMPLOYEE ENGAGEMENT WITH JOB CRAFTING AS MEDIATION VARIABLES IN HEALTH DEPARTMENT EMPLOYEES PADANG-PANJANG CITY

This study identifies and examines: (1) How work-life balance affects employee engagement among Padang Panjang City Health Office staff (2) How work-life balance affects job crafting in Padang Panjang City Health Office staff (3) How job designing affects employee engagement among Padang Panjang City Health Office staff (4) The impact of job crafting as a mediating variable on work life balance with employee engagement in Padang Panjang City Health Office staff. Research of this kind called causal research. The research's 150 participants are the human resources staff at the Padang Panjang City Health Office. In this investigation, clusters proportional random sampling was the method of sampling. utilizing a Likert scale in a questionnaire to collect data. the method of analysis used to SEM data using PLS 4 (Partial Least Square) software. : Data analysis for this study's conclusions reveals the following:. (1) The employees of Padang Panjang City Health Office are considerably and favorably influenced by work-life balance in terms of employee engagement (2) work-life balance has a positive and significant effect on job crafting for employees of the Padang Panjang City Health Office (3) Employees of the Padang Panjang City Health Office report that job crafting has a major impact and helps employee engagement. (4) For employees of the Padang Panjang City Health Office, job crafting mediates the work-life balance relationship with employee engagement.

Pharmaceutical management of the COVID-19 pandemic in a mid-size hospital

The purpose of this article is to report the experience of the Department of Hospital Pharmacy of a mid-size hospital during the peak of the COVID-19 pandemic. The human and material resources available in a mid-size hospital were more limited than in larger hospitals of the region. In this article, we describe how this Department of Hospital Pharmacy was reorganized to meet the increase in activity, the strategies developed and the lessons learned for future pandemics.The COVID-19 pandemic had a higher impact in Leganes, a city in the south of Madrid, with a population of 190,000. In the face of the dramatic increase in the proportion of patients attending our hospital between March and April 2020, the Severo Ochoa University Hospital increased the number of beds by 24.5% and fitted out new premises inside and outside the hospital (sports centers). The mean number of patients seen in our Emergency Department every day passed from 70-80 to a peak of 286 patients, with 652 hospitalized patients.The situation of emergency created by this infectious disease, with management protocols changing constantly, had a dramatic impact on the activity of hospital pharmacies. Thus, the pandemic has affected areas of economic management, magistral preparation, dispensing of medication to inpatients, ambulatory patients, patients monitored at home, institutionalized patients, and patients from private hospitals and field hospitals. Other areas affected include training, clinical trials, pharmacovigilance, and counseling boards.Two strategies were adopted to overcome these problems: a strategy centered on human resources (staff reinforcement, reallocation of responsibilities), and a strategy centered on processes (some processes were reinforced to meet the increase in activity, whereas other were temporarily suspended or reduced to the minimum). ConclusionsThe Department of Hospital Pharmacy plays a key role in hospitals and has been significantly reinforced to meet the dramatic impact of the pandemic on this department. This Department has been able to reorganize its processes and take over new responsibilities such as telepharmacy and home dispensing. Hospital pharmacies play a crucial role in pharmacotherapeutic decisions in hospitals. As in other Departments, training is the area more significantly affected by the pandemic.

Analisis Sistem Rekrutmen dan Seleksi pada Female Daily Network

The recruitment and selection system are a vital component in the Human Resources Management of an organization in supporting the achievement of organizational goals. The aim of this research is to determine the recruitment and selection system implemented at the Female Daily Network which consists of the recruitment and selection process, recruitment and selection decision making procedures and how to measure the success of the recruitment system itself. This research uses descriptive qualitative methods, by describing and analyzing the problems found. Qualitative research is based on primary data and secondary data. Primary data in this research was obtained through observation, interviews, and documentation, while secondary data was obtained through books, previous research, and articles relevant to this research. The data source in this research is interview transcripts obtained from a number of respondents called research informants. The informants from this research were four people, consisting of one head of the human resources division, two human resources staff and one new employee, IT staff. The research results show that the recruitment and selection process start from the human resources department posting vacancies and applicants sending CV until the head of HR makes a decision whether to accept them or not.

