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Journal articles on the topic 'Qualified workforce'

Author: Grafiati

Published: 7 June 2025

Last updated: 2 August 2025

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1

Holzemer, William L. "Building a qualified global nursing workforce." International Nursing Review 55, no. 3 (2008): 241–42. http://dx.doi.org/10.1111/j.1466-7657.2008.00675.x.

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McAndrew-Benavides, Elizabeth. "MAINTAINING A HIGHLY-QUALIFIED NUCLEAR INDUSTRY WORKFORCE." Health Physics 100, no. 1 (2011): 86–87. http://dx.doi.org/10.1097/hp.0b013e3181fa2a84.

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Cowley, Sue. "New paths needed for a qualified workforce." Early Years Educator 22, no. 1 (2020): 21–23. http://dx.doi.org/10.12968/eyed.2020.22.1.21.

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Bosworth, Derek, Paul Jones, and Rob Wilson. "The transition to a highly qualified workforce." Education Economics 16, no. 2 (2008): 127–47. http://dx.doi.org/10.1080/09645290701306341.

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Potužáková, Zuzana, and Jan Öhm. "Internationalization, the Highly Qualified and the Innovation Output." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 68, no. 1 (2020): 219–28. http://dx.doi.org/10.11118/actaun202068010219.

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The process of Internationalization strongly influences the developed economies, including the EU, whereas the large scale of international trade in goods is characterized by production with high value added. Based on this, the fabrication of such commodities requires a highly qualified workforce and is very often followed by international patent protection. This paper focuses on the link between the fraction of highly educated with tertiary education and the innovation output, measured by the number of EPO patent applications per million inhabitants. Due to the rising mobility of a highly qua

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Ryan, Sharon, and Debra J. Ackerman. "Using pressure and support to create a qualified workforce." education policy analysis archives 13 (March 30, 2005): 23. http://dx.doi.org/10.14507/epaa.v13n23.2005.

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In order for any new initiative to be implemented, it is generally assumed that policy actors need both motivation to comply with a new initiative and adequate assistance to implement the required change successfully. The study reported here examined the impact of a system of pressure and supports created to encourage preschool teachers working in public school, Head Start, and child care settings to obtain a teaching credential by a court imposed deadline. Findings from the sample of 689 teachers indicate that the court mandate, in combination with a scholarship program and an accessible numb

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Lieber, Lynn D. "Considerations for attracting and retaining a qualified, diverse workforce." Employment Relations Today 38, no. 4 (2012): 85–92. http://dx.doi.org/10.1002/ert.20369.

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Alqarni, Mohammed. "Workforce and its Impact on the Development of Geospatial Technologies to Support the Delivery Management of Urban Infrastructure: Current Status and Future Needs- A Case Study of Riyadh City, Saudi Arabia." International Journal of Advanced Remote Sensing and GIS 9, no. 1 (2020): 3405–14. http://dx.doi.org/10.23953/cloud.ijarsg.482.

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Geospatial technologies have created new opportunities for handling spatial information and are becoming more frequently used in many fields. As with other information and communication technologies, receiving growing attention in many disciplines where exerted efforts have been made to take full advantage of their rapid developments. Today, geospatial tools are employed in various fields related to urban management and planning, where they have become important tools in improving decision making. This, in turn, has led to a substantial demand for a qualified workforce able to harness the pote

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Wakefield, Mary. "Federally Qualified Health Centers and Related Primary Care Workforce Issues." JAMA 325, no. 12 (2021): 1145. http://dx.doi.org/10.1001/jama.2021.1964.

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Fragnière, Emmanuel, Jacek Gondzio, and Xi Yang. "Operations risk management by optimally planning the qualified workforce capacity." European Journal of Operational Research 202, no. 2 (2010): 518–27. http://dx.doi.org/10.1016/j.ejor.2009.05.026.

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Mathew, Rammya. "Rammya Mathew: Trained, qualified, and unemployed—the GP workforce paradox." BMJ 389 (June 4, 2025): r1155. https://doi.org/10.1136/bmj.r1155.

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Amri, Ahmad Alfauzan, Rohit Roshan, Debby Ananda, Richard Fernando Tarigan, Yano Sabar M. Wong, and Mardi Turnip. "Determination of qualified human resources using the ANFIS method." Sinkron 8, no. 1 (2023): 512–16. http://dx.doi.org/10.33395/sinkron.v8i1.12093.

