Academic literature on the topic 'Educational planning; Skilled manpower'

AbstractLibya has enjoyed a considerable growth of its national economy since its crude oil was produced and exported in the early 1960s and Libyan society has achieved a higher standard of living than in the 1950s. But despite the increasing and rapid expansion in the education system, the rising figures for enrolment and well-equipped buildings, the country still suffers from acute shortages of the well-qualified and skilled human resources that should meet the country's socio-economic development and transformation plans, and run the increased number of large industrial establishments like the oil industry, where a large number of foreign personnel still occupy core functions.This paper shows that a number of practical and theoretical problems are responsible for inaccurate manpower planning, and also for the retardation of the development of Libya's manpower education and training, needed to ensure the country had the necessary well-qualified personnel who would perform their employment duties properly in order that the country achieves its planned socio-economic development targets.For real control of Libya's natural resources, mainly oil and gas, the paper calls for urgent action to be taken for a well-planned and properly executed Libyanisation policy and more effective use of the most necessary non-Libyan personnel. It outlines the scientific and practical factors needed to improve labour productivity, describes the procedure and methodology of manpower forecasting currently in use, and calls for action to correct its deficiencies.The paper also attempts to point out the major role that the university and other educational institutions have to play in the education and training of the country's people. It also suggests that more effort should be made to link and involve the educational institutions, and the university in particular, with the industrial and other economic sectors in the country. Also required is a variety of good services which can be employed in consultative work and collaborative involvement, based on a thorough understanding of the requirements both of industry and the university as a consultative and research centre, in addition to its educational functions. These and other aspects are fully discussed and a call is made for better planned and strategic reform of the education and training systems in Libya, so that the country can truly adjust to changes in its students and the workforce.

Purpose The purpose of this paper is to share the experience of Centre for Management Studies, NALSAR University of Law in developing the new MBA programme in Court Administration and Management. Design/methodology/approach This paper describes the urgent need of skilled managers for court management and administration in an Indian context. The identification of the gap in skilled manpower and the availability of a structured learning platform at a master’s level is also discussed in the paper. In addition, the detailed process that the university adopted in developing the programme objectives, structure and curriculum is also explained. Findings Educational innovations are rare. This programme is one-of-its-kind in India. NALSAR University of Law introduced this programme after a rigorous screening and evaluation process. This paper highlights the importance of proper planning and execution in introducing innovative programmes. The paper also highlights the acceptance that the programme received from all stakeholders due to its relevance and diligent planning. Practical implications This paper makes an attempt to provide the detailed workflow that any university should undertake prior to launching any programme. The importance of identifying relevant stakeholders, the process of developing a programme, curating and conducting the process for best outcomes, with an emphasis on the contribution that a university can make is discussed in detail. Originality/value MBA in Court Administration and Management offered by NALSAR University of Law is unique as similar programmes are not offered by any other university in India. Thus, this paper is a novel contribution in highlighting the development and launch of the programme in Asia.

Nowadays, the daily forecast for employee losses becomes a major issue. Staff participation is an important issue for the organization, especially when professional technical staff and key people in the organization come from good positions. This leads to a loss of finances to replace skilled labor. Therefore, we use data from current and former employees to analyze common causes of employee access or influence. To avoid employment, we use several planning methods, namely: Decision Tree, Log-log of Backlog, SVM, KNN, Random Forest, Bayes Naive. To do this, we use the method to select employment information and analyze the results to avoid employee income. Companies need to anticipate employee incentives and contribute to economic growth by reducing manpower.

ABSTRACT Manpower is the most crucial resource toward delivery of health planning. Health manpower refers to people who are trained to promote health, to prevent and to cure diseases, and to rehabilitate the sick. The aim of manpower planning is to make available the right kind of personnel in the right number with appropriate skills at the right place at the right time doing the right job. Various types of health resources are doctors, nurses, pharmacists, lab technicians, radiographer health assistants, health workers, auxiliary nurse midwife (ANM), accredited social health activists (ASHAs), anganwadi workers, trained dais, and so on. Currently, developing countries including India lag behind suggested norms of required health manpower. Presently, India produces 30,000 doctors, 18,000 specialists, 30,000 Ayurveda, Yoga and naturopathy, Unani, Siddha, and Homeopathy (AYUSH) graduates, 54,000 nurses, 15,000 ANMs, and 36,000 pharmacists annually. This production is not equal across the states, leading to unequal distribution of doctors. Such a skewed distribution results in large gaps in demand and availability. Various reasons for this are skewed production of health manpower, uneven human resource deployment and distribution, disconnected education and training, lack of job satisfaction, professional isolation, and lack of rural experience. The 12th Plan should aim to expand facilities for medical, nursing, and paramedical education; create new skilled health worker categories; enable AYUSH graduates to provide essential health care by upgrading their skills in modern medicine through bridge courses; establish a management system for human resource in health to actualize improved methods for recruitment, retention, and performance; put in place incentive-based structures; create career tracks for professional advancement based on competence; and, finally, build an independent and professional regulatory environment. How to cite this article Chhina RS, Chhina RS, Sidhu A, Bansal A. Health Manpower Planning. Curr Trends Diagn Treat 2017;1(1):53-57.

