Human Resource Work Research Articles

Machine Learning-based Human Resource Management Information Retrieval and Classification Algorithm

Efficient human resource management (HRM) is essential for company achievement in today’s fast-paced corporate world. Businesses must find effective ways to retrieve and categorise the ever-growing amount of HR-related knowledge. This work presents a new method for retrieving and classifying HRM data using machine learning. Modern natural language processing (NLP) and CNN methods are used by the algorithm we developed to handle unorganized human resources (HR) information, including worker records, job postings, and certificates. HR decision-making is facilitated by the system’s ability to derive insightful information from the information using sophisticated text mining and machine learning algorithms.The two main parts of the method are classification and data extraction. HR workers can more easily obtain the required knowledge thanks to information retrieval, which makes it possible to search HR data quickly and accurately. Contrarily, categorisation optimises the division of human resources information into pertinent classifications, including job positions, competencies, and achievement grades. We assess our algorithm’s effectiveness on various datasets from actual HR datasets. The outcomes show how well our strategy works to streamline HRM procedures, cut down on manual labour, and increase the precision of decisions. Furthermore, our technology is compatible with corporate human resources offices and educational settings because it complies with worldwide university requirements.This study belongs to the growing body of knowledge in HRM. It provides a useful tool for businesses looking to improve employee relations, simplify HR procedures, and attract and retain talent. The suggested method is a valuable resource for academics and businesses alike because of its versatility and compliance with global educational norms.

Healthcare workers perceptions of patient safety culture in selected Ghanaian regional hospitals: a qualitative study

BackgroundPatient safety culture is an integral part of healthcare delivery both in Ghana and globally. Therefore, understanding how frontline health workers perceive patient safety culture and the factors that influence it is very important. This qualitative study examined the health workers’ perceptions of patient safety culture in selected regional hospitals in Ghana.ObjectiveThis study aimed to provide a voice concerning how frontline health workers perceive patient safety culture and explain the major barriers in ensuring it.MethodIn-depth semi-structured interviews were conducted with 42 health professionals in two regional government hospitals in Ghana from March to June 2022. Participants were purposively selected and included medical doctors, nurses, pharmacists, administrators, and clinical service staff members. The inclusion criteria were one or more years of clinical experience. Interviews were recorded and transcribed. Thematic analysis was used to identify themes.ResultThe health professionals interviewed were 38% male and 62% female, of whom 54% were nurses, 4% were midwives, 28% were medical doctors; lab technicians, pharmacists, and human resources workers represented 2% each; and 4% were critical health nurses. Among them, 64% held a diploma and 36% held a degree or above. This study identified four main areas: general knowledge of patient safety culture, guidelines and procedures, attitudes of frontline health workers, and upgrading patient safety culture.ConclusionsThis qualitative study presents a few areas for improvement in patient safety culture. Despite their positive attitudes and knowledge of patient safety, healthcare workers expressed concerns about the implementation of patient safety policies outlined by hospitals. Healthcare professionals perceived that curriculum training on patient safety during school education and the availability of dedicated officers for patient safety at their facilities may help improve patient safety.

JUST THE RIGHT AMOUNT OF CARING: CONTRADICTORY DEMANDS OF HR WORK IN BELARUSIAN IT INDUSTRY

This article discusses the tensions of Human Resources (HR) work in Belarusian IT companies by examining it within the context of an ongoing crisis in the industry. HR workers in Belarusian IT are predominantly female, and various gendered expectations are assigned to them, both formally and informally. Based on the qualitative study conducted in 2021, I examine how care (Fisher & Tronto, 1990), emotional labor (Hochschild, 2012), and intimate labor (Zelizer, 2010) manifest in HR work, regulated by the idea of balancing the interests of different groups and employer branding rationale. HRs have to perform several kinds of emotional work that are not officially part of their job and even can be regarded as unprofessional, but that are nevertheless perceived as unavoidable. I discuss how performing impartiality involves what Hochschild calls deep and surface acting (2012) with several audiences in mind. I argue that the ambiguity of this role is strategic in the sense that it serves the businesses, by allowing them to benefit from emotional labor without acknowledging it.

