Job Description Research Articles

THE INFLUENCE OF JOB ROTATION ON IMPROVING QUALITY OF SERVICE AN EMPIRICAL STUDY AT AL-SADR TEACHING HOSPITAL IN NAJAF AL-ASHRAF

The aim of the current study is to determine level of influence job rotation on service quality. The study was applied at Al-Sadr Teaching Hospital on a sample of (85) individuals, based on a questionnaire form, from which (80) questionnaires were retrieved, and (78) questionnaires were valid for testing after excluding (2) unsuitable questionnaires for testing. Due to the nature of the work of the researched organization, the study problem was embodied in the extent to which it is possible to apply the concept of job rotation in its four dimensions (training, job descriptions, functional development, systems and procedures) and the level of reflection of its results on the quality of service provided to patients. Based on the results of the study, The researcher reached several conclusions, the most important of which are: that there is a significant effect of job rotation on the quality of service at a rate of (94.4%) percent. Finally, the study presented a number of recommendations to improve the quality of service in the hospital, the first of which is employing the concept of job rotation and spreading its culture by adopting it as a fixed policy in the hospital to improve the level of service for all patients.

Five top tips to ace your job description

Five top tips to ace your job description

The Effectiveness of the Implementation of Application Unit Price Catalog for the Efficiency of Price Analysis of Goods and Services at PT. PLN (Persero) UIW Bangka Belitung

The process of procurement of goods/services at PT PLN (Persero) that uses the Investment and Operating Budget needs to be regulated both from a formal and material side. This is considering that the Goods/Services Procurement process has an important role in the provision of electricity infrastructure carried out by PLN and is one of the achievements of PLN's performance.
 The arrangements needed so that the procurement of goods/services has accountability without reducing the efficiency and effectiveness of their implementation can be facilitated by the Unit Price Catalog application. However, in terms of compiling a job proposal, detailed in terms of job description and price, an application is required that can store or provide a complete and comprehensive display of information as a tool for making a procurement proposal called the Unit Price Catalog Application. The role of the Unit Price Catalog Application is very important because it can be used as a basis for determining the price of goods/services to be held based on proposals made by users.
 This paper will analyze the implementation of the effectiveness of the Unit Price Catalog application at PT PLN (Persero) UIW Bangka Belitung to realize a transparent, effective, and efficient tender process using variables of service availability, fulfillment, efficiency, and security as well as privilege in assessing service quality electronically. The method used in this study is a quantitative method with a purposive sampling survey approach with the criteria of respondents who are application users. Based on the results of questionnaire test analysis, observations, and other supporting data.

Exploring the causes and consequences of non-nursing tasks among nurses in Jordan: An in-depth qualitative investigation

AimTo investigate the perceptions of Jordanian nurses regarding Non-Nursing Tasks (NNTs) and their consequences, as well as the underlying factors that contribute to the occurrence of NNTs. BackgroundNurses play a crucial role in providing high-quality patient care, but they often engage in NNTs, which can hinder their ability to deliver care effectively. Western countries have primarily conducted research on NNTs, while Middle Eastern countries such as Jordan have received limited attention. Expanding our understanding of NNTs is essential for improving nursing care. MethodsA qualitative-exploratory approach was adopted. The research was conducted at three hospitals in Amman, Jordan. A purposeful sampling approach was used to select the participant and a focus group-interview method was used to gather the data. The derived data were analyzed using a thematic analysis approach. ResultsThe final sample of this study included 38 participants. The findings highlighted that nurses often perform NNTs due to staff shortages and limited resources, as well as weaknesses in nursing administration and education. The finding also highlights the consequences of NNTs on nurses' professional lives, including impaired nursing care, physical and mental health strain, and a lack of efficiency and productivity. ConclusionsThe present study's results provide valuable insights into the impact of NNTs on nurses in Jordan. These findings underscore the need for healthcare stakeholders to actively address the issue of NNTs. It also emphasized the need for more explicit job descriptions and processes, along with support for nurses to fulfilling their responsibilities and prioritizing patient care.

