To see the other types of publications on this topic, follow the link: Human services personnel – Supervision of.
Journal articles on the topic 'Human services personnel – Supervision of'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Human services personnel – Supervision of.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Sahur, Askariani, and Harbani Harbani. "Analysis of Human Resources and Coordination of the Effectiveness of Supervision of Building Permit Services (IMB) at the Maros Regency Spatial and Housing Agency." International Journal of Multicultural and Multireligious Understanding 7, no. 6 (August 3, 2020): 508. http://dx.doi.org/10.18415/ijmmu.v7i6.1791.
Full textAbstract:
This study aims to explain the support of human resource factors and coordination of the effectiveness of supervision of Building Permit services (IMB) at the Maros Regency Spatial Planning and Housing Office. This study uses a qualitative approach in the form of a descriptive survey to describe the information obtained in connection with the implementation of the supervision of IMB services at the Department of Spatial and Housing of Maros Regency. The population in this study were all employees including honorary staff at the Department of Spatial Planning and Housing in Maros Regency, amounting to 52 people, and the community as many as 50 people. The results of this study indicate that HR personnel and coordination of the supervision of IMB services are still not good. because the ability of the apparatus is still low, and discipline and awareness are also low. While coordination has not been going well between work units even though coordination with related agencies has been running as it should.
2
Banik, Shovon, Md Golam Rubby, Kala Chand Debnath, Farzana Tamanna Ummey Shaon, Farhana Parveen Tanaya, and Chidananda Banik Tuni. "Human Resource Management in Selected District Hospitals of Bangladesh- A Cross Sectional Study." Update Dental College Journal 7, no. 2 (April 1, 2018): 28–32. http://dx.doi.org/10.3329/updcj.v7i2.36210.
Full textAbstract:
Human resource management (HRM) is fundamental of any organization because of its utility. A cross-sectional was conducted from January to December, 2016 in two district hospitals named Gen- eral Hospital, Munshiganj and 100 Bedded District Hospital, Narsingdi with the objective to assess the status of HRM. Purposively 144 hospital staffs were selected and interviewed by using semi-struc- tured questionnaire and record review. The collected data were processed and analyzed meticulously with the help of SPSS (Version 21) software on the basis of different variables. The study revealed that the mean age was 36.6 ± 1.8 years, 71.5 % were clinical and nursing personnel, other category of respondents were support services and other personnel (22.2%), administrative personnel (6.3 %).Most (96.5 %) of the respondents were recruited by Government, after recruitment 52.1% hospital staffs mentioned scope of training facilities either work-based or instruction based exists in workplace, 63.9 % needed to be trained, 80.6% wished further career plan. Working environment found friendly by 39.6 % hospital staffs, where as average found by 50.0%. The recommendations for further improvement of HRM of their workplace was to increase training facilities by 31.9%, other recommen- dations were to increase manpower, improvement of monitoring and supervision. From this study some effort in the training, increase of manpower , performance appraisal can ensure better quality of service at district hospitals.Update Dent. Coll. j: 2017; 7 (2): 28-32
3
Ruhana, Ati Rusyda, Vivi Yosafianti Pohan, and Tri Hartiti. "Monitoring Analysis of Filling The Informed Consent of Blood Transfusion." South East Asia Nursing Research 3, no. 1 (March 28, 2021): 40. http://dx.doi.org/10.26714/seanr.3.1.2021.40-44.
Full textAbstract:
Informed consent is evidence of the accountability of health service providers in the hospital. it is carried out in every carrying out the procedure of actions that have the risk of causing disability or death. Incomplete documentation of patient informed consent can reduce the quality of hospital services. the implementation of informed consent documentation in hospitals often faces obstacles. this is due to the lack of human resources and the high workload available. This case study aims to determine the filling of informed consent documentation in the patient's blood transfusion. This study uses interviews, observation and document study by developing approaches to the nursing management function, organizing functions, personnel, direction, supervision, care management, logistics management, quality assurance programs and patient safety. The results showed that in one month there were 20 patients with blood transfusions, and 11 out of 20 patients did not have informed consent. The problem that arises is the incomplete documentation of medical records at the time of carrying out blood transfusions to patients. Supervision that is not optimal is the cause of this problem.
4
Hadi Shubhan, Hadi, Rr Herini Siti Aisyah, and L. Budi Kagramanto. "Policy of Primary Health Center as First Level Health Facility for Participants of Social Health Insurance Provider Sidoarjo – Indonesia." International Law Research 7, no. 1 (June 14, 2018): 227. http://dx.doi.org/10.5539/ilr.v7n1p227.
Full textAbstract:
In 2012 there were 200 cases of public service disputes to be criminalized in East Java. They occured as a logical consequence of Act Number 14 Year 2008 leading to some consequences that public service is required to give satisfaction to the society The problem of health services in Indonesia cannot be separated from the low competence of the medical personnel, infrastructure and medical equipment, human resources, and complex regulations which are not easy to implement. Due to the problem above, a research focused on such policies to improve the capacity building by optimizing the role of Primary Health Center (PHC) as First Level Health Facility (FLHF) especially for Participants Social Health Insurance Provider (SHIP) is highly considered to carry out. The Social Health Insurance Provider is a legal entity established to administer the Health Insurance program, and the Primary Health Center is a health service facility that organizes some efforts on public and individual health at the first level. In ensuring the satisfaction of adequate services, FLHF has been working with PHC as the implementer of health services for SHIP participants. Because of it, PHC becomes the forefront to provide the health services to the community, especially, to SHIP participants. To increase the satisfaction of SHIP participants, it is necessary to note and find some ways out to the problems related to the improvement of Human Resources, Health Facilities, Service system, Information and supervision.
5
Naibaho, Ramli Effendi Idris. "EVALUATION OF BUREAUCRACY REFORM PROGRAM AT STATE PERSONNEL AGENCY." IJHCM (International Journal of Human Capital Management) 1, no. 02 (December 1, 2017): 136–45. http://dx.doi.org/10.21009/ijhcm.01.02.15.
Full textAbstract:
The objective of this research is to evaluate the bureaucracy reform program at State Personnel Agency. The evaluation focused on five stages, namely design, installation, process, product and benefit. Qualitative approach used in this research with using Discrepansy Evaluation Model design. Data collecting with in-depth interview, orbservation and documantation study. Interview Data analyzed quantitatively through data reduction, data display, and conclussion drawing. The evaluation results toward the bureaucratic reform program at State Personnel Agency shows: (1) the program has been well defined which is indicated by an explanation of the urgency aspect, has clear goals and objectives, and equipped with key success indicator, (2) the program has been well designed including the formulation of implementation guidelines, resource preparation, work programs, and evaluation and monitoring, (3) implementation of eight areas of changes which cover organizational structuring, structuring of governance managemnt system, structuring of human resources management system, harmonization of legislation, strengthening of supervision, strengthening of performance accountability, public services, mindset and work culture is good. However, has’t shown the ideal conditions if associated with position of State Personnel Agency as a pioneer and role model for the ministries or other institutions in the implementation of bureaucratic reform program, (4) the bureaucratic reform program has given positive results in the improvement of the quality of clean bureaucracy and free of corruption, collusion and nepotism, the quality of public services, and the capacity and performance accountability, and (5) the bureaucratic reform programs can provide positive benefits in improving bureaucratic governance, enhance the positive image and improve the apparatus job performance. Therefore, State Personnel Agency needed to improve the implementation of bureaucracy reform program continuously in order to achieved the optimal results
Keywords: Program Evaluation, And Bureaucracy Reform, Discrepancies Evaluation Model
6
Naibaho, Ramli Effendi Idris. "EVALUATION OF BUREAUCRACY REFORM PROGRAM AT STATE PERSONNEL AGENCY." IJHCM (International Journal of Human Capital Management) 1, no. 02 (December 1, 2017): 136–45. http://dx.doi.org/10.21009/ijhcm.012.15.