The Effect of Language on the Decision to Image in the Evaluation of Atraumatic Headache

BackgroundPatients with limited English proficiency seen in the emergency department (ED) experience lower quality of care and higher diagnostic resource utilization unless they are evaluated in their own language. Despite a low rate of serious pathology identified and the availability of guidelines to direct its use, computed tomography (CT) is commonly used to evaluate atraumatic headache in the ED. ObjectiveOur aim was to determine whether Spanish-speaking patients with atraumatic headache were more likely than their English-speaking counterparts to undergo head CT, and whether evaluation by a clinician who passed a Spanish proficiency test mitigated this difference. MethodsThis retrospective observational study used electronic health record data of adult patients presenting with atraumatic headache to a level I trauma center during a 2-year period. Spanish-language testing of clinicians consisted of a brief, unvalidated, in-person, nonmedical verbal test administered by human resources staff. ResultsA total of 3030 patients with atraumatic headache were identified; 1437 were English speaking and 1593 were Spanish speaking. Spanish-speaking patients were older (48.3 vs. 41.9 years), more likely to be women (68.8% vs. 60.5%), and more likely to undergo head CT (31.8% vs. 26.4%). Evaluation by a clinician who passed the Spanish proficiency test had no significant influence on the likelihood of head CT for Spanish-speaking patients after controlling for confounding variables (adjusted odds ratio 0.95; 95% CI 0.75–1.20). ConclusionsSpanish-speaking patients are more likely to undergo head CT when evaluated for atraumatic headache than English-speaking patients. Evaluation by a clinician who passed a brief Spanish proficiency test did not mitigate this disparity.

The Future of Work: Implications of Artificial Intelligence on Hr Practices

The integration of Artificial Intelligence (AI) into Human Resources (HR) procedures has heralded the dawn of a new age in the workplace. The purpose of this research study is to shed light on how AI-driven innovations are transforming recruiting, talent management, employee engagement, and the broader HR function. It examines AI's possibilities for decreasing prejudice, increasing efficiency, and optimizing HR decision-making, while also addressing the ethical quandaries and concerns that arise from this fundamental transition. The growing importance of AI and machine learning (ML) in altering HR practices cannot be emphasized. The advent of 'Big Data,' combined with the spread of the Internet of Things (IoT), has created a hospitable environment for breakthrough AI solutions. AI is increasingly being used by businesses to automate HR duties. As a result, AI has the ability to reduce the administrative burden on HR professionals by allowing them to make decisions based on solid data patterns rather than mere guesswork. This conversation digs into AI integration in HR, its benefits, implementation issues, and next steps. Adopting AI and machine learning is critical for precise decision-making and effective staff management. It is critical for HR staff to overcome their fears in order to handle these obstacles. This paper aims to provide a complete knowledge of the emerging HR landscape in the age of AI, presenting insights and ideas to steer enterprises toward a future in which human and artificial intelligence coexist together in the workplace.

Title: Identifying barriers to the production and use of routine health information in Western Province, Zambia.

Recent decades of improvements to routine health information systems (RHISs) in low and middle-income countries (LMICs) have increased the volume of health data collected. However, countries continue to face several challenges with quality production and use of information for decision-making at sub-national levels, limiting the value of health information for policy, planning, and research. Improving the quality of data production and information use is thus a priority in many LMICs to improve decision-making and health outcomes. This qualitative study identified the challenges of producing and using routine health information in Western Province, Zambia. We analyzed interview responses 37 health and social sector professionals at the national, provincial, district, and facility levels to understand the barriers to using data from the Zambian health management information system (HMIS). Respondents raised several challenges that we categorized into four themes: governance and health system organization; geographic barriers; technical and procedural barriers; and challenges with human resource capacity and staff training. Staff at the facility and district levels were arguably the most impacted by these barriers as they are responsible for much of the labour to collect and report routine data. However, facility and district staff had the least authority and ability to mitigate the barriers to data production and information use. Expectations for information use should therefore be clearly outlined for each level of the health system. Further research is needed to understand to what extent the available HMIS data address the needs and purposes of the staff at facilities and districts.

Human Resources Policies and Employees’ Attitude: A Study of Federal University of Petroleum Resources, Effurun, Delta State

This study examined the influence of human resources policies on employees’ attitudes using the Federal University of Petroleum Resources, Effurun, Delta State as a case study. The study used the survey research design and the instrument of data collection was the questionnaire which was administered to two hundred (200) academic and non-academic staff of the Federal University of Petroleum Resources. Data obtained in the survey were analyzed using linear regression technique. It was found that human resource recruitment and selection policy had a significant influence on employees’ attitudes (F-value = 3.246; P-value = 0.003). In addition, we found that human resource staff training and development policy had a significant effect on employees’ attitudes (F-value = 5.017; P-value = 0.026). The study recommends that the management of Nigerian public institutions of higher learning should sustain and improve on their recruitment and selection and staff training and development policies in order to enhance employees’ attitude to work. More so, there is a need for the management of Nigerian public institutions of higher learning to embrace diverse types of human resource policies that will improve employees’ attitudes to work.

