Relevant bibliographies by topics / Seafarers performance human resource

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Seafarers performance human resource'

Author: Grafiati
Published: 4 June 2025
Last updated: 6 July 2025

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Seafarers performance human resource.'

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.

Journal articles on the topic "Seafarers performance human resource"

1

Veitch, Erik, Kim Alexander Christensen, Markus Log, et al. "From captain to button-presser: operators’ perspectives on navigating highly automated ferries." Journal of Physics: Conference Series 2311, no. 1 (2022): 012028. http://dx.doi.org/10.1088/1742-6596/2311/1/012028.

Full text
Abstract:
Abstract Teaming with Artificial Intelligence (AI) is changing the way seafarers work. We show that a new kind of seafaring is emerging, characterized by cooperation with AI systems. In this format of seafaring, navigation tasks are controlled automatically while human operators manage the automation, always “in the loop” and ready to take over control if necessary. Ideally, this arrangement sees improvements in overall system performance and safety. However, little is known today about how this format of work will unfold in real-world operations. We investigate this topic by interviewing operators (n = 5) on ferries recently outfitted with state-of-the-art automated navigation technology. We used a mixed-methods approach to analyze the case study interviews, combining quantitative text analysis with Grounded Theory qualitative analysis techniques. The results show that operators perceived a shift towards a backup role coincident with increasing agency of machine autonomy. This role shift was characterized by “button-pressing” to start the machine autonomy and subsequently intervening to stop it when things go wrong. We observed that this shift led to boredom, deskilling, stretched resources, and compromised organizational harmony – effects running counter to the intention of improved system performance and safety. Synthesizing the findings, we present (1) effects across three operational dimensions: (i) tasks, (ii) human-computer interaction, (iii) organization; and (2) a definition of collaborative (human-AI) seafaring. By identifying issues in the early implementation of highly automated ship navigation, we hope to guide designers of Maritime Autonomous Surface Ships (MASSs) away from potential pitfalls and towards development more in tune with real-world demands of collaborative work.
APA, Harvard, Vancouver, ISO, and other styles
2

Xue, Conghua, Lijun Tang, and David Walters. "Occupational Health and Safety Indicators and Under-Reporting: Case Studies in Chinese Shipping." Relations industrielles / Industrial Relations 74, no. 1 (2019): 141–61. http://dx.doi.org/10.7202/1059468ar.

Full text
Abstract:
An index-based approach to indicate the outcome of Occupational Health and Safety management has been commonly used in the implementation of the International Safety Management Code and the operation of Occupational Health and Safety management systems in the international shipping industry. Although the index-based approach is asserted to be a convenient way to measure and quantify the outcome of Occupational Health and Safety management, it is not justified in the wider literature and further empirical research is suggested by various authors. The aim of this study is to explore the role of an index-based approach in managing Occupational Health and Safety in the shipping industry. This article investigates the effectiveness of indicators in Occupational Health and Safety management in two Chinese chemical shipping companies. A qualitative approach is applied to examine the views of seafarers on safety reporting practice. The study reveals that, although the need for reporting is understood by most of the crew members, the reporting practice is significantly affected by different factors such as the crew’s concerns for their own interests, Chinese cultural factors and management’s dominant power over the crew’s performance evaluation. The findings suggest that there is a significant gap between what is required by the rules and what really occurs in terms of safety reporting practice. The study highlights the emerging problems of using Occupational Health and Safety indicators as benchmark for measuring the outcome of Occupational Health and Safety management in Chinese shipping. The conclusion is drawn in a Chinese context, and although the findings may not be similar to other industries or the shipping industry in other countries, they provide valuable indications for re-thinking and re-shaping maritime regulatory strategies.
APA, Harvard, Vancouver, ISO, and other styles
3

Konon, N. "PROSPECTS FOR MODERN MARITIME EDUCATION AND TRAINING PRACTICES IN TERMS OF DISTANCE LEARNING." Shipping & Navigation 33, no. 1 (2022): 54–66. http://dx.doi.org/10.31653/2306-5761.33.2022.54-66.

