Staff Recruitment Research Articles

O.2.3-6 Free-living patterns of physical activity and sedentary behaviour of workers from the manufacturing industry of micro, small and medium enterprises: the Happy-OPA project

Abstract Background Occupational physical activity (OPA) may not report the same health benefits as leisure time physical activity (LTPA). While LTPA is beneficial for all workers, OPA can be detrimental for health. Most importantly, LTPA might have different health effects for different occupational groups (low versus high OPA jobs). It is also unclear the influence LTPA or leisure time sedentary behaviour (LTSB) might have on the health, wellbeing and productivity of workers with high OPA jobs. This project will (i) study the free-living patterns of (occupational and leisure time) physical activity (PA) and sedentary behaviour (SB) in workers from the manufacturing industry. Then, we will (ii) investigate associations between free-living patterns of PA and SB with mental health, happiness, absenteeism and work-related injuries of manufacturer workers. Methods Cross-sectional study. Employers and occupational risk prevention services will randomly invite workers (aged 18 to 65) from manufacturing industries of micro, small and medium enterprises in Central Catalonia to participate (n = 220). Participants will wear an ActivPAL device for 7 days and will complete a questionnaire on general health, life balance between work and family life, mental well-being, mental health, work-related happiness and absenteeism. Variables (1) physical activity pattern (activPAL3TM), (2) demographic data and lifestyles (food, tobacco and alcohol habits (ESCA 2022), (3) impact of work on employees' health, absence for illness (5th and 6th European Survey of Working Conditions), (4) well-being (Health Questionnaire, SF-36), (5) Work Health Balance (WHB Questionnaire), (6) Mental Health (Patient Health Questionnaire, PHQ-9), (7) Happiness (Pemberton Happiness Index). The group will be analysed on the average value of the variables. Discussion Identifying the free-living patterns of physical activity and sedentary behaviour of workers with high OPA and its associations with health, will provide preliminary data to develop tailored PA (occupational and non-occupational) interventions to this occupational group. Support / Funding Source Grants for the recruitment of research staff (Agency for the Management of University and Research Grants, co-financed by the European Union).

Physiotherapists' perspectives of barriers and facilitators to effective community provision after hip fracture: a qualitative study in England.

to investigate physiotherapists' perspectives of effective community provision following hip fracture. qualitative semi-structured interviews were conducted with 17 community physiotherapists across England. Thematic analysis drawing on the Theoretical Domains Framework identified barriers and facilitators to implementation of effective provision. Interviews were complemented by process mapping community provision in one London borough, to identify points of care where suggested interventions are in place and/or could be implemented. four themes were identified: ineffective coordination of care systems, ineffective patient stratification, insufficient staff recruitment and retention approaches and inhibitory fear avoidance behaviours. To enhance care coordination, participants suggested improving access to social services and occupational therapists, maximising multidisciplinary communication through online notation, extended physiotherapy roles, orthopaedic-specific roles and seven-day working. Participants advised the importance of stratifying patients on receipt of referrals, at assessment and into appropriately matched interventions. To mitigate insufficient staff recruitment and retention, participants proposed return-to-practice streams, apprenticeship schemes, university engagement, combined acute-community rotations and improving job description advertisements. To reduce effects of fear avoidance behaviour on rehabilitation, participants proposed the use of patient-specific goals, patient and carer education, staff education in psychological strategies or community psychologist access. Process mapping of one London borough identified points of care where suggested interventions to overcome barriers were in place and/or could be implemented. physiotherapists propose that effective provision of community physiotherapy following hip fracture could be improved by refining care coordination, utilising stratification techniques, employing enhanced recruitment and retainment strategies and addressing fear avoidance behaviours.

