Number Of Workforce Research Articles

PRODUCTION PLANNING CONCEPTS FOR SMALL AND MEDIUM ENTERPRISES (SMES): A CASE STUDY IN A BAKERY COMPANY

Production planning and control (PPC) is a branch of knowledge that commonly discusses the available concepts and methods for operation management. The knowledge and understanding of PPC concepts, together with proper implementation can assist an organization in fulfilling customer demands with minimum cost. Large organizations are exposed to PPC concepts due to the qualification of workers and the availability of training. However, for small and medium enterprises (SMEs), awareness and knowledge of PPC concepts are lacking. This study is carried out in an SME, a bakery company located in Selangor, Malaysia, to determine how PPC concepts can be applied in SMEs. The case study found several problems faced by the company, ABC Bakery, that relate to supplier selection and workforce planning. In order to overcome the problems, two PPC techniques are introduced. Firstly, the quantity discount model is proposed to solve supplier selection issues. Secondly, the aggregate planning concept is utilized to overcome the workforce issue. From the calculation and analysis conducted, it is found that ABC Bakery can make a wise decision in the supplier selection process when the quantity discount model is implemented, in which selection is based on the minimum total cost incurred. Next, by applying aggregate planning; specifically varying workforce size and influencing demand strategies, the number of workforces required can be estimated and then further improved to increase demand in the future. In conclusion, this study shows that PPC concepts are suitable to be implemented in SMEs specifically to solve operations problems, and then help SMEs in increasing productivity and sales in the long term.

Quality of maternal and newborn care around the time of childbirth in Luxembourg during the COVID-19 pandemic: Results of the IMAgiNE EURO study.

To investigate the quality of maternal and newborn care (QMNC) during childbirth in Luxembourg from women's perspectives. Women giving birth in facilities in Luxembourg between March 1, 2020, and July 1, 2021, answered a validated online WHO standards-based questionnaire as part of the multicountry IMAgINE EURO study. Descriptive and multivariate quantile regression analyses were performed. A total of 493 women were included, representing 5.2% of women giving birth in the four maternity hospitals in Luxembourg during the study period. Most quality measures suggested high QMNC, although specific gaps were observed: 13.4% (n= 66) of women reported not being treated with dignity, 9.1% (n= 45) experienced abuse, 42.9% (n= 30) were not asked for consent prior to instrumental vaginal birth, 39.3% (n= 118) could not choose their birth position, 27% (n= 133) did not exclusively breastfeed at discharge (without significant differences over time), 20.5% (n= 101) reported an insufficient number of healthcare professionals, 20% (n= 25) did not receive information on the newborn after cesarean, and 41.2% (n= 203) reported lack of information on newborn danger signs before discharge. Multivariate analyses highlighted higher reported QMNC indexes among women born outside Luxembourg and delivering with a gynecologist, and significantly lower QMNC indexes in women with the highest education levels and those delivering in the hospital offering some private services. Despite maternal reports suggesting an overall high QMNC in Luxembourg, improvements are needed in specific aspects of care and communication, mostly related to maternal autonomy, respect, and support, but also number and competencies of the health workforce.

The Relevance of Bijinesu Nihongo Course to The Cultural Understanding of Students Participating in The Internship to Japan

Along with the Japanese population drop, the number of productive age workforce in Japan also decreasing constantly. This situation drove Japan to welcome younger workforces and professionals from other countries. While some of the younger workforces aims at a more permanent employment, some of them are only temporary workers and interns. Among those whose going through internship programs are students from Widyatama University Indonesia. One of the hardships the students must went through is adapting with new culture and work ethics. While Widyatama University have tried to prepare the students for their internship period in Japan through various methods, one of them is through the “Bijinesu Nihongo” class. This research is condoned in the interest of finding out how effective the “Bijinesu Nihongo” syllabus is in real life internship period according to the students who have already or currently undergoing internship in Japan. Using descriptive qualitative methods, internship students would act as research subject, and be interviewed about their working experiences in Japan. The interview results will indicate how much of the subject they learned in class is truly relevant during their internship period. The result would greatly assist coursers to revise and update better curriculum to better prepare students facing their internship.