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To improve the quality of education is very closely related to the problem of human resources. One of the main key in creating professional human resource lies in the recruitment process, workforce selection and training. Finding a professional and qualified workforce is not easy and a must in an organization or university in screening new employees or lecturers. Therefore we need a system for organizations and universities to be able to get the right people, qualified and placed according to their abilities. This research was conducted using quantitative descriptive research methods and data

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Michaels, Isaac, Sylvia Pirani, Molly Fleming, et al. "Enumeration of the Public Health Workforce in New York State: Workforce Changes in the Wake of COVID-19." International Journal of Environmental Research and Public Health 19, no. 20 (2022): 13592. http://dx.doi.org/10.3390/ijerph192013592.

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The governmental public health workforce in the United States has faced staffing shortages for over a decade that have been exacerbated by the COVID-19 pandemic. To assess this critical issue, the Region 2 Public Health Training Center collaborated with the New York State Association of County Health Officials to enumerate the city and county public health workforce in New York State. The organizations used an online survey to: (1) count employees and full-time equivalent (FTEs) staff in local health departments in 2021; (2) assess workforce trends since the COVID-19 pandemic; and, (3) identif

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Gibson, Jennifer Lee. "The Effects of Workforce Trends and Changes on Organizational Recruiting: A Practical Perspective." Industrial and Organizational Psychology 8, no. 3 (2015): 383–87. http://dx.doi.org/10.1017/iop.2015.54.

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As a workforce evolves, it is important for employers to consider how trends and changes in the workforce have implications for organizational processes such as recruiting, selecting, training, and rewarding a cohort of workers (Costanza & Finkelstein, 2015). This article examines the practical aspects of workforce changes on organizations’ recruitment efforts. Particularly in the face of recruiting shortages, it is important to understand how to best to develop a large and qualified pool of applicants.

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Burnell, Gillian, Amsale Wamburu, and Barry Hill. "Enhancing the retention of newly qualified nurses." British Journal of Nursing 34, no. 6 (2025): 316–19. https://doi.org/10.12968/bjon.2024.0359.

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The retention of newly qualified nurses (NQNs) is a pressing issue in healthcare systems, particularly in high-pressure environments such as acute care. This article explores the key challenges faced by NQNs, including lack of career development opportunities, negative workplace cultures and burnout, all of which contribute to high turnover rates. Strategies such as structured preceptorship and mentorship programmes, emotional wellbeing initiatives, and leadership support are examined. The article underscores the importance of building a positive work environment to retain NQNs, thereby improv

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Butler, Sarah. "Practice nurse workforce numbers: are we heading towards a problem?" Practice Nursing 33, no. 4 (2022): 155–58. http://dx.doi.org/10.12968/pnur.2022.33.4.155.

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Practice nurse numbers are a concern. Sarah Butler looks at the barriers to getting more nurses into general practice The number of practice nurses in the UK is significantly lower than those working as nurses on a ward. Despite many experienced nurses opting to work a practice nurses, the number of newly qualified nurses choosing practice nursing as their first post is low. Newly qualified nurses, instead, prefer to gain experience in secondary care first, with many not realising practice nurses do not need to have worked in secondary care. Pressures such as increasing workload and an ageing

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Sulistiyono, Tri, Pratama Herry Herlambang, Dwi Pangestu Khoirunisa, and Ahmad Zaharuddin Sani Ahmad Sabri. "Strengthening the Role of Community in Improving the Quality of The Manpower." Indonesian Journal of Advocacy and Legal Services 4, no. 1 (2022): 123–40. http://dx.doi.org/10.15294/ijals.v4i1.53366.

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The quality of labor resources in a country is an important part of development. A qualified workforce will encourage the acceleration of development in an effective, efficient, and competitive manner. In addition, a qualified workforce will also encourage massive economic growth. However, in improving the quality of the workforce, there are still many challenges, one of which is related to the distribution of skills and competencies of workforce certification. This study aims to analyze strategies and patterns of improving the quality of the workforce through community and community strengthe

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Karan, Anup, Himanshu Negandhi, Rajesh Nair, Anjali Sharma, Ritika Tiwari, and Sanjay Zodpey. "Size, composition and distribution of human resource for health in India: new estimates using National Sample Survey and Registry data." BMJ Open 9, no. 4 (2019): e025979. http://dx.doi.org/10.1136/bmjopen-2018-025979.

