Workforce Management Systems Research Articles

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.

Цифрлық трансформация жағдайында персоналды басқару жүйесін жетілдіру

The challenges associated with adjusting to the demands of the digital economy for governments, citizens, and businesses present a range of issues necessitating thorough examination and solution-finding. Organizational process management requires a reevaluation to facilitate the digitization of operations and integrate businesses into the digital economic landscape at both national and global levels. Furthermore, the digitalization of personnel management necessitates a reassessment of HR functions to introduce and utilize new tools, enabling the digital transformation of workforce management systems. In the era of societal digitalization, proficiency in digital skills and competencies has become essential. Information literacy, encompassing effective search engine utilization, mastery of search operators, and the ability to swiftly locate credible information sources, forms the cornerstone. Additionally, adeptness in collecting pertinent data and conducting research based on extensive digital datasets is crucial. Categorizing modern employee skills into Hard-skills, Soft-skills, Digital-skills, and Power-skills provides a framework for implementing competency-based approaches in human resources development within organizations operating in the digital economy sphere. The study aims to analyze and establish clear criteria for assessing project effectiveness, outlining the regulatory framework governing costs and revenues related to enhancing personnel management systems across enterprises of diverse industries, sizes, and profiles. Moreover, the authors aim to identify pivotal aspects and challenging scenarios encountered in economic assessments and decision-making processes regarding project financing and implementation.

Streamlined Workforce Management System Using AI

In today's digital landscape, face recognition technology has emerged as a versatile and non-invasive tool used across sectors, despite its lower accuracy compared to iris or fingerprint recognition. Its applications range from security and authentication to optimizing attendance systems in educational institutions and workplaces. This paper introduces an innovative class attendance system employing face recognition technology, replacing manual processes prone to inaccuracies like proxy attendance. The system involves database creation from student images, utilizing Haar-Cascade classifiers for face detection, and Local Binary Pattern Histogram algorithms for live recognition from classroom video streams. It automates attendance data distribution to faculty members, enhancing efficiency and precision. Simultaneously, the security industry necessitates alert and vigilant security personnel to prevent breaches. A sophisticated hybrid system, leveraging machine learning techniques like OpenCV and EAR/MAR algorithms alongside UHD cameras, detects guard drowsiness and alerts them promptly using sound cues and preventive measures, ensuring continual vigilance. This innovative hybrid system fortifies security guard surveillance, mitigating potential vulnerabilities due to lapses in attentiveness. Key Word: Face Recognition Technology, Biometrics, Attendance Management, Security, Authentication, Surveillance, Machine Learning, Open CV, Security Guard Monitoring, Vigilance, Drowsiness Detection.

Developing a chatbot-based information system for employee interaction

Automated information systems, especially those that interact with employees through chatbots, are becoming increasingly popular in modern organizations. This paper examines the process of designing such a system using an object-oriented approach. Key aspects of this process are discussed, including requirements analysis, architecture design, functionality development, and prototyping. Particular attention is paid to how the object-oriented approach can be applied to create flexible, scalable, and easily maintainable workforce management systems.

Pembuatan Aplikasi Manajemen Karyawan Berbasis Website untuk Pengelolaan Tenaga Kerja yang Efisien di PT Lestari Berkat Sejahtera

Technological developments from time to time continue to develop in a more sophisticated direction. Ease of accessing the internet and inclusive digital solutions are one of the drivers of accelerating digital transformation among society. Digital solutions in the form of applications have become one of the primary tools needed in the world of work and business. One example of the latest information system developments is in the world of mining in terms of workforce management. One of the companies that requires a workforce management information system is PT Lestari Berkat Sejahtera, because this company still uses a manual workforce management system. The author has a solution, namely by creating an employee data management application. The aim of making this application is to provide easy access for HRD staff, admins and employees to view information and manage existing human resource data.

PRESPEKTIF ALIRAN UTILITARIANISME DALAM HUKUM DAN KAITANNYA DENGAN PEMBERLAKUAN UU CIPTA KERJA

Law is essentially about seeking truth and justice. With truth and justice, legal happiness will be created for those who seek legal justice. Law is synonymous with justice as a spatial solution in every law enforcement. The legal school of utilitarianism is one of the currents in legal philosophy. With legal happiness, society will feel comfortable accepting it. So the legal school of utilitarianism views the law as having to be happy. The Job Creation Law, which has caused many legal problems, was created to ensure happiness in every workforce management system. The legal space of utilitarianism becomes a legal space for happiness in the Job Creation Law. So that the legal school of utilitarianism becomes a solution to the legal deadlock in managing employment in employment practices.