Blockchain Based Placement Management System And Job Recommendation Using Content-Based Filtering

The integration of blockchain technology with placement management systems and job recommendation mechanisms presents a robust solution for enhancing the efficiency, transparency, and security of the recruitment process. This paper proposes a Blockchain-based Placement Management System (BPMS) coupled with Content-Based Filtering (CBF) techniques to streamline the job matching process for both job seekers and recruiters. The BPMS leverages the decentralized nature of blockchain to ensure immutable records of job listings, candidate profiles, and transactional data, thereby reducing the risk of fraudulent activities and ensuring data integrity. Smart contracts are utilized to automate various aspects of the recruitment process, such as job application submissions, candidate evaluations, and offer acceptance, facilitating trustless interactions between parties.In parallel, the CBF approach is employed to provide personalized job recommendations to candidates based on the analysis of their skills, qualifications, and preferences. By analyzing the content of job descriptions and candidate profiles, the system generates tailored recommendations that match the expertise and interests of the candidates, improving the likelihood of successful placements.The proposed system offers several advantages over traditional placement management systems, including increased transparency, reduced operational costs, minimized bias in job recommendations, and enhanced security of sensitive data. Through the synergy of blockchain technology and content-based filtering techniques, the BPMS aims to revolutionize the recruitment industry by fostering trust, efficiency, and fairness in the job market.

Job Description and Work Discipline (Study at the Riyadhus Sholihin Orphan and Dhuafa Boarding School in Bandar Lampung)

The research aims to analyze the application of the job description of the boarding school management and its implications for work discipline at the Riyadhus Sholihin Orphan and Dhuafa Boarding School in Bandar Lampung. This research uses Dessler’s theory of job description indicators and a descriptive qualitative approach. Data collection was done by conducting interviews, observation, and documentation. Data analysis was carried out by reducing data, after which it was presented in the form of descriptions and verified by conclusion. The results of this study indicate the success of job descriptions and their implications for work discipline that can be seen through job identification, job summary, duties and responsibilities, authority, work standards, working conditions, and job specifications.
 Keywords: job description, work discipline, boarding school

Name Bias: Application Through the 4-Step Process Using Foundations of Critical Theory in Organizational Settings

The phenomenon of name bias in the workplace has received scholarly attention, particularly within organizational dynamics, diversity, equity, and inclusion efforts. The article aims to identify the ramifications of name bias within organizational structures and how to mitigate it using the foundations of critical theory. The article provides a comprehensive overview of name perception within organizational settings, mainly focusing on the potential biases leading to unintentional or deliberate favoring of individuals in hiring decisions or discrimination based solely on their names. This research highlights the detrimental impact of name bias on organizational dynamics, proving that it hinders progress toward a more diverse, inclusive, and equitable workplace culture. The article conducts a literature review of articles in peer-reviewed journals selected from such academic resources as ABI/INFORM Collection, Business Source Complete (EBSCO Host), Google Scholar, JSTOR and ProQuest Research Library using the keywords “critical theory”, “diversity”, “equity”, “inclusivity” and “name bias”. Application of critical theory in the hiring process empowers organizations to deconstruct systemic biases, fostering a fairer, more inclusive environment for all candidates. This approach enables scrutiny of neutrality of hiring practices, exposing how seemingly objective criteria can obscure underlying biases rooted in race. Moreover, it unveils the social and cultural significance embedded in names, often intertwined with stereotypes and power dynamics. Organizations are advised to implement a four-step process: 1) raising awareness among staff involved in the hiring process about unconscious bias, including name bias, and its impact on decision-making, and the historical and social context of bias; 2) anonymous screening which is the blind recruitment practice, particularly in the initial stages of the hiring process, which involves removing personal information such as names from resumes to minimize unconscious name bias; 3) diverse hiring panels that include individuals from various racial backgrounds and give voices to marginalized groups. This can help reduce the impact of individual biases and promote a more inclusive decision-making process; 4) clear and standardized criteria for evaluating candidates to ensure that assessments are based on relevant skills, qualifications, and experience rather than subjective judgements influenced by names. The use of inclusive language in job descriptions and communications is needed to avoid terms that may be associated with certain demographic groups. The research findings can serve as a valuable resource for organizations looking for solutions to mitigate the phenomenon of name bias.

From the publisher.

We are excited to bring forth this special issue titled Climate Change and Sustainability in Emergency Management - Research and Applied Science in a Changing World. Our thanks to the authors and researchers who have brought forth life changing research that can be applied today across the globe. Emergency managers are at the nexus of the climate change-sustainability debate, whether they are aware of it or not! A blurring of the emergency managers job description and responsibilities has been in process for years, much like moss growing on the north side of trees, the change has been slow but persistent.