Full text
Abstract:
This paper considers the problem of maritime education and training of navigators in the context of modern distance learning conditions. The constant expansion of the world fleet in order to maintain productivity at a high level entails increased requirements for the qualifications and training of seafarers. In particular, for a correct assessment of the situation, the necessary condition is a combination of deep knowledge of the equipment operation and its practical significance, with proper bridge team management. According to statistics from open sources, the predominant cause of accidents sets on operators' actions or decisions. Thus, the technical skills and behavioural aspects of the navigation team have to be reviewed from an educational perspective. Concurrently, training efficiency can be increased by taking into account the limiting factors of the present day, which decrease the performance of classic methods of education. Curriculum priorities should be based on maritime accident data, and training methods should use modern technical means, expanding the boundaries of existing practices. On the other hand, in order to ensure complex preparation for navigational operations, it is useful to carry out training sessions with all parties involved. In addition, attention should be paid not only to the qualifications of merchant ships crews but also to the appropriate training of pilots and tug captains, since ignorance of the causes of loss of tug controllability and stability by any party may lead to an accident. Existing papers on classical and innovative tools and equipment used in MET (Maritime Education and Training) were analyzed, including the use of VR in the maritime education sector. A complex study of the problem includes a preliminary analysis of accidents, a review of modern methods used in MET, their limitations, and observations of educational practice at the National University “Odessa Maritime Academy”, including a questionnaire. The paper proposes possible prospects for the development and quality improvement of maritime education for navigators from the perspective of modern reality. Keywords: maritime education and training, maritime resource management, virtual reality, simulators, multi-vessel, distance learning, autonomous ships, human factor.
APA, Harvard, Vancouver, ISO, and other styles
4

Samosir, Christopher, Anita Maharani, and Muchlis Burhanuddin. "Measuring Factor Affecting Indonesia’s Seafarers Retention." Journal of Business and Management Review 2, no. 7 (2021): 470–82. http://dx.doi.org/10.47153/jbmr27.1842021.

Full text
Abstract:
The purpose of this study was to determine the extent to which human resource management contributes to employee retention. This study refers to concepts related to human resource management and several studies that show the factors influenced by employee retention. This research approach is quantitative, with the research subjects are employees who work in the sea crossing business. Based on the research results on marine employees of the company, the managerial implications intended for companies engaged in sea crossing services are that there is an influence of placement, compensation, and corporate culture variables on employee retention, which has a positive and significant effect. From the research results, corporate culture is not a moderator of placement and compensation variables on retention, so companies need to re-assure other variables that strongly influence the weak relationship between variables that can increase employee retention.
APA, Harvard, Vancouver, ISO, and other styles
5

Mišković, Darijo, Renato Ivče, Mirano Hess, and Ivica Đurđević-Tomaš. "The influence of organisational safety resource-related activities and other exploratory variables on seafarers’ safety behaviours." Journal of Navigation 75, no. 2 (2022): 319–32. http://dx.doi.org/10.1017/s0373463322000054.

Full text
Abstract:
AbstractInadequate human actions are still the main cause of all reported accidents and incidents on board ships. The aim of this study is to explore the influence of safety resource activities and other exploratory variables on seafarers’ safety behaviour. For this study, a series of open-ended interviews were conducted to gain insight into how shipping organisations struggle with this issue. Following the interviews, a questionnaire was prepared and distributed to professional seafarers. Two exploratory factor analyses were conducted to identify the underlying factor structure and five factors emerged. Furthermore, three hierarchical multiple regression analyses were conducted to examine the influence of the factors obtained, namely, Company safety orientation and Additional safety incentives on seafarers’ perceived Safety awareness, Job satisfaction, Risk acceptance and other exploratory variables. The study shows that the perceived resource-related activities of the organisation and the demographic characteristics of the respondents can influence the safety behaviour of seafarers.
APA, Harvard, Vancouver, ISO, and other styles
6

Zhao, Zhiwei, David Walters, and Desai Shan. "Impediments to free movement of Chinese seafarers in the maritime labour market." Economic and Labour Relations Review 31, no. 3 (2020): 425–43. http://dx.doi.org/10.1177/1035304620937881.