<strong><strong></strong></strong><p class="AbstractTitle"><em><span lang="EN-GB">Abstract: </span></em><em><span>The working world demands to the skilled workers encourage the job seekers attending non-formal training and education to increase their skills and expertise. In this case the Ministry of Manpower and Transmigration through the Technical Managing Unit (UPT) Vocational Training Center (BLK) have important role in preparing the job training. Surakarta </span></em><em><span lang="EN-GB">Vocational Training Center (BLK) is one of the training center located in Surakarta city which serves as a training and education place for the job seekers in their productive age from the city. As a potential educational and training facilities that still work properly, this building still has problems in some aspects, therefore in an attempt to keep its function well, need a plan to redesign. The redesign will be </span></em><em><span lang="IN">consists of creating a space to cater all the activities</span></em><em></em><em><span lang="IN">in </span></em><em><span>Surakarta Vocational Training Center and taking form fitting to introduce its existence to society. </span></em><em><span lang="EN-GB">The redesign method is Post Occupancy Evaluation (POE) on the conditions and elements of the existing buiding, with the redesign strategy that emphasizes functional aspects, technical aspect such as building physical condition, and behavioural aspects to be solved in accordance with the concept of redesigning. This redesign method will be a reference in consideration of planning and design for the new building. The redesign of Vocational Training Center (BLK) in Surakarta city aims to improve the condition of the building and its surroundings in order to provide convenient education and training center.</span></em></p><p class="Keywords"><strong><em><span lang="EN-GB"> </span></em></strong></p><p class="Keywords"><strong><em><span lang="EN-GB">Keywords:</span></em></strong><em><span lang="EN-GB"> Post Occupancy Evaluation (POE), Redesign, Surakarta City, Vocational Training Center. </span></em><em></em></p>

<p class="AbstractTitle"><em><span lang="EN-GB">Abstract: </span></em><em><span>The working world demands to the skilled workers encourage the job seekers attending non-formal training and education to increase their skills and expertise. In this case the Ministry of Manpower and Transmigration through the Technical Managing Unit (UPT) Vocational Training Center (BLK) have important role in preparing the job training. Surakarta </span></em><em><span lang="EN-GB">Vocational Training Center (BLK) is one of the training center located in Surakarta city which serves as a training and education place for the job seekers in their productive age from the city. As a potential educational and training facilities that still work properly, this building still has problems in some aspects, therefore in an attempt to keep its function well, need a plan to redesign. The redesign will be </span></em><em><span lang="IN">consists of creating a space to cater all the activities</span></em><em></em><em><span lang="IN">in </span></em><em><span>Surakarta Vocational Training Center and taking form fitting to introduce its existence to society. </span></em><em><span lang="EN-GB">The redesign method is Post Occupancy Evaluation (POE) on the conditions and elements of the existing buiding, with the redesign strategy that emphasizes functional aspects, technical aspect such as building physical condition, and behavioural aspects to be solved in accordance with the concept of redesigning. This redesign method will be a reference in consideration of planning and design for the new building. The redesign of Vocational Training Center (BLK) in Surakarta city aims to improve the condition of the building and its surroundings in order to provide convenient education and training center.</span></em></p><p class="Keywords"><strong><em><span lang="EN-GB"> </span></em></strong></p><p class="Keywords"><strong><em><span lang="EN-GB">Keywords:</span></em></strong><em><span lang="EN-GB"> Post Occupancy Evaluation (POE), Redesign, Surakarta City, Vocational Training Center. </span></em><em></em></p>

