Workforce Management Research Articles

Transforming Healthcare Through Effective Health Administration Practices: A Systematic Review

The role of effective health administration practices is crucial in transforming healthcare organizations by enhancing efficiency, improving patient outcomes, and promoting operational sustainability. This systematic review synthesizes the current body of knowledge on health administration practices that have demonstrated transformative impacts within healthcare settings. A comprehensive literature search across major databases, including PubMed, Scopus, and Google Scholar, was conducted, focusing on studies published in recent years. Key themes emerging from the review include workforce management, patient-centered care, digital health solutions, quality improvement methods, and financial management strategies. Findings suggest that effective health administration practices contribute significantly to optimizing healthcare delivery, reducing costs, and increasing patient satisfaction. However, challenges such as staff resistance and high implementation costs remain barriers to adopting these practices widely. This review highlights the need for continued research into long-term impacts, cost-effectiveness, and adaptability of these practices in diverse healthcare environments. The findings provide valuable insights for healthcare administrators and policymakers aiming to implement evidence-based strategies to foster continuous improvement and adaptability within healthcare systems.

Robust Workforce Management with Crowdsourced Delivery

Revolutionize Workforce Management of Crowdsourced Delivery Platforms The surge in online shopping is driving e-retailers to revamp their logistics for efficient, cost-effective deliveries. Many are embracing crowdsourced delivery, where independent couriers use personal vehicles for swift shipments. Major players like Amazon and Walmart have pioneered this shift in delivery methods. To tackle uncertainties in this model, platforms are blending ad hoc couriers with prehired couriers. This hybrid approach ensures reliability in customer service while managing costs effectively. However, balancing this mix poses challenges, as future demands are still being determined. This study proposes a robust satisficing framework to optimize workforce management in delivery platforms. This innovative method aims to enhance cost-effectiveness and service quality by addressing uncertainties in ad hoc couriers’ availability and behavior. It offers a strategic tool for platforms to navigate workforce resources efficiently amidst fluctuating demands and cost constraints.

Beyond the 9-to-5: Unravelling the Pros and Cons of Moonlighting in Today’s Job Market

In current years, moonlighting, defined as the practice of performing multiple tasks simultaneously, has gained prominence as an integral part of the evolving business environment. The first section explains the meaning and theoretical basis of moonlight. We explore its historical background, legal implications, and impact on employee well-being through established research. The second section focuses on our research methodology, highlighting the data selection criteria included in this study, which are carefully detailed. Strong research practices ensure the accuracy of our findings. The third category classifies motivations for moonlight behaviour. From economic incentives to personal preferences, we explore why individuals choose to balance multiple roles. The fourth section includes sector-specific research that sheds light on broad moonlighting across sectors. We explore how moonlight and gig economy trends align with traditional employment models. The relationship between moonlighting and organizational commitment is explored in Section V. We examine whether moonlighting affects loyalty, participation, and performance in an employee’s primary job. Our paper concludes by summarizing the main takeaways and proposing avenues for future research. Moonlighting is a multifaceted phenomenon, and understanding its implications is critical for employees and employers alike. This study contributes to the ongoing discourse on career mobility, and provides insights for policy makers, HR professionals, and scholars alike. As organizations adapt to the changing landscape, acknowledging and addressing moonlighting practices becomes essential for sustainable workforce management.

The challenges of frontline health managers during the COVID-19 pandemic in India: A framework analysis study

ABSTRACT Background: Coronavirus was first officially reported in Wuhan city of China in December 2019. As this novel coronavirus spread rapidly throughout the world, health care workers faced many difficulties addressing the pandemic. In the present study, we explored the challenges faced by front-line health managers on human resource management, execution of the central policies, and training and in formulating innovative approaches during the coronavirus disease 2019 (COVID-19) pandemic in India. Methods: A qualitative study was conducted using framework analysis among front-line health managers concerning COVID-19 management at the district level. We conducted 120 in-depth interviews among eight states with the use of an interview guide. Results: The results are described under five sections: ‘challenges of front-line managers in policymaking and its execution’, ‘human resource management’, ‘gaps in local execution of central policies’, ‘challenges in training workforce and data management’, and ‘innovative approaches adopted during COVID 19’. Conclusions: We observed that a centre-down approach was not appreciated much. Many participants felt that there was a need to understand the local context and appropriate amendment. The private system is a part of the Indian health system and can never be ignored; thus, all guidelines should include the private system.

