Need For Workforce Research Articles

THE CONCEPT OF TOURISM HUMAN RESOURCES DEVELOPMENT BASED ON REGIONAL KNOWLEDGE IN THE INTERNATIONAL BALI TOURISM INSTIUTE

ASEAN Economic Community which will be implemented by the end of 2015 brings impact on flooding of professional workforce which indicated will be invading Indonesia especially in tourism sector. Several effort had been taken by Indonesian Government to overcome this issue, one of the effort is by issuing Government Regulation Number 52 year 2012 on competency certification and business certification in tourism sector mentioning competency certification development in which all qualified workforce need to be certified. This led STPBI to certify it students with ASEAN/ACCSTP Schematic before graduation so they can compete in AEC era. To be able to use ASEAN/ACCSTP Schematic to it students, the concept of tourism human resources development and curriculum of STPBI need to be conformable with ASEAN/ACCSTP Schematic, so that when the assessment implemented, students will be able to answer the test and apply their ability corresponds with the assessment. This research investigate how is the concept of tourism Human Resources Development based on regional Knowledge in The International Bali Tourism Instiute. From the conversion of STPBI Curriculum, it can be seen that in Diploma 3 of Hospitality and Diploma IV of Hospitality Management, able to cover ASEAN/ACCSTP Schematic with method as follows: (1) On The Job Training, (2) Job Introduction Training, (3)Teaching, (4) Programmed Teaching, (5) Training with audio visual aid, (6) vestibule training, (7) Computer-based Training, (8) Job Rotation, (9) Case Study, and (10) Mentoring. With the curriculum and method conformable to ASEAN/ACCSTP Schematic, the students will not encounter any major issue in their assessment since they are well prepared. As the result they will be able to earn their right for their competency certificate and able to compete in this AEC era.

Evaluation of Game-Based Learning in Cybersecurity Education for High School Students

Game based learning is a new game play mechanism that the players explore various aspects of game play in a learning context designed by the instructor or the game designer. Nevertheless, general acceptance of game based learning as a new learning paradigm was deferred by a lack of well-controlled, large sample efficacy studies. To address the increasing need of cybersecurity workforce, this paper introduces a game based learning method for high school cybersecurity education. Purdue University Northwest launched GenCyber high school summer camps to about 200 high school students in Chicago metropolitan area. The survey conducted after the summer camp indicated that the game based learning for cybersecurity education was very effective in cybersecurity awareness training. Further analysis of survey data revealed that there is a gender difference in raising students’ interests in cybersecurity and computer science education using game based learning method.

Потребность субъектов Арктической зоны РФ в трудовых ресурсах

Потребность субъектов Арктической зоны РФ в трудовых ресурсах

Dual Practice of Public Hospital Physicians in Vietnam

Although many public hospital physicians in Vietnam offer private service on the side, little is known about the magnitude and nature of the phenomenon of so-called dual practice, let alone the dynamics between the public and private health sectors. This study investigates how and to what degree public hospital physicians engage in private practice. It also examines the commitment of dual practitioners to the public sector. The analysis is based on a hospital-based survey of 483 physicians at 10 public hospitals in four provinces of Vietnam. Nearly half of the participants in the study sample reported themselves as dual practitioners. Various types of private practice were mentioned. Private practice at health facilities owned by the private sector was the most prevalent, followed by private practice delivered at health facilities owned by the dual practitioners themselves. Private practice inside public hospitals was also noted. Dual practitioners were likely to be senior and hold management positions inside their public hospitals. Substantial income differences were found between dual practitioners and those physicians practicing in only the public sector. The majority of dual practitioners, however, reported the willingness to give up private practice if certain conditions were met, such as a basic salary increase or non-pecuniary benefits. The main reasons dual practitioners gave for not leaving the public sector included a sense of public responsibility and opportunities to gain a broader professional network and more training. This study reiterates the significant challenges associated with dual practice, including its financial implications and possible effects on health care quality and access. The need for a high-quality workforce committed to the public sector is particularly critical, given the possibility of universal insurance coverage. Future research should address the need to improve data collection on physicians’ dual practice and incorporate the topic in policy debates on health reform.

