Job Description Research Articles

Implementasi kebijakan disiplin Pegawai Negeri Sipil di Kabupaten Minahasa

The aim of this research is to analyze the implementation of Civil Servant Discipline Policy in Minahasa Regency based on Government Regulation Number 94 of 2021 concerning Civil Servant Discipline. The research location is the Minahasa Regency Women's Empowerment and Child Protection Service. This research uses a qualitative method. The research results show that the work discipline of civil servants in the Minahasa Regency Women's Empowerment and Child Protection Service isn't yet ideal since there are still representatives who disregard the standards as per the appropriate arrangements in regards to limits on beginning and leaving available time. There are still employees who do not comprehend the Job Description in light of the Main Duties and Functions, they put off doing the work that is assigned to them, and their supervisors do not discipline them. Factors that ruin government employee discipline are administration endlessly factors from the actual workers as representative quality and mindset and absence of socialization of the execution of these administration guidelines.

A Delphi consensus study to determine the workload components and activity standards of dietitians in South Africa’s central and tertiary public hospitals

BackgroundThe global Human Resources for Health (HRH) strategy emphasizes the need to invest in HRH to meet population needs and improve the provision of quality health care services. In South Africa, dietitians are recognized as registered professionals who provide nutrition services. In this paper, we used 2 key steps (3 and 4) of the eight step World Health Organization (WHO) Workload Indicators of Staffing Need (WISN) methodology to determine the workload components and activity standards for dietitians at South African central and tertiary public hospitals.MethodsAll (9) provincial nutrition managers (phase one) and 21 out of a total 22 head dietitians at central and tertiary public hospitals (phase two) participated in an online survey. In phase one, the provincial managers provided the job descriptions (JDs) of dietitians in their provinces, and the JDs were analyzed to determine the baseline workload components. In phase two, dietitians participated in a multi-stage Delphi process to reach consensus on workload components and activity standards. Consensus was deemed to be agreement of 70% or more, while the median of participants’ responses was used to obtain consensus on the activity standards.ResultsThe JDs of dietitians were a useful baseline for the consensus exercise as there were no other suitable source documents. The response rate was 100% for all three rounds of the Delphi survey. Dietitians reached agreement (consensus ≥ 70%) on 92% of proposed workload components and activity standards. Following the removal of duplicate and certain administrative activities, a total of 15 health, 15 support and 15 additional service activities with aligned activity standards resulted from the consensus exercise.ConclusionThe Delphi technique was a suitable method for reaching agreement on workload components and activity standards for dietitians at South African central and tertiary public hospitals. The findings from this study can now be used to compile a standardized list of workload components and activity standards and ultimately to determine dietetic staffing needs for the central and tertiary public hospital level of care.

Strategic Human Resource Planning and Service Delivery in County Governments in Kenya

Strategic human resource management in public sector organizations enables governance arrangements that promote efficient service delivery. However, service delivery in county governments in Kenya gets stymied by both human resource and funding constraints. Due to contextual gaps in the strategic human resource management practises in county governments in Kenya, the study evaluated the role played by strategic human resource planning on service delivery in Kenya. The study adopted a descriptive design and systematically examined the HRM practises by sampling 140 respondents (47 county secretaries, 47 county directors of HRM and 46 municipality managers from municipalities based at the county headquarters of 46 counties) through interviews and questionnaires. The respondents were selected based on their operational and functional human resource management roles in various units in the 47 counties. The research instrument was validated through a review by a panel of supervisors and a pilot testing exercise. The qualitative reports indicated that the county governments can attract qualified and competent persons with critical skill sets to match the various job descriptions and optimally sustain service provisions at the county level. The correlation analysis indicated that service delivery positively correlated with strategic HR planning practises (r = 0.6510, p< 0.05) at 0.05 significance levels, while the regression analysis indicated that strategic HR planning practises explains about 41.61 % variance in service delivery with an effect size (β1 = 0.6451 (t = 8.97, p< 0.05). Based on the findings, the study concludes that strategic human resource planning practises hold a positive and significant potential impact on service delivery in county governments in Kenya. The study recommends proactive planning and proper structuring of the county workforce based on knowledge, skills, abilities, and other characteristics

An Update From the National Healthcare Safety Network on Hospital Antibiotic Stewardship Programs in the United States, 2014-2021.