Service Robots in the Workplace: Fostering Sustainable Collaboration by Alleviating Perceived Burdensomeness

This study investigates the impact of job demands and perceived burdensomeness on employees’ willingness to collaborate with service robots (SRs) in the workplace, with a focus on the moderating effects of organizational support, self-esteem, and self-development. Conducted among 200 employees in South Korea, the results show that higher job demands significantly increase perceived burdensomeness, which negatively affects employees’ willingness to collaborate with SRs. Organizational support moderates the negative impact of job demands, reducing their detrimental effects, although it was less effective in buffering the reduction in social interaction. Self-esteem and self-development positively moderated the relationship between burdensomeness and collaboration. This study contributes to the understanding of sustainable workforce management by highlighting the importance of fostering personal and organizational resources to ensure that SR integration enhances both operational efficiency and employee well-being. The findings align with broader sustainability goals by promoting human–robot collaboration that optimizes resource use, enhances workforce adaptability, and maintains social and psychological balance in the workplace.

Organizational Commitment as a Mediator: Exploring the Relationship between Job Satisfaction and Job Performance in the Ghanaian Public Sector

Public sector organizations in developing countries face significant challenges related to workforce retention, job satisfaction, and performance, particularly in Ghana, where limited resources and economic constraints exacerbate these issues. Addressing these challenges is vital for improving organizational outcomes and ensuring effective delivery of public services. This study explores the relationship between job satisfaction and job performance in Ghana’s public sector, focusing on the mediating role of organizational commitment. Understanding these dynamics is becoming increasingly important as public sector organizations grapple with the complexities of workforce management in resource-constrained environments. A sample of 300 employees was selected through purposive and convenience sampling, with 200 valid responses (66.6% response rate). Data were analyzed using SMART PLS 3.0 and SPSS 22, applying partial least squares structural equation modeling (PLS-SEM) to assess the research model and hypotheses. The findings reveal that job satisfaction significantly impacts affective, continuance, and normative commitment. Additionally, continuance and normative commitment positively influence job performance, whereas affective commitment does not. This study underscores the importance of job satisfaction in enhancing job performance through its effect on organizational commitment. To improve workforce outcomes, the study recommends targeted training programs that address skill gaps and increase job satisfaction. Public sector organizations, particularly local governments, should prioritize the implementation of effective job satisfaction strategies to boost employee performance and commitment. This research provides valuable insights into how public sector entities in developing countries like Ghana can foster employee performance through improved organizational commitment.

Analysis of the Use of IoT in Attendance Management and Productivity Monitoring on Employee Performance and Operational Efficiency in Central Java Manufacturing Industry

This study investigates the impact of Internet of Things (IoT) usage in attendance management and productivity monitoring on employee performance and operational efficiency in the manufacturing industry of Central Java. Using a quantitative approach, data were collected from 270 respondents and analyzed with Structural Equation Modeling-Partial Least Squares (SEM-PLS 3). The results indicate that IoT-driven systems in both attendance management and productivity monitoring have a significant positive effect on employee performance and operational efficiency. Specifically, IoT-enabled attendance management improves workforce accountability and discipline, while productivity monitoring enhances real-time feedback and workflow optimization. These findings highlight the critical role of IoT technology in transforming workforce and operational management in manufacturing, contributing to improved performance and efficiency. The study provides valuable insights for decision-makers in the manufacturing industry regarding the adoption of IoT technologies to enhance competitiveness and operational outcomes.