Factors influencing the preparedness for the implementation of the national health insurance scheme at a selected hospital in Gauteng Province, South Africa

Research studies as well as anecdotal evidence suggest that there are challenges regarding the NHI plan implementation. These include problems such as an increase in illnesses and a shortage of personnel to drive the project in South African public hospitals. This is exacerbated by the existing situation of most government-funded healthcare institutions, which are characterized by bad administration, insufficient budget, inadequate infrastructure, and insufficient drug supply, as highlighted in several studies. The hospital under investigation is one such facility, with a history of patients sleeping on the floor and people being turned away owing to a shortage of experts and an overburdened staff. This situation is concerning, given that the government claims to be providing appropriate funds to the institution. The hospital under research is highly regarded by the surrounding community. However, a visit by the Health MEC in 2014 revealed that the facility had insufficient sanitary standards and a high complaint rate. Based on the foregoing, as well as the difficulties that both employees and patients are confronted with at the selected hospital, the question that emerges is whether the hospital is fit for the implementation of the NHI.Aim: The aim of this study was to assess the preparation for the launch of the national health insurance scheme at a Johannesburg hospital.Setting: The study was conducted at a hospital situated in eastern suburbs of Johannesburg, Gauteng, South Africa.Method: The study employed a qualitative method with an explorative, descriptive, qualitative study design. The population consisted of selected hospital employees, such as doctors, dispensary officers, hospital managers, human resources workers, facility managers, and administration record officials who were employed at the selected hospital. Purposive sampling was used to select participants.Sample size: Category saturation was used to determine the sample size. The participants for the study were chosen using purposeful sampling, with the researcher aiming for those who were familiar with the NHI scheme at the institution. Semi structured interviews and a focus group discussion were used to gather data. The data from the focus group discussion and semi-structured interviews were analysed using thematic analysis.Results: The investigation found that the hospital was preparing to for the NHI implementation, but that was riddled with lack of resources, poor infrastructure, lack of training, delays in development and poor technological advances.Recommendations: The paper suggests that human resources be increased, infrastructure be upgraded, medicines and equipment be increased, and enough training on NHI implementation be provided.Contribution: The paper adds to the body of knowledge regarding the NHI in South Africa.

A Grey Prediction Algorithm for Enterprise Human Resource Management Validity Model Construction and Improvement

With the deepening development of economic globalization and world economic integration, all enterprises are faced with an increasingly complex and competitive living environment. Therefore, it is particularly important to formulate a human resource strategy suitable for the enterprise’s own development to cope with the external challenges and external competition of the enterprise. However, in the current management practice of state-owned enterprises including power supply enterprises in our country, it is rare to make strategic decisions on human resources by applying scientific, effective, and complete mathematical models. Taking construction enterprises as an example, this study combines human resource management, enterprise management, project management, comprehensive evaluation, and grey system and other theories to systematically study the effect of human resource management in enterprises, and finally constructs a suitable evaluation method for construction enterprises, and an assessment model for diagnosing its human resource management status. We provide practical guidance for the management of human resources in construction enterprises, which is conducive to human resource workers to discover existing problems in time and make improvements, give full play to the potential of human resources, and improve the level of human resource management and the value of enterprises.

Organizational Closeness Centralities of Workflow-Supported Performer-to-Activity Affiliation Networks

A workflow model specifies execution sequences of the associated activities and their affiliated relationships with roles, performers, invoked-applications, and relevant data. These affiliated relationships exhibit a series of valuable human-centered organizational knowledge and are utilized for exploring human resource's work patterns. This paper focuses not only on a specific type of affiliated relationships between performers and activities, in particular, which forms a performer-to-activity affiliation network, but also on a specific type of analysis techniques, which builds a closeness centrality measurement approach for quantifying the degrees of farnesses between performers as well as between activities. In other words, this paper investigates a series of formal approaches for building organizational closeness centrality measurement techniques on the specific type of affiliation networks. The investigation mainly deploys two types of algorithmic formalisms along with an operational example, which are measuring performer-centered organizational closeness centralities and activity-centered organizational closeness centralities, respectively. In order to validate the deployed algorithmic equations, the paper carries out a couple of operational experiments; One is on an ICN-based workflow package and the other is on a discovered workflow model mined from a dataset of workflow event logs. Summarily, this paper devises a series of algorithms and equations for measuring closeness centralities of activities, verify the devised algorithms and their related equations along with operational examples, and discuss the ultimate implications of these analysis techniques of organizational closeness centrality measurements as the performer-to-activity affiliation networking knowledge in workflow-supported organizations.