Academic leadership in physician assistant/associate medical education: a cross-sectional analysis of the association with doctoral degree, gender, and minority status

BackgroundThere is a critical need for a diverse pool of academic leaders to increase the number and diversity of the medical workforce. Physician Assistant/Associate (PA) is a growing medical profession. Although the master’s degree is the terminal degree for PAs, a growing number of PAs obtain a variety of doctoral degrees. However, there is no standardized training for academic PA leaders. The purpose of this study was to identify factors associated with PA academic leadership. Specifically, this study explored the following factors: doctoral degree credentials, gender and underrepresented minority status.MethodsUsing the 2019 Physician Assistant Education Association Faculty and Directors survey, we assessed the relationship between academic leadership groups [Program Director (PD), Academic Director (AD), and Clinical Director (CD)] doctoral degree, gender, and underrepresented minority in medicine (URIM) status. Multivariable logistic regression models were used to determine the predictors of being in a leadership role. Results with p < 0.05 were considered statistically significant.ResultsOf the 956 participants, 71% were female, 4% Hispanic, 86% White, 4% Black, 2% Asian, and 1% Native Hawaiian/Pacific Islander/American Indian/Alaska Native. Overall, 9% were URIM. Mean age was 45.6 (SD = 10.2) years. Average time in PA education was 2.9 years (SD = 1.4). Approximately 50% (n = 472) had a leadership role (PD-24%, AD-10%, CD-16%). Of all leaders, 68% were female, 9% were URIM, and 19% had a doctoral degree. Having a doctoral degree increased the odds of being a PD [AOR 2.38, CI [1.57–3.59], p = < 0.0001, AD and CD = non-significant]. More time in PA education increased the odds of being a PD [AOR 1.10, CI [1.07–1.12, p = < 0.0001] and AD [AOR 1.06, CI [1.03–1.09], p = < 0.0001], but not a CD. Gender and URIM status were not significantly associated with leadership roles. URIMs had doctorate degrees at higher rates than non-URIMs.ConclusionPA academic leaders differ by doctoral degree attainment but not by gender and URIM status. URIM faculty are grossly underrepresented in the PA professorate, but disproportionately have doctoral degrees. Academic training opportunities for all PA academic leaders and strategies to increase URIM faculty are needed.

Analysis of Trends in Demographic Distribution of Dental Workforce in the Kingdom of Saudi Arabia.

Dental professionals are playing an imperative role in the healthcare system. It is important to distribute the dental workforce across the country. Therefore, this study aimed at analyzing the recent distribution of the dental workforce in the Kingdom of Saudi Arabia (KSA) and determining the current dentist-to-population ratio in the KSA. This is a cross-sectional study focused on the dental workforces working in the KSA between 2015 and 2020. Complete data of dentists working in the KSA with different professional ranks were obtained. The data were stratified by gender, professional rank (Saudi and non-Saudi), area of working (13 provinces in the KSA), and sector of working (public and private). A complete list of all dental universities was obtained to identify the increasing number of dental institutes at this current moment. In addition, the dentist-to-population ratio was also evaluated based on the current inhabitant in the KSA and the total dental surgeons. There are a total of 27181 dental surgeons and 8022 dental auxiliaries registered in different specialties as of 2020. Saudi citizens are holding the majority of the posts in both dentist and dental auxiliary categories. The percentage of males and female is slightly higher in dentists and dental auxiliaries, respectively. It also indicated that where most of the dental personnel work in the private sector, dental auxiliaries work in the public sector. Moreover, the highest number of dental workforces is identified in the Riyadh region among all the 13 provinces. Based on the databases, the current dentist-to-population ratio is 1 : 1288.16. In conclusion, the number of dental professionals is ample; however, rural areas lack specialists. Saudi dentists are progressively replacing foreign dentists in different professional ranks working in the KSA.