Full text
Abstract:
With economic reform, in China, labour turnover of seafarers became more possible. However, little attention has been paid to its consequences. A limited literature indicates that Chinese seafarers may leave state-owned enterprises to become freelance seafarers, working in the global labour market for better wages and employment conditions. There have been predictions of a substantial increase in seafarer export, with China becoming the top labour supplier to the global maritime industry. However, such expectations have been largely unmet. Through 157 qualitative interviews with seafarers and managers in Chinese ship crewing agencies, we explore some reasons why this may be so. The findings suggest that Chinese seafarers are in fact limited in their willingness and ability to leave their companies. This is due to a complex mixture of organisational, regulatory, infrastructural and personal contexts that are their everyday experience of work in China. Analysis further suggests that the underdevelopment of a national regulatory infrastructure and welfare support mechanism for seafarers, along with poor implementation of the Maritime Labour Convention 2006, combine to limit the extent of the reform of the Chinese seafaring labour market. Together, these factors help to explain why China’s seafaring labour export has been far lower than anticipated. JEL Codes: D40, E24, F66, J61, J83
APA, Harvard, Vancouver, ISO, and other styles
7

Fan, Shiqi, Jinfen Zhang, Eduardo Blanco-Davis, Zaili Yang, Jin Wang, and Xinping Yan. "Effects of seafarers’ emotion on human performance using bridge simulation." Ocean Engineering 170 (December 2018): 111–19. http://dx.doi.org/10.1016/j.oceaneng.2018.10.021.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Inoue, Kinzo. "Maritime Community and its Human Resource Mobility." Journal of Navigation 64, no. 4 (2011): 633–43. http://dx.doi.org/10.1017/s037346331100018x.

Full text
Abstract:
In the maritime community, a runner-up will undertake this typical process to catch up with the front runner; first, as a nation's economy grows its domestic crew costs rise, creating a gap with those abroad, which in turn depresses the international competitiveness of shipping companies. Then, to maintain their economic strength, shipping companies have their ships fly a “flag of convenience” relying on increasing amounts of cheap foreign labour. As a result, the nation gradually loses domestic seafarers, which, in the worst case, leads to a depletion of national human resource needed for its maritime cluster to continue to exist. In that sense, the personnel shortage issue is a fate for top runners in the marine transport world, where international competitiveness is inevitable. The Japanese maritime sector is just facing this issue. In this paper, the current situation in the maritime sector and its dependence on foreign labour, the cause and process of the change and the problems of the outcomes are explained, and the possible solutions in terms of the social mechanism of personnel development and utilization are discussed.
APA, Harvard, Vancouver, ISO, and other styles
9

Rai, Alka. "An application of the instrumental-symbolic framework in Maritime industry." Management Research Review 43, no. 3 (2019): 270–92. http://dx.doi.org/10.1108/mrr-04-2019-0181.

Full text
Abstract:
Purpose To deal with the agenda of extensive research to establish employer branding as a valuable Human Resource (HR) practice, this study aims to examine perception of seafarer to explore the attributes related with employer branding in maritime industry. This study intends to explore the applicability of instrumental-symbolic framework of employer branding in maritime industry to understand the dimensions related with attractiveness of seafarers’ jobs. Design/methodology/approach Sample of the study is Indian seafarers include only officers from both deck and engine. Total 276 usable responses were considered at the end for data analysis. Findings Both, the instrumental and symbolic attributes explained significant variance in predicting attractiveness of seafarers’ occupation, thus supporting hypotheses 1 and 2. In particular, among instrumental dimensions, social/team activities, structure, advancement, travel opportunities and pay and benefits positively predicted seafarers’ attraction towards their job. As symbolic dimension, sincerity, competence and prestige was positively related, and ruggedness was negatively related to attractiveness of the present job among seafarers. Practical implications Overall, the present findings ascertain the utility of the framework as a conceptualization of employer brands and support the applicability of instrumental-symbolic framework for understanding the dimensions of occupational attractiveness in different context and culture, i.e. Indian Seafarers. Originality/value Although the popularity of employer branding is growing amongst human resources practitioners, but still, there is dearth of academic (mainly empirical research) literature on the subject, `appeals to management researchers (Cable and Turban, 2001; Backhaus and Tikoo, 2004, Edwards, 2009; alniacik and alniacik, 2012; Kucherov and Zavyalova, 2012). With this in consideration and to deal with the agenda of extensive research to establish employer branding as a valuable HR practice, the present study examines perception of seafarer to explore the attributes related with employer branding in maritime industry.
APA, Harvard, Vancouver, ISO, and other styles
10

Ma, Yue, Qing Liu, and Liu Yang. "Exploring Seafarers’ Workload Recognition Model with EEG, ECG and Task Scenarios’ Complexity: A Bridge Simulation Study." Journal of Marine Science and Engineering 10, no. 10 (2022): 1438. http://dx.doi.org/10.3390/jmse10101438.