Evaluation of Staffordshire, Stoke on Trent Allied Health Professionals preceptorship programmes: a mixed method UK study

AimThis study aimed to evaluate current preceptorship provision across AHP professions in the Staffordshire, Stoke on Trent (SSOT) region of England to improve consistency, share and optimise best practice.BackgroundPreceptorship, defined as a period of structured transition from newly qualified to an independent practitioner, is thought to improve recruitment and retention of staff and ultimately improve patient care. During the COVID pandemic, SSOT recognised the potential for graduates to lack confidence having had reduced clinical exposure as pre-registration students, and so a likely increased need to support newly qualified staff, and to evaluate existing AHP preceptorship provision.MethodsAn explanatory sequential mixed methods design, utilising a cross sectional survey questionnaire and two subsequent focus groups, explored existing AHP preceptorship in SSOT in 2021.Following ethical approval respondents were recruited via professional networks who completed an online survey questionnaire. Two subsequent focus groups enabled an in-depth exploration of survey results. Descriptive statistics summarised survey data and thematic analysis was used to describe focus group findings.ResultsSSOT AHPs (n = 217; 26% preceptees; 47% preceptors) participated in the survey questionnaire and 17 AHPs in the focus groups. 57% of preceptees rated existing preceptorship programmes to be “somewhat, or not effective”. Preceptors reported feeling unprepared for their role. Both preceptees and preceptors reported that, post pandemic, most existing programs required revisions to be fit for purpose. Ten pragmatic summary recommendations were made.ConclusionsAllied Health Professions Preceptorship in SSOT was found to be inconsistent, poorly understood and inadequate. Revisions to preceptorship programs across Staffordshire and Stoke on Trent NHS Trusts have been instigated to reflect changes in AHP practice since the COVID pandemic.

Do personal values influence research self-efficacy among academics in public universities in Tanzania?

PurposeThe study aims to investigate how personal values (PVS) influence research self-efficacy (RSE) among academics in public universities in Tanzania.Design/methodology/approachA cross-sectional design was utilized by the study to gather data once through structured questionnaires administered to 247 academic staff from four public universities in Tanzania.FindingsGenerally, the results show that PVS positively and significantly influence RSE in universities. Specifically, OPC has β value of 0.284 and p < 0.001, SEFN has β = 0.352 and p < 0.001 and CONS has a β = 0.198 and p = 0.003.Practical implicationsUniversity management should include PVS as among the criteria for recruitment of academic staff, as it determines their confidence in engaging in research.Originality/valueThe findings of this study broaden the applicability of Schwartz human values theory in Tanzania’s universities. Moreover, by carrying out empirical research on the influence of PVS on RSE in developing context such as Tanzania, the study contributes to the body of literature on PVS and RSE.

Human Resources Policies and Employees’ Attitude: A Study of Federal University of Petroleum Resources, Effurun, Delta State

This study examined the influence of human resources policies on employees’ attitudes using the Federal University of Petroleum Resources, Effurun, Delta State as a case study. The study used the survey research design and the instrument of data collection was the questionnaire which was administered to two hundred (200) academic and non-academic staff of the Federal University of Petroleum Resources. Data obtained in the survey were analyzed using linear regression technique. It was found that human resource recruitment and selection policy had a significant influence on employees’ attitudes (F-value = 3.246; P-value = 0.003). In addition, we found that human resource staff training and development policy had a significant effect on employees’ attitudes (F-value = 5.017; P-value = 0.026). The study recommends that the management of Nigerian public institutions of higher learning should sustain and improve on their recruitment and selection and staff training and development policies in order to enhance employees’ attitude to work. More so, there is a need for the management of Nigerian public institutions of higher learning to embrace diverse types of human resource policies that will improve employees’ attitudes to work.

"Like fighting a fire with a water pistol": A qualitative study of the work experiences of critical care nurses during the COVID-19 pandemic.