Full textAbstract:
The objective of this research is to evaluate the bureaucracy reform program at State Personnel Agency. The evaluation focused on five stages, namely design, installation, process, product and benefit. Qualitative approach used in this research with using Discrepansy Evaluation Model design. Data collecting with in-depth interview, orbservation and documantation study. Interview Data analyzed quantitatively through data reduction, data display, and conclussion drawing. The evaluation results toward the bureaucratic reform program at State Personnel Agency shows: (1) the program has been well defined which is indicated by an explanation of the urgency aspect, has clear goals and objectives, and equipped with key success indicator, (2) the program has been well designed including the formulation of implementation guidelines, resource preparation, work programs, and evaluation and monitoring, (3) implementation of eight areas of changes which cover organizational structuring, structuring of governance managemnt system, structuring of human resources management system, harmonization of legislation, strengthening of supervision, strengthening of performance accountability, public services, mindset and work culture is good. However, has’t shown the ideal conditions if associated with position of State Personnel Agency as a pioneer and role model for the ministries or other institutions in the implementation of bureaucratic reform program, (4) the bureaucratic reform program has given positive results in the improvement of the quality of clean bureaucracy and free of corruption, collusion and nepotism, the quality of public services, and the capacity and performance accountability, and (5) the bureaucratic reform programs can provide positive benefits in improving bureaucratic governance, enhance the positive image and improve the apparatus job performance. Therefore, State Personnel Agency needed to improve the implementation of bureaucracy reform program continuously in order to achieved the optimal results
Keywords: Program Evaluation, And Bureaucracy Reform, Discrepancies Evaluation Model
7
May, Irina V., and E. V. Sedusova. "SANITARY-EPIDEMIOLOGICAL AUDIT AS A TOOL TO IMPROVE MANAGEMENT EFFECTIVENESS IN THE SPHERE OF SANITARY AND EPIDEMIOLOGICAL WELFARE OF THE POPULATION." Hygiene and sanitation 97, no. 1 (January 15, 2018): 90–93. http://dx.doi.org/10.18821/0016-9900-2018-97-1-90-93.
Full textAbstract:
The article considers the legal and organizational aspects of the establishment of a national system of sanitary and epidemiological audit in the Russian Federation. There is described the experience of the functioning of sanitary audit in the republics of Belarus and Kazakhstan, examples of using audit in other spheres of supervision are given. It is shown that in the context of the administrative reform of the control and surveillance activities, the sanitary and epidemiological audit can partially replace the state planned control of low and moderate risks to human health, releasing the resources of the state authorities for overseeing high-risk objects. The creation of the system requires the normative consolidation of the registration procedure and the functioning of organizations with the right to implement activities in the field of sanitary and epidemiological audit, the development of rules for external control of audit services. It seems that the quality assurance in this area should be ensured by the Federal Service for Supervision of Consumer Rights Protection and Human Well-being in the Russian Federation, under whose auspices the national system can function. An important stage in the creation of a new tool for managing sanitary and epidemiological well-being is the development of a database structure and appropriate software to maintain auditor registers and audit reports. A separate task is to provide methodological and organizational support for the training of qualified personnel.
8
Sumah, Anthony Mwinkaara, and Leonard Baatiema. "Decentralisation and Management of Human Resource for Health in the Health System of Ghana: A Decision Space Analysis." International Journal of Health Policy and Management 8, no. 1 (September 23, 2018): 28–39. http://dx.doi.org/10.15171/ijhpm.2018.88.
Full textAbstract:
Background: The implications of decentralisation on human resource for health management has not received adequate research attention despite the presupposition that the concept of decentralisation leads to the transfer of management authority and discretion for human resource management from national levels to subnational levels. This study aims at investigating the extent to which decentralisation practice transfers management autonomy and discretion to subnational units, and the effect of the level of decision space on human resource management in the health sector. Methods: A mixed methods study design was adopted employing a cross-sectional survey and a document analysis. The respondents included health managers from the regional, district and hospital administrations as well as facility managers from the community-based health planning and services zones. A decision space framework was employed to measure management autonomy and discretion at various management levels of the study region. For the quantitative data, descriptive statistical analysis was used to analyse and report the data whilst the qualitative data was contentanalysed. Results: The study reported that in practice, management authority for core human resource functions such as recruitment, remuneration, personnel training and development are centralised rather than transferred to the subnational units. It further reveals that authority diminishes along the management continuum from the national to the community level. Decentralisation was however found to have led to greater autonomy in technical supervision and performance appraisal. The study also reported the existence of discrepancy between the wide decision space for performance assessment through technical supervision and performance appraisal exercised by managers at the subnational level and a rather limited discretion for providing incentives or rewards to staff. Conclusion: The practice of decentralisation in the Ghanaian health sector is more apparent than real. The limited autonomy and discretion in the management of human resource at the subnational units have potential adverse implications on effective recruitment, retention, development and distribution of health personnel. Therefore, further decision space is required at the subnational level to enhance effective and efficient management of human resource to attain the health sector objectives.
9
Ostergren, Jennifer A., and Sara M. Aguilar. "An International Perspective on Speech-Language Pathology Assistants." Perspectives on Administration and Supervision 25, no. 2 (October 2015): 64–77. http://dx.doi.org/10.1044/aas25.2.64.
Full textAbstract:
In 2011, the World Health Organization (WHO) and the World Bank highlighted several pressing concerns in the area of service provision to individuals with disabilities, including a global shortage of rehabilitation personnel. The use of mid-level workers was recommended as one strategy for improving human resource capacity in this area. In the United States, speech-language pathology assistants (SLPAs) are one type of mid-level worker that has received recent attention. The American Speech-Language and Hearing Association (ASHA) updated its policy statement on SLPAs in 2013 and also implemented a voluntary affiliation for assistants in 2011. Unfortunately, a paucity of research exists in the United States on this topic. Internationally, however, researchers have reported on the topic of assistants in the field of speech-language pathology. This manuscript serves as an integrative review of the research literature on the topic of assistants in the field of speech-language pathology from an international perspective, including information on the effectiveness of assistants in service provision, important elements related to their training and supervision, opinions from supervisors on this topic, and novel extensions of assistant services to areas such as cross-disciplinary tasks and telerehabilitation.
10
Anggraeni, Diah. "Bureaucratic Reform in the Empirical Perspective and Pathology." International Journal of Kybernology 3, no. 2 (July 26, 2019): 1–14. http://dx.doi.org/10.33701/ijok.v3i2.588.
Full textAbstract:
Bureaucracy in government organizations is a key factor in the implementation of dailyadministration tasks. The division of labor, authority and responsibility and supervision,will be evident in the structure of this organization. Errors in the preparation of thestructure will be able to lead the implementation of the task can not be run efficiently andeffectively, and may even lead to errors in the performance of duties. And these errorsare related to the attitude of the bureaucrats’ condition urgent reforms. Wisdom Reformsto be implemented need to be identified on the substance of wisdom in it that includesnine (9) main program (Ministry of PAN-RB, 2010b: 22-26), namely: Change ManagementProgram; Setup program legislation; Organization Structuring and ReinforcementProgram; Setup Program Management; System Setup program in Human ResourceManagement Apparatus; Strengthening Monitoring Program; Strengthening ProgramPerformance Accountability; Public Services Quality Improvement Program; ProgramMonitoring, Evaluation and Reporting related to the reform of the bureaucracy tends tochange the bureaucratic standard. Pathology is a perception that attitudes, behaviors,and as a tendency to respond to a person’s soul something that is operationalized throughbehavior. Behavior will affect the commitment and dedication of personnel in performanceof its duties, especially in service to the community. In this case, which is an indicator ofthe attitude dimensions executor is a personal interest, affection for the organization, andforesight.Key Words: Bureaucracy Reform, Bureaucracy Pathology, Sustainable Development.