Enterprise social media impact on human resource practices

Purpose The purpose of this paper is to investigate how individual attitudes toward using enterprise social media (ESM) impact trust, explicit and tacit knowledge sharing as well as work performance in emerging economies. Design/methodology/approach The authors use data from a survey of 293 employed individuals in Lagos, Nigeria, who work at organizations that have ESM systems. Findings The authors find that ESM usage is significantly associated with trust. However, ESM usage does not impact explicit or tacit knowledge transfer. Practical implications This paper provides empirical evidence that individuals who perceive high levels of performance expectancy will engage in ESM usage which in turn increases trust amongst colleagues. Human resource managers can argue that by adopting ESM, they can facilitate improved trust and collaboration through online engagement amongst employees. This is important for multi-national organizations wanting to expand into emerging economies where the organization and local workforce need to foster trust in knowledge sharing. Originality/value There has been little evidence regarding HRM use of ESM in emerging economies. By understanding individual attitudes toward ESM and how the use impacts knowledge sharing, the academic discussions concerning use of technology to enhance knowledge sharing can continue to evolve.

United States Registered Nurse Workforce Report Card and Shortage Forecast: A Revisit.

This is a reevaluation of registered nurse (RN) supply and demand from 2016 to 2030 using a previously published work forecast model and grading methodology with more recent workforce data. There will be a shortage of 154 018 RNs by 2020 and 510 394 RNs by 2030; the South and West regions will have higher shortage ratios than Northeast and Midwest regions. This reflects a nearly 50% overall improvement when compared with the authors' prior study, and the low-performing states have improved from 18 "D" and 12 "F" grades as published earlier to 13 "D" and 1 "F" in this study. Although progress has been made, efforts to foster the pipelines for improving the nursing workforce need to be continued.

Integration and expansion of palliative care work force.

126 Background: The specialty of Hospice and Palliative Medicine has grown out of the need for care of patients who are living longer with cancer and other serious illness and struggle with symptoms, decisions and care. Cancer patients and others often do not have access to Palliative Care services due to availability or accessibility of PC services. Since 2012, fellowship training is required for board eligibility but available programs do not meet the workforce need. As described by Weissman and Meier, viewing Palliative care services in the context of a primary, secondary or tertiary focus , allows for the expansion of these services outside of the traditional fellowship training. With additional intensive training, it is possible that experienced physicians can fill workforce gaps by providing primary palliative care in the providers practice area such as a clinic. Methods: The faculty member who will participate in a yearlong training program based in the Palliative Care Clinic is the Director of the Outpatient Clinic. This clinic is the center of the Duke resident ambulatory experience for the duration of their training. The complexity of these patients is high and often the DOC is the only place that these patients receive care. The Palliative Care training program will provide the faculty member the opportunity to see patients in the cancer center with board certified palliative care physicians. There will be 3 areas of focus for the trainee: clinical experience, didactic information and mentorship from a board certified palliative care provider around faculty identified cases from her own practice. Results: We have developed a yearlong intensive training program for experienced faculty to gain skills in Palliative Care. Conclusions: 1. It is hoped that this will allow for integration of primary palliative care into patient care areas where there is no formal palliative care program. 2. Integration of Palliative Care principles in the clinic to address symptoms of chronic severe illness as well as difficult conversations with more confidence and skill. 3. Earlier palliative care management–develop a systematic approach to assessing needs in high risk populations ie. Hospital Discharge reviews, now commonly done at the clinic.