Indicators of primary health care workforce equity for attaining health equity

Abstract Background Healthcare workforce crises are often the result of inequities faced by healthcare workers. This study aims to discuss the primary policy questions related to health equity regarding the primary healthcare (PHC) workforce indicators. Methods Following the purposive review of published literature on HWF equity in PHC services, we applied an intersectional analysis of the compendiums of HWF indicators (e.g., supply, flows, skill mix, working conditions, promotion, training, funding, governance, etc.) to strategically link them to PHC policy issues for health equity and categorized qualitatively under each policy pillar against HWF crises. Results The proposed indicators address the measurement of multiple dimensions of health workforce equity. These include financial and non-financial incentives to monitor worker attrition reduction, gender pay gap, fairness in employment arrangements, remuneration, and working conditions. By monitoring the minimum wage for financially vulnerable health workforce groups, we can identify the need for potential increases to support well-being, reduce turnover, and increase productivity. Equally important is monitoring equity in health workforce education, planning, and management, which is crucial for achieving population health equity. By implementing indicators of health workforce diversity to address rural and underrepresented communities, primary healthcare managers can effectively plan the reduction of their unmet needs and minimize avoidable referrals. Conclusions To ensure equitable access to primary healthcare, we must measure workforce equity and its impact on population health. Monitoring the indicators of equitable health workforce policies and evaluating the improvement in retention and recruitment processes can more effectively address workforce crises. Key messages • Health workforce crises often stem from healthcare workforce inequities. • Health workforce equitable policies require a clear set of indicators.

Productivity and consultation times in Portuguese primary care: trends and payment model variations

Abstract Background Portugal faces a shortage of primary care workforce resulting in an increase in patients without Family Physician (FP). While expanding the patient list per FP may help, it could also result in excessive workloads, compromising Consultation Times (CT) and quality of care. Furthermore, it is important to study the role of the primary healthcare (PHC) financing model in incentivizing their productivity. This study aims to analyse the productivity and CT in PHC units in Portugal, variation over time, and differences across PHC unit payment models. Methods 6,563 PHC units with different payment models (salary at UCSP, salary and group pay-for-performance at USF-A, and salary, capitation, and individual pay-for-performance at USF-B) from 2015 to 2022 were analysed, including the annual numbers of medical and nursing consultations and full-time equivalents (FTE) of physicians and nurses. Weekly productivity (WP) was calculated using the consultations per FTE physician and nurse. CT were determined by dividing each FTE’s weekly workload by WP. Multivariate analysis explored differences in CT between PHC units, temporal variations, and the influence of the patient population characteristics. Results FTE physicians had a mean WP of 117 consultations (SD 39) lasting 22.4 minutes (SD 7.0). FTE nurses had a mean WP of 56 consultations (SD 18) lasting 41.0 minutes (SD 14.3). Compared to UCSPs, USF-A and USF-B had shorter CT (p < 0.05) by 2.48 to 4.05 minutes for medical consultations and by 5.51 to 8.04 minutes for nursing consultations. CT increased over time, decreased with higher PHC age and favorable socio-demographic context, and increased with higher population density and elderly patients’ proportion (p < 0.05). Conclusions USF-B professionals showed higher productivity and shorter CT, suggesting that financial incentives are effective in enhancing productivity but that gains may be obtained with losses in visit duration. Key messages • Effective workforce management is crucial given the current primary care professionals shortages. • Physicians and nurses in PHC units pay-for-performance exhibit higher productivity and shorter consultation time.

Analysis Of Staffing Strategies In Startup Companies: A Qualitative Study In Startup Companies In Jakarta, Indonesia

The purpose of this research is to understand the planning, implementation, and evaluation of staffing strategies by startup companies to ensure their success. This study employs a qualitative approach using a case study method. Research data were obtained through observation at one small startup company, namely Investify, and in-depth interviews with 16 informants, including HR staff, HR Managers, and one CEO of a startup company. Data were coded using NVivo 12 software. The research findings reveal that staffing strategies involve several stages, including selecting job posting channels, candidate screening, and offering incentives to potential employees. The limitations lie in the research scope, focused only on startups in Jakarta, and potential bias in data interpretation. Using these research findings, practitioners can enhance workforce management effectiveness by reinforcing the company's brand through cultural communication, exploring diverse recruitment channels, and improving employee selection methods. The originality and value of this research lie in exploring workforce strategies in Jakarta's startup companies, providing insights into recruitment and selection processes that can enhance staffing strategies in startup companies.