Not Taking a Joke: The Influence of Target Status, Sex, and Age on Reactions to Workplace Humor.

The current study tasked undergraduates with serving as hypothetical human resource workers to evaluate complaints of offensive and inoffensive humor used by male and female employees in a fictitious company who varied in employment status and age. Offensive humor was deemed more problematic in its usage, particularly among female perceivers. Contrary to hypotheses, its usage was more problematic for male and older employees than for female and younger employees. In addition, participants were more averse to both offensive and inoffensive humor from high-status and older men relative to women with similar characteristics. We frame results with consideration of recent social trends.

PERAN MANAJEMEN SDM DALAM LEMBAGA PENDIDIKAN UNTUK MENINGKATKAN MUTU PENDIDIK

This study examines the role of human resource management in improving the quality of educators. This research uses a qualitative approach with case study. This research site is in MTs Nu Ma'arif Kemiri, Purworejo Regency. The data collection technique used by researchers is interview observation. In this study, the object of research is the Role of Human Resources to Achieve Workforce Quality in MTs Nu Ma'arif Kemiri. Research data collection using descriptive observation, interview or qualitative methods. This interview observation study was conducted by lecturers and students of Islamic Education Management Study Program with student WK in MTs Nu Ma'arifKemiri. This activity aims to observe the Quality of Human Resources Workers conducted by MTs Nu Ma'arif Kemiri.

Analysis of Primary Health-Care Resource Preparedness for Implementation of Maternal HIV Screening in Indonesia's Urban Areas

The Indonesian goverment's minimum service standard (MSS) indicator stipulates that 100% of pregnant women in the country must undergo HIV checks. in 2017, however only 7% of pregnant women underwent such checks. The same condition applies to Depok City, where in 2016 only 3.6% of pregnant women were screened. Because 86.6% antenatal examinations are done within primary-care facilities, this study has to analyzed the preparedness of primary health-care resources in the implementation of HIV screening for pregnant women. The research used qualitative method with in-depth interview, FGD and document review. The Study found that human resource workers trained in HIV programs were not available at every Public Health Center (PHC) and private primary health-care (PPHC) had no such workers were trained on HIV. Roughly half (17 of 35) of PHCs Primary health care capable of HIV screening for maternal. No PPHC facilities especially inpendent midwife practice had such capabilities The number of reagents was found to be inadequate at the PHCs, and no reagents at all were found at prprivate care facilities. Counselling media was found to be lacking at both types of primary care facilities. Conclusion the implementation of HIV screening in primary health care facilities is not yet ready according to the MSS. Regulations that require PPHC facilities to be capable of HIV screening and government support for the availability of resources (especially training and reagents) are require for the achievement of the MSS.

APPLICATION OF WSN IN CROCKERY MANUFACTURING INDUSTRY

This Paper illustrates the usage of WSN in Crockery manufacturing unit. The paper has aimed to improve the production process with the help of Wireless Sensors in such a way that not only the system will be fault tolerant but it shall also be measured against the financial gains within the industry after inclusion of such sensors within the production unit. The research has focused to encounter slenderest negligence by the human resource that can result in loss of any produced item. The methodology explained will also provide mental relief to the human resource worker who is required to be at surveillance of produced items at all times during the manufacturing process in order to save the item from overheating, that may result in item loss. Another important feature of this research is to present WSN in such a way that the machinery used for Crockery production will be complete automatic i.e. without human interference process, which has not been practiced previously in this domain. The manufacturing unit of crockery is based in Pakistan and all the data and information presented in paper is taken from there. Keywords: wireless sensor networks, crockery manufacturing, fault tolerance

Federal workers' compensation programs: Department of Defense and Veterans Health Administration experiences.