Implementasi Manajemen POAC dalam Meningkatkan Kualitas Pengelolaan Zakat pada BAZNAS Kabupaten Asahan

This examination means to decide the use of POAC the executives at BAZNAS Asahan Rule, to decide the nature of zakat the board at BAZNAS Asahan Regime in view of POAC the board. The exploration approach utilized is a subjective examination technique with a clear methodology. Information assortment strategies utilized in this exploration are perception, meetings and documentation. The respondent in this examination is the Head of Branch The executives. In zakat services, the implementation of management functions is a unified whole in which positions are interconnected. The executives is the main piece of an establishment or association that will direct or move the foundation or association. As the Public Zakat Amil Organization, Asahan Regime has formed the execution of zakat administration the board, including Arranging, Coordinating, Inciting/Coordinating, Oversight. Aside from that, there are supporting and repressing elements for the assistance the board of zakat amil organizations. In light of the introduction of information and examination results with respect to the execution of POAC the board in working on the nature of Zakat the executives at BAZNAS Asahan Regime, the creator can reason that it has gone very well by having an unmistakable arrangement consistently. The association depends on the capacities of the amil in their separate fields. Bearings are completed by branch heads each prior day doing exercises. The job descriptions for each section determine how the movements are carried out. Control is completed by the top of the branch, then, at that point, management of the exercises and funds of BAZNAS Asahan Rule is done by the administrative center with an organized framework and evaluated by the administrative center.

Soft Skills: The Work of Communication and Persuasion Among Nurse Navigators in Hospital at Home Programs.

To assess the role of soft skills in the work of Hospital at Home (HaH) nurse navigators. In HaH programs that employ them, nurse navigators are often responsible for identifying, assessing, referring, and educating potential HaH patients. The experiences of these navigators have gone understudied. Researchers conducted semistructured interviews and observations with nurse navigators (n = 7) who collectively cover 14 North Carolina-based HaH sites. Navigators were asked to keep diaries of responses to directed questions. In their capacity as navigators, interviewees said they served several roles: intermediaries between hospital and HaH staff, interpreters of clinical knowledge for patients, and champions of, and educators for, the home-based program. The navigators noted that the interpersonal soft skills of building rapport, clear communication, and gentle persuasion were of the utmost importance in this work. The job descriptions of nurse navigators in HaH programs should fully reflect the breadth of their responsibilities, including time performing soft skilled labor. Also, training for these roles should include techniques to develop and refine these skills.

Resume Optimisation and Suggestions using Large Language Models: A Review

Abstract: In the rapidly evolving job market, the compatibility of a candidate's resume with the job description is critical to the application process. Conventional resume optimization techniques frequently depend on keyword matching, which is shallow and cannot comprehend linguistic nuances or context, resulting in an inadequate match between applicant's profiles and job criteria. This study presents a novel application that uses Bidirectional Encoder Representations from Transformers (BERT) to generate language embeddings from job descriptions and resumes, therefore bridging this gap. Our program offers a contextaware and nuanced evaluation of how well a candidate's qualifications match the requirements of the position by calculating the similarity scores between these embeddings. Furthermore, the incorporation of Generative Pre-trained Transformer (GPT) models provides customized suggestions for resume optimization, emphasizing areas of improvement indicated by the BERT study. Additionally, the application also has a job search tool that lets the users browse LinkedIn for suitable job posts and apply straight to them.

Text Mining Based Process Identification and Business Process Mapping from Job Description Documents

Text Mining Based Process Identification and Business Process Mapping from Job Description Documents

The Influence of Job Descriptions and Job Spesifications on the Performance of Makassar City Regional Drinking Water Company Employees

This research aims to determine the effect of job descriptions and job specifications on the performance of Makassar City Drinking Water Company employees. The type of research used in this research is quantitative. The sample used in this research was 77 respondents. The data collection technique uses a questionnaire technique. The data analysis technique used to test the hypothesis is multiple linear regression and the t test (partial test) which is processed using statistical calculations via the Statistical Package for the Social Science (SPSS) version 26. The results of the study show that Job Descriptions have a positive and significant effect on Employee Performance at the Makassar City Regional Drinking Water Company as evidenced by the Job Description regression coefficient (X1) of 0.453 and a calculated t value of 8.993 > t table 1.665 with a significance value of 0.000 < 0.05. And Job Specifications have a positive and significant effect on the Performance of Employees of the Regional Drinking Water Company of Makassar City as evidenced by the Job Specifications regression coefficient (X2) of 0.261 and a calculated t value of 2.763 > t table 1.665 with a significance value of 0.007 <0.05.