In 2014, the Centers for Disease Control and Prevention (CDC) released the Core Elements of Hospital Antibiotic Stewardship Programs (ASPs) and began monitoring uptake through the National Healthcare Safety Network (NHSN) Annual Hospital Survey. In 2019, CDC updated the Core Elements and in 2022 released the Priorities for Hospital Core Element Implementation. We describe Core Element uptake from 2014 to 2021, provide a snapshot of specific ASP practices in acute care hospitals in 2021, and describe how we plan to monitor stewardship moving forward. We used the NHSN Annual Hospital Survey to summarize facility demographics and ASP practices and to monitor uptake of Core Elements. Questions have been updated over time, so not all data could be compared across years. Uptake of all 7 Core Elements increased from 41% in 2014 to 95% in 2021. Uptake of all 6 Priority Elements was 10% in 2021, though 46% of hospitals met 4 or 5 of the possible 6 elements. Antibiotic stewardship was specifically listed in a contract or job description for about 60% of program leaders. The percentage of physician-pharmacist co-led programs rose from 23% to 64%. Seventy-six percent of hospitals reported implementing audit with feedback interventions. With nearly all acute care hospitals reporting uptake of the 7 Core Elements in 2021, and with more evidence for which ASP practices are most effective, the Priorities for Hospital Core Element Implementation were released in 2022 to help enhance the quality and impact of existing ASPs.

Analisis Kendala Jobdesc Admin Administrasi Sales Rental Dan Penjualan Unit Di PT Bina Pertiwi Menggunakan Fishbone Diagram

The faster economic development in the world causes tighter business competition. Plus the rapid progress of increasingly sophisticated technology. Many companies are currently competing to use technology to increase performance efficiency advantages in other companies and competition. Information technology that is quite popular in the current generation is System Application and Product In Data Processing (SAP). SAP is a system that runs a business using one database which can then be accessed by all departments in the company. This research aims to provide evaluation and input on the problems faced by SAP admin sales users at PT Bina Pertiwi Surabaya Branch. In this research, a qualitative approach was used by conducting interviews with resource persons from the administration department and Branch Administration Supervisors using a fishbone diagram. The results of the evaluation of the implementation of the admin job description for sales rental administration and units using SAP are quite good, but there are still problems caused by discrepancies between the actual cash in and the cash in plan, so AR monitoring must be carried out.

Analisis Beban Kerja Pada Operator Mesin Vacum Geiss AG Menggunakan Metode Full Time Equivalent (FTE) Di PT. XYZ

Workload analysis provides an opportunity to smooth workload or reduce work activities that do not provide added value. Detailed evaluation and analysis of each work element of a position will display a more detailed workload map. PT. XYZ requires detailed workload mapping to be able to display the load profile for each position. The results of this load mapping can be used for workload normalization analysis. This research uses the Full Time Equivalent (FTE) method. The data used in this research are job descriptions, frequency and working hours. The research results show that the FTE-based workload value of the Vacum Geiss AG operator is FIT (value 1-1.28), namely on 03-10-2023 it is 1.030 and on 04-10-2023 it is 1.030 which is fit because the FTE value is between The value is 1-1.28 so that the operator's work load is appropriate on that day, then on 05-10-2023 on the Geiss AG vacuum machine it is 0.915, it is still underload because the FTE value is below the value of 0.99 so the operator on that day is underloaded. the work is not suitable and additional work is needed.