The objective of this article is to introduce the reader to this special supplement to the Journal of Occupational and Environmental Medicine regarding Federal Workers' Compensation Programs. The short history of both the VHA and DoD Federal Workers' Compensation Programs are provided and a short synopsis of each author's article is provided. The lessons learned from the articles in the supplement are summarized in this article and 6 key findings are highlighted. Cooperation between human resources workers' compensation personnel, safety and occupational health personnel is a must for successful management of the WC program. Information and data sharing are critical for root cause and injury prevention, case management, and cost containment efforts. Enhancing efforts in these areas will save an estimated $100 million through cost avoidance efforts.

Occupational commitment and labor relations in firms: an empirical study in China

PurposeThe purpose of this paper is to fill the gap in the existing literature regarding relationships between occupational commitment and labor relations in the Chinese context, particularly in Chinese firm settings.Design/methodology/approachBased on well‐defined concepts and instruments, the data were collected from 402 human resources (HR) workers in 35 firms, mainly located in Yangtze River Delta, Pearl River Delta and Hunan Province, China.FindingsThe occupational commitment for HR workers in Chinese firms can be divided in four dimensions: affective commitment, normative commitment, accumulated costs and limited alternatives. There are positive interrelations between the four dimensions of occupational commitment and labor relations. Also, there is a significant correlation among the three‐way interactive terms with labor relations.Research limitations/implicationsAlthough the results of this paper suggest that the four‐dimensional model of occupational commitment can be employed to account the variation of labor relations in China, there is a need to use other samples and additional noted research design variables, e.g. organizational commitment and intent to leave one's job, to explore labor relations more comprehensively and deeply.Originality/valueTheoretically, the paper serves as a pioneer research for indigenizing the concept of occupational commitment in the Chinese context, and fills the gap in the existing literature of the subjects being studied. Practically, the results and recommendations in the paper will be useful to those involved in the field of HR management in firms in China.

Employer Preferences for Résumés and Cover Letters

This article reports the results of a survey of employers' preferences for résumé style, résumé delivery method, and cover letters. Employers still widely prefer the standard chronological résumé, with only 3% desiring a scannable résumé. The vast majority of employers prefer electronic delivery, either by email (46%) or at the company's Web site (38%), with only 7% preferring a paper copy. Cover letters are preferred by a majority (56%). Preferences regarding résumé style and cover letters were independent of national (USA) vs. multinational geographic range, company size, type of industry, or respondent's job function. Smaller companies prefer résumé delivery by email, and human resources workers prefer delivery using the company's Web site.

Health service managers: a breed apart

As medics we often resent health service managers. It is not anything personal, but it is hard to be friendly towards people who tell us of budget cuts and set targets to achieve. I recently had the opportunity to interact with this particular breed of people in their natural environment. A conference for human resource workers and NHS managers was held to discuss the serious problem of staff shortages. If any prospective workers were in the audience they might think twice. In what seemed like a secret language, the speakers addressed the attendees at …

Assessing the Utility of the Drug Abuse Screening Test in the Workplace

The purpose of this study was to determine the utility and assess the psychometric properties of the Drug Abuse Screening Test (DAST) in a sample of persons receiving services from an employee assistance program (EAP). Study participants (N = 176) were union members, including identified drug users and nonusers. As in other studies, the DAST was found to have a high internal consistency, test-retest reliability, and item-total scale correlation. Also consistent with previous reports, factor analysis identified 5 factors. The multifactor solution of the DAST underscores the importance of measuring and assessing substance use along a continuum of early recognition to its more advanced stages. DAST scores were correlated with family, financial status, job performance, mental health problems, and alcohol abuse. Study findings lend support to the DAST as a practical screening tool for use by human resource workers who provide services for substance-using individuals who are receiving services in an EAP setting.