Finding New Solutions to Meet Workforce Needs in the Field of Visual Impairment

Finding New Solutions to Meet Workforce Needs in the Field of Visual Impairment

Market-Oriented LSP Training in Higher Education: Towards Higher Communicative Skills

In the 21st century globalization accelerates the need for English communication skills as English is recognized as a lingua franca in the business world. A high priority of university educators involved in LSP (LSP – language for special purposes) training is to equip graduates with communicative LSP skills meeting the standards of huge and increasingly competitive job market. The study addresses the issue on how to close the current gap between prospective employers’ expectations of English communication skills level and the existing LSP level of graduates. The study aims at, first, to reveal the effect of English globalization on employability from the perspective of university students; second, to identify factors leading to reticence in speaking; and third, to provide a solution to the problem of gap between graduates’ oral skills and employers’ expectations. The study uses two questionnaires as an instrument to collect data. The obtained quantitative data is used as an input for qualitative study. The study certifies that undergraduates are fully aware of the utmost importance of English language for employment. Also, the study identifies the main social and psycholinguistic reasons hindering to develop speaking skills in the university settings. Further, the research findings have been used to develop and integrate into university training curricula an intensive 3-module program meeting the real needs of students and business community. The goal of this program is to equip students with excellent English communication skills meeting the rapidly changing job market demands. The findings of the study suggest that LSP training offered at higher school should be improved to meet job market requirements. The study enabled to assess the instruction results and provide a solution to the problem of “competency gap”. It points to where the real work of closing the gap between the need for workforce skilled in English communication and actual graduates’ skill level needs to happen.

Increased Public Accountability for Hospital Nonprofit Status: Potential Impacts on Residency Positions.

The Institute of Medicine recently called for greater graduate medical education (GME) accountability for meeting the workforce needs of the nation. The Affordable Care Act expanded community health needs assessment (CHNA) requirements for nonprofit and tax-exempt hospitals to include community assessment, intervention, and evaluation every 3 years but did not specify details about workforce. Texas receives relatively little federal GME funding but has used Medicaid waivers to support GME expansion. The objective of this article was to examine Texas CHNAs and regional health partnership (RHP) plans to determine to what extent they identify community workforce need or include targeted GME changes or expansion since the enactment of the Affordable Care Act and the revised Internal Revenue Service requirements for CHNAs. Texas hospitals (n = 61) received federal GME dollars during the study period. Most of these hospitals completed a CHNA; nearly all hospitals receiving federal GME dollars but not mandated to complete a CHNA participated in similar state-based RHP plans. The 20 RHPs included assessments and intervention proposals under a 1115 Medicaid waiver. Every CHNA and RHP was reviewed for any mention of GME-related needs or interventions. The latest available CHNAs and RHPs were reviewed in 2015. All CHNA and RHP plans were dated 2011 to 2015. Of the 38 hospital CHNAs, 26 identified a workforce need in primary care, 34 in mental health, and 17 in subspecialty care. A total of 36 CHNAs included implementation plans, of which 3 planned to address the primary care workforce need through an increase in GME funding, 1 planned to do so for psychiatry training, and 1 for subspecialty training. Of the 20 RHPs, 18 identified workforce needs in primary care, 20 in mental health, and 15 in subspecialty training. Five RHPs proposed to increase GME funding for primary care, 3 for psychiatry, and 1 for subspecialty care. Hospital CHNAs and other regional health assessments could be potentially strategic mechanisms to assess community needs as well as GME accountability in light of community needs and to guide GME expansion more strategically. Internal Revenue Service guidance regarding CHNAs could include workforce needs assessment and intervention requirements. Preference for future Medicaid or Medicare GME funding expansion could potentially favor states that use CHNAs or RHPs to identify workforce needs and track outcomes of related interventions.