Full text
Abstract:
Seafarers are prone to reduce behavioral reliability under high workloads, resulting in human errors and accidents. To explore the changes in seafarers’ workload and physiological activities under complex task conditions, a bridge simulator experiment was conducted to collect the EEG and ECG data of 23 seafarers. The power in different EEG sub-bands was extracted from a one-channel EEG acquisition headset employed by Welch’s method and ratio processing. The features such as root mean square of RR interval difference (RMSSD) were extracted from ECG. Then, an improved seafarer workload recognition method based on EEG combined with ECG and complex task scenarios was proposed, and the performance of the machine learning algorithm was evaluated by cross-validation. Compared with the recognition model that only uses the task scenarios as the workload calibration, the EEG recognition model based on the workload level calibrated by the ECG and the task scenarios is more effective, with an accuracy rate of 92.5%, an increase of 25.9%. The results show that the improved workload recognition model can effectively identify seafarers’ workload, and the model trained with the bagging algorithm has the best performance. Furthermore, time domain features of EEG and ECG fluctuate regularly with the task scenarios' complexity. The research results can develop online intelligent monitoring, and human–computer interaction active early warning technology and equipment.
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Seafarers performance human resource"

1

Benfatto, Maria Chiara. "Human Resource Information Systems and the performance of the Human Resource Function." Doctoral thesis, Luiss Guido Carli, 2010. http://hdl.handle.net/11385/200739.

Full text
Abstract:
Historical overview – From transactional HR to Strategic HR. Benefits and Drawbacks. Empirical studies in HRIS. Elements of current technology in HRM. Trends in the HR technology. Impact of the HR integrated model. HR specialist systems in the back-office. Self-Service and Shared Service Systems. The integrated management of HRIS. Research Model. Rational and Design.
APA, Harvard, Vancouver, ISO, and other styles
2

Bridges, Sarah Joanne. "Organisational performance and human resource management." Thesis, University of Newcastle Upon Tyne, 2002. http://hdl.handle.net/10443/443.

Full text
Abstract:
Over the last 20 years there has been a growth in the relative importance of personnel economics as an area of economics. However, due to a lack of suitable data most of the work in this area has been largely theoretical. It is only in the past decade that there has been a growth in the availability of firm-based data sets, making it possible for researchers to begin to test some of these ideas empirically. This thesis analyses data from a rich source of monthly personnel and payroll records from a large banking sector firm. The data is confined to the organisation's U. K operations and is available over the period January 1989 to March 1997 (giving 99 monthly observations). Although personnel data of this this sort is available for the US (see, for example, Baker, Gibbs and Holmstrom (1994) and Lazear (1999)), this is one of the first data sets of its kind to be available for the U. K. This thesis focues on three areas of personnel economics. It analyses the issues of promotion, absenteeism, and labour turnover, paying particular attention in all three cases to gender differences.
APA, Harvard, Vancouver, ISO, and other styles
3

Hudyma. "WAYS TO INCREASE HUMAN RESOURCE PERFORMANCE." Thesis, Київ 2018, 2018. http://er.nau.edu.ua/handle/NAU/33714.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Zhao, Zhiwei. "Human resource strategies of Chinese state crewing agencies with special reference to labour export and the experience of Chinese seafarers." Thesis, Cardiff University, 2011. http://orca.cf.ac.uk/54425/.

Full text
Abstract:
The Chinese shipping industry is one of the fastest developing sectors in the Chinese economy. However, few studies have explored the changes within it, especially concerning its human resource element - seafarers - and the newly formed crewing agencies through which they are employed. This research seeks to explore the contemporary experience of Chinese seafarers and especially how this is impacted by the management strategies of Chinese crewing agencies. In doing so, it contributes to debates about changes in Chinese society - that is, whether the economic reform has led to a new market economy in China. The idea of the emergence of a modernized, free Chinese seafarer labour market is critically examined through research into the employment and labour supply strategies of two ship crewing agencies, which have been reformed to different degrees, and the experience of the seafarers who work for them. The research utilises qualitative methods, with twenty-two managers and fifty seafarers being interviewed extensively, supplemented by documentary research. It seeks to explain why China's seafaring labour export is far lower than people have expected. It is seen that it is difficult to characterise China's seafarer labour market as a free market. The state has limited the liberalization of the market by granting foreign manning qualification to less than sixty state-owned crewing agencies. It is seen that institutions at higher levels still intervene in the operation of the agencies, with their management consequently showing a lack of market orientation to different extents, which constrains the development of China's labour export. It is also difficult to characterise the movement of Chinese seafarers in the labour market as free movement. The argument that Chinese economic reform leads to the transformation of Chinese seafarers into freelancers, which implies a substantial increase of seafarer export due to the attractiveness of working in foreign shipping companies, is too simplistic. In addition, the wages of Chinese seafarers working in the global labour market are lower than the international benchmark rates and are not necessarily higher than the payments by domestic shipping companies. This weakens the willingness of Chinese seafarers to work in foreign shipping companies.
APA, Harvard, Vancouver, ISO, and other styles
5