To understand the experience of critical care nurses during the COVID-19 pandemic, through the application of the Job-Demand-Resource model of occupational stress. Qualitative interview study. Twenty-eight critical care nurses (CCN) working in ICU in the UK NHS during the COVID-19 pandemic took part in semi-structured interviews between May 2021 and May 2022. Interviews were guided by the constructs of the Job-Demand Resource model. Data were analysed using framework analysis. The most difficult job demands were the pace and amount, complexity, physical and emotional effort of their work. Prolonged high demands led to CCN experiencing emotional and physical exhaustion, burnout, post-traumatic stress symptoms and impaired sleep. Support from colleagues and supervisors was a core job resource. Sustained demands and impaired physical and psychological well-being had negative organizational consequences with CCN expressing increased intention to leave their role. The combination of high demands and reduced resources had negative impacts on the psychological well-being of nurses which is translating into increased consideration of leaving their profession. The full impacts of the pandemic on the mental health of CCN are unlikely to resolve without appropriate interventions. Managers of healthcare systems should use these findings to inform: (i) the structure and organization of critical care workplaces so that they support staff to be well, and (ii) supportive interventions for staff who are carrying significant psychological distress as a result of working during and after the pandemic. These changes are required to improve staff recruitment and retention. We used the COREQ guidelines for reporting qualitative studies. Six CCN provided input to survey content and interview schedule. Two authors and members of the study team (T.S. and S.C.) worked in critical care during the pandemic.

THE EXPOSITION OF HR MANAGEMENT IN A MICRO-BUSINESS: KAK YUS SOYA CASE STUDY

Human resources (HR) plays a key role in any business, regardless of its size. Besides recruiting new hires and optimizing existing staff to keep a business running smoothly, HR is also responsible for boosting employee engagement and productivity. Despite the importance of human resource management (HRM) to every organization’s efficiency, micro-businesses struggle with HR challenges such as staff recruitment, training, and retention. Small businesses, especially family-owned ones, often view HRM as an unnecessary investment. This case study examined appropriate HR activities at a micro-enterprise named “Kak Yus Soya.” The purpose of this case study was to identify disparities between Kak Yus Soya’s HR practices and a theoretical HR framework. The next course of action was to evaluate the company’s preparedness to implement HRM and, from there, to design the most suitable HRM framework in light of the organization’s needs and capabilities. The case study objectives were fulfilled by employing a mixed-method approach that combined qualitative and quantitative data collection. The data-collecting process was designed to allow continuity between the objectives of the case study, where each objective was related to bridging the HR gaps in the organization, which subsequently aided in developing a practical HR framework for Kak Yus Soya. At the end of the study, a structured HRM model for micro-enterprises was created in accordance with the theoretical framework that served as the foundation of this case study. The established HR framework integrated five HR activities: i) assessing employer readiness, ii) HR planning, iii) selection and recruitment, iv) training, and v) performance appraisal. These activities are the fundamental components that a good HRM system must contain.

Understanding and Addressing Bias in Grading: Progress at Washington University School of Medicine.

In 2020, the authors published work examining disparities in clerkship grading and found students who identify as White were more likely to receive honors grades compared with students from races/ethnicities traditionally underrepresented in medicine. Through a quality improvement approach, the authors identified the following 6 areas where improvements could mitigate grading disparities and, therefore, put processes in place to: ensure equitable access to examination preparation resources, change student assessment, develop medical student curriculum interventions, improve the learning environment, change house staff and faculty recruitment and retention practices, and provide ongoing program evaluation and continuous quality improvement processes to monitor for success. While the authors cannot yet be sure that they have achieved their goal of promoting equity in grading, they believe this evidence-based, multipronged intervention is a clear step in the right direction and encourage other schools to consider a similar approach to tackling this critically important problem at their own institutions.

Management of Educator and Education Staff in The Islamic Education Management Study Program Faculty of Tarbiyah IAIN Bone

This research aims to describe the management process of educator and education staff consisting of planning, organizing, actuating and controlling. This research uses a qualitative approach with data collection techniques are the method of observation, interviews and documentation. The data that has been collected is then analyzed through the stages of data reduction, data display and drawing conclusions. The results of the research are 1) Planning of educator and education staff in the Islamic Education Management study program, Faculty of Tarbiyah IAIN Bone is carried out by analyzing needs, researching problems, collecting data and information through the coordination of each leader, a series of actions carried out based on SOP, and finding solutions together to be used as the next reference. 2) Organizing of educator and education staff in the Islamic Education Management study program of the Tarbiyah Faculty of IAIN Bone is regulated based on the applicable IAIN Bone statutes and ortakers, the recruitment and placement of educator and education staff proposed from the institute and regulated by the central government. 3) Actuating of educator and education staff in the Islamic Education Management study program, Faculty of Tarbiyah IAIN Bone is supported by giving examples from leaders, guidance through training and BIMTEK, fairly effective communication, giving motivation in the form of rewards and punishments, giving facilities and infrastructure for education staff that are adequate and still sought to be the best for educator. 4) Controlling of educator and education staff in the Islamic Education Management study program, Faculty of Tarbiyah IAIN Bone is carried out by monitoring and evaluating every study program, directly from the leadership, and various routine reports as a form of real output. Then followed up with problem solving together.