Applications and Perceptions of Workforce Management Systems for Warehouse Operation - Results and Findings from Expert Interviews

Workforce management represents a crucial element of today's warehouse operations. Due to volatile market dynamics and uncertain customer demands, the need for flexible and adaptive warehouse practices is especially urgent in the retail sector. High fluctuation rates in workforce demand are just one side effect of these developments. The current paper analyzes the application and perception of Workforce Management Systems (WMS) in practice as one approach to counteract these issues and enable flexible warehouse operations. By means of an online survey and a detailed set of expert interviews, we analyze the current use of WMS and information items in retail. We investigate design and time horizons of workforce planning processes as well as forecasts and summarize main expectations and requirements of WMS from practitioners’ point-of-view. Our results show highly diverse usage patterns of systems with a strong emphasis on spreadsheet tools like MS Excel. The integration of legislation on working hours, qualification of employees and individual working time arrangements / contract details were mentioned as exemplary key information items of WMS. The typical time horizon of workforce planning for most participants was three months. Key requirements for an ideal WMS include the depiction of qualification profiles, productivity of individual employees, forecasting features, simulation-optimization tools to find best possible solutions with given workforce, automated planning as well as bottleneck reduction and handling. The results of our paper provide practitioners with an overview of expert opinions, present opportunities for system development, and provide future research tasks in WMS for warehouse operation.

Математические модели построения систем WFM телекоммуникационных операторов

The article is devoted to the problems of advanced workforce management systems WFM (Workforce Management) of post-NGN telecommunication operators, a formalized approach to the description of extended WFM functionality and mathematical WFM models are discussed. The proposed approach allows to develop new WFM tools for telecommunications operators to increase their performance, to manage more effectively the work schedules of engineering employees of the company, visit customer sites, and control the workload of engineers in real-time. Workforce Management systems (WFM) of Next Generation Networks (NGN) are becoming more and more important. Compared to the routine distribution of requests between telephone technicians in the repair bureau of the old Public Switched Telephone Network (PSTN) in the last century, the modern WFM system operates with a disproportionately large set of functions, a wide range of professional competencies and key performance indicators (KPIs). In partnership with WFM, other new information technology tools (IT-landscape) of the telecommunications operator, elements of BSS (Business Support Systems), human resource accounting (HR) software, enterprise resource planning (ERP) systems, other workforce planning, and management tools employee vacations, the timing of basic engineering operations at the operator's and customer's premises, and other support tools to optimize the performance of the required work by personnel, increase productivity and reduce costs.

VaxForce: Mobilizing interprofessional licensees and students for community COVID-19 vaccination events.

During the early phases of the COVID-19 vaccine efforts, there was limited supply of the vaccine available to administer. However, as the vaccine supply improved, there was a lack of qualified personnel to administer the vaccine. VaxForce, a volunteer workforce management system to vet healthcare professionals and students and match them with existing vaccination events, was created. VaxForce activities were mainly focused on under-resourced communities. From March 2021 through July 2022, VaxForce mobilized 316 health professional volunteers in 72 vaccination events administering over 8451 vaccines in 7 counties in California. The racial and ethnic profile of vaccine recipients in VaxForce events were reported to be 49% Latinx, 26% Black, 4% Asian/Pacific Islander, 18% White, 3% Mixed Race.

Management of Workforce Diversification in Organizations during Wartime

The relevance of the topic is to improve the system of management and labor management during wartime. The Russian-Ukrainian war has led to the development of a number of negative processes on the corporate and management activities of organizations. The importance of building an effective workforce management system and its diversification is a priority task for a corporate market participant. The issue of using modern approaches to the possibility of using the workforce in wartime is a widely debated issue, which determines the relevance of the research topic. The aim of the article is to analyze the prospective management systems of workforce diversification in organizations during the military threat in the global space. The objectives of the research are to study the features of labor force and personnel management, as well as to analyze the formation of a diversification strategy during wartime. The problems of the study are the possible shortage of personnel and skilled workers. In addition, military actions in Ukraine create the danger of migration, which leads to the task of strategic importance - the search for different channels of labor and the possibility of attracting personnel. The object of research is the process of labor force management and scientific approaches to its diversification. Through the use of scientific research methods, the main means of managing the diversification of the workforce in organizations during wartime are identified. The methodology of the study is to outline current trends in the development of the labor market and integrated management systems that have been transformed with the Russian-Ukrainian war.