Impact of Health Capital on Economic Growth in Pakistan

Health is necessary for the well-being of individuals because healthy individuals can be more productive and efficient as compared to people who are unwell physically or emotionally. Healthy people tend to be more active, eager, excited and enthusiastic in their workplace and become more productive in their respective disciplines. Thus, healthy and productive workforce is important for both industrial and agricultural growth of the economy. Expenditure on health produces healthy populations which can lead to long and productive lives, less infant mortality, healthy mothers, healthy children and healthy population which engenders the high number of workforce to boost the economy of the country. Therefore, current research comprised to examine the impact of health capital on the economic growth in Pakistan. Keeping in view all the facts, importance and significance of health capital, it becomes crucial to empirically investigate what factors determine the impact of health capital on economic growth. For this purpose, data ranging from 1973 to 2020 was used to analyze the important relationships between the variables. The other variables included in the model are domestic investment, education and trade openness. Autoregressive distributed lag model and error correction model was used to estimate the long run and short run results respectively. The results showed that there exist long run as well as short run relationship between health capital and economic growth in Pakistan. Health capital expenditure has a long run convergence towards the equilibrium. Thus it is concluded that to boost the economy, the expenditures on human health are imperative and crucial. Education and openness of trade are also important for the economy.

Primary health care in China: A decade of development after the 2009 health care reform

AbstractOver 40 years ago, primary health care (PHC) was defined in the Alma‐Ata Declaration as a critical component of the health care system to address the basic health demand of the people. In China, the Government attaches great importance to health care at the primary level. After the launch of the historical Reform of the Medical and Health Care System in 2009, the PHC system in China has witnessed major progress and breakthroughs, especially in its steadily increased capacity, continuously improved accessibility, and betterment in equality. In this review, we summarized published literatures and official policies, synthesized data from the electronic registration information system of the National Health Commission, national statistical reports, and yearbooks in health care. The review is intended to describe the systematic development of PHC in China in the last decade. The main results include: the solid national policy foundation, increasing number of PHC institutions and workforce, better training of PHC professionals, major achievements in primary health indicators, government financial support to PHC institutions, improved PHC budgeting and insurance coverage, and the advancement of supporting technologies. Challenges and prospects are also discussed.

Digital Distractions and Remote Work

The number of remote workforces proliferates to cope with the global pandemic and related stay-at-home restrictions. Remote work is more likely to persist even after the global pandemic. However, many remote workers face coping and managing digital distraction challenges as they rely on digital devices for personal and professional matters. Do they have more digital distractions for remote work at home than in the office? What factors increase and decrease the productivity of remote workers, especially concerning digital distraction? The analysis of a survey questionnaire from 87 remote workers shows that the impact of digital distraction depends on its sources. Remote workers experience more digital distraction with email and texting at home than in the office. The digital distraction that negatively lowers their work performance derives from viewing online videos. However, goal commitment in work and life can counteract such negative influences. Implications are discussed for optimizing their work performance.

The Moderating Effect of The Demographic Variables on the Relationship between Burnout Syndrome and the Management of Conflicts

Burnout syndrome phenom and conflict management strategies have been one of the broadly investigating organizational concepts in today's contemporary business environment. The boost in organizational productivity and effectiveness depends highly on employees’ and managers’ performance. Thus, it is crucial and necessary to measure how superiors manage their conflicts. In this research, the correlation between burnout syndrome (BS) and conflict management (CM) was searched as part of demographic factors. Hereof, the effect of BS on CM and CM’s sub-dimensions had been analyzed. Furthermore, the moderator effect of Working Years &amp;amp; Number of Direct Reports demographic variables on the interaction between BS and CM was studied. The research’s population consists of international subsidiary companies’ (ISC) workers in Turkey whilst the practice population is restricted to the region, number of workforce and titles. Before the full-scale study, the pilot research was done with 75 respondents. Using the random sampling method, the main research used data from 300 questionnaires. Outcomes indicated that the level of BS of ISC’s first-line managers has a meaningful, powerful effect on CM and its sub-dimensions. Additionally, Working Years and Number of Direct Reports variables moderate the relationship between these two conceptual structures. This study will make organizations aware of the BS and demographic factors for managing conflicts successfully, particularly at international firms.