11
Jean Louis, Frantz, Marie Lina Excellent, Renette Anselme, Josiane Buteau, Magalie Stanislas, Jacques Boncy, and Jean Wysler Domercant. "External quality assessment for HIV rapid tests: challenges and opportunities in Haiti." BMJ Global Health 3, no. 6 (November 2018): e001074. http://dx.doi.org/10.1136/bmjgh-2018-001074.
Full textAbstract:
HIV rapid diagnostic tests (RDTs) are instrumental in scaling-up HIV testing services (HTS) in low-income and middle-income countries (LMICs). HIV misdiagnosis is a growing concern in the era of expanded and decentralised access to HTS. External quality assurance (EQA) programme including proficiency testing (PT) for HIV RDTs is a priority to guarantee the accuracy and reliability of the patients’ result. Here we are sharing Haiti’s 11 years’ experience in implementing HIV RDTs EQA programme to help address some of the challenges faced by other LMICs. HTS is expanding beyond laboratory walls and HIV RDTs are increasingly performed by non-laboratory personnel and closer to the community. EQA programmes for HIV RDTs in Haiti have faced significant challenges. In expanded HTS settings, non-laboratory personnel (nurses, aid-nurses) involved in HIV RDT are usually undertrained and participate poorly in PT programs. In more than half of the lab enrolled in the PT programme in Haiti, the panels are always tested by the most experienced technician, defying the purpose of the program which is to evaluate the performance of the technician performing the test daily. EQA programme in Haiti and other LMICs are usually not tailored to address community HIV testing challenges. With decreased funding and absence of government financial commitment to HIV RDTs EQA programmes, more innovative and cost-efficient strategies are sought to ensure the quality of HIV diagnosis in LMICs. Qualified human resources, continuous training, supervision and community-tailored PT programmes remain key components for the success of HIV RDT quality management.
12
Siahaan, Tambok, Sofyan M. Saleh, and Hafnidar A. Rani. "PENERAPAN SISTEM MANAJEMEN KESELAMATAN DAN KESEHATAN KERJA (SMK3) (STUDI KASUS PADA PROYEK PRESERVASI DAN PELEBARAN JALAN KOTA TAKENGON – SP. UNING – UWAQ)." Jurnal Arsip Rekayasa Sipil dan Perencanaan 3, no. 1 (April 17, 2020): 426–33. http://dx.doi.org/10.24815/jarsp.v3i1.13465.
Full textAbstract:
Good project management must pay attention to the Occupational Safety and Health Management System (OSHMS), the application of OSHMS will minimize any potential occurrence of workplace accidents. This study aims to determine the level of awareness of workers and project personnel, that is, Company Employees, Supervision Consultants,and Owner and analyze the application of OSHMS in the project of Preservation and Road Widening Project of Takengon City Road - SP. Uning - Uwaq. Data analysis was carried out based on indicators that were grouped into 5 (five) OSHMS dimensions and data processing techniques were carried out by observation and 2 (two) questionnaire stages, that is, questionnaire stage l (one) with direct interviews (open) addressed to key informants and questionnaires 2 (two) directed to all Personnel / HR on the project location. Based on the results of data analysis and investigation in the field, it shows that the majority of human resources at the project location have implemented the OSHMS in accordance with the stipulated provisions and project personnel have been excellent, namely 91.6% of respondents answered the analysis based on the dimensions of responsibility and company commitment has been done, 92.5% of respondents answered that the analysis based on the dimensions of policy and K3 discipline has been implemented, 93.7% of respondents answered that analysis based on dimensions K3 communication and training had been carried out, 94.8% of respondents answered that the analysis based the dimensions of the inspection and investigation of work accidents had been carried out, and 94.8% of respondents answered the analysis based on the evaluation dimensions.It can be proven by the existence of various K3 programs, company commitments, APO Procurement, OSH training, health examination services, and Safety promotions that have been carried out at the project site. However, of course there are still some obstacles to the implementation of OSHMS by sub-contracting workers, this is due to the lack of education, as well as the existence of a culture that does not matter or in other words there is no culture of prioritizing OSH in the workers' personalities
13
Lopchan, M., G. Gurung, L. Rajbanshi, C. Osti, and A. Baniya. "Knowledge and attitude towards infection control among supporting staffs of Chitwan Medical College, Bharatpur, Chitwan." Journal of Chitwan Medical College 6, no. 1 (February 16, 2017): 40–47. http://dx.doi.org/10.3126/jcmc.v6i1.16654.
Full textAbstract:
Nosocomial infections (NIs) are one of the most important health issues, particularly in developing countries, because these infections cause high mortality and morbidity, and economic and human resource loss as a consequence Nosocomial infections can be defined as those occurring within 48 hours of hospital admission, 3 days of discharge or 30 days of an operation. Many studies have examined risk factors of nosocomial infections. However, knowledge of frontline workers (attendants) in infection prevention have been reported rarely in developing countries. The aim of this study was to investigate the knowledge of attendants working in different wards and OPDs about infection prevention. S: Data were collected from 100 attendants in Chitwan Medical College Teaching Hospital. Regarding the knowledge on hand washing, gloving and personal accessories for Infection Prevention, majority of the respondents had good knowledge ranging from 94-100%. Though hospital has established Infection Prevention Committee and regular training on infection prevention is provided to all the staffs, the data indicated that only 68% respondents were benefitted by the infection prevention training and proper use of virex solution to disinfect the equipment’s was found unsatisfactory. Infection control is the responsibility of all Health Care Facility (HCF) personnel. The goal of the infection control policies are to identify and reduce risks of acquiring and transmitting infections among patients, staff, students, volunteers, contract service workers, and visitors Although significant effort has been made to reduce the Nosocomial infections, regular training as well as monitoring supervision will enhance the capacity of the health care providers and front line workers for cleaning services they are our valued respondents.DOI: http://dx.doi.org/10.3126/jcmc.v6i1.55069
14
Nursyifa, Aulia, and E. Nurzaman. "Pembinaan Kepala Sekolah Dalam Upaya Meningkatkan Mutu Pendidikan." Jurnal Loyalitas Sosial 1, no. 1 (September 3, 2019): 1. http://dx.doi.org/10.32493/jls.v1i1.y2019.p1-12.
Full textAbstract:
Improved quality of education viewed from quality human resources are there in the school. The principal plays an important role as a leader in fostering and developing the educational personnel and educators at the school. In the task given there are problems faced include a lack of understanding of the principal duties and responsibilities which should be exercised especially that has been set in the regulation, resulting in the role of principal yet to a maximum in terms of managerial, entrepreneurial development, and supervision at the school. This devotion uses the method of community education in the form of workshops aimed at improving the understanding of the principal about duties and responsibilities in the school. The results of the public service can be seen from enthusiastic participants in the workshop as well as a series of events following an increase in understanding of the principal of duty as head of the school. Based on the results of such devotion can be concluded that an increase in the professional head of the school is very influential on the quality of produce educators and educators at the school. This devotion activity expected to be undertaken on an ongoing basis so that it can intertwine cooperation Work Conference is the principal (MKKS) South Tangerang.
15
Nursyifa, Aulia, and E. Nurzaman. "Pembinaan Kepala Sekolah Dalam Upaya Meningkatkan Mutu Pendidikan." Jurnal Loyalitas Sosial: Journal of Community Service in Humanities and Social Sciences 1, no. 1 (September 3, 2019): 1. http://dx.doi.org/10.32493/jls.v1i1.p1-12.