Barry, Shane Charles Francis. "Exploring the Human Resource Management Employee Performance Relationship." Thesis, Griffith University, 2009. http://hdl.handle.net/10072/366866.

Full text
Abstract:
Understanding the relationship between Human Resource Management (HRM) and the performance of organisations has been an ongoing area of interest within management fields. Important in this domain has been ‘the black box’, the unknown construct of connections between HRM and performance, an area which has remained unable to be fully ‘illuminated’ by researchers. The significance of this being, that in increasingly competitive local, national and global markets, it is critically important for organisations to efficiently and effectively manage all forms of resources ’ involved in their operations. Here, human resources play an intrinsically pivotal role. To explore ‘the black box’, and with a refinement to the HRM/performance relationship, this research was driven by an overarching research question which was: What relationship/s did HRM have with employee performance? Focusing on employee performance allowed for the broad performance construct to be more discernable, providing an opportunity to better consider its potential relationships with HRM. To further guide this exploration, research objectives were developed to address unresolved needs in this field to: better conceptualise HRM and employee performance, develop a theoretical model which would assist in explaining the HRM/performance relationship, posit an explanation of the resolution to ‘the black box’, posit an effective methodology with which to research allied phenomena...<br>Thesis (PhD Doctorate)<br>Doctor of Philosophy (PhD)<br>Griffith Business School<br>Department of Management<br>Full Text
APA, Harvard, Vancouver, ISO, and other styles
6

Al-Amri, Haiyaf Salih. "Human resource management practices & performance indicators in hospitals." Thesis, University of Birmingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251835.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Riaz, Safa. "An investigation of how human resource management philosophy and human resource management strength influence high-performance work systems outcomes." Thesis, Griffith University, 2019. http://hdl.handle.net/10072/389685.