A natural language processing approach to skill identification in the job market

The dynamic nature of the job market, with its constant growth and evolving demands, makes the assessment of skills needed for a particular job increasingly difficult, time-consuming, and tedious. This necessitates an automated approach to identify the required skills for job seekers and recruiters. This study aimed to utilize machine learning (ML) and deep learning algorithms to streamline skill identification from technology-related job descriptions. We tested the viability of the Bidirectional Encoder Representation of Transformers (BERT) language model to complete this multi-class, multi-label classification task. We hypothesized that BERT, utilizing an NLP transformer, would predict job-required skills more accurately than traditional statistical ML models. To test this, we utilized a dataset comprised of job descriptions with varying skills. We experimented with two preprocessing approaches, K-Means Clustering and Latent Dirichlet Allocation, which are both statistical ML models meant to cluster the job descriptions. We then compared the performance of the BERT tokenizer to a combination of text-to-number tokenization techniques (Term Frequency - Inverse Document Frequency and Word2Vec) and supervised classifiers (K-Nearest Neighbors, Random Forest, and Multi-Layer Perceptron). The NLP transformer-based BERT model achieved the highest accuracy. We conclude that while traditional ML models provide some insights, advanced models like BERT show potential for more accurate skill prediction since the NLP transformer model we tested outperformed the ML models. However, the complexity of real-world data necessitates further refinement and development of these technologies. Our study shows that advanced deep learning-based models have the potential to enhance the job market’s efficiency by automating skill identification.

Stress, job satisfaction, and workplace climate in Italian police workers

Abstract: Police job, because of its inherent characteristics, predisposes to work in stressful contexts on a daily basis. The features of the work environment, such as a good organizational climate, could play an important role in maintaining a good level of job satisfaction. The aim of the present study is to investigate, using OLS regressions, which climate dimensions predict job satisfaction and stress in a sample of police workers (N = 665) in Northern Italy. In addition, the differences between groups in terms of organizational climate and stress are examined, especially in relation to role (police officers vs. other roles) and gender. Results showed that all dimensions of workplace climate (except fairness, autonomy and communication) were positively and significantly associated with job satisfaction, while job description, job involvement, team and leadership were negatively and significantly associated with stress. Compared to the differences between groups, police officers showed significantly more critical scores on most of the variables included in the analyses (workplace climate and stress); in terms of gender, women showed more negative scores on stress symptoms (relational problems, emotional distress and physical problems) and more positive perceptions of organizational fairness. This study offers new insights into the critical role of police officers and gender differences in the police force. The importance of supporting and maintaining a good organizational climate in such a critical profession is also confirmed.

Green HRM Practices and Employees’ in Role Behavior: Mediating Effect of Organizational Citizenship Behavior towards the Environment in the Banking Sector of Bangladesh

Academics are placing emphasis on the need for personnel in the banking sector to undergo behavioral transformation due to the sector’s subpar and inefficient environmental performance. This study examines how green human resource management (GHRM) practices like green recruitment & selection, green training & development, green performance management, and green pay & rewards affect employees in role behavior in Bangladeshi banks. It also examines how workers’ organizational citizenship behavior towards the environment (OCBE) mediates green HRM practices & employees in role behavior. Data from several private and public banks in Bangladesh was gathered between January to June 2024. Data was collected from bank employees in metropolitan cities of Bangladesh utilizing a semi-structured questionnaire and a quantitative study approach. The participants were selected by a non-probability sampling method known as Convenience sampling. Nevertheless, a total of 288 surveys were duly completed and returned. Structural equation modeling, utilizing Smart-PLS second-generation software, revealed the results. This study found four independent variables and one dependent variable. Additionally, it is shown that OCBE acts as a mediator. The study revealed that five of the components exhibited a direct and significant correlation with the independent variables. In contrast, the remaining four factors have a negative correlation with the independent variables. Green HRM procedures in Bangladesh’s banking business are considered adequate but not very satisfactory. These workers also exhibit OCBE and in-role behavior. This study also found positive and negative effects of green HRM strategies on OCBE. The findings also indicated that although most of the banks have established green targets and goals, incorporated environmental concerns into job descriptions and specifications, implemented comprehensive environmental training programs, provided opportunities for green suggestion schemes, and conducted effective workshops to enhance environmental behavior, their actual implementation is insufficient. Moreover, the outcomes of this study have been scrutinized in relation to previous study results. Ultimately, this study provided guidance for future researchers to extrapolate the findings to a broader context.