Human Resource Management in Islamic Educational Institutions at Integrated Islamic Junior High Schools

This study aims to describe the Management of Human Resources in Islamic Education Institutions at SMPIT Qurrata A'yun Batusangkar. This research is included in qualitative research due to the method used by researchers through descriptive methods. Data obtained through observation, interviews, personal documentation and other official documentation. The results obtained from this study are that the Management of Human Resources in Islamic Education Institutions continues to be optimized to achieve the goals of Islamic educational institutions. This can be seen from some of the problems encountered including, Concept, Planning and Analysis of HR work, Recruitment of staff at SMPIT Qurrata A'yun Batusangkar, Selection and placement of staff at SMPIT Qurrata A'yun Batusang, employee workforce development SMPIT Qurrata A'yun Batusangkar

Enabling dads and improving First Nations adolescent mental health: a pragmatic randomised controlled study

IntroductionThere are few empirically supported social and emotional well-being programmes for First Nations adolescents, and we found none targeting those living in Aboriginal communities in remote areas of Australia. The...

Sparking a Movement, Not a Moment: Framework and Outcomes From a Pediatrics Department-Wide Coalition to Advance Anti-Racism.

The Stanford Pediatrics Advancing Anti-Racism Coalition (SPAARC) was created to promote a culture of anti-racism through immediate action, development of nimble systems, and longitudinal commitment toward equity. Evaluate gaps in the Stanford Department of Pediatrics (DoP) efforts to advance anti-racism and form a coalition of faculty, staff, and trainees to prioritize, design, and implement targeted activities with immediate and long-term measurable outcomes. A needs assessment was conducted across all DoP members in July to August 2020 to identify gaps in anti-racism efforts. Listening sessions were recorded and transcribed to extrapolate key themes and 2 rounds of consensus surveys were done to identify and prioritize actions. Actions teams were created and co-led by faculty-staff dyads with trainee representation. A final activity survey was conducted in January 2021 to determine the specific activities (ie, interventions) each team would design and implement. Ten small group listening sessions (70 participants) and 3 surveys (1005 responses) led to the creation of 7 action teams with associated activities 1) training, 2) community engagement and research, 3) communication, 4) faculty and staff recruitment and advancement, 5) leadership representation, 6) human resources, and 7) staff engagement. Four hundred forty-three (41%) DoP members were directly involved in SPAARC through participation in the needs assessment, action teams, and/or implementation of activities. SPAARC can serve as an adaptable framework for how a DoP can create a coalition to identify gaps in anti-racism efforts and create and implement targeted activities with associated outcomes.

Deploying Bots in Healthcare to Find Revenue Cycle Improvements.

Doing more with less has been a business mantra for decades. Healthcare leaders have implemented flex scheduling and job sharing, streamlined workflows, committed to process improvement techniques such as Lean, hired retirees, gained efficiencies from remote work ... and the list goes on. Each tactic has yielded productivity improvements, yet the need to do more with less continues. Postpandemic challenges include staff recruitment and retention, labor inflation, and dwindling margins, all of which must be addressed while maintaining corporate cultures. The journey with bots described here started in this dynamic environment, and the work has not been single-threaded. The organization featured here-an integrated delivery network-has digital front-door and back-end robotic process automation (RPA) projects underway. The digital front-door initiative supports patient self-registration and automates authorizations and insurance verification processes. The back-end patient financial services RPA project replaces and enhances existing technology. Revenue cycle as a multidepartment function is leadership's poster child for RPA, and the revenue cycle team is tasked to demonstrate the value of the technology. This article covers the initial steps and lessons learned in the process.