Full text
Abstract:
High-performance work systems (HPWSs) have been a topic of debate due to the complicated links transforming human resource management (HRM) practices into valuable outcomes for both organizations and their employees. However, the complexity of these links between HPWS practices and outcomes has resulted in many incremental theoretical steps, one of which is to shed further light on the “black-box” of HRM – outcomes links. The black-box refers to the inadequate knowledge of issues; for example, how and when certain bundles of HPWS practices result in particular outcomes and why HPWSs do not always produce positive results. Hence, engaging with the “rhetoric” versus “reality” debate in HPWS literature, the current research comprises two studies, utilizing both qualitative and quantitative studies in an attempt to explore the HPWS black-box and contribute to the understanding of HPWS theory and literature. Equally as important and not adequately understood is the concept of HRM philosophy as an important component to understand what drives the HPWS infrastructure in an organization. HRM philosophy has been considered the driving force behind the implementation of HRM policies, signaling management’s intentions to employees. A well-defined HRM philosophy guides policymakers to craft successful HR goals; however, there have been few explicit studies of HRM philosophy in the HPWS context. This research begins with a qualitative study within three Pakistani telecommunication organizations to understand the way different HRM philosophies may drive different forms of HPWS, and consequently, different outcomes. Furthermore, this research draws on the theoretical notion of HRM system strength to further illuminate questions relating to the black-box. HRM strength is referred to as the consistent, distinct, and consensual implementation of HRM practices. Employees’ understanding of HRM processes and HPWS initiatives undertaken by managers is critical to the successful implementation of HPWS. Employees are the ultimate recipients of HPWS practices, and their perceptions of these practices have received substantial scholarly attention. Thus, this research incorporates employee awareness of and satisfaction with these HPWS policies as important variables of the HPWS black-box phenomenon. Employee attribution of HPWS policies is another important component of the HPWS model of this research, motivated by the fact that employee ratings of HPWS policies add to the success or failure of a HPWS. It is important to recognize that previous literature has demonstrated that HPWSs can have positive outcomes for organizations while having a negative effect on employees. Hence, this research was designed to ensure that the outcomes for multiple stakeholders were considered. The outcome variables of this research therefore include employee emotional exhaustion as an indicator of employee wellbeing at work, organizational citizenship behaviors (OCB) as a measure for organizational benefit; and employee customer service measured as a proxy for customer service outcomes. Furthermore, the current research investigates HPWS implementation among three telecommunication organizations from Pakistan. Contextual factors and unique organizational HRM approaches cannot be overlooked in management studies. Pakistan is a developing economy with an organizational history of directive management styles, and HRM researchers have observed that these organizations have begun to implement sophisticated HPWS policies. Pakistan is a context embedded with strong national culture and Islamic values. However, transitions have been observed in the management styles of Pakistani organizations. Thus, Pakistani organizations, being exposed to simultaneous forces of convergence and divergence, propose Pakistan as an under-researched and possible avenue to explore HPWS. This research was driven by two overarching research questions: How does HRM philosophy influence the adoption and implementation of HPWSs in telecommunication organizations in Pakistan? and How do the HPWS practices influence employee outcomes through the black-box in telecommunication organizations in Pakistan? To further guide this research, these research questions were divided between two studies. The first research question was explored as a part of qualitative Study 1, where HRM philosophy was examined through interviews with participating organizations; while the second research question was explored as a part of quantitative Study 2, where elements of the HPWS black-box were hypothesized and statistically analyzed. Overall, an inductive-deductive exploratory research technique was applied with 55 interviews and 537 questionnaires from senior managers, HR managers, and employees. The key findings of the thesis revolve around the role of HRM philosophy, HRM system strength, and employees’ understanding of HPWS practices in the HPWS process. Findings indicate that HRM philosophy ensures vision and clarity for HPWS purpose not only for managers, but also allow them to share a salient HPWS purpose throughout the organizational levels. Additionally, following the HRM process approach, HPWS implementation with strong philosophical foundations are likely to enhance the employees’ awareness and satisfaction with HPWS and these improved employees’ perceptions generate positive employees’ reactions such as reduced emotional exhaustion, OCB, and customer service. The findings also support the conditional effects of HRM strength and employees’ attributions of HPWS practices. The findings suggest that HPWS can result into promising outcomes if they are supported by an HRM philosophy and their purpose is equally communicated with the employees. Not the presence of HPWS practices, but their right implementation and acknowledgment by the employees can make a difference to generate desired outcomes. This research contributes to the theories presented by P. Wright and Nishii (2007) and Kepes and Delery (2007) on shared HRM perceptions and employees HRM experiences, because in this research, employee awareness and satisfaction with the HPWS policies were found to actively enhance the effect of HPWS on employee wellbeing, OCB, and customer service. Moreover, the results also support Bowen and Ostroff’s (2004) theoretical proposition that consistency, distinctiveness, and consensus in HRM practices is critical to creating strong HRM structures. The study’s implications are for both managers and theory. As the findings observed a positive role of HRM philosophy in managers’ decisions to choose and implement a more purposeful and salient HPWS, it is important for managers to invest in the formulating a well-guided HRM philosophy and purpose to orient their HPWS decision at the workplace. Moreover, employee-centred HRM philosophies and HPWS processes considering employees as organizational assets can generate desired outcomes at greater lengths. Employees’ acknowledgement of managers’ efforts of HPWS practices increase chances for managers to build string employment relationships with employees. In theory, insights are for researchers and reviewers to conduct more research by linking HRM philosophy with the use of HPWS practices because philosophies represented the knowledge, assumptions, and expectations about the HR systems; thus, providing a better understanding of HPWS implementation. Additionally, it is also important to study the employees’ acknowledgement of actual HPWS practices as a part of ‘HRM process theory’ to investigate the impact of HPWS practices on the outcomes.<br>Thesis (PhD Doctorate)<br>Doctor of Philosophy (PhD)<br>Dept Bus Strategy & Innovation<br>Griffith Business School<br>Full Text
APA, Harvard, Vancouver, ISO, and other styles
8

Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

McGuire, Andrew. "Performance management within Scotland's economic development agencies." Thesis, University of Strathclyde, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248744.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Celaya, Tracy A. "Cloud-Based Computing and human resource management performance| A Delphi study." Thesis, University of Phoenix, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10004286.