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ObjectivesWe provide new estimates on size, composition and distribution of human resource for health in India and compare with the health workers population ratio as recommended by the WHO. We also estimate size of non-health workers engaged in health sector and the size of technically qualified health professionals who are not a part of the health workforce.DesignNationally representative cross-section household survey and review of published documents by the Central Bureau of Health Intelligence.SettingNational.ParticipantsHead of household/key informant in a sample of 101 724 households.In

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Bashkin, Osnat, Keren Dopelt, Zohar Mor, et al. "The Future Public Health Workforce in a Changing World: A Conceptual Framework for a European–Israeli Knowledge Transfer Project." International Journal of Environmental Research and Public Health 18, no. 17 (2021): 9265. http://dx.doi.org/10.3390/ijerph18179265.

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Health services quality and sustainability rely mainly on a qualified workforce. Adequately trained public health personnel protect and promote health, avert health disparities, and allow rapid response to health emergencies. Evaluations of the healthcare workforce typically focus on physicians and nurses in curative medical venues. Few have evaluated public health workforce capacity building or sought to identify gaps between the academic training of public health employees and the needs of the healthcare organizations in which they are employed. This project report describes the conceptual f

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Holmes, Cheryl. "From Chaplaincy to Spiritual Care: Turning points for an emerging health profession." Asia Pacific Journal of Health Management 16, no. 4 (2021): 54–61. http://dx.doi.org/10.24083/apjhm.v16i4.691.

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Objectives: National standards in Australia acknowledge the significance of spiritual care in the provision of holistic care, understanding that peoples’ beliefs and values impact their experience and health outcomes. While spiritual care has been provided in Australian hospitals for many decades little attention has been given to changes in the workforce and the implications for quality of care. This study aimed to further understanding of the key influences and mechanisms for change to ensure safe and high-quality spiritual care provision in Australia by a qualified and credentialed workforc

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Lees, Carolyn, Jackie Yip, and Helen Marshall. "Supporting the future community workforce: perceptions from undergraduate student nurses." British Journal of Community Nursing 30, no. 6 (2025): 286–91. https://doi.org/10.12968/bjcn.2024.0137.

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Student nurses must be included in workforce planning to support preventative and proactive care, and to replenish an ageing workforce in the community setting. To do this, student nurses must view community nursing as a desirable career pathway when they graduate as a newly qualified nurse. This study explored the perceptions of community nurses from the viewpoint of year 2 undergraduate student nurses (n=9) via a face-to-face focus group. The key themes identified were intimate relationships, cultures, perceptions, skills and learning. The study found that students felt part of the team in t

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de León, Emilia Aragón, Natasha Azzopardi Muscat, Mary B. Codd, Katarzyna Czabanowska, and Elke Jakubowski. "WHO’s essential public health functions for framing education and training." Public Health Forum 33, no. 1 (2025): 3–7. https://doi.org/10.1515/pubhef-2024-0154.

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Abstract The evolving landscape of public health necessitates a capable and qualified public health workforce. Investing in education and training is crucial for building and maintaining this workforce. This article explores the role of the essential public health functions (EPHF) in shaping public health education. The EPHFs provide a framework for defining core competencies and developing curricula for public health. The WHO-ASPHER Roadmap and the Core Competency Framework guide the professionalization of the public health workforce. The new ASPHER Core Curriculum further supports educationa

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Pettigrew, Luisa M., Irene Petersen, Nicholas Mays, and David Cromwell. "The changing shape of English general practice: a retrospective longitudinal study using national datasets describing trends in organisational structure, workforce and recorded appointments." BMJ Open 14, no. 8 (2024): e081535. http://dx.doi.org/10.1136/bmjopen-2023-081535.

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ObjectiveTo describe trends in the organisational structure, workforce and recorded appointments by role in English general practice.DesignRetrospective longitudinal study.SettingEnglish general practice.Data sources and participantsNHS England, Office for Health Improvement and Disparities and Care Quality Commission national administrative datasets covering between 5 to 10 years from 2013 to 2023.ResultsBetween 2013 and 2023, the number of general practices fell by 20% from 8044 to 6419; the average practice list size increase by 40% from 6967 to 9724 patients. The total population covered b

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Stojanovska-Georgievska, L., I. Sandeva, A. Krleski, H. Spasevska, and M. Ginovska. "Sustainable Renewable Energy System Installations through Qualified and Skilled Workforce: TRAINEE Approach." IOP Conference Series: Earth and Environmental Science 464 (April 8, 2020): 012007. http://dx.doi.org/10.1088/1755-1315/464/1/012007.