Purpose Human resources are one of the most important and effective elements for companies. In other words, employees are a competitive advantage. This issue is more vital in the supply chains and production systems, because of high need for manpower in the different specification. Therefore, manpower planning is an important, essential and complex task. The purpose of this paper is to present a manpower planning model for production departments. The authors consider workforce with individual and hierarchical skills with skill substitution in the planning. Assuming workforce demand as a factor of uncertainty, a two-stage stochastic model is proposed. Design/methodology/approach To solve the proposed mixed-integer model in the real-world cases and large-scale problems, a Benders’ decomposition algorithm is introduced. Some test instances are solved, with scenarios generated by Monte Carlo method. For some test instances, to find the number of suitable scenarios, the authors use the sample average approximation method and to generate scenarios, the authors use Latin hypercube sampling method. Findings The results show a reasonable performance in terms of both quality and solution time. Finally, the paper concludes with some analysis of the results and suggestions for further research. Originality/value Researchers have attracted to other uncertainty factors such as costs and products demand in the literature, and have little attention to workforce demand as an uncertainty factor. Furthermore, most of the time, researchers assume that there is no difference between the education level and skill, while they are not necessarily equivalent. Hence, this paper enters these elements into decision making.

The experience of developed countries suggests that the capital goods industries are transmitters of technological change and are instrumental in diffusing innovations throughout the economy. Pakistan's manufacturing industries have largely been confined to consumer goods industries, such as food and textiles, which require simple technology. Industries such as machinery, automobiles, consumer durables and basic chemicals which require sophisticated technology were virtually nonexistent till the Seventies. However, output of machinery, automobiles and consumer durables registered a sharp increase during the Eighties. Capital goods industries may be initiated/promoted through any of three routes: evolutionary, policy induced and vehicle assembly. The evolutionary method to initiate capital goods production is through the formation of skilled manpower through a gradual process starting with repairs and maintenance. The policy induced method of developing the capital goods industries takes the form of creating skilled manpower through deliberate government policy. The vehicle assembly based capital goods production minimises initial skill requirements but helps in developing the skills by creating demand for components and, hence, for the skilled manpower through on-the-job-training.

The study investigated the challenges facing the planning of manpower in the educational institutions in F.C.T, Abuja, Nigeria. We used survey research design for this study. Questionnaire was adopted for this study. The questionnaire was tagged ”Investigate the challenges facing the planning of manpower in the educational institutions Questionnaire” The reliability of the instrument was determined through the use of test and re-test method. 80 educational planners and educational officers in charge of manpower planning in the ministry, department and agency of education were selected for the study through the use of purposive sampling method. Seven hypotheses were formulated by the researchers for the study. Mean, simple percentage and chi-square was used to analyze the information collected from the study. Data collected for the purpose of this study was collated, analyzed and the following was drawn that inadequate data/information, shortage of professional planners in manpower, inadequate working materials, poor capacity development of educational planners, political instability, lack of political and inadequate planning funds are the challenges facing the planning of manpower in the educational sector in F.C.T, Abuja.

Although manpower and educational planning have been used in Malaysia for a considerable time to ensure an adequate supply of qualified manpower for the economy, the problem of skilled manpower shortages still persists. Estimated employment targets forecasted by planners to meet the economic needs of the country often clash with the needs and capabilities of vocational students who are seeking employment in the labour market. These students face the problem of occupational choices. Sometimes their occupational preferences tend to be far removed from the demand of the country's manpower needs, resulting in shortages and surpluses in certain occupational categories. The upwardly distorted, educational system, the narrow range of available careers, inadequate careers information and limited careers guidance have frequently been cited as reasons why vocational stream students manifest these unrealistic career ambitions. A study of vocational stream students' occupational expectations could generate a wide range of information for formulating appropriate policies for the development of the vocational education system and the labour market. Unfortunately, despite the usefulness of such information, there is a paucity of research in this area. In view of the above, the study was formulated to achieve the following objectives: 1) to concentrate on the extent to which students of vocational schools are aware of national manpower needs and how their occupational expectations relate to them; 2) to explore the extent to which factors other than manpower needs may affect students' occupational expectations; 3) to investigate the role played by careers guidance in the vocational school in helping students to make their occupational decisions; 4) to acquire an understanding of the role of the technical and vocational education planners in relation to the way manpower and educational planning has developed and operates. To explore possible explanations for the persistence of manpower needs and students' occupational expectations, two kinds of data were used: sample surveys and interview data. A total of 420 Form V vocational stream students were surveyed. The interviews were conducted with three groups of key informants: 28 vocational stream students, 3 careers guidance and counselling teachers and 4 technical and vocational education planners. The analysis of the data confirms that: 1) a majority of vocational stream students were unaware of the country's skilled manpower requirements although there were efforts made by the schools to help them prepare for future occupations; 2) vocational stream students' occupational expectations were often not in accordance with the country's skilled manpower requirements. Vocational students' occupational expectations were unrealistic. Students tend to place priority on their own individual needs rather than being influenced by the occupational structure of the country; 3) except for job security and parents, other factors that affected vocational stream students' choice of expected occupations were not dominant. However, students' occupational expectations were negatively related to their fathers' present occupations; 4) the vocational course specialisation was a significant determinant in selecting expected occupations of vocational stream students, however, these did not make them renounce other occupations; 5) male vocational stream students were more likely to exhibit extrinsic reasons for job expectations than were vocational stream female students who showed a marked preference for people-oriented aspects of occupational expectations; 6) the secondary vocational schools' careers guidance and counselling programmes were generally appreciated and thought to be helpful, there is very little evidence that they provided the source of careers information; 7) there are limitations in manpower and educational planning models, and there is a lack of some of the conditions required for their optimal functioning. The secondary vocational schools are not demand driven, their output has not matched actual industrial requirements.