Full textAbstract:
Improved quality of education viewed from quality human resources are there in the school. The principal plays an important role as a leader in fostering and developing the educational personnel and educators at the school. In the task given there are problems faced include a lack of understanding of the principal duties and responsibilities which should be exercised especially that has been set in the regulation, resulting in the role of principal yet to a maximum in terms of managerial, entrepreneurial development, and supervision at the school. This devotion uses the method of community education in the form of workshops aimed at improving the understanding of the principal about duties and responsibilities in the school. The results of the public service can be seen from enthusiastic participants in the workshop as well as a series of events following an increase in understanding of the principal of duty as head of the school. Based on the results of such devotion can be concluded that an increase in the professional head of the school is very influential on the quality of produce educators and educators at the school. This devotion activity expected to be undertaken on an ongoing basis so that it can intertwine cooperation Work Conference is the principal (MKKS) South Tangerang.
16
Eren, Nurhan. "Nurses’ attitudes toward ethical issues in psychiatric inpatient settings." Nursing Ethics 21, no. 3 (October 3, 2013): 359–73. http://dx.doi.org/10.1177/0969733013500161.
Full textAbstract:
Background: Nursing is an occupation that deals with humans and relies upon human relationships. Nursing care, which is an important component of these relationships, involves protection, forbearance, attention, and worry. Objectives: The aim of this study is to evaluate the ethical beliefs of psychiatric nurses and ethical problems encountered. Research Design: The study design was descriptive and cross-sectional. Research context: Methods comprised of a questionnaire administered to psychiatric nurses (n = 202) from five psychiatric hospitals in Istanbul, Turkey, instruction in psychiatric nursing ethics, discussion of reported ethical problems by nursing focus groups, and analysis of questionnaires and reports by academicians with clinical experience. Participants: Participants consist of the nurses who volunteered to take part in the study from the five psychiatric hospitals (n = 202), which were selected with cluster sampling method. Ethical considerations: Written informed consent of each participant was taken prior to the study. Findings: The results indicated that nurses needed additional education in psychiatric ethics. Insufficient personnel, excessive workload, working conditions, lack of supervision, and in-service training were identified as leading to unethical behaviors. Ethical code or nursing care -related problems included (a) neglect, (b) rude/careless behavior, (c) disrespect of patient rights and human dignity, (d) bystander apathy, (e) lack of proper communication, (f) stigmatization, (g) authoritarian attitude/intimidation, (h) physical interventions during restraint, (i) manipulation by reactive emotions, (j) not asking for permission, (k) disrespect of privacy, (l) dishonesty or lack of clarity, (m) exposure to unhealthy physical conditions, and (n) violation of confidence. Discussion: The results indicate that ethical codes of nursing in psychiatric inpatient units are inadequate and standards of care are poor. Conclusion: In order to address those issues, large-scale research needs to be conducted in psychiatric nursing with a focus on case studies and criteria for evaluation of service, and competency and responsibility needs to be established in psychiatric nursing education and practice.
17
Corredera, Alberto, Marta Romero, and Jose M. Moya. "Emotion-Driven System for Data Center Management." Applied Sciences 9, no. 19 (September 29, 2019): 4073. http://dx.doi.org/10.3390/app9194073.
Full textAbstract:
Complex Information Systems and infrastructures, like Smart Cities, must be efficiently operated, minimizing inefficiencies and maximizing productivity. Traditional approaches are focused on improving the systems, automating processes and services, leaving aside human and emotions considerations. To achieve this efficient operation, we attempted to cover both sides. We found new ways to capture the information coming from the workforce, in our case, the operations management team, and, merged this information with the data from the IoT sensors from the systems, enabling a holistic view of the entire operations occurring in real-time. In a Data Center environment, we have developed a set of tools for capturing the emotional data in order to detect potential biases caused by the specific mood of the person inside the operations team. We used Artificial Intelligence algorithms for finding the patterns that will help us to manage the system in the future. We compared and verified our findings with the existing references from other disciplines, e.g., Psychology. In this article, we expose some methods to be developed in future studies for supervising and increasing productivity in Data Centers, as a useful example for Smart Cities. Our research focuses on monitoring the mood and the emotional status of the personnel responsible for operating the system. We use this emotional data as an input for measurement.
18
Ariratana, Wallapha, Pattamaporn Pimtong, and Nilmanee Pitak. "Teacher Professional Development for Learning Organization on Sufficiency Economy in Small Schools." European Journal of Social & Behavioural Sciences 4, no. 1 (January 1, 2013): 138–45. http://dx.doi.org/10.15405/ejsbs.2013.1.16.
Full textAbstract:
The Ministry of Education, Thailand announced the major scheme for the implementation of Sufficiency Economy in Schools in the country along with the 1999 National Education Act Amendment in 2003. The purposes were to establish self immunization in human capital and develop learners to their full capacity. However, the inequality among schools in Thailand was one of the main problems in educational development. The small schools were among the disadvantage groups. There were not having sufficient learning resources, teaching personnel and teachers with major in special subject areas, the small schools needed help in their development programs as well as integrating sufficient economy into the learning and teaching situations. The purposes of this study are to develop teacher professional for learning organization on sufficiency economy in small schools as well as to develop principals and teachers' concepts about learning organization on sufficient economy. This study employs qualitative design by analyzing document and interviewing key informants. The research samples consist of five small schools under the Office of Khon Kaen Primary Educational Service Area. The findings reveal that the training strategy with the emphasis on brain storming, working in small groups, learning from success stories experiences of their peers and friendly supervision in the teacher professional development for learning organization based on the philosophy of sufficiency economy. Furthermore, the support from school administrators also created confidence among teachers in implementing the integration of the innovation based on the philosophy of sufficiency economy in a whole school system. Therefore, the project was implemented and progress under the same ideology in both administrators and teachers. Regarding the guidelines for teacher development for learning organization based on the philosophy of sufficient economy among small schools, the findings revealed that there are six steps of work procedures. The six steps comprise of (i) awareness creation, the research employed a study trip to visit good practice sites in sufficiency economy; (ii) professional development; (iii) consensus concept of creation of innovation based on sufficiency economy and classroom research; (iv) using community learning resources; (v) observation and reflection, and (vi) supervision and coaching. In conclusion, all teachers accepted and implemented the integration of sufficiency economy into their classroom. Moreover, they showed their ability for integrating the philosophy of sufficiency economy into their activities. Finally, most of the students showed their developments in achievement and attitude.
19
Halonen, Justiina, and Melinda Pascale. "SOKO PROJECT: DEVELOPING DETAILED OIL COMBATING PLAN FOR MANAGING ON-SHORE CLEAN-UP PROCEDURES IN FINLAND." International Oil Spill Conference Proceedings 2008, no. 1 (May 1, 2008): 373–79. http://dx.doi.org/10.7901/2169-3358-2008-1-373.