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Wang, Ping, and Hubert D'Cruze. "Certifications in Cybersecurity Workforce Development." International Journal of Hyperconnectivity and the Internet of Things 3, no. 2 (2019): 38–57. http://dx.doi.org/10.4018/ijhiot.2019070104.

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The workforce demand for cybersecurity professionals has been substantial and fast growing. Qualified cybersecurity professionals with appropriate knowledge, skills, and abilities for various tasks and job roles are needed to perform the challenging work of defending the cyber space. The certified information systems security professional (CISSP) certification is a globally recognized premier cybersecurity credential and validation of qualifications. This case study analyzes the CISSP certification requirements, domains and objectives and attempts to map them to the cybersecurity industry comp

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Yother, Tracy, James Greenan, and Stephanie Masta. "Exploration of the Training, Educational Experiences, and Technical Competencies of Entry-level Manufacturing Engineers in the Commercial Space Industry." Career and Technical Education Research 47, no. 2 (2022): 43–59. http://dx.doi.org/10.5328/cter47.2.43.

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The commercial space industry is facing a shortage of qualified workers due to the aging and retirements of the workforce and the inability to find qualified candidates. To explore the training, educational experiences, and technical competencies of entry-level manufacturing engineers, the researcher interviewed eight manufacturing engineers at entry- and expert-levels in the commercial space industry for their experiences and perspectives on the skills and competencies needed for entry-level manufacturing engineers. The major findings from this study are the need for communication skills appl

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Marchand, Alain, Pierre Durand, and Andrée Demers. "Work and mental health: The experience of the Quebec workforce between 1987 and 1998." WORK: A Journal of Prevention, Assessment & Rehabilitation 25, no. 2 (2005): 135–42. https://doi.org/10.3233/wor-2005-00448.

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This study examines the distribution of psychological distress in twelve occupational groups over the decade 1987–1998 in the Quebec workforce. Cross-sectional data from the three phases of the Quebec Health and Social Survey are used with n = 9,450 in 1987, n = 10,947 in 1992 and n = 10,960 in 1998, totalling 31,357 workers aged 15 and over. Occupations are classified according to the Canadian Socio-economic Classification of Occupations. Prevalence estimates for occupational groups are computed and logistic regression analyses are conducted controlling for gender, age and marital status. The

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Abujarad, Fuad, Sarah J. Swierenga, Clare Luz, et al. "IMPROVING THE PERSONAL CARE ASSISTANT WORKFORCE THROUGH TRAINING, DATA, AND TECHNOLOGY." Innovation in Aging 3, Supplement_1 (2019): S667. http://dx.doi.org/10.1093/geroni/igz038.2467.

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Abstract Ensuring a quality personal care aide (PCA) workforce is critical to meeting the needs of an aging population. The Integrated Model for Personal Assistant Research and Training (IMPART) program is a PCA training and advocacy model designed to increase the number of qualified PCAs. A core component is an evidence-based, comprehensive PCA training program, Building Training…Building QualityTM (BTBQTM), supported by a robust data platform. This online system was designed to register, train and certify PCAs and Trainers, maintain a qualified PCA workforce database, and enhance the capacit

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Bradby, Matthew. "New workforce standards for district nursing launched." British Journal of Community Nursing 27, no. 4 (2022): 160–61. http://dx.doi.org/10.12968/bjcn.2022.27.4.160.

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The Queen's Nursing Institute has published workforce standards for district nursing services in the UK. The standards are intended to provide top-level guidance to commissioners, service planners and managers about the key considerations when deciding on the number of staff, skill mix, and workload management tools needed to provide healthcare in the community setting. The standards are intended to support the evidence base around the number of suitably qualified and experienced district nurses needed to provide a service to a given population. The standards include ‘red flags’ that indicate

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Jirka, Luděk. "Ukrajinská migrace do České republiky a její proměny v období epidemie COVID-19." Lidé města 23, no. 3 (2021): 331–52. http://dx.doi.org/10.14712/12128112.2376.