Funding for vocational skills development is important for effective development of graduate competencies. A comparison of literature on funding models in Botswana, SA, and Zimbabwe reveals common models with alternatives augmenting predominant systems. Funding in the three countries is predominantly through public funding and levy-grant system. Other funding sources include income generating activities, corporate and donor funding, fees from students and student grant-loan schemes. Some challenges in TVET funding include fragmented financing systems, general high cost of financing TVET, lack of commitment by stakeholders, poor image of TVET against academic education, inadequate public budgetary allocations by most governments, lack of research and feedback to TVET planners from labour market to allow planning and adjusting funding models for future skilled manpower requirements. There is need to have adequate funding to ensure that graduates fully gain the necessary competencies.

The outcome of technical education system is fresh engineers/technicians who are the backbone of the industrial sector. It is the responsibility of faculty members, institutions, and industries to enhance the quality of this outcome to (a) achieve higher production rate and (b) manufacture the quality products to satisfy the customer needs in the global market. It is essential to update the curriculum, Teaching-Learning (T-L) process, and practical skills of faculty members according to the industrial requirements. This chapter presents different important aspects that can be scientifically implemented in technical education systems to escalate the quality of fresh engineers/technicians. The quality deciding factors are: industrial exposure to faculty members through the industrial case studies, inclusion of interdisciplinary subjects in the curriculum, implementation of structured project work, and planned industrial training for students. Another important element is to create the research and development environment in polytechnics and engineering colleges to inculcate the research capabilities amongst the students. In each aspect of this chapter, flow diagrams, models, implementation methodology, role of faculty members, students, institutions, and industries are presented and discussed. These aspects facilitate to generate intelligent, multidisciplinary skilled, and innovative technical manpower. Thus, the fruitful industry-institute-interaction can be achieved.

This chapter assesses the status of e-government practice in Africa. It identifies the best and least e-government states and developing sub-regions and the challenges. Data on e-government practice in Africa by the United Nations was extracted and used for measuring the e-government status of selected African states and their sub-regions. Eastern and Central African Sub-Regions were respectively the best and the least among the regions, while Morocco, South Africa, Kenya, Cape Verde, and Angola were the best e-government practicing states. The major impediments to e-government development were inadequately skilled ICT personnel and insufficient telecommunication infrastructure. Consequently, e-government development in many African states is likely to suffer terrible setbacks unless radical reformations are taken to address the issue of human resource underdevelopment and inadequate ICT infrastructure. Results of this survey could guide policy makers towards optimal manpower planning for effective ICT development.

Development and progress mainly depends on education and its solid dissemination. Technologies as well as engineering solutions are important for the business and corporate houses. In this context, educational initiatives and programs play a vital role. Developing countries are suffering from many problems and therefore fostering new academic innovation and researches on economic development in today's context. Information Technologies and management science are important for solid business solutions. Therefore, education and knowledge dissemination play an important and valuable role. In many developing countries, gaps between industrial needs and the availability of skilled labor are limited. Information Sciences and Computing are the most valuable areas of study in today's knowledge world. The components, subsets, and subfields of Information Sciences and Technology are rapidly emerging worldwide. Among the emerging and popular areas, a few include Cloud Computing, Green Computing, Green Systems, Big-Data Science, Internet, Business Analytics, and Business Intelligence. Developing countries (like China, Colombia, Malaysia, Mauritius, India, Brazil, South Africa) depend in many ways on knowledge dissemination and solid manpower for their development. Thus, there is an urgent need to introduce such programs and the majority of these programs have been proposed here. Information Science and Technology (IST) with programs such as Bachelors, Masters, and Doctoral Degrees have been listed here with academic and industrial contexts. This article highlights these programs with proper SWOT analysis.