Developing Racially Ambiguous Job Candidate Avatars with Strong versus Ambiguous Job Candidate Backgrounds in Preparation for a Field Experiment for Enhancing Inclusive Hiring and Reducing Implicit Bias

This study explores the utilization of generative Artificial Intelligence (AI) to create racially ambiguous avatars for job candidate interviews, aiming to enhance inclusive hiring practices and reduce implicit bias. With diversity recognized for boosting organizational performance, addressing hiring discrimination becomes crucial. This research investigates how avatars can anonymize candidates’ racial identities, potentially transforming “blind” hiring to minimize subconscious biases. Through an iterative pilot process engaging 30 female experienced-in-hiring participants with information technology backgrounds, the avatars representing White, Asian, and race-neutral candidate females, and corresponding candidate job descriptions, were refined, setting the foundation for a follow-up field experiment. This experiment will examine avatars’ effects on hiring recommendations and decisions by managers, manipulating strong versus ambiguous candidate qualifications, contributing insights into overcoming implicit biases. The initial pilot findings here suggest promising directions for technology’s role in fostering equitable recruitment, providing a groundwork for future studies on technology-enhanced inclusive hiring strategies.

Develop Project Management Skills in the OIDECCA Learning Model in Universities

Project skills are skills to be able to manage projects that are instilled in students through the learning process. To find out the development of students' project learning skills in the OIDECCA learning model in the Biology Education Study Program, Islamic University of Riau. This research is quantitative descriptive. Sample selection used group sampling techniques. Data collection techniques are carried out by observation and documentation. Data on student project learning skills were analyzed using descriptive analysis. The results of the analysis can be explained as follows: 1. Student activities in learning projects are in the active category, such as activities in determining ideas in the active category (66.76%), activities in designing activities in projects in the active category (83.33%), activities in providing evidence in the category active (50%), activities to communicate the results of project activities in the active category (66.67%). 2. The development of students' project learning skills in the good category, namely 1) establishing well-developed ideas in the good category (66.67%). 2) Making an activity plan consisting of: a) preparing project activity steps in the very good category (50.0%), b) preparing a schedule in the very good category (50.0%), c) making a job description in the category very good (50.0%), d) designing product designs is in the very good category (50.0%). 3) making products, namely showing proof of making products in the good category (66.67%). 4) communicating and reflecting consists of a) preparing a presentation in the very good category (50.0%), b) presenting project results in the good category 50.0%

Raising the degree of organizational loyalty and its impact on the quality of employee performance A field study on employees of the Saudi Electricity Company in the southern region

This study examines the importance of organizational loyalty in harnessing human resources in the Saudi Electricity Company. The addition of voluntary religious accountability as a dimension of loyalty is explored, alongside ethical, emotional, and continuance dimensions. Passion, including voluntary religious accountability rooted in Islamic civilization, is found to enhance loyalty and drive improvement. The study employed a descriptive-analytical methodology with a sample of 329 employees, with a nearly equal distribution between those hired by the company (166) and those hired by contractors (163). Results indicate that organizational loyalty significantly improves employee performance (85.3%). Recommendations include reviewing job descriptions to enhance continuance loyalty and decrease turnover.

The role of social media in the professional sphere of Finnish registered dietitians.

With the widespread use of social media, understanding how healthcare professionals, such as dietitians, utilise these platforms for their work has gained interest. The aim of the current study was to describe how Finnish registered dietitians utilise various social media channels for professional purposes. The study also investigated the perceived social media skills of dietitians. A cross-sectional study was conducted using an online survey administered between December 2022 and February 2023. The participants were 107 Finnish registered dietitians who held a master's degree suitable for the profession. The Fisher's exact test was employed for categorical variables, whereas the Kruskal-Wallis test was used for ordinal variables with multiple groups. Out of the 107 participants, 62 (58%) reported using social media for professional purposes. The primary purposes across various social media channels were interaction with colleagues (80%) on Facebook, networking with professionals from other fields (86%) on LinkedIn and general monitoring of the field on Instagram (91%), Twitter (77%) and YouTube (58%). Dietitians' perceived social media skills were found to have a statistically significant relationship with age (p < 0.05) for all channels, except Twitter. The findings suggest that Finnish dietitians predominantly utilise social media for passive monitoring of the field, rather than actively sharing content with the public. Professional communication tends to take place within their own professional groups. Incorporating social media use into the official job description could serve as an encouraging factor to enhance the professional utilisation of social media among dietitians.