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After 1993, the Czech Republic became the target of Ukrainian migrants thanks to its economic development. The migration policy was then set in 2004 and this new political action made Ukrainian migration more controlled and vulnerable. At the same time, non-qualified or low-qualified migrants became the most important workforce. After the economic crisis in 2008, the Czech Republic aspired to receive highly qualified (and low-qualified “important”) migrants, and no suitable dispositions were created for nonqualified migrants. Following this trend, mobility was hindered overall by the epidemic

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Watkins, Jo. "Tips for acing your early career." Early Years Educator 24, no. 11 (2024): 1–2. http://dx.doi.org/10.12968/eyed.2024.24.11.2.

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With many students now having finish their studies for the academic year, early years consultant at HFL Education, Jo Watkins, shares her advice for newly qualified practitioners as they enter the early years workforce for the first time.

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Bennett, James. "A realist evaluation of the national New to Practice GP Fellowship programme." British Journal of General Practice 75, suppl 1 (2025): bjgp25X741681. https://doi.org/10.3399/bjgp25x741681.

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BackgroundThe national new to practice GP fellowship programme in England was commissioned as an innovative educational intervention to help address the recruitment and retention crisis of GPs in the primary care workforce. It funded time away from practice for newly qualified GPs for up to 2 years. In 2024 the decision was made to cease funding the programme with no planned alternative. There has yet to be any work evaluating this programme nationally.AimUsing a realist evaluation approach to improve understanding of how, why and in what context the national new to practice GP fellowship prog

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Agisti Maharani, Selvina Pratama, Esterrita Manalu, and Yusawinur Barella. "Persediaan dan Teknik dalam Perencanaan Sumber Daya Manusia Yang Berkualitas." Sammajiva: Jurnal Penelitian Bisnis dan Manajemen 2, no. 2 (2024): 37–42. http://dx.doi.org/10.47861/sammajiva.v2i2.982.

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Human resources are the workforce needed in every organization and country because this workforce is a driving force in the sustainability of an organization, company and country. Inventory in the procurement of human resources in this context is related to procurement which refers to the amount of availability and characteristics of qualified workforce owned by an organization or country to meet the needs of the organization or country in achieving certain goals. This technique in quality human resource planning is related to the steps in the approach, methods and processes carried out by the

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Thorpe, Karen, Prudence Millear, and Anne Petriwskyj. "Can a Childcare Practicum Encourage Degree Qualified Staff to Enter the Childcare Workforce?" Contemporary Issues in Early Childhood 13, no. 4 (2012): 317–27. http://dx.doi.org/10.2304/ciec.2012.13.4.317.

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Concern to ensure that all children have access to high-quality educational experiences in the early years of life has instigated policies to increase the qualifications of staff in the childcare workforce, and in particular, to increase the number of degree qualified teachers. However, existing data suggests that employment in childcare is viewed less favourably than alternatives in the education sector by those undertaking Early Childhood Education degrees. For most, childcare is not a preferred place of employment. This study asked whether a practicum in a childcare setting would improve at

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Hawthorne, Lesleyanne. "The globalisation of the nursing workforce: barriers confronting overseas qualified nurses in Australia." Nursing Inquiry 8, no. 4 (2001): 213–29. http://dx.doi.org/10.1046/j.1320-7881.2001.00115.x.

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Cramer, Mary, Kathleen Duncan, Mary Megel, and Steve Pitkin. "Partnering with rural communities to meet the demand for a qualified nursing workforce." Nursing Outlook 57, no. 3 (2009): 148–57. http://dx.doi.org/10.1016/j.outlook.2008.09.007.

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Rima Erviana, Siti Qomariyah, Rubi Babullah, Nazrul Zimatul Rizky, and Siti Nurafifah. "Perencanaan Pendidikan Dengan Metode Man Power Planing Approach." Jurnal Yudistira : Publikasi Riset Ilmu Pendidikan dan Bahasa 2, no. 4 (2024): 39–51. http://dx.doi.org/10.61132/yudistira.v2i4.1140.

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Educational planning is an important aspect in developing an effective and efficient education system. In this era of globalization, an innovative approach is needed to meet the need for a qualified workforce. One method that can be used in educational planning is the Man Power Approach method. The Man Power Approach method is an approach that involves analyzing future workforce needs, competencies, and developing a curriculum that is relevant to the job market. By using the Man Power Approach method in educational planning, it is hoped that we can create an education system that is responsive

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Spreat, Scott. "The Intellectual Disability Workforce Crisis: Trends, Causes, & Remedies." International Journal of Economics, Business and Management Research 08, no. 10 (2024): 224–36. http://dx.doi.org/10.51505/ijebmr.2024.81015.