Full textAbstract:
ABSTRACT Shipping on the Baltic Sea, especially the transportation of oil, has grown significantly over the past few years. One of the most accident risky areas for Finland is situated in the Eastern Gulf of Finland (lat. 60° 11’ long. 027° 45’ E). The Baltic Sea has officially been classified by the International Maritime Organization as Particularly Sensitive Sea Area in 2005. In Finland the Regional Rescue Services (RRS) are responsible for organising on-shore clean-up with the assistance of the Regional Environmental Centres (REC). These oil combating authorities of Kymenlaakso region in south-eastern Finland have developed a thorough preparedness for oil incidents with the help of SOKO – Management of on-shore oil combating - project (SOKO). SOKO, innovated and administrated by the Kymenlaakso University of Applied Sciences (KyAMK), produced a detailed guidebook for oil combating authorities and the response commander (RC). The scope of the guidebook was achieved as an interdisciplinary effort between educational institutes, rescue services, environmental centres, authorities, civic organisations and businesses. The guidebook provides detailed information on how to conduct oil combating in the case of a major oil incident where the oil reaches the shores. The guidebook is used as an action plan, as a manual for the response commander (RC) as well as for training both authorities and volunteers. It is an extensive collection of studies undertaken by further education students and specialists under the supervision of the project steering committee, formed by local oil combating authorities and KyAMK SOKO project personnel. The guidebook discusses the oil combating organisation and the management, the human resources, the communication and the financing issues. The guidebook also covers the arranging cleaning operations, the oil combating equipment and the temporary storage sites in the mainland and the archipelago and the construction specifications for the temporary storages. Transportation of oily wastes was also examined including the methods for loading and discharging oily wastes, as well as the sea, road and railway transportation methods using a database for estimating the best and most economic routes from the archipelago to the mainland. In addition, detailed operative charts were produced, with indications of the cleaning sectors and the oil waste transportation spots. The SOKO contingency plan differs from the governmental plans by focusing only on the on-shore response excluding the at-sea response. The role of the oil combating authorities in the project was to identify unresolved issues in preparedness, provide practical information, supervise and accept the outcome. The main financier of SOKO in 2003–2007 was the Finnish Ministry of Education. The SOKO concept is currently expanding to cover more coastal area in the Gulf of Finland (SOKO II -project 2007–2011).
20
Austin, David M. "Book Review: Managing Human Services Personnel." Social Casework 69, no. 5 (May 1988): 317–18. http://dx.doi.org/10.1177/104438948806900513.
Full text
21
Power-deFur, Lissa. "Supervising Other Professionals When Billing Medicaid—Qualifications and Supervision Recommendations." Perspectives on School-Based Issues 12, no. 1 (March 2011): 12–17. http://dx.doi.org/10.1044/sbi12.1.11.
Full textAbstract:
School-based speech-language pathologists are often expected to approve the paperwork submitted by individuals who are not certified by the American Speech-Language-Hearing Association (ASHA) for the purposes of Medicaid billing. This paper is designed to (a) provide information regarding the Medicaid language that enables services to be provided by non-qualified personnel; (b) provide specific ASHA recommendations regarding the qualifications of the supervisor and supervisee and amount and type of supervision; and (c) discuss legal and ethical issues. With planning, procedures can be put in place to improve service delivery and documentation for students eligible when Medicaid services are provided by non-qualified personnel “under the direction of” a qualified speech-language pathologist.
22
Anjar, Tri. "TASK AND MANAGEMENT SUPERVISION OF GUIDANCE AND COUNSELING." GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling 4, no. 1 (September 13, 2014): 22. http://dx.doi.org/10.24127/gdn.v4i1.365.
Full textAbstract:
Abstract: Improving the quality of guidance and counseling services in the educational unit requires the support of other parties. Process guidance and supervision right, and carried out by competent and professional personnel are needed to support the quality of counseling services performed by teachers BK. BK control activities include activities supervisor, educator, and motivator. The pattern of structured supervision, honest, and based on the analysis of the problems the ministry guidance and counseling in schools, will be able to give a good contribution to the improvement, evaluation, and improvement of guidance and counseling services, as well as the professionalism of teachers BK as a service provider.Keyword: guidance, counseling, supervision, management
23
Smith, E. D. "Supervision - What's in a word?" South African Journal of Physiotherapy 52, no. 4 (November 30, 1996): 92–94. http://dx.doi.org/10.4102/sajp.v52i4.622.
Full textAbstract:
The importance of supervision is highlighted and reference is made to the fact that a negative attitude, lack of training and lack of experience can seriously hamper the successful implementation of supervision. Supervision can be very challenging and stimulating and can improve to be a tremendous value to the manager, worker, patient, student and the organisation. There is much more to supervision than merely “overseeing” and it includes multiple aspects of personnel management which when executed well, can lead to quality services being rendered and job satisfaction. The diversity of roles required from the supervisor necessitates specific training in the skills and competencies.
24
Sergiienko, O. V. "National blood system: current status and prospects. Organization of transfusion care in a medical institution." Infusion & Chemotherapy, no. 3.2 (December 15, 2020): 259–61. http://dx.doi.org/10.32902/2663-0338-2020-3.2-259-261.
Full textAbstract:
Background. Blood safety is a system of measures to organize equal and timely access of citizens to high-quality and safe components of donated blood in the required quantity, their safe and proper use, as well as the safety of donors and patients.
Objective. To describe the state and prospects of the development of national blood system.
Materials and methods. Analysis of available regulatory documents and literature sources.
Results and discussion. In Ukraine, there is a need to create a sustainable self-sufficient national blood system, which could include both the provision of services by medical institutions and the supervision of their provision. This system should be based on voluntary gratuitous donation. It is also necessary to coordinate and standardize such processes as blood procurement, processing, testing for transfusion-transmission infections, determination of blood group and rhesus, storage, distribution, transportation of blood and its components, monitoring of adverse reactions. The hospital transfusion committee (HTC), the hospital blood bank (HBB) and the transfusion immunological laboratory should be the part of the transfusion service of health care facilities. The functions of HTC are to determine the algorithms for the organization of transfusion care, to establish the rules for the appointment of blood and its components, and to assist in education and training of personnel and more. In turn, the functions of HBB include centralized receiving, accounting, storage and dispensing of blood or its components, control of transportation and storage of blood, introduction of alternative therapeutic transfusion methods, control of clinical efficacy assessment, hemovigilance, control of the records and documents of transfusion assistance. It is recommended to allocate four rooms for HBB: for receiving, storage and distributing blood; for collecting and processing applications; for immunohematological examinations and for the staff. Requirements for the provision of blood transfusion services in a health care facility include the organization of the listed above units, inventory management, guidance on the proper use of blood components, quality management, reporting system, and staff training. The blood centre and health care facility must work together to manage blood supplies. When transporting blood, it is extremely important to adhere to the cold chain from the moment the blood is received from the donor to the transfusion of its components to the recipient. Blood and erythrocyte-containing blood components should be stored at 2-6 °C to prevent hemolysis and microbial contamination. Plasma blood components need to be stored frozen (-30 °C), and platelet-containing – in a thermoshaker at a temperature of 20-24 °C. Depending on the type of preparation, plasma, erythrocyte and platelet preparations may have different clinical efficacy. Before transfusion, the doctor must perform a macroscopic assessment of the suitability of the blood product, determine the blood group and rhesus of the recipient, compare the result with the patient’s medical record, determine the blood group and rhesus of the donor, compare the result with plastic container label, perform blood compatibility tests, perform clinical and biological test. Reports on the serious hazards of transfusion (SHOT) indicate that there are adverse transfusion reactions that cannot be prevented, as well as reactions that can be avoided by improving practice and control, and human-related reactions. An important role in the functioning of the blood system is played by hemovigilance. The advantages of hemovigilance are to identify trends in adverse reactions, to reveal the areas for improvement in transfusion medicine, to stimulate research, to raise awareness of risk factors, and to increase the safety of transfusions for patients.
Conclusions. 1. In Ukraine there is a need to create a stable self-sufficient national blood system. 2. It is necessary to coordinate and standardize such processes as procurement, processing, testing for transfusion-transmission infections, determination of blood group and rhesus, storage, distribution, transportation of blood and its components, monitoring of adverse reactions. 3. Hemovigilance plays an important role in the functioning of the blood system.
25
Lee, Sarah, Charlotte Denniston, Vicki Edouard, Claire Palermo, Kirsty Pope, Keith Sutton, Susan Waller, Bernadette Ward, and Charlotte Rees. "Supervision training interventions in the health and human services: realist synthesis protocol." BMJ Open 9, no. 5 (May 2019): e025777. http://dx.doi.org/10.1136/bmjopen-2018-025777.