Reverse Mentoring an Innovation in Workforce Management

Reverse Mentoring an Innovation in Workforce Management

Efforts Implemented for Developing Health Management Workforce in the Asia Pacific: A scoping review

Background and objective: A strong and effective health management workforce (HMW) is essential to underpin the comprehensive health care services provided by health care organizations. The fast-growing nature of healthcare systems suggests the required competencies for HMW continue to evolve. The objective of this scoping review is to identify and confirm the key strategies that have been used in developing the health management workforce in the Asia Pacific region. Materials and Methods: A scoping review of the literature was conducted between May and August 2022 using the following databases: Medline, Ovid Emcare, CINAHL, Scopus, and Web of Science, to retrieve original research articles demonstrating development efforts for HMW in the Asia Pacific regions. The review was guided by the PRISMA-ScR (2018) checklist [23]. Results: The scoping review identified four different development strategies for HMW in Asia Pacific region: i) Organisational informal professional development programs, ii) Competency assessment and identification of gaps in knowledge and skills of HMW, iii) Confirming competencies and developing competency framework and iv) Formal education and training. Among these four development strategies, organisational informal professional development programs and competency assessment and the identification of gaps in knowledge and skills of HMW were the main strategies implemented for HMW in the Asia Pacific region. Conclusion: The review concluded that the existing development strategies and efforts for HMW are not evenly implemented within the Asia Pacific region. Political will and policy direction are important and plays a vital role in the competency development of HMW. It is also critical to provide multilevel commitment from system and organisational level together with identifying and addressing the bottlenecks in the development strategies by considering organisation types, management levels and positions, practical training methods, motivation of participants, and other contextual factors.

THE IMPACT OF CLOUD-BASED MANAGEMENT INFORMATION SYSTEMS ON HRM EFFICIENCY: AN ANALYSIS OF SMALL AND MEDIUM-SIZED ENTERPRISES (SMEs)

Cloud-based management information systems (MIS) are becoming integral to the operational success of small and medium-sized enterprises (SMEs), particularly in enhancing the efficiency of human resource management (HRM) processes. This article, based on a comprehensive review of 75 peer-reviewed studies, investigates how the adoption of cloud-based MIS positively impacts critical HRM functions such as employee management, recruitment, training, and performance monitoring. The findings indicate that cloud-based systems significantly streamline these HR tasks by reducing time, costs, and the administrative burdens traditionally associated with manual or localized HR operations. Moreover, the integration of real-time data analytics through cloud-based platforms enhances decision-making capabilities, enabling HR professionals to make data-driven and timely decisions that improve overall workforce management. The reviewed studies also emphasize that cloud-based MIS are essential for improving strategic HR planning. These systems allow SMEs to access advanced tools for workforce analytics, employee engagement, and performance tracking, which were previously only accessible to larger corporations. The flexibility and scalability offered by cloud-based MIS enable SMEs to quickly adapt to changes in staffing needs, business growth, and external market conditions without the need for costly infrastructure. Furthermore, the review highlights the role of cloud technology in fostering innovation within HR departments by supporting predictive analytics and AI-driven decision-making, which can further enhance operational efficiency. In addition to operational benefits, cloud-based MIS facilitate a more seamless integration of HR functions across geographically dispersed teams, allowing for enhanced collaboration and communication. This capability is especially critical as SMEs continue to adopt remote and hybrid work models.