Preventing sexual violence in Vietnam: qualitative findings from high school, university, and civil society key informants across regions

BackgroundSexual violence by young men against women is common, but efficacious primary prevention interventions tailored to men are limited in low- and middle-income settings like Vietnam. GlobalConsent, a web-based sexual violence prevention intervention tailored to university men in Hanoi, is efficacious. Implementation research is needed to understand facilitators and barriers to scaling GlobalConsent and prevention programs generally. We conducted qualitative research with key informants from three youth-focused organizational settings to understand the context of implementation in Vietnam.MethodsInterviews with university (n = 15), high-school (n = 15) and non-governmental (n = 15) key informants focused on perceptions about sexual violence among young people and prevention programming. Four focus group discussions with 22 interviewed informants, following the Consolidated Framework for Implementation Research, asked about facilitators and barriers to implementing GlobalConsent. Narratives were transcribed, translated, and coded inductively and deductively to identify salient themes.ResultsOuter-setting influences included greater expectations for sex among young people alongside norms favoring men’s sexual privilege, ostensibly ambiguous and lax laws on sexual violence, government ministries as bureaucratic but potential allies, external subject-matter experts, and the media. Inner-setting influences included variable cultures regarding openness to discuss sexual violence and equitable gender norms, variable departmental coordination, limited funding and ‘red tape’ especially in public institutions, inconsistent student access to technologies, and limited time and competing priorities among students and teachers. Several actors were considered influential, including institutional leaders, human-resource staff, the Youth Union, and student-facing staff. Important characteristics of individuals for implementation included subject-matter expertise, science or social science training, younger age, engagement in social justice related activities, and more open attitudes about sex. Regarding characteristics of sexual violence prevention programming, some participants preferred online formats for busy students while others suggested hybrid or in-person formats, peer education, and incentives. Participants generally accepted the content of GlobalConsent and suggested adding more content for women, ancillary support services, and adapted content for high-school students.ConclusionsImplementation of sexual violence prevention programs in youth-focused organizations in Vietnam requires multilevel strategies that connect outer-setting subject-matter experts with supportive inner-setting leaders and student-facing staff to overcome normative and organizational constraints, and thereby, to deliver institution-wide programming.

The direction of work flow matters: influence mechanism of task interdependence on employee proactive work behavior.

Given the increasing uncertainty in today's environment, how enterprises implement changes to stimulate employee proactive work behavior has become an important practical topic in the human resources field. This study considers work flow direction and refers to the work characteristic and job demand-resource models to explore the influence of task interdependence (initiated and received) on employee proactive work behavior. We interviewed human resource staff and surveyed employees of an internet company headquartered in Jiangsu, China. The empirical results show that initiated task interdependence has a positive impact on employee proactive work behavior, and task significance plays a mediating role between them. Self-esteem does not affect the positive relationship between initiated task interdependence and task significance, nor does it influence the aforementioned mediating effect of task significance. Moreover, received task interdependence has no significant effect on proactive work behavior, and task significance has no significant mediating effect between them. Self-esteem moderates the relationship between received task interdependence and task significance. Specifically, when self-esteem is low, received task interdependence positively predicts task significance, and when self-esteem is high, the received task interdependence-task significance relationship is not significant. Furthermore, self-esteem moderates the mediating effect of task significance between received task interdependence and proactive work behavior. Specifically, when self-esteem is low, task significance plays a mediating role but not when self-esteem is high. Theoretical contributions and managerial implications are discussed.

Training Recommendation using Simple Addictive Weighting in Agriculture Product Trading Company

The use of System Application and Processing (SAP) software is becoming increasingly popular among businesses, and ensuring employees receive adequate training is essential for effective use. However, there are common problems associated with SAP training, such as the lack of adequate training materials, training module quality, insufficient training facilities, and inadequate coach quality. These problems can result in employees not receiving the training they need to operate the software effectively, leading to a lack of productivity and efficiency in the workplace. To address these issues, the development of a training recommendation application using XAMPP, HTML, PHP, and CSS has been successful. The application offers an integrated, secure, and accurate solution to select the most appropriate SAP Training Module for each employee based on their performance across different attributes. The User Acceptance Testing (UAT) carried out with the Human Resource staff showed that the application built using the Simple Additive Weighting (SAW) method was 100% effective in selecting the best module for each employee. The SAW method considers the weighted sum of performance rankings for each module, providing a reliable and accurate recommendation for the most suitable module for each employee.