Формирование профессиональных компетенций в вузах пожарно-технического профиля с учётом гендерных особенностей

Purpose. The article is devoted to the analysis of training female cadets at State Fire Academy of EMERCOM of Russia for their further professional fulfillment within the structures of EMERCOM and creation of a methodology for assessing professional training on its basis. The authors’ goal is to improve the process of qualified personnel training for EMERCOM. The authors’ tasks include analysis of regulations governing the subject area, employment statistics, job descriptions, curricula in various areas of training implemented at State Fire Academy of EMERCOM of Russia, syllabus of disciplines and competencies being formed, development of methods for analyzing training effectiveness. Methods. Statistical analysis, synthesis, classification, description, comparison, expert survey were used. Findings. A methodology has been developed for assessing the compliance of the competencies acquired during the training process in various areas of training with the positions held. The directions for female specialists training system development have been determined with consideration of gender features. Research application field. The developed approach can be applied in assessing the compliance of the competencies of graduates’ professional activities formed during educational process, both in educational organizations under the auspices of EMERCOM of Russia and in other educational organizations. Conclusions. The main objective of an educational organization is training highly qualified personnel who meet their future occupation requirements. Self-realization of the graduates of educational institutions of EMERCOM of Russia is complicated by the specifics of professions in the emergency sector. This may result in a depressed psychophysical state, and sometimes giving up the profession, which reduces the efficiency of spending budget funds. It is important to define the criteria and methods for assessing specialist training effectiveness from the point of view of professionally significant qualities availability in a graduate. The developed approach will make it possible to introduce changes into the training system.

Outsiders Within

Few Black nurses occupy positions of leadership, and even fewer Black female nurses advance to careers as nurse executives. The purpose of this 2018 study was to explore the lived experience of being Black and female when becoming a nurse executive, specifically the nuances of being both a racial and gender minority. Using a hermeneutic phenomenological method, this study explored the experiences of a purposive sample of 10 Black female nurse executives through semistructured telephone interviews. van Manen's approach and Collins' Black feminist thought as the theoretical framework guided data analysis. Three themes emerged: (a) living in a constant state of readiness; (b) embracing the responsibility beyond the job description; and (c) overcoming. Participants testified of the psychological dynamics of Black womanness, and the burdens of the intersectionality of race, gender, and class discrimination, while managing the complexities and rigors of a thriving career. Discussing the results of this research will help leaders in nursing, health care, and related professions to understand further the experiences of Black female nurse executives, which will inform efforts to (a) increase minority representation in positions of nursing leadership and (b) improve health equity.

Green Behavior as a Mediator Variable in the Relationship Between Strategic Involvement and Green HRM

This study aims to determine the mediating impact of green behavior on the relationship between strategic involvement and green human resource management (green HRM) at Vodafone Egypt. Strategic involvement with its four dimensions is the independent variable, green HRM with its five dimensions is the dependent variable, and unidimensional green behavior is the mediator variable. To achieve this aim, four main hypotheses were formulated for the study. Data were collected through a survey questionnaire distributed to a random sample of 400 individuals representing different managerial levels. A total of 360 valid responses from individuals were analyzed using SPSS and AMOS. This study finds that there is a significant impact of green behavior on the dimensions of strategic involvement (facilitating adaptability and the implementation of the chosen strategy). It also finds that there is a significant impact of green HRM dimensions (green training, green-performance evaluation, green wages and incentives, and green integration) on green behavior. This study recommends focusing on green (electronic) recruitment and hiring processes, measuring green attitudes during selection, and incorporating environmentally-friendly criteria into job descriptions.

The Effects of Human Resource Management Deficits on Science Education in Basic School Management

The assessment of human resource management (HRM) policies and programs of teachers and management under Ghana Education Service (GES) has been studied, centering mainly on the science teachers of Presbyterian Senior High School, Tema, Ghana. The study examined how Ghanaian public school administration is affected by the absence of human resource managers. It assessed how well policies and programs operate to inspire teachers and enhance their welfare. The research findings indicated that the source of recruitment of science tutors to the Ghana Education Service was from educational universities and colleges. Nevertheless, other policies have been unsuccessful in bridging the gap between teaching professionals and their deserved welfare and other basic needs since the Human Resource Directorate of GES is situated at the district education office which science teachers have no direct contact, to direct their needs. Government School administrators most often lack HRM qualifications which leads them to always focus on teachers' supervision and not consider their well-being. Again, strategic policies like postings, recruitment, and maternity leave were found to meet the expectation of the teachers. Furthermore, policies and programs on study leave, in-service training, orientation, and job description have not met the expectations by staff. The work recommended that GES human resource personnel should be added to the administrative hierarchy in schools to help in policy implementation. It was also suggested that the Ministry of Education and the education service provides the right remuneration that can cater for the teacher’s basic needs such as accommodation and adequate learning materials to facilitate his work.