Analysis of the Workload and Workforce Needs of Registration Officers Hospital

Preparation of human resource requirements planning health, it is determined that the need for human resources is the number of human resources according to the type needed to carry out the given workload. Planning for human resource requirements is a systematic process in an effort to determine the number, type, and qualifications of human resources needed in accordance with with the conditions of a region in order to achieve development goals health. The object of this research is the registration officer at the hospital. The purpose of this study is to calculate the number of workforce needs in the registration section by Analysis Method Health Workload (ABK Kes). From several meanings, it can be concluded that needs planning human resources is a systematic process in an effort to determine, amount, and qualifications of human resources needed in accordance with the conditions of a region in order to achieve health development goals. After calculating the workload of the on-site officers, registration using the ABK Kes formula, researchers get results the registration section needs as many as 24 people. Meanwhile, there are 18 registration officers for the PKU Aisyiyah Singkil Hospital, Boyolali. This is not in accordance with the calculation of the workload that the researchers calculated using the ABK Kes formula. So it is necessary to add 6 registration officers to meet the needs of registration officers at PKU Aisyiyah Singkil Hospital, Boyolali

REDUCE MATERIAL BREAKAGE USING KEPNER-TREGOE TROUBLESHOOTING ANALYSIS IN LOGISTIC MANAGEMENT SYSTEMS

This research study aims to discover the root cause of what could influence the number of bottle breakage in the Aqua Langkat Plant using gathered information from 20 people through purposive sampling with the characteristics of users correlating with the natural processes of bottle breakage and by direct observations through activities like Gemba Walk. The disclosure is done with descriptive research to explain the causal effects observed within the triggers listed down undergoing Kepner-Tregoe problem-solving approaches. The analysis using Situation Appraisal showed three distinctions from Langkat plant to Solok and Tanggamus plant, which affected the number of workforces, waiting time, and inspection method. Problem Analysis identified 14 abnormalities, with ten highly prioritized items and four medium prioritized items located chiefly in the loading area and warehouse. Through SCAMPER Technique, substituting the verification method and rearranging the water reuse area become the two most viable options to be implemented. With the Alternative Solutions Rating and Adverse Consequences, replacing the verification method becomes the most preferred option with the minimum risk. Preventive and contingent actions are formulated through Potential Problem Analysis to address the four undesirable situations.

Oral and Maxillofacial Surgery (OMFS) Consultant Workforce in the UK: Pension pressures, changing job-plans, changing demographics, recruitment issues and the COVID backlog in elective surgery mean that urgent action and strategic planning are needed

Introduction: UK OMFS training means that the time between completing training and reaching retirement age is short. Mean retirement age is 59.6 years for UK doctors giving the average OMFS consultant approximately 20 years of practice. Current pension tax regulations, new consultant posts having 10 session job plans, increasing proportion of female specialists and backlog of elective care created by COVID-19 may create a significant gap between workforce and work needed. Methods: The age of current OMFS consultants was estimated using the date of their primary medical/dental qualification, changes in job plans using data from the BAOMS Workforce Census and from job-plans of recently advertised posts and unfilled posts from Regional Specialty Professional Advisors (RSPAs). Results: First degree dates were identified for 476 OMFS substantive consultant posts. Estimated average age was 52.7 years (minimum 35.9, maximum 72.1), 75th centile age 59.0 with 23% of the current workforce above the average retirement age for doctors. New consultant posts were all 10 sessions (40 hours), whereas existing consultants average 12.1 sessions. Current vacancies are summarised here: Conclusions: A significant number of the OMFS consultant workforce is above the average retirement age. Loss of senior colleagues from the workforce if added to differences between existing and new job plans and a higher proportion of female specialists may require both increasing number of specialty training posts and more effective recruitment. Introduction: UK OMFS training means that the time between completing training and reaching retirement age is short. Mean retirement age is 59.6 years for UK doctors giving the average OMFS consultant approximately 20 years of practice. Current pension tax regulations, new consultant posts having 10 session job plans, increasing proportion of female specialists and backlog of elective care created by COVID-19 may create a significant gap between workforce and work needed. Methods: The age of current OMFS consultants was estimated using the date of their primary medical/dental qualification, changes in job plans using data from the BAOMS Workforce Census and from job-plans of recently advertised posts and unfilled posts from Regional Specialty Professional Advisors (RSPAs). Results: First degree dates were identified for 476 OMFS substantive consultant posts. Estimated average age was 52.7 years (minimum 35.9, maximum 72.1), 75th centile age 59.0 with 23% of the current workforce above the average retirement age for doctors. New consultant posts were all 10 sessions (40 hours), whereas existing consultants average 12.1 sessions. Current vacancies are summarised here: Conclusions: A significant number of the OMFS consultant workforce is above the average retirement age. Loss of senior colleagues from the workforce if added to differences between existing and new job plans and a higher proportion of female specialists may require both increasing number of specialty training posts and more effective recruitment.