Full text
Abstract:
<p> The purpose of this qualitative study with a modified Delphi research design was to understand the reasons human resource (HR) leaders are slow to implement Cloud-based technologies and potentially identify how Cloud-Based Computing influences human resource management (HRM) and HR effectiveness, and potentially the overall performance of the organization. Business executives and HR leaders acknowledge the effect of technology on business processes and strategies, and the leader's influence on technology implementation and adoption. Cloud-Based Computing is fast becoming the standard for conducting HR processes and HR leaders must be prepared to implement the change effectively. Study findings revealed characteristics demonstrated by HR leaders successfully implementing cloud technology, best practices for successful implementation, factors championing and challenging Cloud-Based Computing adoption, and effects on HRM and organizational performance as a result of using Cloud-Based Computing. The outcomes of this study may provide the foundation of a model for implementing Cloud-Based Computing, a leadership model including characteristics of technology early adopters in HR, and identify factors impeding adoption and may assist HR leaders in creating effective change management strategies for adopting and implementing Cloud-Based Computing. Findings and recommendation from this study will enable HR professionals and leaders to make informed decisions on the adoption of Cloud-Based Computing and improve the effectiveness, efficiency, and strategic capability of HR.</p>
APA, Harvard, Vancouver, ISO, and other styles
More sources

Books on the topic "Seafarers performance human resource"

1

Shipton, Helen, Pawan Budhwar, Paul Sparrow, and Alan Brown, eds. Human Resource Management, Innovation and Performance. Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137465191.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Keith, Bradley, ed. Human resource management: People and performance. Dartmouth, 1992.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
3

Rothwell, William J. Performance consulting: Applying performance improvement in human resource development. Jossey-Bass, 2013.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
4

Anthony, Hesketh, ed. Explaining the performance of human resource management. Cambridge University Press, 2010.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
5

author, Anita LLB, ed. Contemporary human resource management: Improving performance in the workplace. Atlantic Publishers & Distributors, 2010.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
6

King, Christopher. Cross-cutting performance management issues in human resource programs. National Commission for Employment Policy, 1988.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
7

King, Christopher T. Cross-cutting performance management issues in human resource programs. National Commission for Employment Policy, 1988.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
8

King, Christopher T. Cross-cutting performance management issues in human resource programs. National Commission for Employment Policy, 1988.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
9

King, Christopher. Cross-cutting performance management issues in human resource programs. National Commission for Employment Policy, 1988.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
10

Burke, Ronald J., and Cary L. Cooper. Human resource management in small business: Achieving peak performance. Edward Elgar, 2011.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Book chapters on the topic "Seafarers performance human resource"

1

Bratton, John, and Jeffrey Gold. "Performance Appraisal." In Human Resource Management. Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23340-3_7.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

McMahon, Gerry. "Performance Management." In Human Resource Management. Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-00938-8_7.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Gold, Jeffrey. "Performance appraisa." In Human Resource Management. Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-27325-6_8.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

McDonnell, Anthony, Patrick Gunnigle, and Kevin R. Murphy. "Performance management." In Human Resource Management. Routledge, 2018. http://dx.doi.org/10.4324/9781315299556-13.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Kilroy, Steven. "Performance Management." In Human Resource Management. Macmillan Education UK, 2019. http://dx.doi.org/10.1057/978-1-352-00403-8_7.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Maley, Jane. "Performance Management." In Human Resource Management. Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-52163-7_9.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

McDonnell, Anthony, Patrick Gunnigle, and Kevin R. Murphy. "Performance Management." In Human Resource Management, 3rd ed. Routledge, 2025. https://doi.org/10.4324/9781032625560-14.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Bratton, John, and Jeff Gold. "HRM and Performance." In Human Resource Management. Macmillan Education UK, 2012. http://dx.doi.org/10.1007/978-1-137-00095-8_3.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Greene, Robert J. "Human Resource Management Strategy." In Rewarding Performance. Routledge, 2018. http://dx.doi.org/10.4324/9780429429019-2.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Nieto, Michael L. "Performance and Rewards Management." In Human Resource Management. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-28228-6_5.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Seafarers performance human resource"