Help Wanted: Job Descriptions for Digital Workers in the Water Industry

Key TakeawaysThe water industry needs updated job descriptions, not just for positions requiring digital expertise but to cultivate a digital workforce that expects to learn new skills over time.Novel technologies such as digital twins, drones, and virtual reality training require new job classifications for digital workers in the water sector, now and in the future.To meet water workforce challenges like employee retention and retirements, accurate job announcements can help utilities fill vacancies faster and maintain a professionally agile staff.

The school as an arena for mental health work: exploring the perspectives of frontline professionals on mental health work in Norwegian schools.

Children and adolescents are increasingly facing mental health problems. Schools play a crucial role in promoting mental health, as they provide a unique setting where children interact with adults outside their homes. This paper explores mental health work in Norwegian schools from the perspective of frontline professionals namely, class teachers, social workers, and public health nurses. We conducted four focus group interviews involving 22 of these professionals from nine primary and secondary schools. The school professionals view mental health work as an integral part of the school's mission and associate their work with promoting mental wellbeing, strengthening self-esteem, and building resilience among pupils. The professionals noted an expansion in their roles and an increase in expectations to undertake mental health work, even though it is not formally part of their job descriptions. Additionally, they play varied and complementary roles in supporting the pupils' mental health daily. As school professionals, they strive to balance universal health promotion with providing individualized mental health care. These results call for coordinated efforts and interdisciplinary collaboration within the school and discussion regarding the school's role in mental health care for children and adolescents.

Modeling processes of digital transformation of organization and waste collection of farming households

The article justifies the necessity of using software tools to organize the processes of waste collection, sorting, temporary storage, and disposal for farms and large agro-industrial complexes. To create a specialized software product, formal models of the processes are developed which show all aspects of their implementation. The method of structural analysis is used to identify key objects and corresponding rules of their interaction. The use of Business Process Model and Notation enables the creation of models that depict the interaction of objects and the relationships between tasks, as well as the necessary resources for the developed software product. These models can be used to create a software product and technical documentation supporting the process of its operation, as well as to create job descriptions.

MEDICAL BUREAUCRACIES AND THE ROLE OF SOCIAL PERCEPTION IN THE PROFESSIONALIZATION OF NURSING: A PHENOMENOLOGICAL STUDY CONDUCTED IN ISTANBUL

This research is a qualitative field study conducted to investigate how the nursing perception of medical bureaucracies and society affects the professionalization process of the nursing profession. In the research, data were collected through in-depth face-to-face interviews with 20 nurses working in different medical departments of public and private hospitals in Istanbul between September 2018 and June 2019. In order to collect the data, after reviewing the relevant literature, an introductory personal information form, consisting of 10 questions and an individual interview form, consisting of 14 questions were given. The study, which is based on a phenomenological approach, tries to understand how the nursing profession is in the professionalization process, the position of nursing in the health system as a profession, and how to be influential on the nursing image of the society by viewing and understanding the nurses' own observations and experiences. According to the findings of the study, the most difficult factor in the professionalization process of the nursing profession is that, because it is determinative of the ambiguous position of nursing in the health system and the erroneous image of the nurse in society, there are significant uncertainties in the job description of nurses. In addition, it is seen that the weakness of professional nurse organizations, the differences in education levels, and being seen in the category of non-physician “assistant” health personnel have effects that make it difficult to professionalize nursing.

Review: Medical directors - Is there a need for reform?