GEOGRAPHICAL ANALYSIS OF THE EDUCATIONAL WORK FORCE FOR PRIMARY EDUCATION IN IRAQ

Proper planning requires in-depth population studies and a broad knowledge of all aspects related to human resources in terms of their growth, distribution and characteristics. The size of the workforce in any human society is the true indicator of its economic and production potential and the power to drive it. The research dealt with the geographical distribution of the workforce in the field of primary education in Iraq according to For the latest statistics provided by the Iraqi Ministry of Education, in light of the Population Geography approach, which is concerned with analyzing and interpreting spatial differences, distribution patterns, and the factors that explain it. The study aims to analyze the geographical distribution of the workforce in the field of primary education at the governorate level, and the descriptive analytical approach has been relied on and the statistical method is used to show the variables of the characteristics of the workforce. It was found through the research that the governorate of Baghdad led the number and percentages of the educational workforce in the primary stage, which amounted to (24.8%) for the academic year 2018/2019, followed by the governorates of Dhi Qar and Basra with close proportions amounting to (7.8%) and (7.6%) respectively, then Babil Governorate. Diyala has a similar rate of (6.4%), and the proportions of the educational workforce varied in terms of gender, as it increased for females by (67.1%) compared to (32.9%) for males. As for the distribution of the educational workforce according to the environment, the urban environment came at a high rate of ( 67%) and a low rate for the rural environment amounting to (33%), which reflects the inequality of distribution according to the environment as a result of the concentration of educational services in urban areas compared to their limitations and decline in rural areas, and it became clear that the education sector suffers from a severe shortage of educational staff for some specializations at the level of education Primary. The research recommended the necessity of equitable distribution of the workforce to match the number with the population of the governorates, as well as expanding the establishment of a greater number of primary schools outside the governorates center and in rural areas. Keywords: Geographical Analysis, Primary Education, Educational Workforce.

The Nomadic Office: A Location Independent Workspace Through Mixed Reality

The worldwide spread of the coronavirus forcefully affected our lives, the economy, and social culture. Unforeseen, a significant number of workforces are requested or required to work from home, impacting creativity, work performance, and social interaction. Video conferencing tools are consequently substituting in-person meetings; new workplaces are arranged in domestic environments, causing a shift in how employees work and interact with their environment. At the same time, recent developments in mixed reality (MR) enable us to synthesize virtual office environments and experience them on the go. This article consolidates how the latest research in MR supports the transition of desktop computing into the virtual realm, enriching traditional office environments with virtual elements. We conceptualize augmented domestic workspaces and truly nomadic offices that overcome the physical constraints and unfavorable effects of continuous telecommuting. To promote future research, we highlight open research questions and outline a nomadic MR office of the future.

Physician anaesthesia providers in Switzerland today and tomorrow: results of the National Anaesthesia Workforce Study (NAWOS).