Organizing Management Program Markaz Arabiyah Course In Pare Kediri

This study aims to find out the keys to organizational management success at the Markaz Arabiyyah course institution which has 12 programs being implemented, as well as the constraints and solutions implemented. This research uses a qualitative approach with a case study type. Sources of data in this study are teachers, staff, and students. Data collection techniques using interviews, observation, and documentation. Data analysis techniques were carried out in three stages; presentation of data, classification of data, and drawing of conclusions. The results of this study are the organizational system implemented at the Markaz Arabiyyah course institution in the Arabic language program including division of tasks, a span of control, delegation, as well as monitoring and reorganization. The 12 Markaz Arabiyyah programs are only managed by two managers, namely the online program manager and the offline program manager. A teacher and staff recruitment system designed with scholarships provided by the institution is the key to the successful implementation of all programs. Further research that can be carried out is the application of a management system from the Markaz Arabiyyah institution elsewhere.

Lack of experienced surgeons in vascular surgery-Ajoint task

An increasing shortage of specialists and training assistants is also being lamented in vascular surgery. Despite acontinuous increase in the number of physicians and medical students in Germany in recent years, the need for specialists and training assistants in vascular surgery is enormous in asustained manner. Professional policy analysis from amedical vascular surgery perspective including currently available statistics, especially from the Federal Statistical Office, the Federal Medical Association, the Saxony-Anhalt (SA) State Medical Association and selective references from current medical scientific literature on epidemiological topics. In 2022, according to the basic data of the Federal Statistical Office 200 vascular surgery departments provided atotal of 5706 beds for care. In2021, 1574physicians with the regional and specialist title in vascular surgery were registered by the medical associations. In the following years, there was an increase of 404 vascular surgeons. The recognition of the specialist title for vascular surgery fell from 166 in 2018 to 143 in 2021. There are 23vascular surgery care units in Saxony-Anhalt (SA). At the SA Medical Association, there were 52registered doctors with the specialist title in vascular surgery in the inpatient sector in 2021. In comparison, at the North Rhine Medical Association in 2021 there were 362 registered doctors with regional and specialist titles in vascular surgery overall and 292 in the inpatient sector. The age-standardized hospital incidence of peripheral arterial occlusive disease (PAOD) rose from approximately 190 to over 250 per 100,000 inhabitants in Germany between 2005 and 2016 and plateaued at this level. This corresponded to arelative increase of 33%. During the same observational period, the number of procedures performed doubled, mainly due to astrong increase in the number of endovascular interventions (approximately 140% increase) and interventions for arterial embolism/thrombosis (approximately + 80%). Aresearch report commissioned by the German Hospital Society (DKG) in 2010 predicted areplacement requirement for physicians of approximately 108,000 by 2019 and an additional requirement of almost 31,000 physicians. While 14.6-27.2% of those employed in 2008 will have retired by 2020, between 45.6% and 68.5% will retire by 2030. Despite the statistically verifiable improvement in the staffing situation of specialists in vascular surgery in the inpatient and outpatient sectors in Germany, it can be assumed that there is aproblem in recruiting young specialists. In order to target the recruitment of junior staff, it is first necessary to comprehensively record basic data on the staff situation and staff development in the area of residents in vascular surgery. In addition, further work should be done on implementing the recommendations for action already put forward years ago by scientific reports at state and federal levels.

Why am I still in hospital? Evaluation of delayed discharges from two learning disability assessment and treatment units in England

PurposeThis paper aims to examine the prevalence and reasons for delayed discharge from two regional assessment and treatment units (ATUs) for people with learning disabilities, in line with the transforming care agenda.Design/methodology/approachThis is a retrospective evaluation of 44 admissions and discharges from two ATUs from February 2019 to March 2022.FindingsOf 44 admissions who were discharged during the included period, 20 experienced delays in their discharge. Delayed discharges occurred despite the two ATUs meeting standards for length of assessment and treatment as specified by the Learning Disability Professional Senate. The most prevalent reasons for discharge delays were identification of a new placement, recruitment of care staff and building work.Originality/valueThis paper offers an in-depth evaluation of recent delayed discharges from two regional ATUs, highlighting the most common reasons for delays and offering suggestion for reducing delays in future.