Effects of Corporate Social Responsibility on Online Recruitment Processes in the Vietnamese Food and Beverage Industry

This paper examines the effect of CSR perceptions on online recruitment practices and outcomes in the Vietnamese food and beverage sector. Semi-structured interviews were conducted with seventeen participants, including CEOs, HR (human resource) staff and store managers. The results show that CSR perception varies and is exemplified through employee-related activities, ethical products, environment, philanthropy, and international standards. The study is novel in establishing that, despite high unemployment in developing economies, CSR communication in online recruitment sites impacts job applicants’ choice of company. While the strategic potency of CSR has been established, this study brings to light its critical significance for human resources processes, particularly online recruitment, in an emerging economy context. The study has considerable implications for practitioners and researchers, suggesting the necessity to strategically manage the interface between CSR and online recruitment.

The Effect of Training and Development on Productivity of Employees in Listed Investment Firms in Kenya

The objective of this research was to assess how training and development impact employee productivity in investment companies listed in Kenya. Maslow's Hierarchy of Needs, Hawthorne Effect, and Expectancy Theory were the guiding principles of this study. A literature review was conducted to define the variables of the study. The research was conducted using a descriptive design, and the target population was made up of 72 participants, consisting of 15 human resource managers and 57 human resource staff from the 15 listed investment firms on the Nairobi Stock Exchange. The study utilized the census sampling technique, with all 72 individuals participating. To gather primary data, questionnaires were distributed after being tested for reliability and validity. The data collected was analyzed using descriptive statistics such as standard deviation and means, as well as inferential statistics using the Statistical Package for Social Sciences (SPSS) version 25.0 software. Correlation coefficients were employed to assess the relationship between the variables in the study. The data findings were presented using tables and pie charts to facilitate the interpretation of results and draw conclusions and recommendations. According to the research conducted in Kenya on investment firms, it was discovered that training and development have a substantial and direct impact on employee productivity. The study showed that training and development had a beta coefficient of 0.490 and a p-value of 0.000. The regression model analysis revealed that training and development is a strong predictor of employee productivity. According to the study, training and development has a considerable impact on the performance of employees working in listed investment firms in Kenya, as evidenced by the adjusted R-square value of 0.793. The research suggests that companies should focus on all aspects of training and development as they have a significant and positive impact on employee performance in this sector.

Enterprise-Based Participatory Action Research in the Development of a Basic Occupational Health Service Model in Thailand.

Various basic occupational health services (BOHS) are provided, particularly in-plant BOHS; however, it might be necessary to start expanding BOHS. The current study focuses on BOHS model development using participatory action research (PAR) at a large-sized enterprise in northeastern Thailand. The PAR began with a situation analysis using ILO Convention C161, problem and cause analysis, the development of an action plan, observation and action, evaluation, and replanning. The research tools included interviews, focus group discussions (FGDs), and participant observations. The participants included managers, human resource staff, safety officers, and workers. Both inductive and deductive thematic analyses were undertaken. The results showed that (1) education and learning experience led to the workers detecting work-related diseases early by themselves and the implementation of medical surveillance programs; (2) the workers' occupational health needs led to return-to-work assessments and first aid room system development; (3) the employer's experience led to appropriate fit-for-work examinations and emergency preparedness; and (4) the feedback from BOHS providers led to a hospital-to-in-plant return-to-work conversion. The study concluded that the enterprise could develop fit-for-work and return-to-work assessments as per the ILO Convention C161 under the policy; however, medical surveillance and the first aid room system need to be developed through counseling at the hospital's occupational medicine clinic.

Development of Career Patterns of Civil Servants in the Human Resources Staff Unit of the National Police

The existence of civil servants in the National Police institution is something unique and distinctive because in the National Police organization, the position of civil servants is in one organization with the National Police in all units of the National Police in charge of carrying out administrative activities and tasks that require special expertise to support the activities of the National Police. For civil servants of the National Police, personnel regulations apply to the National Police and personnel regulations regulated by BKN. The purpose of this study is to analyze the causes of the lack of optimal implementation of career patterns for civil servants in the Human Resources Staff (SSDM) of the National Police and provide a description related to career pattern models that are more professional and appropriate for civil servants in SSDM Polri which can be used as a career pattern model for National Police Civil Servants. This research uses a mix method approach, quantitative data collection which is then deepened qualitatively through interviews, observations and collection of supporting documents. The result is that the career pattern of civil servants in the Human Resources Staff Work Unit is constrained by human resource management governance in the aspects of planning, organizing, procuring and directing, developing and integrating. A more provective career pattern model obtained from the results of discussion and analysis in this study is the placement of civil servants in predetermined functional and structural positions, the implementation of internships for employees who newly recruited, implementation of performance evaluation for promotion followed by attending education and training in accordance with the field of work, providing space and opportunities to actualize themselves to the duties and responsibilities that given in order to be promoted to the top posotion intended for civil servant after attending a series of education and training for competency development.