The Swiss healthcare system is highly ranked, given its unrestricted access to specialised care and short waiting lists for surgery. However, the need for anaesthetic and surgical care is escalating owing to the increasing size and ageing of the Swiss population. In addition, to address the persistent and recurrent SARS-CoV-2 pandemic crisis, the speciality of anaesthesia is under tremendous pressure to maintain an effective workforce in order to address population needs. The current number, characteristics and future evolution of the physician anaesthesia workforce in Switzerland are currently unknown. The purpose of this study was to assess the size and professional and sociodemographic characteristics of the current anaesthesia workforce in Switzerland and to forecast its development up to 2034. We performed a cross-sectional study using a 150-item questionnaire prepared by the National Anaesthesia Workforce Study Group (NAWOS). We included all physicians (trainees and certified) practising anaesthesia in Switzerland. We collected demographic and professional information, such as the current position, hospital characteristics, workload, number of shifts and future life plans. We built a computer-based Markov model with Monte Carlo simulations to project both supply and demand for physician anaesthesia provider positions. Of the 2661 distributed questionnaires, 1985 (74.2%) were completed and returned. We found that the average age of anaesthesiologists practising in Switzerland was 45.2 years, with 44.3% of them being women and 76.9% holding a Swiss specialist title. Only 59.6% of respondents worked full time. The forecasting model showed a steady increase in the number of anaesthesiologists retiring by 2034, with 27% of full-time equivalent jobs being lost in the next 8 years. Even if existing full-time equivalent training positions are all filled, a gradual deficit of anaesthesiologists is to be expected after 2022, and the deficit should culminate in 2034 with a deficit ratio of 0.87. Due to the upcoming high retirement rate of anaesthesiologists, Switzerland is likely to face a shortage of anaesthesiologists in the near future. To compensate for the shortage, the country will likely increase its reliance on medical staff trained abroad. Southern and eastern cantons of Switzerland are particularly at risk, given that they already heavily rely on foreign anaesthesia workforce. This reliance should be considered a national priority because anaesthesiologists are heavily involved in both the treatment of patients with respiratory complications of SARS-CoV2 infection and the care of surgical patients, the number of which is expected to rise steadily in upcoming years.

Innovation Capabilities and Performance of Malaysian Agricultural SMEs: The Moderating Role of Strategic Alliance

Small and Medium Enterprises (SMEs) in the agriculture sector in Malaysia are still seen to contribute only a small portion towards Gross Domestic Product (GDP) and the total number of the national workforce. As for agricultural SMEs, innovation activities are needed to produce quality agricultural-based products to meet the increasing of Malaysia and world market demand. Nevertheless, innovation among agricultural SMEs is still less encouraging. Hence, this study aims to investigate the effect of innovation capabilities towards performance of agricultural SMEs in Malaysia and determine the role of strategic alliance as a moderator in influencing the performance of agricultural SMEs. The conceptual framework of innovation capabilities is based on Resource-Based View Theory and Schumpeter Innovation Theory that considers strategic alliance will positively affect the relationship between innovation capabilities and SME performance. A total of 136 respondents from Agricultural SMEs were used for data analysis process using SmartPLS 3.0 software. The results show that innovation capabilities have a positive impact on the performance of SMEs, while strategic alliance does not affect the relationship between innovation capabilities and agricultural SME performance. Although strategic alliance has insignificant effect, this might be resulted from the emphasis of this study as it defined strategic alliances as acquisitions of companies. For agricultural SMEs in Malaysia, entrepreneurs need to look at an alliance from a positive perspective by looking it as a joint venture process in resource sharing that will benefit the enterprises, thus it is not only meant acquisition. The implication of this study is expected to contribute and enhance the role of innovation capabilities among entrepreneurs and strategic alliances in the Malaysian agricultural SMEs.

Multi-level nursing workforce planning considering talent management in healthcare with a dynamic quantitative approach

PurposeWorkforce planning must answer how many workforces, in which positions, and talents, and when each organization is needed. To find the requirements workforce, organizations need to know the organizational position and talents pools. Clarifying the number of workforces required in each pool requires attention to workforce flows, including hiring, promotion, degradation, horizontal movement, and exiting the organization. It is a dynamic issue and must be addressed over several periods over a specific duration, which adds to the complexity. According to the talent management presented in this research, all the above complex questions are answered by applying the optimal control (OC) model according to talent management presented in this research.Design/methodology/approachThis research presents a dynamic model by using a linear-quadratic optimal control model, which was solved by Pontryagin's maximum principle, to achieve an optimal number of workforce requirements for each of the positions of nursing services manager, supervisor, head nurses and nurses in the health sector according to the required talents in each position.FindingsThe results have shown that the target value of workforce numbers has been achieved in the planning period, and the validation test and sensitivity analysis justified the model by reaching the workforce planning targets.Originality/valueThis study provides a dynamic model for achieving quantitative workforce planning targets; the model presented in this manuscript has included an important qualitative factor, namely workforce talents. According to the authors' review, there is no comprehensive research devoted to workforce planning through optimal control models by attention to workforces skills.