Full textAbstract:
IntroductionSupervision training aims to develop workplace supervisory competencies. Despite extensive supervision literature, including literature reviews, the processes through which supervision training interventions produce their effects, for whom and under what circumstances is not clearly delineated. The purpose of this study is to explain the effect of contextual factors on the underpinning mechanisms of supervision training outcomes.Methods and analysisWe propose to examine supervision training interventions across the health and human services workforce using realist methods. Pawson’s five stages for undertaking a realist synthesis will be followed: (1) clarifying the scope of the review; (2) determining the search strategy; (3) study selection; (4) extracting data and (5) synthesising the evidence and drawing conclusions. Extracted data will include study characteristics, characteristics of participant cohort, intervention type, contextual factors, underlying mechanisms and supervision training outcomes. Patterns in context–mechanism–outcome configurations will be identified. Initial programme theories will be developed based on a comprehensive search of the literature, which will include key terms relating to supervision and training. The search strategy will involve: (1) electronic database searching using Medline, Cumulative Index to Nursing and Allied Health Literature, Social Services Abstracts, Educational Resources Information Center, PsycINFO and Australian Public Affairs Information Service and (2) hand and citation searching. We will also contact authors where necessary and discuss identified literature among the project team with extensive expertise in supervision training.Ethics and disseminationThe realist synthesis will propose an evidence-informed theory of supervision training interventions (ie, what interventions work for whom and why). The findings will be disseminated in peer-reviewed journals and presentations and through discussions with relevant organisations and stakeholders. The research will be used by educators to develop evidenced-based supervision training interventions. It will also help workplace supervisors to better understand what types of supervision training might work most optimally for them and their colleagues. Other researchers could use the synthesis findings to guide future supervision research.PROSPERO registration numberCRD42018094186
26
Willy, Szelui, and Oerban Attelie. "Supervision of Human Resource Management during the Covid 19 Pandemic." International Journal Papier Public Review 2, no. 3 (June 23, 2021): 8–14. http://dx.doi.org/10.47667/ijppr.v2i3.96.
Full textAbstract:
Personnel management will demonstrate how businesses should recruit, develop, use, assess, and retain workers in terms of both amount (quantity) and kind (quality) The goal of this article is to implement a project assigned to one of the Entrepreneurship Courses during the Covid-19 Pandemic. The process of identifying and recruiting the personnel required by the company to become employees is known as recruitment. Vacancies, promotions, transfers, retirements, terminations, permanent disability, death, and labor turnover may need recruiting. A successful HR strategy requires the completion of many stages. Human Resource Planning (HRP) is a set of actions that a company does to anticipate future business and environmental needs. Human resource planning is required to fulfill the organization's requirements for specific jobs to be filled. The procedure includes identifying which jobs must be filled, the number of workers required, and when they will be required. In HR planning activities, job analysis has a tight connection with job analysis (Human Resources) Efforts to move and reorganize work activities in different groups are included in job design restructuring. Employee training is a long-term investment in workforce development that pays out handsomely. It's a technique/tool for executive management and growth.
27
Митрофанова and Elena Mitrofanova. "Valuation of Personnel Management Services (Lecture 9)." Management of the Personnel and Intellectual Resources in Russia 4, no. 5 (October 19, 2015): 55–59. http://dx.doi.org/10.12737/14958.
Full textAbstract:
This article continues the abstract of lectures on the subject «Economics Personnel Management» program bachelor.
The article reveals the essence and purpose of the evaluation of the Human Resources Department. The main indicators to assess the effectiveness of personnel
management are presented. The article describes the methods to assess the effectiveness of personnel management, including expert assessment, HRbenchmarking,
analysis of human resources, personnel audit, key performance indicators, management by objectives, methodology ROI.
28
Nofriandy Imanuel. "KINERJA PENGAWASAN INTERNAL TERHADAP INSTANSI PERANGKAT DAERAH PROVINSI KALIMANTAN TENGAH." Journal Ilmu Sosial, Politik dan Pemerintahan 7, no. 1 (January 15, 2021): 1–10. http://dx.doi.org/10.37304/jispar.v7i1.418.
Full textAbstract:
This research aims to determine the performance of internal supervision Inspectorate of Central Kalimantan Province. Indicators used in measuring internal supervision performance of the Central Kalimantan Provincial Device Institution namely Input (inputs), Process (process), Output (Output), Outcomes, Benefits, Impacts.This research was conducted by using qualitative descriptive method by interviewing Central Kalimantan provincial inspectorate staff. The data obtained is then processed by reduction steps, presenting the data and drawing conclusions. The informants interviewed in the Inspectorate of Central Kalimantan Province are 4 informants and 3 informants from different SOPD, with the number of informants 7 people.The results of this study explain that the performance of Inspectorate of Central Kalimantan Province in carrying out the function of guidance and supervision has been done well, based on the rules and applicable law. Internal supervision is done so that no abuse in government, coaching and supervision in PP 60 year 2008 is a preventive action. The factors that affect the performance of internal supervision of the regional apparatus of Central Kalimantan Province are: Supporting Factors: a. Ability b. Motivation c. Communication. Inhibiting Factor is the ability of human resources that limited the number of personnel of the supervisory apparatus, limited availability of budget, limited function of supervision activities in terms of performing the task of the absence of search function, seizure if SOPD is not open.Conducting internal control over the local apparatus institutions, the financial management is running well and neatly, reducing the administrative errors of the office, the work environment is orderly and effective, the regional apparatus institutions feel helped by the supervision and guidance by the Inpektorat of Central Kalimantan Province.For that through this thesis the authors provide suggestions that is expected for the Government to be able to overcome obstacles in implementing coaching and supervision, such as human resources limited personnel supervisory personnel, limited availability of budget.
29
Shedlin, Michele G., Joe D. Wray, and Sergio Correu. "Supervising Community Health Workers in Community-Based Delivery of Primary Health/Family Planning Services: Experiences in Mexico, 1977–1982." International Quarterly of Community Health Education 6, no. 4 (January 1986): 309–22. http://dx.doi.org/10.2190/f094-ef1f-vd76-hmjw.
Full textAbstract:
The supervision of CHWs in the Mexican Rural Health Program (1977–82) illustrates a wide range of problems and strengths because it was developed within a program based on a strong political mandate to deliver services to an extremely large, as well as culturally and geographically diverse population. This article presents an in-depth perspective on the issues involved in the supervision of community health workers with a focus on the myriad roles and responsibilities which are expected from supervisory personnel. The information and observations which are offered come from program evaluation materials as well as the long-term, first hand experience of the authors with the program discussed.
30
SAMORODSKAYA, N. G. "NTERPRISE HUMAN RESOURCES MANAGEMENT SERVICE: FROM COSTS TO PROFIT CENTER." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 3, no. 3 (2020): 79–82. http://dx.doi.org/10.36871/ek.up.p.r.2020.03.03.015.
Full textAbstract:
This article is devoted to the study of personnel management services as one of the key divisions of a modern enterprise, as well as the development of personnel services along the way from costs to the profit center.
31
Chi, I.-Cheng, and Shyam Thapa. "Postpartum tubal sterilisation: an international perspective on some programmatic issues." Journal of Biosocial Science 25, no. 1 (January 1993): 51–61. http://dx.doi.org/10.1017/s0021932000020290.
Full textAbstract:
SummaryThe demand for postpartum sterilisation (performed within 42 days after delivery), is increasing both in developed and developing countries. The incidence of regret after postpartum sterilisation is important, but it could be minimised by carefully screening risk factors. Using trained paramedical personnel to perform postpartum sterilisation via minilaparotomy where physicians are in short supply appears to be safe and acceptable, under close medical supervision. Including postpartum sterilisation information in the antenatal counselling services effectively strengthens postpartum services and simultaneously helps to minimise subsequent regret.