Barriers and facilitators to the implementation of an early intervention in psychosis service in three demonstration sites in Ireland

BackgroundProgrammes for early intervention (EIP) in psychosis for people experiencing a first episode of psychosis (FEP) have been found to be both clinically and cost effective. Following the publication of a new EIP model of care (MoC) in Ireland, the aim of this research is to describe how people participated in and responded to the MoC including service users, family members, HSE clinical staff and HSE management.MethodsQualitative design using the UK Medical Research Council’s process evaluation framework. Purposive sampling techniques were used. A total of N = 40 key informant semi-structured interviews were completed which included clinical staff (N = 22), health service managers and administrators (N = 9), service users (N = 8) and a family member (N = 1). Thematic analyses were conducted.ResultsUnique features of the EIP service (e.g., speed of referral/assessment, multidisciplinary approach, a range of evidence-based interventions and assertive MDT follow up) and enthusiasm for EIP were identified as two key factors that facilitated implementation. In contrast, obstacles to staff recruitment and budget challenges emerged as two primary barriers to implementation.ConclusionsThe findings from this research provide real world insights into the complexity of implementing an innovative service within an existing health system. Clear and committed financial and human resource processes which allow new innovations to thrive and be protected during their initiation and early implementation phase are paramount. These elements should be considered in the planning and implementation of EIP services both nationally in Ireland and internationally.

Upaya Kepala Sekolah dalam Meningkatkan Mutu Pendidikan melalui Program Tahfidz di MI Al-Ma’shum Surakarta

The principal plays a role as an important factor influencing the improvement of the quality of education in schools through individual assistance in schools. The principal`s leadership describes the condition of the school. A leader has competency standards that must be possessed which include managing and leading competencies. The results of research on the efforts of school principals to improve the quality of education at MITTQUM through; 1) the existence of kuttab and regular programs, 2) facilities and infrastructure that support learning activities, 3) selecting the acceptance of new students, 4) recruitment of teaching and educational staff, 5) the program develops the talents and interests of students. This study aims to describe the efforts made by school principals in devoleping the quality of education through the tahfidz program at the Integrated MI Tahfizhul Qur`an Al-Ma`shum Surakarta. This study uses a qualitative descriptive method approach. Data collection tecniques using observation, interviews and documentation. Implementation carried out by the principal; discipline, regular meetings, rewards

Analisis Rekrutmen Beban Kerja Pendidik dan Tenaga Kependidikan di MTs. Bina Insani

Analysis of the recruitment and workload of educators and education staff at Mts. Human Development. With the focus of his research on recruitment and workload based on an analysis of the workload carried out by educators and education staff at Mts.Bina Insani. The purpose of this study is to determine the recruitment and fulfillment of the workload of educators and education staff at Mts. Bina Insani, this research method is a descriptive research with a qualitative approach with data collection techniques carried out by observation and documentation. While the data analysis technique uses the data reduction stage, data presentation and drawing conclusions. The results of the study show that educators and education staff at Mts. Bina Insani has carried out the duties and responsibilities according to the workload.

Quality Assurance of Business Education Programme in Tertiary Institutions in Nigeria

Purpose: This paper discussed the concept of business education programme and the need for quality assurance in tertiary institutions. It examined the important roles of NUC, NCCE and TRCN in assuring quality in business education programme in Nigeria.
 Design/methodology/approach: This paper focused on the underlined heading as follows: objectives of business education, needs for business education ,quality assurance measuring parameters, constraints of quality assurance in business education such as; inadequate funding; staff recruitment; inadequate teaching and learning materials , control measures of quality assurance in business education, current efforts of ensuring quality in business education in Nigeria were discussed.
 Findings: On this note, it was recommended that Business Education curriculum should be revisited and tailored towards equipping for self-employment, among others. Therefore, cooperation and collaboration among Business Education’s stakeholders are needed in an attempt to achieve the stated objectives in Business Education by providing ample and proper modern facilities in tertiary institutions. Also, accreditation teams should be selected based on their integrity and not who you know, by this institutions will comply to put in place all the needful in order to be accredited. 
 Paper type: Research paper