Empowering and Protecting Local Products: The Implementation of SMEs Product Protection and Legality in Lerep Village Indonesia

SMEs are a source of livelihood for small and medium communities in areas in Indonesia. Currently, the government is actively assisting SMEs players in building their businesses in order to improve the family economy and the economy of the people in the region. The size of the contribution of SMEs in supporting the economy of a country so that the existence of SMEs is highly expected by any country because of its vital role in the development and progress of the economy to achieve people’s welfare. The establishment of a business in the SMEs sector is able to absorb the number of workforces who are ready to work but have not yet got a job so that it can reduce the number of unemployed. In establishing a business, SMEs actors should have a legality license or business license to run their business. The importance of legality for SMEs activists is that in running their business entrepreneurs do not need to be confused when their merchandise or business is tested to find out the feasibility and legality of the business they are running. Implementation in the ease of granting permits for SMEs is still not possible in all regions because there are still regional heads who have not issued regulations to delegate the authority to issue SMEs permits to sub-districts. Business licenses or SMEs that have received legality of their products to get it easier in running their business. Business licensing provisions that need to be owned by entrepreneurs in the form of Company Business License are based on the Regulation of the Minister of Trade No. 46/2009 concerning Amendments to Permendag No.36/2007 concerning Issuance of Trading Business Permits.

Indonesian students’ STEM career motivation: a study focused on gender and academic level

The STEM field faces challenges related to uncertainties about the number and composition of skilled workforce. Measuring STEM career motivation (STEM-CM) of students at an early grade is crucial to improve the quality of science learning and to engage more students in STEM fields. This study focuses on the gender and academic level issues related to STEM career motivation. A total of 1583 elementary and middle school students participated in investigating two research questions: (1) Do gender and academic level impact students’ STEM career motivation? (2) How to classify students based on their STEM-CM? This study revealed that gender was not significantly related to STEM-CM. Nonetheless, academic level impacted significantly with STEM-CM where students’ motivation declined from elementary to middle school. Furthermore, the clustering method elicited five groups of students for consideration in designing STEM teaching activities. The influenced factors of students’ motivation for STEM careers were discussed. Finally, customized learning to improve student engagement in STEM was recommended.

Projection of Health Sector Workforce Requirement: Vision 2025.

Background:This study was conducted with a long-term vision (2014–2025) targeted workforce requirement projection by occupational groups in Iran’s health sector.Methods:The “modified & combined model” used including Hall Model and Australian health workforce estimation model. It was a need-based approach with three components of estimation; requirements, supply with current growth and net required workforce. Requirement estimated by three assumptions: active workforce calculation; the growth of health service delivery resources and facilities; and daily individual working hours, created eight different scenarios. Economic feasibility of each scenario determined. To forecast the supply, used accurate numbers of the existing pool of practicing workforce in addition to inflows, minus losses from the profession. To calculate total recruits required, base year stock deducted from projected requirement and by adding Net flow, recruits required calculated.Results:The health sector will need 781,887 workforces to realize service’s needs. Workforce supply with the existing trend in the target year was 799,347. Therefore, workforce balance would be 17,460 surpluses. Moreover, to estimate required workforce and substitution number for the exited ones during the study periods till the target year, 547,136 individuals should be recruited mostly nurses and physicians.Conclusion:Limiting the workforce required to economic feasibility challenge workforce accessibility in the future as it is sensed in present tense as well. Therefore, in addition augmenting GDP and health funds, it is necessary alternative policies such as increasing share of health sector from GDP, prioritization of workforce needs or moving towards other proper policies.