32
Greene, Gary, and Leonard Albright. "Transition Services Personnel Preparation: A Collaborative Program." Career Development for Exceptional Individuals 17, no. 1 (April 1994): 91–103. http://dx.doi.org/10.1177/088572889401700108.
Full text
33
Lestari, Winda Ayu, Muhammad Ikbal, and Pratiwi Ramlan. "PENGARUH PENGAWASAN TERHADAP PENINGKATAN KINERJA PEGAWAI DI KANTOR BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN SIDENRENG RAPPANG." PRAJA: Jurnal Ilmiah Pemerintahan 7, no. 3 (October 25, 2019): 76–81. http://dx.doi.org/10.51817/prj.v7i3.372.
Full textAbstract:
Performance in the Office of the Personnel and Human Resources Development Agency of Sidenreng Rappang Regency. The population in this study were 43 people. The sample is 43 people. The chili dance technique used is purposive sampling. This type of research is descriptive quantitative. Data collection techniques used are observation, interviews, questionnaires, literature study. The data analysis technique used is descriptive statistics and The results showed that the supervision was in the good category with a percentage of 65.5%. The performance is in the poor category with a percentage of 60%. Based on the value of t count> t table or 9.411> 2.019 then H0 is rejected and Ha is accepted, which means it is significant. So, the effect of supervision has a significant effect. Supervision Improvement of Employee Performance in the Office of the Personnel and Human Resources Development Agency of Sidenreng Rappang Regency with a percentage of the contribution of influence of 68.4%.
34
Davis, Sheridan. "Supervision as Collaboration in the Human Services: Building a Learning Culture." Australian Social Work 58, no. 4 (December 2005): 447–48. http://dx.doi.org/10.1111/j.1447-0748.2005.00245.x.
Full text
35
Wimpfheimer, Shelly. "Supervision as Collaboration in the Human Services: Building a Learning Culture." Administration in Social Work 32, no. 3 (June 13, 2008): 139–40. http://dx.doi.org/10.1080/03643100801922704.
Full text
36
Chen, Roy K., Kim L. Nguyen-Finn, and Jinhee Park. "Effectiveness of Practicum Supervision as Perceived by Hispanic Undergraduate Rehabilitation Services Students." Journal of Applied Rehabilitation Counseling 49, no. 4 (December 1, 2018): 14–20. http://dx.doi.org/10.1891/0047-2220.49.4.14.
Full textAbstract:
Practica are integral to the culmination of systematic learning in higher education, particularly in fields such as health sciences and human services. For undergraduate rehabilitation services students, these placements typically mark the first-time students apply textbook knowledge to real life situations. Therefore, effective site supervision is an important part of the undergraduate field experience. The purpose of the present study was to examine the perceived effectiveness of undergraduate rehabilitation services practicum site supervision. The sample consisted of 154 Hispanic undergraduate rehabilitation services students. The findings show that students were satisfied with the supervision they received. Students also rated the competency of their site supervisors to provide effective supervision as high. Suggestions for future research, and implications for rehabilitation services educators and site supervisors are discussed.
37
Zhang, Jin Liang. "Usage and Maintenance of Medical Apparatus and Instruments of Human Factors Research." Applied Mechanics and Materials 651-653 (September 2014): 1691–94. http://dx.doi.org/10.4028/www.scientific.net/amm.651-653.1691.
Full textAbstract:
Medical equipment maintenance and use of personnel, is crucial. Used properly and rational division of engineering and technical personnel, strict management, to train engineering technical personnel with professional spirit, all-round for clinical medical services; To strengthen the training of equipment use of personnel, highlight the preventive maintenance and maximize or prolonged trouble-free of medical instrument equipment, ensure the effective operation of the clinical diagnosis and treatment work.
38
Stankevich, Anastasia Alekseevna. "CHANGE OF FUNCTIONS OF HUMAN SERVICE IN CONDITIONS OF STRATEGIC PERSONNEL MANAGEMENT." National Association of Scientists 1, no. 25(52) (2020): 52–58. http://dx.doi.org/10.31618/nas.2413-5291.2020.1.52.138.
Full textAbstract:
In the article the author considers as an example the function of the personnel service of the enterprise in the conditions of strategic personnel management in the paradigm of strategic management. The tendencies of formation of strategic approach to personnel management, tasks and functions of HR - service of the enterprise are revealed. Reasonable conclusions have been made on the reform of personnel services of organizations, which should be carried out taking into account the strategic perspective, which will allow in the future to move to strategic personnel management.
39
Siegel, Gilbert B. "Outsourcing Personnel Functions." Public Personnel Management 29, no. 2 (June 2000): 225–36. http://dx.doi.org/10.1177/009102600002900205.
Full textAbstract:
One of the more recent “hot button” issues in our field is that of outsourcing all or some human resource (HR) functions whether by fee for service or contract. Advocates from the field of Public Choice Economics assume and, in many cases, economically substantiate the case for privatization of governmental functions.1 Even though these economists demonstrate an underlying anti-government bias, their basic argument with supply of government services is “that agencies should compete to provide citizens with goods and services instead of acting like monopolies under the influence of organized pressure groups.”2 Responsiveness to the needs of individual citizens (or to governmental units to be served by staff agencies, for that matter) is best obtained by competing within markets, with the result of economic choices by clientele between competing services. From this market environment economies in resource allocation and efficiency and effectiveness in operations are said to result. Public Choice Economists would also include simulation of market forces by introducing competition, possibly within the same department, governmental jurisdiction, or between other public, profit or nonprofit providers.3 This essay departs from an article by Robert J. Agresta.4 He argues for an extension of the Public Choice approach from one of “citizen-customers being empowered to select freely among providers of a service—whether it is schools or health care (with vouchers) or groceries (with food stamps)—and have control over the resources needed to acquire the service…”,5 to the same market relationship between central administrative (staff or auxiliary staff) agencies and the line units to which they provide services. While Agresta writes of building choice into any line-staff relationships, this article is concerned with HR service supply alternatives and alternative modes for their delivery.
40
Garafutdinova, N. Ya, and A. E. Roslyakov. "Improvement of work with the personnel reserve as an element of personnel technologies for personnel development." Upravlenie kachestvom (Quality management), no. 2 (February 1, 2021): 20–29. http://dx.doi.org/10.33920/pro-1-2102-03.
Full textAbstract:
The article considers the features of the formation and improvement of work with the personnel reserve in university collectives on the example of the Omsk State University of Railway Transport. Personnel services that apply these areas will be able to actively implement them in their activities to strengthen the human potential of employees working in organizations, expand the functionality of employees with the help of newly acquired knowledge, as well as build new forms of relations with candidates in a promising, strategic reserve for further development of universities in a period of change.
41
Коган, Ефим, Efim Kogan, С. Нисимов, S. Nisimov, Т. Фомина, and T. Fomina. "New Labour Market Instruments in Personnel Management at the Enterprises of Nanotechnology: Assessing the Effectiveness." Management of the Personnel and Intellectual Resources in Russia 6, no. 6 (January 23, 2018): 49–60. http://dx.doi.org/10.12737/article_5a462327a1a337.65974644.
Full textAbstract:
The article gives the results of the sociological analysis of the impact on the organization of human resource management services in the nanoindustry by introducing professional standards and independent qualification assessment into practice. The latter are called upon to reorient personnel services to the management of personnel quality. The current position of the services regarding the use of professional standards and evaluation of qualifications in the personnel management is presented. The ways of using these tools in implementing the personnel policy of the enterprise are discussed.
42
Millar, Ken. "Declassification of professional social workers: A personnel issue facing the human services." Administration in Social Work 10, no. 4 (December 1986): 15–21. http://dx.doi.org/10.1080/03643108609511107.