Islamic finance professional programme structure: development and prospects

PurposeThis paper aims to describe the development and prospects of an Islamic finance professional programme structure (IFPPS).Design/methodology/approachThis paper is conceptual in nature. It begins with a review of issues leading to the development of IFPPS by the Finance Accreditation Agency (FAA). The process of developing the IFPPS is then delineated, followed by discussions on its intended benefits, the challenges encountered, as well as ways the issues and challenges can be addressed.FindingsThe benefits of IFPPS to different stakeholders are highlighted, with consideration given to its strategic roles in addressing the issues and challenges put forth.Research limitations/implicationsBecause this paper focuses on the conceptual development of IFPPS, its actual application will further reinforce its value. The outcomes will be presented in the form of case studies in a subsequent publication to contribute to theory and practice.Practical implicationsHaving a knowledgeable and skilled workforce through continuous learning and development is key to sustaining the growth of the Islamic financial services industry (IFSI). One possible way is through the adoption of a unified structure, such as the IFPPS which links quality learning to competencies of IFSI practitioners. In addition, the IFPPS possess characteristics which could potentially serve to facilitate the development of sectorial-based national qualifications framework for Islamic finance, making harmonisation in terms of the design, development, delivery and assessment of different learning programmes and qualifications possible.Originality/valueA uniformed structure that guides learning and development of practitioner-based Islamic finance programmes is long overdue. With the rapid growth of the IFSI, coupled with the concomitant need for a competent workforce to meet business requirements, the time has come for the development of the IFPPS for the IFSI. The development of IFPPS represents the first of its kind for the IFSI. Once the professional qualifications standards are fully developed and implemented, it is expected to bring enormous benefits to different stakeholders involved in Islamic finance learning and practice.

Preparing Graduates to Meet the Allied Health Workforce Needs in Rural Australia: Short-Term Outcomes from a Longitudinal Study

The future allied health workforce needs to be flexible to meet the needs of an ageing population with increasing chronic health care needs and geographically dispersed populations in many developed countries. Existing research shows the maldistribution of the Australian health workforce, with allied health professionals being poorly represented in rural and remote areas. This mixed-methods longitudinal workforce outcomes study is ongoing to determine the rural and remote allied health workforce outcomes from an immersive student placement program based in rural New South Wales, Australia. Outcomes, to date, show 52% of graduates working in a rural or remote area (RA2–RA5) after one year and 37.5% at three years post-graduation. Students from a rural or remote background were 2.35 times (95% CI 1.056–5.229) more likely to be located in a rural or remote workplace after one year than graduates from a metropolitan background. Graduates provided reasons for their plans to move from or stay in their current position. Four key themes emerged: Seeking new and different opportunities; Better income and job security; Personal change and lifestyle improvement and Level of job satisfaction. An existing program to develop the allied health workforce in rural Australia is demonstrating positive short-term outcomes. Ongoing monitoring of workforce outcomes is required to determine the long-term outcomes for rural and remote communities.

Testing U.S. State-Based Training Models to Meet Health Workforce Needs in Long-Term Care

The US health care system and its workforce is rapidly changing to meet the triple aim of reducing costs, increasing quality of care and improving the patient experience. There is a need to align training models with system needs and patient preferences in ways that allow the most cost effective members of the care team to shoulder increasing shares of this care (Ricketts and Fraher, Health Affairs, 32(11), 1874–1880, 2013). One entry-level and in-demand class of health care workers are personal and home care aides (PHCAs). The US Bureau of Labor Statistics projects a 26% increase in PHCAs to over 2.2 million workers by 2024 (OOH 2014). System needs for rebalancing care from institutional settings into the community and patient preferences for in-home care have aligned to drive the need for PHCAs. The increasing prevalence of chronic disease, medical complexity and dementia mean that these workers will be required to handle increasingly challenging clients and function as a key member of increasingly integrated health care teams. Therefore, the development of new models of education and training are necessary. Standards for PHCA training are quite low (Marquand and Chapman 2014) and states leave most training to employers with little to no oversight (Kelly et al. Journal of Applied Gerontology, 32(7): 804–832, 2013). The purpose of this study is to present case studies of six state-based training models for PHCAs funded by the Affordable Care Act. We discuss state approaches to recruitment of trainees, curriculum design and delivery methods, and key lessons learned to inform model development internationally.