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The intellectual disability field is unable to hire and retain a sufficient number of qualified Direct Support Professionals. These are the individuals who provide care and training directly to individuals who have intellectual disability. The magnitude of this workforce crisis was examined through a series of seven Pennsylvania (USA) surveys collected between 2015 and 2024. Surveys revealed that Direct Support Professional wages increased at a rate that exceeded inflation, however, the wage increases appeared to have no appreciable impact on either turnover or vacancy rate. Possible causes an

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Kovbych, T. "FORMATION OF THE INNOVATIVE COMPONENT OF THE INTERNATIONAL COMPETITIVENESS OF THE WORKFORCE OF UKRAINE IN THE CONDITIONS OF GLOBAL DIGITALIZATION." Actual Problems of International Relations, no. 154 (2023): 111–19. http://dx.doi.org/10.17721/apmv.2023.1.154.111-119.

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The article is devoted to the consideration of the basic characteristics, the economic focus of the process of formation of the innovative component of the international competitiveness of the workforce of Ukraine in the conditions of global digitalization of the world economy. The innovative component of the international competitiveness of the workforce is defined as the potential professional abilities of employees who are able to optimally use the latest achievements of scientific and technological progress in social production. The main components of the innovative component of the format

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Kang, Nam-Hwa, and Miyoung Hong. "Achieving Excellence in Teacher Workforce and Equity in Learning Opportunities in South Korea." Educational Researcher 37, no. 4 (2008): 200–207. http://dx.doi.org/10.3102/0013189x08319571.

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Akiba, LeTendre, and Scribner (2007) identified two problems with mathematics education in the United States: (a) a shortage of qualified mathematics teachers and (b) unequal access to those teachers by students of high and low socioeconomic status. Akiba et al. called for further research on how South Korea and other countries have achieved excellence in their teacher workforces and equity in access to qualified teachers. They also called for research on what mediates the relationship between opportunity and achievement gaps. In response, the authors of this article describe pertinent South K

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Barry, Sue, and Hannah Samson. "Empowering Remote Communities Through Education." Australian and International Journal of Rural Education 35, no. 1 (2025): 97–103. https://doi.org/10.47381/aijre.v35i1.783.

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The Roxby Downs Early Childhood Pilot Project was designed to address a critical shortage of qualified early childhood educators in the remote mining town of Roxby Downs, South Australia. This shortage impacts not only early childhood services but also workforce participation and overall community stability. In collaboration with BHP, the Roxby Downs Children’s Centre, and CQUniversity, Uni Hub Spencer Gulf developed a blended learning model that allows residents to complete a Certificate III in Early Childhood Education and Care through a combination of flexible online coursework and practica

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Blenner, Sarah R., Sarah E. Roth, Rita Manukyan, et al. "Community Partnerships and Experiential Learning: Investing in the Next Generation of a Diverse, Qualified Public Health Workforce." Pedagogy in Health Promotion 7, no. 1_suppl (2021): 51S—62S. http://dx.doi.org/10.1177/23733799211046974.

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Annually, the University of California Los Angeles (UCLA) Public Health Scholars Training Program (Program) exposes and engages 35 to 40 undergraduate students, Public Health Scholars, through an 8-week intensive summer training program in public health. Experiential learning through internships is an integral part of the Program, allowing scholars to gain hands-on experience in the field of public health while providing pathways to enter the public health workforce and pursue graduate education. The Program leverages existing strong community partnerships developed through the school’s applie

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Nair, Kesavan Sreekantan. "Health workforce in India: opportunities and challenges." International Journal Of Community Medicine And Public Health 6, no. 10 (2019): 4596. http://dx.doi.org/10.18203/2394-6040.ijcmph20194534.

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Health system reforms in India during the past decade yielded an impressive growth of medical, dental and nursing education opportunities, but health workforce density remains low in comparison to the World Health Organization (WHO) norms. Apart from shortage, retaining qualified health workforce in the rural and underserved areas remains a huge challenge. This crisis is likely to persist until and unless health system addresses the fundamental requirements of health workers as envisaged in health policies. Concerted attention and long term political commitments are required to overcome health

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Gibson, Megan, Amanda McFadden, Kate E. Williams, Lyn Zollo, Abigail Winter, and Jo Lunn. "Imbalances between workforce policy and employment for early childhood graduate teachers: Complexities and considerations." Australasian Journal of Early Childhood 45, no. 1 (2019): 82–94. http://dx.doi.org/10.1177/1836939119885308.