Full text
43
UNGURU, Elena. "Particularities of the Organizational Development in Social Work Services. Supervision of Human Resources." Revista Romaneasca pentru Educatie Multidimensionala 9, no. 1 (June 30, 2017): 107–18. http://dx.doi.org/10.18662/rrem/2017.0901.08.
Full text
44
Yunus, Renny, Siti Patimah, Nirva Diana, Agus Pahrudin, and Koderi Koderi. "Kirkpatrick Evaluation On Education And Training Of School Supervisor based On Best Practice, Hots And Adult Education In Indonesia." International Journal of Educational Research & Social Sciences 2, no. 2 (April 30, 2021): 415–25. http://dx.doi.org/10.51601/ijersc.v2i2.75.
Full textAbstract:
Education quality improvement is a joint responsibility that involves various groups, from structural aspects starting from the central level (ministry) to the education unit. Law Number 20 of 2003 on National Education System Article 39 Paragraph 1 states that education personnel have the duty to administer, manage, develop, supervise, and provide technical services to support the education process in educational units. To achieve the National Medium Term Development Plan - Strategic Plan of Directorate General of Teachers and Education Personnel 2015-2019, the Ministry of Education and Culture has set the Average Target of Knowledge and Skills Competency. This purpose of this study was to evalaute the education and training of school supervisor by using Kirkpatrick evaluation. The results of this study recommended that the supervision can be improved by using education and training based on HOTS, Best Practice and Adult Education.
45
Черняк, Т., T. Chernyak, К. Рыбалко, and K. Rybalko. "Gaming Technologies as a Way of Forming Anti-Corruption Competence of Human Resource Specialists." Management of the Personnel and Intellectual Resources in Russia 7, no. 4 (September 25, 2018): 37–44. http://dx.doi.org/10.12737/article_5b8d10a0896869.49529606.
Full textAbstract:
The article deals with the content of the concept of anti-corruption competence and anti-corruption competencies, as well as the ways of their formation. The author highlights the problems of forming the anti-corruption competence of specialists for the personnel management services of commercial organizations and personnel services for the sphere of public administration and civil service in the process of their training and professional development. Briefly presented is the experience of the Siberian Institute of Managementin the development of anti-corruption competence using interactive methods and gaming technologies of future HR managers and human resource specialists responsible for organizing anti-corruption activities in government. The data of the survey of experts — experts of specialists of the personnel services of the authorities on the evaluation of the effectiveness of teaching methods for the formation of anti-corruption competence are given. As a result of the research, a set of general professional competences was created that formed the basis for the anti-corruption competence of civil servants and HR managers and the methodological support for the program for its formation.
46
Malihon Yuliia, Malihon Yuliia. "GLOBAL TRENDS OF THE STATE HUMAN RESOURCES POLICY IN THE FIELD OF HEALTHCARE." Socio World-Social Research & Behavioral Sciences 03, no. 01 (January 14, 2021): 106–15. http://dx.doi.org/10.36962/swd03012021106.
Full textAbstract:
The article identifies that one of the most pressing problems in the world’s health care system is the shortage of highly qualified personnel. The distribution of medical workers by gender was carried out. The main problems in the staffing of health care in the world are analyzed. The level of provision of the country's health care system with medical personnel has been studied. The peculiarities of receiving medical education and the formation of medical personnel of some countries of the EU and the world are described. The TOP-20 the best medical universities and the cost of education in Germany, as well as the cost of education in leading American medical universities, were analyzed. Keywords: personnel policy, health care system, medical personnel, medical services.
47
Sharma, Nandini, A. Venkat Raman, Sunita Dhaked, and Pawan Kumar. "Human Resource Challenges in Indian Public Health Services." South Asian Journal of Human Resources Management 3, no. 2 (December 2016): 173–90. http://dx.doi.org/10.1177/2322093716677414.
Full textAbstract:
The quality, accessibility and viability of health services depend primarily on the performance of those who deliver them. Given the strong correlation between the quality of health services and job satisfaction of the health personnel, this study evaluates the problems faced by primary health care providers in India. This cross-sectional study was conducted among middle-level primary care providers operating in the National Capital Region of Delhi, to assess their perception of various issues and challenges related to human resources for health (HRH). They identified gaps in human resource (HR) staffing, training, performance appraisal and compensation, including delays in recruitment, lack of probationary training and failure to link appraisal and compensation to performance. This study contributes to the limited literature on HRH from a broader policy reform perspective, underpinned by stakeholder perspective.
48
Lychkan, Leonid Petrovich. "Personnel management: personnel policy and personnel planning." Uchenyy Sovet (Academic Council), no. 5 (April 22, 2021): 339–51. http://dx.doi.org/10.33920/nik-02-2105-02.
Full textAbstract:
The article discusses the provisions related to personnel (human resources) planning and certain aspects of such planning, in particular, planning the organization's staffing needs for a certain prospected period for the organization's development and implementation of its targets and plans. When planning the need for personnel in modern context of digital transformation of the system of public relations, in the conditions of the formation of different areas of life of a worker, the development of his own resource capabilities, in the context of a changing economic situation, organizations of a modern type, carrying out their activities and functioning in a specific area, take into account certain factors affecting and influencing the staffing needs of the organization, in particular: the organizational structure of the organization; the production structure of the organization; the strategy of the organization, the mission of the organization, the functions of the organization; the production process in the organization; the staffing of the organization (actual staffing - attendance and payroll staff ); the qualitative planning of the organization's staffing needs; the quantitative planning of the organization's staffing needs; programs for the release of goods and the provision of services; the degree of mechanization and automation of the organization's production (the use of new technologies in production), including management processes. The organization's activities are always aimed at establishing business relationships with customers, suppliers, competitors, and other persons who are of interest to the organization and, thereby, contribute to the implementation of the business strategy of a modern organization. Strategy is the result of a generalized determination of the long-term course of the development of the organization, the direction and nature of the organization's actions, associated with the choice of a goal, solution of the corresponding problems, formation of a holistic vision and responsible implementation of the business model of the organization's development, and obtainment of the planned result. An organization's strategy is a set of measures aimed at introducing personnel to the goals of the organization and means to achieve the goals in a certain period of the organization's functioning.
49
Brewer, Ernest W., and Laura Faye Clippard. "Burnout and job satisfaction among student support services personnel." Human Resource Development Quarterly 13, no. 2 (2002): 169–86. http://dx.doi.org/10.1002/hrdq.1022.
Full text
50
Ni, Dan, Xin Liu, and Xiaoming Zheng. "How do subordinates react to perceived narcissistic supervision? The roles of perceived interactional justice and need for belonging." Baltic Journal of Management 16, no. 4 (June 4, 2021): 621–37. http://dx.doi.org/10.1108/bjm-02-2021-0051.
Full textAbstract:
PurposeThis paper aims to examine how and when perceived narcissistic supervision influences subordinates' work engagement and counterproductive work behavior (CWB) based on organizational justice theory.Design/methodology/approachTwo-wave data were collected from 320 employees in a Chinese manufacturing company.FindingsSubordinates' perceived interactional justice mediated the relationships between perceived narcissistic supervision and work engagement and CWB. Higher levels of subordinates' need for belonging strengthened the detrimental impacts of perceived narcissistic supervision on subordinates' outcomes.Practical implicationsOrganizations should reduce the occurrence of narcissistic supervision, enhance subordinates' perception of interactional justice and pay more attention to subordinates' need for belonging in personnel and team arrangement.Originality/valueAlthough research has documented the detrimental effects of perceived narcissistic supervision, little effort has been made to investigate how such effects occur and which factors might amplify such effects. This study identified the mechanism underlying the link between perceived narcissistic supervision and subordinates' outcomes and unpacked the moderating role of subordinates' need for belonging.