The MBKM Programs in The Higher Education Settings: EFL Students’ Expectations

The Merdeka Belajar Kampus Merdeka or Emancipated Learning-Independent Campus, hereinafter called MBKM, was launched by the Ministry of Education, Culture, Research, and Technology in 2020. In consequence, several higher education institutions may implement the MBKM curriculum. This study attempts to explore EFL students’ expectations towards eight programs of the MBKM. This study utilized qualitative descriptive, and the data were obtained through open-ended questions. Furthermore, 33 students in the sixth semester of the English Language Education Study Program (ELESP) participated as the respondents. The data were analyzed descriptively by describing the students’ expectations towards the MBKM programs in their study program. The findings revealed that they have high expectations for each program of MBKM, for instance, the Internship program provides a real-life experience, and clear job descriptions for students from different majors. The next program, the Teaching Assistance provides students opportunities to teach in the class and improve their teaching skills. Meanwhile, the Research activities enhance students’ critical thinking skills, problem-solving, article publication, and knowledge of research methods. Furthermore, the Humanity project enhances students’ social sensitivity to community issues. The Entrepreneur program facilitates students in the business sector and reduces unemployment in Indonesia. The Independent project enhances students’ innovative ideas and increases students’ bargaining power at both national and international levels. The last program, the Community service facilitates students to identify communities’ problems, and develop the village. The implication of the MBKM curriculum will positively contributed to the successful of the best practice of the aforementioned programs in each higher institution in the near future.

Kualitas Pelayanan dan Sistem Manajemen SDM Toko Listrik Dan Eliktronik, Sinar Welisa Jaya Surabaya, Jawa Timur

Companies really need competent and quality human resources, especially in this era of globalization. All business organizations must be ready to adapt and strengthen themselves in order to compete so that they are able to answer all challenges in the future. Human resources in this case are employees who always play an active and dominant role in every organizational activity because humans are planners, actors and determinants of the realization of goals. Human resource management (HRM) is a process of dealing with various problems within the scope of employees, employees, workers, managers and other workers to be able to support the activities of an organization or company in order to achieve predetermined goals. Human resources are a very valuable factor, so the company is responsible for maintaining the quality of work life and developing the workforce so that they are willing to contribute optimally to achieve company goals (Pruijt, 2003). Placing employees in the right positions will help the company to obtain optimal work results and achieving expected goals. This is reinforced by Hasibuan's (2005) statement that placement must be based on job descriptions and job specifications that have been determined and guided by the principle of the right person in the right place and the right person behind the work. An organization, according to Rivai (2004) Without support employees/employees who are suitable both in terms of quantitative, qualitative, strategic and operational aspects, then the organization/company will not be able to maintain its existence, develop and advance in the future. For this reason, quality human resources are needed to support the tasks that are the responsibility of the organization

Identifying the prevalence and characteristics of diversity, equity, and inclusion leaders in academic emergency medicine.

Our study aims to better understand and describe the current state of diversity, equity, and inclusion (DEI) leadership in emergency medicine (EM) by identifying the prevalence of department DEI leadership positions, their demographics, and their job duty characteristics. We disseminated an electronic survey from April to July 2022 to Society for Academic Emergency Medicine (SAEM) Association of Academic Chairs of Emergency Medicine, Academy for Diversity and Inclusion in Emergency Medicine, and the Equity and Inclusion Committee to identify department DEI leads. From July to August 2022, a 45-question survey was sent to all identified DEI leaders on individual characteristics, DEI experience, and DEI lead job description. We received a response from 79 out of 120 academic EM departments identified (65.8%). Of the responding institutions, 59 (74.7%) reported a DEI leader. A total of 74.6% of these DEI leaders responded at least partially to our survey and 57.6% responded in full. The most common titles were vice/associate chair of DEI (34.4%), director of DEI (28.1%), and DEI committee chair (18.8%). Most respondents (84.4%) were the inaugural DEI lead in their department and 84.4% of respondents did not have a formal DEI role in their department previously. On average, respondents have had their DEI title for 2 years (range 0-7 years) with an average of 7 years (range 0-30 years) of experience performing DEI work. Many (63.4%) do not receive any funded effort for their DEI roles. Most DEI leads were not tenure track (72.2%) and most commonly at the rank of assistant professor (47.2%) followed by associate professor (33.3%), full professor (16.7%), and instructor (2.8%). This is the first known study to assess the characteristics of DEI department leaders in EM. EM DEI leadership positions are new, common, and led by diverse personal identities and are often not funded. Future directions could gain qualitative insight into this workforce to guide best practices in EM DEI leadership.