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Early childhood teachers have a myriad of possible employment options, with birth to eight years degree qualifications preparing graduates to work in a range of early childhood settings, including prior-to-school. At the same time, early childhood workforce policies in Australia, and elsewhere, are increasingly requiring degree-qualified teachers to be employed in prior-to-school settings. A growing number of reports and studies make a compelling case that there is a shortage of early childhood, degree-qualified teachers who are willing to work in prior-to-school settings, including centre-bas

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Santos, Luis Miguel Dos. "I Want to Teach in the Regional Areas: A Qualitative Study about Teachers’ Career Experiences and Decisions in Regional Australia." Journal of Educational and Social Research 11, no. 5 (2021): 32. http://dx.doi.org/10.36941/jesr-2021-0103.

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The Australian government seeks to develop regional and rural communities and school systems. One of the challenges would be the human resources and workforce for registered and qualified teachers, particularly in the field of Languages Other Than English (LOTE). Based on social cognitive career theory (Dos Santos, 2021a; Lent et al., 1994), this study focused on the career perspectives and career decision-making processes of registered and qualified teachers in the field of Languages Other Than English (LOTE). The following research question guided the direction of this study, why would regis

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REÇICA, Skender. "LACK OF QUALIFIED WORKFORCE IN KOSOVO: BUSINESS CHALLENGES IN THE CONTEXT OF VISA LIBERALIZATION." Balkan Social Science Review 23, no. 23 (2024): 127–47. http://dx.doi.org/10.46763/bssr242323127r.

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Williams, Stephen L., and Charles J. Fox. "Organizational Approaches for Managing Mid-Career Personnel." Public Personnel Management 24, no. 3 (1995): 351–63. http://dx.doi.org/10.1177/009102609502400307.

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There is a growing concern about the ramifications of significant restructuring of the workforce in the next century. While there has been considerable attention given to the education, training, and motivation of new workers, less attention has been given to parts of the existing workforce, particularly mid-career personnel. As the average age of the workforce steadily increases and attrition reduces the number of qualified workers, there will be a growing need for innovative methods of keeping experienced and knowledgeable personnel productive. This resource can be invaluable for maintaining

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Anderson, Nicole. "Cedars-Sinai: Addressing Workforce Risks Through a New School." Frontiers of Health Services Management 41, no. 3 (2025): 30–37. https://doi.org/10.1097/hap.0000000000000213.

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SUMMARY Located in Los Angeles, a diverse and expensive city of 3.8 million residents, Cedars-Sinai Health System seeks to hire and retain a qualified workforce that reflects its patient population. Research shows that concordance of a person’s ethnicity with their clinical care team improves outcomes and reduces health disparities. Across the nation and at Cedars-Sinai, the pandemic exacerbated already existing workforce shortages and challenges to hiring, training, and retaining allied health workers. In September 2021, leaders at Cedars-Sinai began exploring ways to address these potential

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Neary, Siobhan. "Diversifying the Careers Workforce: Opportunities and Challenges." Journal for Perspectives of Economic Political and Social Integration 25, no. 2 (2020): 65–81. http://dx.doi.org/10.18290/pepsi-2019-0009.

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Attracting high quality candidates with relevant and pertinent experience to any profession is often a challenge. A UK based research project is presented that employs a protean lens to examine the motivations and expectations of career changers who have recently moved into the field of career guidance and counselling. The research comprised of a mixed methods design, utilising an online self-completed survey and interviews aimed at practitioners who have transitioned into the careers field over the last five years. The data reflects practitioners working in a range of settings including, scho

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Mwaitete, Cairo. "Enhancing Organizational Productivity through Effective Human Resource Planning in Tanzania’s Public Sector." NG Journal of Social Development 14, no. 1 (2024): 221–31. http://dx.doi.org/10.4314/ngjsd.v14i1.14.

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Inefficient human resource planning remains a significant challenge in Tanzania’s public sector, adversely affecting organizational performance. This study aims to examines the impact of human resource planning (HRP) on organizational productivity, focusing on key HRP elements such as workforce planning, job analysis, recruitment, and training. Using a case study design and a mixed research approach, data were collected from a sample of 56 employees through structured questionnaires. The findings revealed a strong relationship between effective workforce planning, job analysis, recruitment str

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