Organizational Workforce Management in the Digital Age: The Role of Technocultural Interventions in Mitigating the Negative Impacts of AI-Driven Technological Change

This study explores the impact of AI-driven technological change on workforce management, focusing on job displacement, employee satisfaction, and productivity. A mixed-method approach was employed, including logistic regression, K-means clustering, and multivariate regression analysis, to evaluate the effectiveness of technocultural interventions (upskilling programs, ethical AI frameworks, and innovation culture). Data was sourced from the U.S. Bureau of Labor Statistics (BLS) and survey questionnaires. Logistic regression revealed that routine AI adoption showed a weak positive relationship with job displacement (B = 0.013, p = 0.111), but the overall model was not statistically significant. The K-means clustering identified three distinct organizational patterns in adopting technocultural interventions. Multivariate regression highlighted the substantial role of leadership commitment in increasing employee satisfaction (B = -0.067, p = 0.039) but found limited direct effects of upskilling programs and AI frameworks on productivity. Based on the findings, the study highlights the importance of customized, sector-specific interventions and recommends that organizations integrate leadership and ethical considerations to manage AI-driven changes effectively.

Development and Evaluation of Project Management Training for Cancer Research in Sub-Saharan Africa.

Globally, there were 19.3 million new cancer cases and 10 million cancer deaths, with the African continent contributing approximately 1.1 million new cases and over 700,000 deaths to the global cancer burden in 2020. High quality research is required to understand the etiology and risk factors for common cancers in the region to develop context specific strategies aimed at minimizing the future cancer burden in Africa. Our study addresses a significant gap in the knowledge and resources available for training a project management (PM) workforce for cancer research in Africa. We developed and evaluated a training program to strengthen the research capacity of project managers involved in cancer research in Africa. This workshop was held in collaboration with the Men of African Descent and Carcinoma of the Prostate (MADCaP) Consortium. The PM working group of the MADCaP Consortium had previously developed a project manager toolkit to provide a structured approach to PM for cancer research in Africa. We implemented and evaluated this training toolkit in a hybrid workshop in Nigeria. Among 29 participants from 10 African institutions, PM skills improved after training by 16.6% compared with pretraining levels. In a 1-year follow-up survey, training skills remained better (80.8%) than before the training (70.8%). The training program successfully upskilled the trainees with a significant improvement in knowledge of PM practices including planning, execution, monitoring, and evaluation of projects. The majority (80%) reported an excellent training experience. PM skills training can be successfully implemented in Africa with long-term retention of knowledge geared toward developing a workforce critical for the implementation of cancer research in the region.

The impact of workforce analytics on HR strategies for customer service excellence

This review paper explores the transformative role of workforce analytics in enhancing human resources (HR) strategies to achieve customer service excellence. By examining employee performance and customer satisfaction, the paper highlights how data-driven insights can inform HR strategies, including identifying skills gaps, developing targeted training programs, and aligning workforce management with customer service goals. The paper also addresses the challenges organizations face in implementing workforce analytics, such as data quality, analytical skills gaps, and resistance to change. Furthermore, it considers the future of workforce analytics in HR, emphasizing the integration of advanced technologies like artificial intelligence and the importance of ethical considerations. The paper concludes with practical recommendations for organizations looking to adopt workforce analytics, ensuring they can fully leverage its potential to drive employee engagement and customer satisfaction.

What Influences the Use of Research by the Adult Social Care Workforce?

Abstract Despite a recognition that research evidence plays a critical role in informing decisions in adult social care, there has been little investment in developing the sector’s own capacity to engage with it. This article reports on a qualitative study of the adult social care workforce (social workers, occupational therapists, managers and commissioners) in three local authorities in England. Data were collected through twenty-five semi-structured interviews with key stakeholders and analysed iteratively using thematic analysis. The interviews explored participants’ understanding and use of research in adult social care. Four key influences on research use were identified: time; accessibility; skills and confidence; and organisational support. Finding time was the most frequently cited barrier. This was exacerbated by the difficulties participants described in finding research that was trusted and relevant. Protected time was regarded as essential, and both organisations and individuals had a role in ensuring that time was available to engage with research. Participants identified skills gaps, including how to read, critically appraise and apply evidence from research. The findings confirm an appetite within the workforce for developing the skills and confidence to make more use of research but suggest that achieving this requires organisational support and access to resources.