Digital Health in Low Resource Setting: Overview of Telehealth Market in Cameroon

The Sub-Saharan region of Africa finds itself in economic and health crisis. Cameroon, being a part of this region, faces challenges in its health sector which include; unequal distribution of facilities and healthcare workers in different geographical localities of the country, poor workforce management system and a weak IT infrastructure. The country is also burdened with huge debts and considerable corruption in its political system. It comes at number 18 out of 54 African countries as per the rankings of Global Health Security index. Lack of laboratories and diagnostic facilities are the primary causes contributing to the lowering of its position in the GHS index. In addition to these, there is also unequal distribution of facilities in different geographical locations of the country. On the positive side, the country has shown a great compliance with international commitment over the past few years. It has been pretty active in cooperating with international organizations in sharing research and biological specimens. Cameroon sees a great potential in the digital healthcare system to fight its health crisis. Telemedicine services can be a great initiative to innovate the healthcare system in the country. The market is pretty unsaturated at the moment as there are very few players in it. It will not only help Cameroon establish a functional healthcare system but, it will also bridge the gap of the in-availability of facilities in rural and urban areas. PEST analysis of the country shows that there are economic and technological hurdles that can impede the growth of telemedicine services. In the course of resolving these challenges, telemedicine companies might end up bearing high cost. In order to make the digital healthcare system a success, the government needs to play a constructive role. The IT infrastructure of the country and overall computer literacy of the population needs to be improved. This article provides an insight on the telehealth market and the potential role of digitalization in strengthening the health system in Cameroon.

THE MAIN PREREQUISITES FOR THE IMPLEMENTATION OF THE WORKFORCE MANAGEMENT SYSTEM TO OPTIMIZE STAFF WORKING HOURS

The purpose of the article is to study the principles of managing staff working time to reduce costs and increase efficiency, optimize labor processes, manage and predict the workload of staff, and implement methods and tools to improve efficiency. The article describes the main prerequisites for the implementation of the Workforce Management system (WFM), which is a methodology for planning employees’ working hours, which is a component of the personnel management concept. As a metric for evaluating the effect of using WFM systems, the planned or actual number of employees` hours per month is used – a comparison of the planned schedules before and after using the system is made. The effect of implementing WFM is as follows: increased staff efficiency, improved service level, revenue growth as a result of lower costs and more competent traffic coverage, increased staff involvement and saving management time.

Flexibility and freedom for whom? Precarity, freedom and flexibility in on-demand food delivery

On-demand delivery platforms appropriate ‘freedom’ and ‘flexibility’ discourses with claims such as ‘be your own boss’ and ‘work as much as you want to’. During the COVID-19 pandemic, Deliveroo updated its courier platform application with a ‘free login system’ in Barcelona whereby platform couriers could connect to the platform whenever, wherever, and as often as they wanted to. In this paper, we ask why the introduction of a ‘free login’ system generated even more precarious forms of work, by comparing workforce management systems both before and during the COVID-19 period. We argue that the reason it becomes problematic is rooted in Deliveroo's business model, which is characterised by hiring on-demand, using a piece-rate payment and exercising hard workforce control through algorithmic management.

An Action Research for Improving the Sustainability Assessment Framework Instruments

In the last years, software engineering researchers have defined sustainability as a quality requirement of software, but not enough effort has been devoted to develop new methods/techniques to support the analysis and assessment of software sustainability. In this study, we present the Sustainability Assessment Framework (SAF) that consists of two instruments: the software sustainability–quality model, and the architectural decision map. Then, we use participatory and technical action research in close collaboration with the software industry to validate the SAF regarding its applicability in specific cases. The unit of analysis of our study is a family of software products (Geographic Information System- and Mobile-based Workforce Management Systems) that aim to address sustainability goals (e.g., efficient collection of dead animals to mitigate social and environmental sustainability risks). The results show that the sustainability–quality model integrated with the architectural decision maps can be used to identify sustainability–quality requirements as design concerns because most of its quality attributes (QAs) have been either addressed in the software project or acknowledged as relevant (i.e., creating awareness on the relevance of the multidimensional sustainability nature of certain QAs). Moreover, the action–research method has been helpful to enrich the sustainability–quality model, by identifying missing QAs (e.g., regulation compliance, data privacy). Finally, the architectural decision maps have been found as useful to guide software architects/designers in their decision-making process.