Strategic planning is a matter of mapping the route between the perceived present circumstances and the desired future situation. Strategic management adapts higher education institutions (HEI) to their environment including educational policy, local demand for skilled labor, and other factors. The purpose of HEIs is to positively affect the development of society and the local community. The balanced scorecard approach developed by Kaplan and Norton (2001, 2004, 2006) is a framework for the communication and implementation of the strategy. The approach creates a shared understanding of the strategic plan by describing the plan using strategy maps, strategic objectives, measures and target values for the planning period (Niven, 2005). The balanced scorecard approach can be combined with other approaches and management tools. The purpose of this article is to report on a development project where the balanced scorecard approach was applied in the management information system MIS) of an HEI. The MIS integrates the different approaches of management into human resources (HR) planning. It is important that the balanced scorecard approach is supported by the MIS. This is especially critical in large organizations. Many administrative units and organizational levels emphasize the importance of automation enabling management to consistently aggregate the scorecards of lower organizational levels to the overall scorecard. The MIS with a portal is a valuable communication channel, information processor, management tool and the joint memory of the organization. The empirical part of the article describes the MIS of the Turku University of Applied Sciences (TUAS), where the MIS is based on strategic management and the balanced scorecard approach. The system integrates budgeting, action plans, HR planning and quality management. The data warehouse approach is used to capture data from the diverse source systems and to store the data in an integrated database. An MIS portal was developed to support the management process and be open to the personnel of the institution. The portal supports the dialogue and commitment of the personnel to the strategic outlines. The portal is open to management and the personnel of the institution.

Gender equality and information and communication technology are important in the achievement of the Millennium Development Goals (MDGs) in policy, planning, and practice. The 2000 Millennium Declaration of the United Nations (UN) formed an international agreement among member states to work toward the reduction of poverty and its effects by 2015 through eight Millennium Development Goals: 1. Eradicate extreme poverty and hunger 2. Achieve universal primary education 3. Promote gender equality and the empowerment of women 4. Reduce child and maternal mortality 5. Improve maternal health care 6. Combat HIV and AIDS, malaria, and other major diseases 7. Ensure environmental sustainability 8. Develop global partnership for development Progress toward gender equality and the empowerment of women is one goal that is important to achieving the others. Poverty, hunger, illiteracy, environmental threats, HIV and AIDS, and other health threats disproportionately affect the lives of women and their dependent children. Gender-sensitive ICT applications to education, health care, and local economies have helped communities progress toward the MDGs. ICT applications facilitate rural health-care workers’ access to medical expertise through phones and the Internet. Teachers expand learning resources through the Internet and satellite services, providing a greater knowledge base for learners. Small entrepreneurs with ICT access and training move their local business into world markets. ICT diffusion into world communication systems has been pervasive. Even some of the poorest economies in Africa show the fastest cell-phone growth, though Internet access and landline numbers are still low (International Telecommunications Union [ITU], 2003b). ICT access or a lack of it impacts participation, voice, and decision making in local, regional, and international communities. ICTs impact the systems that move or inhibit MDG progress. UN secretary general Kofi Annan explained the role of the MDGs in global affairs: Millennium Development Goals are too important to fail. For the international political system, they are the fulcrum on which development policy is based. For the billion-plus people living in extreme poverty, they represent the means to a productive life. For everyone on Earth, they are a linchpin to the quest for a more secure and peaceful world. (UN, 2005, p. 28) Annan also stressed the critical need for partnerships to facilitate technology training to enable information exchange and analysis (UN, 2005). ICT facilitates sharing lessons of success and failure, and progress evaluation of work in all the MDG target areas. Targets and indicators measuring progress were selected for all the MDGs. Gender equality and women’s empowerment are critical to the achievement of each other goal. Inadequate access to the basic human needs of clean water, food, education, health services, and environmental sustainability and the support of global partnership impacts great numbers of women. Therefore, the targets and indicators for Goal 3 address females in education, employment, and political participation. Progress toward the Goal 3 target to eliminate gender disparity in primary and secondary education, preferably by 2005, and in all levels of education no later than 2015, will be measured by the following indicators. • Ratio of girls to boys in primary, secondary, and tertiary education • Ratio of literate females to males who are 15- to 24-year-olds • Share of women in wage employment in the nonagricultural sector • Proportion of seats held by women in national parliaments (World Bank, 2003) Education is positively related to improved maternal and infant health, economic empowerment, and political participation (United Nations Development Program [UNDP], 2004; World Bank, 2003). Education systems in developing countries are beginning to offer or seek ways to provide ICT training as a basic skill and knowledge base. Proactive policy for gender equality in ICT access has not always accompanied the unprecedented ICT growth trend. Many civil-society representatives to the World Summit on the Information Society (WSIS) argue for ICT access to be considered a basic human right (Girard & Ó Soichrú, 2004; UN, 1948). ICT capability is considered a basic skill for education curriculum at tertiary, secondary, and even primary levels in developed regions. In developing regions, ICT access and capability are more limited but are still tightly woven into economic communication systems. ICTs minimize time and geography barriers. Two thirds of the world’s poor and illiterate are women (World Bank, 2003). Infant and maternal health are in chronic crisis for poor women. Where poverty is highest, HIV and AIDS are the largest and fastest growing health threat. Ninety-five percent of people living with HIV and AIDS are in developing countries, partly because of poor dissemination of information and medical treatment. Women are more vulnerable to infection than men. Culturally reinforced sexual practices have led to higher rates of HIV infection for women. Gender equality and the empowerment of women, starting with education, can help fight the spread of HIV, AIDS, and other major diseases. ICT can enhance health education through schools (World Bank). Some ICT developers, practitioners, and distributors have identified ways to incorporate gender inclusiveness into their policies and practice for problem-solving ICT applications toward each MDG target area. Yet ICT research, development, education, training, applications, and businesses remain male-dominated fields, with only the lesser skilled and salaried ICT labor force approaching gender equality. Successful integration of gender equality and ICT development policy has contributed to MDG progress through several projects in the developing regions. Notable examples are the South-African-based SchoolNet Africa and Bangladesh-based Grameen Bank Village Pay Phone. Both projects benefit from international public-private partnerships. These and similar models suggest the value and importance of linking gender equality and empowerment with global partnership for development, particularly in ICT. This article reports on developing efforts to coordinate the achievement of the MDGs with policy, plans, and practice for gender equality beyond the universal educational target, and with the expansion of ICT access and participation for women and men. The article examines the background and trends of MDG 3, to promote gender equality and the empowerment of women, with particular consideration of MDG 8, to develop global partnership for development, in ICT access and participation.