Leveraging Oracle HCM for Enhanced Employee Engagement

As the current corporate environment continues to evolve, employee engagement has emerged as a critical component in determining the success of an organisation. Oracle Human Capital Management (HCM) systems provide a revolutionary chance to improve employee engagement by providing a full suite of tools that are geared to handle different areas of workforce management. This opportunity presents itself as a result of the availability of these systems. In order to provide a more unified and responsive approach to employee engagement, Oracle Human Capital Management (HCM) offers an integrated platform that incorporates basic HR tasks, talent management, workforce management, and analytics. In this article, we investigate how the capabilities of Oracle Human Capital Management (HCM) may be strategically used to cultivate a staff that is more engaged and motivated. The cloud-based design of the system guarantees accessibility and real-time data processing, both of which are crucial for interactions with workers that are timely and relevant. A variety of features that may be adapted to assist engagement activities are provided by the modules that make up Oracle Human Capital Management (HCM). These modules include Employee Central, Talent Management, and Learning Management. For example, the Talent Management module helps to connect employee goals with organisational objectives, which in turn improves both work happiness and performance. While this is going on, the Learning Management module offers individualised training and development possibilities, according to the workers' requirements for professional advancement and their goals for their careers.

Bottleneck factors impacting nurses’ workflow and the opportunity to prioritize improvement efforts: factor analysis

PurposeMinimizing delays in delivering nursing care is paramount for enhancing the overall quality of care. Certain bottleneck variables restrict the workflow of nurses, resulting in extended shift times. This study is designed to pinpoint and analyze the principal factors contributing to bottleneck issues in nursing workflow, to direct improvement endeavors. This study seeks to provide insights into the key variables contributing to nurses’ extended shift times, with the ultimate goal of prioritizing efforts for improvement.MethodsA descriptive multicenter cross-sectional study was conducted. A scale was developed for this study by the authors after conducting a literature review, subsequently validated, and its reliability was assessed.ResultsAmong the 31 bottleneck variables, 29 were retained under three persistent bottleneck factors: (1) Nurse staffing— This pertains to the availability of sufficient nursing staff at all times across the continuum of care; (2) Working environment and quality of care—This refers to the availability of necessary skills and resources for nurses to perform their duties effectively and; (3) Medical devices— This factor concerns the availability of fully functional medical devices required for providing care.ConclusionEfforts aimed at enhancing the overall healthcare system should concentrate on addressing persistent bottleneck factors. This may involve the implementation of a healthcare workforce management system, the establishment of standards for a conducive and supportive working environment, and the utilization of a standardized system for the management of medical equipment. The outcomes of this study can be utilized by nurses and policymakers to devise comprehensive strategies for improvement.

Comparative Analysis of K-Means and Naïve Bayes Algorithms for Predicting Students' Academic Performance

A student's performance is a victory statistic in higher education. The university's exceptional academic record strengthens its position as one of the prerequisites for a prestigious university. Teachers need to forecast and analyze student performance to pinpoint areas of weakness and improve academic standing. In academic settings, Coordination of computational tactics to improve workforce management and academic attainment is achieved through Educational Data Mining (EDM), a theory-based approach. Classification is a broadly connected technique in forecasting student performance based on diverse criteria. Machine learning algorithms are fundamental to knowledge disclosures, permitting precise performance projection and early student-identifiable proof. This study examines how well students perform academically using the Naïve Bayes classifier (NBC) model and the K-Means clustering approach. From supervised and unsupervised machine learning, two (2) algorithms with comparable operational capacity were selected. The labeled classes in the classifier correspond to the grades in the dataset. Records were gathered from 178 students (400 levels) in Adamawa State University Mubi's computer science departments in the 2022–2023 academic sessions. The training and testing sets of the dataset are divided into two groups, each with a percentage ratio of 30% and 70%. According to the results, the Naïve Bayes model has an accuracy of 92.6%, while the K-Means model has an accuracy of 38.9%.