Assessing the workforce adaptive capacity of seaports to climate change: an Australian perspective

ABSTRACT This paper explores the adaptive capacity of the Australian port workforce and its preparedness to manage the likely impact of climatic shifts and extreme weather events. Qualitative interviews and focus groups were conducted across three case-ports in which a wide range of adaptive capacity elements, including systems and processes, skills and knowledge and organizational culture and norms, were explored. In total, 15 interviews and three focus groups were organized, totaling 69 participant-hours of rich qualitative data. Findings suggest that the ports seem to have established a variety of systems and processes to cope with and manage the impacts of extreme weather events. Although acknowledging the need for continuous improvement, the management staff were confident about the effectiveness of current systems and processes to tackle the potential threats from extreme weather events. The general view was that additional adaption measures are not required to specifically deal with the impacts of extreme weather. However, it was also acknowledged that strengthening of adaptive capacity could be enhanced by mainstreaming climate considerations into existing risk evaluation, workforce management, and operational systems. Whilst sustainability issues are becoming increasingly important to port businesses, it is argued that ports should integrate climate change adaptation as part of their wider risk management strategies, as well as their sustainable development agenda to update and guide the actions, behaviours, and practices of the port workforce.

УПРАВЛЕНИЕ ДИСТАНЦИОННЫМ ПЕРСОНАЛОМ: ВОЗМОЖНОСТИ И ОСНОВНЫЕ ПРОБЛЕМЫ

This article elaborates on the peculiarities of contemporary technologies of establishment, management and control of remotely based employees. Additionally, the main advantages of the formation and maintenance of distant workforce with examples of a few modern organizations. The main tendencies and developments of the technologies, which increase the efficacy and appeal of remote workforce to various companies, are underlined as well. Finally, the main problems and difficulties, which arise during the implementation and utilization of the remote workforce management systems, the paths of development and solution of the urgent problems of organization of distant employees are overviewed.

A Study on the Establishment of Workforce Management Systems "in the Korean Government" in Korea: Implications for the Future Demands on Government

A Study on the Establishment of Workforce Management Systems "in the Korean Government" in Korea: Implications for the Future Demands on Government

INTRANET BASED WORKFORCE MANAGEMENT SYSTEM FOR SPI CUSTOMER RELATIONSHIP MANAGEMENT, INCORPORATED

Intranet-Based Workforce Management System for SPi Customer Relationship Management Inc., Makati City is the proposed system that provides employee information, agent schedules, updated team roster and reports to users which could be a process improvement for workforce management team and human resources department when it comes to validation of requests from operations. As a whole system, it provides information for the agent and users in-terms of schedules and reports that can be useful to assess performance. It also has useful functionalities that help to improve the current process of workforce management when it comes to record-keeping and data processing.

The Impact of Implementing Electronic Workforce Management System in Hamad Medical Corporation on Nursing Staff Management

The Impact of Implementing Electronic Workforce Management System in Hamad Medical Corporation on Nursing Staff Management

Складання розкладу як складова системи управління школою

Learning Management Systems are very popular nowadays. They have many functions to support the learning process, classes home assignments, communications, and progress tracking. However, it lacks the functionality for the management staff like scheduling (planning) and reporting. Here we propose the software solution, which solves this issue and provides the scheduling for the classes in a school or university, considering requirements, limitations, and wishes. An innovative approach was applied to the scheduling problem. This solution is based on the workforce management techniques known previously. The first positive feedbacks from Iraq schools, where we implemented this solution, support us for the next development and improvements of the system. The focus of the paper is the scheduling module of the system developed, the context of the task (the scope), and arguing why it is important. The method from the area of workforce management systems was taken, adopted, and applied to the new task of school scheduling construction. This is the novelty of the presented work.