Developing countries organizations’ readiness for Big Data analytics

Regardless of the nature, size, or business sector, organizations are now collecting burgeoning various volumes of data in different formats. As much as voluminous data are necessary for organizations to draw good insights needed for making informed decisions, traditional architectures and existing infrastructures are limited in delivering fast analytical processing needed for these Big Data. For success organizations need to apply technologies and methods that could empower them to cost effectively analyze these Big Data. However, many organizations in developing countries are constrained with limited access to technology, finances, infrastructure and skilled manpower. Yet, for productive use of these technologies and methods needed for Big Data analytics, both the organizations and their workforce need to be prepared. The major objective for this study was to investigate developing countries organizations’ readiness for Big Data analytics. Data for the study were collected from a public sector in South Africa and analyzed quantitatively. Results indicated that scalability, ICT infrastructure, top management support, organization size, financial resources, culture, employees’ e-skills, organization’s customers’ and vendors are significant factors for organizations’ readiness for Big Data analytics. Likewise strategies, security and competitive pressure were found not to be significant. This study contributes to the scanty literature of Big Data analytics by providing empirical evidence of the factors that need attention when organizations are preparing for Big Data analytics.

The Role of the Public Health Training Centers in Advancing Public Health Department Accreditation

In the past few years, the drive for public health department accreditation has continued to build momentum. As the Centers for Disease Control and Prevention notes, “Engaging in accreditation catalyzes quality and performance improvement within all public health programs and can help health departments be better prepared to proactively respond to emerging and reemerging health challenges”. Many organizations support accreditation efforts, including the Public Health Training Centers (PHTCs), which have been providing workforce development support since 1999. This article describes how one PHTC, the Midwestern Public Health Training Center, has supported capacity building for accreditation in partnership with other state-based organizations through the development of three major accreditation readiness activities: accreditation workshops, informational videos on Public Health Accreditation Board standards and measures, and competency-based workforce development assessments. Given the current and emerging public health challenges, the need for a well-prepared workforce is more important than ever to strengthen the public health system, and by engaging in activities to meet the accreditation standards, public health departments will be better positioned to respond to these challenges. PHTCs will continue to have a critical role in capacity building for accreditation.

New Automated Hydraulic Fracturing Tech Cuts Time and Workforce Needs

Introduced earlier this year by Schlumberger, a trio of hydraulic fracturing systems represents one of the latest steps toward a more automated oil field. This new hardware is already working in the North American unconventional sector where the world’s largest service company says the growing intensity of horizontal well programs demands that the next wave of fracturing technology come loaded to bear with sensors and real-time data streaming capabilities. Dubbed an “automated stimulation delivery system,” its three main pieces are a vertical silo system for sand or proppant management, a process trailer for blending and hydration, and a missile manifold that channels pressurized fracturing fluids into the wellhead. Prototypes of each system spent a year in the field before entering commercial service, and during that time, helped send almost a billion pounds of sand down horizontal wells. This new product line will form part of the recently announced joint venture between Schlumberger and Weatherford that combines their fracturing fleets. And notably, it rolls out just months ahead of the expected launch date of Schlumberger’s first automated land drilling rig. The large extent to which automation technologies will assist in the operation of these advanced assets means oil and gas producers using them will need fewer people and less time to drill and complete their wells. By the company’s calculation, the automated features of the missile manifold trim up to 15 minutes from the job times of each fracturing stage. That may not sound like precious time, but because today’s horizontal wells average more than two dozen stages each, the company reports that those minutes could add up to 2 days a month. Terence Goettsch, an equipment portfolio manager of well services at Schlumberger, explained that such gains exemplify what the company was aiming for when it launched an effort 4 years ago to identify inefficiencies in its field operations. That work involved examining “every single minute or second that’s spent on location, and understanding why we’re not being productive at any point in time,” he said. “What we found out was that the vast majority of issues that we started seeing in 2012 and 2013 were centered around the backside of the equipment.”