Medical leadership remains integral to the health system amidst a growing burden of ill health and disease, rising patient expectations and medical and technological advancements. The study objectives were to (a) provide a perspective through a rapid review of medical director roles and responsibilities in public and private hospital settings across several Organisation for Economic Co-operation and Development (OECD) and Non-Organisation for Economic Co-operation and Development countries, and (b) provide recommendations on how health system performance could be strengthened. A rapid review of Medical Director job descriptions in public and private hospitals was carried out. Medical Directors are influential leaders in organisational decision-making and quality improvement; however, their role has shifted from clinical oversight to several managerial and leadership roles. We report some variation in their role and responsibilities, in the 'intensity of job requirements' and 'complexity of managing resources' dimensions. The changing expectations of medical directors and the variation in their roles and responsibiliteis may contribute to inefficiencies and misalignment within health systems. There may be a need to pursue reform to assure alignment with health system objectives, albeit reform may require different approaches to meet the needs of different health systems. Further research is needed to explore how reform of medical directors' roles and responsibilities can be quantified to demonstrate improvement within health systems.

Measuring the Level of Job Satisfaction and Opportunities for Participation Empowerment of Health Workers in the Aseer Region

Background and Aims: This study aimed to investigate the perspectives of Saudi Arabian healthcare workers in the Aseer region. Specifically, the focus was on employee satisfaction and work environment variables to contribute to the existing literature on employee well-being and organizational behavior. The study utilized variable frequencies and percentages to provide a comprehensive summary of the experiences of healthcare workers in the region. Methods: The study involved 543 participants from various healthcare institutions, including Primary Health Centers (PHCs), secondary and tertiary hospitals, and other relevant establishments. These participants completed a survey consisting of multiple-choice questions concerning employee satisfaction and the workplace. The data obtained from the survey were analyzed to discern employee perceptions by computing variable frequencies and percentages. Results: The majority of the participants were Saudi nationals (90%) with a significant representation of male respondents (67.8%). The age group between 30 and 40 years constituted the largest portion of the participants (57.6%). Among the workplaces, hospitals were the most common, employing 70.5% of the respondents. Overall, the study found positive perceptions regarding head support, appreciation, training and development opportunities, and promotional prospects. However, areas such as benefits, job description compatibility, and equipment availability exhibited room for improvement. Conclusions: The study presents valuable insights into the perspectives of healthcare workers in diverse workplaces within Saudi Arabia’s Aseer region. To enhance staff satisfaction and well-being, it is essential to focus on improving training and development opportunities, benefits, equipment availability, and cluster effectiveness. The study’s findings enable organizations to assess their current operations and make necessary changes to boost employee happiness and morale. Future research should address the identified discrepancies in employee perception and job satisfaction.

A 20-year evidence-based experience of the evolving medicine regulation in Zanzibar.

Access to medicine is crucial for the effective functioning of healthcare systems. A robust regulatory framework is necessary to ensure the safety, effectiveness, and availability. However, weak regulatory frameworks persist in many low- and middle-income countries, leasing to the circulation of falsified and substandard medicines as well as anti-competitive restrictions on registering poor-quality medicines, which poses a significant public health threat. This study evaluated the evolution of Zanzibar's medicine regulatory system over the past two decades and identified the key factors contributing to its success by elaborating on the Zanzibar Food and Drug Agency, seeking the expertise of regional, continental, and global experts to assess its regulatory capacity and maturity level. This study was conducted at the Zanzibar Food and Drug Agency (ZFDA) in Unguja, Zanzibar, using a retrospective cross-sectional review and qualitative approach. It thoroughly reviewed relevant regulatory documents, including Acts, policies, guidelines, and assessment reports. Data were collected using a standardised checklist and analysed to uncover patterns and insights regarding the evolution of Zanzibar's medicine regulatory system. This study revealed substantial legal provisions, organisational development, strategic planning, and resource allocation improvements. Notable achievements include establishing a structured organisational framework, developing a comprehensive strategic plan, and implementing a Quality Management System (ISO 9001:2015 certified). The ZFDA also addressed human resource limitations by creating job descriptions and a staff scheme of service, enhancing financial resources through revised fee regulations and government support, and improving infrastructure with new office and laboratory facilities. Zanzibar's medicine regulations have evolved significantly, with marked regulatory capacity and infrastructure improvements. Future efforts should address the remaining challenges and foster collaboration with regional and international bodies to ensure the continued evolution and effectiveness of Zanzibar's medicine regulatory framework.