Prison chaplaincy in the context of whole penitentiary system has been under continuous change with its ups and downs, criticized and appraised by historians, rejected by secular society, yet appreciated by prisoners, and open for judgment of generations to come. The image of the prison chaplain, who is highly educated, not young, skilled in psychological mastery calls far beyond his pastoral functions for a perfect advocate’s portrait, which is, however, still under reconstruction. The article aims to identify what state of the art of Eurasian prison chaplains is to outline the needs of prison chaplains for the framework development of an e-learning platform that would serve as a prototype of vocational training design. An action research was based on Objective-Oriented Project Planning and Logical Framework Approach concepts and studied the participants from six regions in Eurasia with help of such data collection methods as interviews, diary notes and document analysis. The data of action research formed an accurate civilian and professional profile of a prison chaplain and outlined the requirements to maintain the work in line with the trends in the branch. Findings of the research serve as a ground for organizational, educational, professional and personal changes. Eurasian prison chaplains (national directors) express their professional interests in regular training, professional and career growth, improved job practices and better work environment as they can still be an outstanding example and catalyst of well-being in the life of ex-prisoners.

This document details the Standard Operating Procedures (SOP) which can be followed by any small organisations/educational institutions/ apartment complexes (approximately up to 200 individuals) for organising an on-site COVID-19 vaccination drive for their staff, students, residents and family. The sections detail the basic design and process workflow that can be planned within the premises to ensure elimination of unproductive waiting time on one hand and also provide maximum safety for all beneficiaries from chances of cross transmission of COVID-19 infection. The document captures details about the manpower planning, zone demarcations and roles and responsibilities of stakeholders, which can be used as a guideline for setting up similar initiatives. The COVID-19 safety protocols have also been covered to ensure adherence of processes as a safeguard against infections. A section has been added at the end on lessons learnt, which provides an insight on how to further improve the existing process and account for additional aspects which need to be considered for an improved experience and enhanced safety.