Women Workforce Attrition Dynamics in Indian IT/ ITES sector

The objective of the study is to identify various factors responsible for women's workforce attrition in Indian IT/ITES sector. Thematic analysis was used to generate the factors affecting women's workforce attrition. For the purpose of the study, semi-structured in depth interviews were conducted with some of the women employees of different IT companies. Interviews can be broadly classified into four sections. The first section dealt with personal profiles; second part contained a discussion on the benefits provided by organizations; third part elaborates on factors responsible for women's workforce attrition; and the last part dealt with suggestions on reducing attrition rate among women's workforce in India IT/ITES industry. Thematic analysis of the interview scripts provided two broad themes, namely intrinsic factors and extrinsic factors. Intrinsic factors consist of work life balance and motherhood whereas extrinsic factors include work pressure, long working hour, faulty appraisal practices, forceful transfers, and less cooperative colleagues. The will help the IT/ITES companies to understand the factors responsible for high attrition rate among women workforce. It helps in understanding the psyche of women workforce, which in turn can help the managers to build and retain their talent pool. The study also provides a holistic view to human resource strategies and policies that accommodate the work life need of the diverse women workforce in the current business environment.

Balancing of mixed-model parallel U-shaped assembly lines considering model sequences

As a consequence of increasing interests in customised products, mixed-model lines have become the most significant components of today’s manufacturing systems to meet surging consumer demand. Also, U-shaped assembly lines have been shown as the intelligent way of producing homogeneous products in large quantities by reducing the workforce need thanks to the crossover workstations. As an innovative idea, we address the mixed-model parallel U-shaped assembly line design which combines the flexibility of mixed-model lines with the efficiency of U-shaped lines and parallel lines. The multi-line stations utilised in between two adjacent lines provide extra efficiency with the opportunity of assigning tasks into workstations in different combinations. The new line configuration is defined and characterised in details and its advantages are explained. A heuristic solution approach is proposed for solving the problem. The proposed approach considers the model sequences on the lines and seeks efficient balancing solutions for their different combinations. An explanatory example is also provided to show the sophisticated structure of the studied problem and explain the running mechanism of the proposed approach. The results of the experimental tests and their statistical analysis indicated that the proposed line design requires fewer number of workstations in comparison with independently balanced mixed-model U-lines.

Utilization of the interprofessional education, practice, and research model in HBCU social work education

ABSTRACTHistorically Black colleges and universities (HBCUs) are often overlooked as a resource to address the need for a diverse healthcare workforce even though they are an essential component of ensuring diversity. In order to meet the needs of the current patient population, HBCUs’ social work programs must move from silo education, practice, and research pedagogy to inter-professional education (IPE), practice (IPP), and research (IPR) modalities when developing partnerships that promote the elimination of health disparities. This article discusses the contributions of a HBCU’s School of Social Work to the growth of IPE, IPP, and IPR utilizing the Ujima principle of Nguzo Saba. The projects developed were an attempt to provide meaningful and relevant education to social work students while exposing them to a collaborative inter-professional education, practice, and research experience. The three social work projects included intra-university and social community collaborations and exposing students to experiential inter-professional education, practice, and experimental learning. This is an opportunity for social work students to become involved in the evolving best practices pedagogy for inter-professional education, practice, and research which social work must embrace in order to fulfill the National Association of Social Workers imperative of preparing students to work in collaborative health care teams. The expected outcomes of these inter-professional ventures reflect a HBCU’s commitment to increasing the competency in inter-professional modalities aimed at supporting, empowering, and preparing high caliber diverse graduates who will grow the future and lead the world as a diverse healthcare workforce.

Piloting the One Health Systems Mapping and Analysis Resource Toolkit in Indonesia.

As a global network, countries are being asked to meet goals set forth in the Global Health Security Agenda (GHSA) for a workforce capable of effective and efficient prevention, detection and response to infectious disease threats. There is great need for a cross-sectoral workforce that can innovate and problem-solve. To achieve GHSA goals, countries need a way to visualize their existing system, identify opportunities for improvement, and achieve improved cross-sectoral interactions. The One Health Systems Mapping and Analysis Resource Toolkit (OH-SMART) was successfully piloted in West Sumatra, Indonesia, and was used to enhance multi-agency collaboration around infectious disease outbreaks and proved to be an adaptable, scalable process requiring minimal resources. The authors present OH-SMART as a potential tool to help countries analyze their existing health system and create relevant action steps to improve cross-sectoral collaborations.