1

Xi, Liew Hern, Kok Yu Ai, Narishah Mohamed Salleh, Mikkay Wong, and Fathey Mohammed. "BERT-Based Transfer Learning Model to Enhance Human Resource Performance Appraisal System." In 2024 7th International Conference on Internet Applications, Protocols, and Services (NETAPPS). IEEE, 2024. https://doi.org/10.1109/netapps63333.2024.10823610.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Miglani, Navjot Singh, and Nilesh Arora. "Integrating AI into Sustainable Human Resource Management: Driving Organizational Resilience and Performance." In 2025 3rd International Conference on Advancement in Computation & Computer Technologies (InCACCT). IEEE, 2025. https://doi.org/10.1109/incacct65424.2025.11011444.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Yang, Rui-wen, Ya-lun Wang, Xin-le Zhang, et al. "Study and Application of Advanced Algorithm of Full-Circle Performance Appraisal of Human Resource." In 2024 Cross Strait Radio Science and Wireless Technology Conference (CSRSWTC). IEEE, 2024. https://doi.org/10.1109/csrswtc64338.2024.10811497.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Wen, Shuo, Siqi Mu, Yali Chen, and Miao Hu. "Adaptive Data Uploading Decision and Resource Optimization for Edge-Assisted Human Digital Twin Updates." In 2025 IEEE 11th International Conference on High Performance and Smart Computing (HPSC). IEEE, 2025. https://doi.org/10.1109/hpsc66065.2025.00021.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Kircher, A., and M. Lutzhoft. "Performance of Seafarers During Extended Simulation Runs." In Human Factors in Ship Design and Operation. RINA, 2011. http://dx.doi.org/10.3940/rina.hf.2011.07.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Reza Emad, Gholam, Saratkumar Narayanan, and Aditi Kataria. "On the road to Autonomous Maritime Transport: A conceptual framework to meet training needs for future ship operations." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002500.

Full text
Abstract:
Accelerating towards an autonomous future, the maritime transport industry is going through a phase of rapid digitalization and automation. Novel technologies and complex tools, that substitute human functions, are increasingly introduced on board modern ships. However, experiences from other industries show that introducing complex technologies in the workplace without due consideration of the human factors can often lead to disastrous consequences. Traditionally, seafarers developed their competencies through authentic participation in shipboard activities, under the guidance of experienced seniors. However, with digitalization, various tasks are getting internalized, leaving no clues about the inner workings to an onlooker, and this in turn, is adversely affecting their learning opportunities. Studies also show that in a technology-rich workplace, the limited number of human operators overseeing multiple, complex tasks, can cause job intensification, operator’s cognitive overload, error in judgment, and costly accidents. The recent investigation reports of many maritime accidents point to the improper use of technology as among the major causal factors. This underscores the need for re-addressing cognitive human factor and competency development of seafarers, relevant to the use of modern technology and human-machine interactions. In this book chapter, we propose the use of theoretical framework of Quasi-Community (QC) to better understand the context and prepare the seafarers to interact, learn, adapt, and develop new competencies for their technology-rich workplace. With its fluid, dynamic, decentralized hierarchy, and shared expertise as a common resource, we argue that the concept of QC will make an ideal framework that can facilitate the creation of a supportive learning environment for transitioning and future seafarers.
APA, Harvard, Vancouver, ISO, and other styles
7

Bin Guo, Fang, Bingyu Wu, Matthew Wah, et al. "Towards An Ergonomic Interface In Ship Bridges: Identification of The Design Criteria." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001609.

Full text
Abstract:
Despite the current effort on ship design associated with hull structure, navigational and propulsion, equipment design inadequacy still causes approximately one-third of all maritime accidents [1]. Human-centred design (HCD) can minimise human errors through maritime service design [2]. The core of HCD is to enhance the usability of products/systems and maximise user’s satisfaction. The Human-centred maritime design (HCMD) applies the HCD method in ship bridge design, and enhances OOW performance in vessel operation. Service design is categorised as a sub-category of industrial design [3], a specification and construction process to deliver valuable capacities for actions of a particular user [4]. Contemporary industrial designers increasingly produce concepts/solutions for services rather than physical products [5], which is expected to work across disciplines and understand users, technologies, and business [3]. Taking account of the five vital parts of service design: actors (seafarers), locations (ship bridge), props (interfaces), associates (vessel manufacturers), and processes (operation workflows) [6] in the maritime service industry, a new HCMD will help designers to identify problems, iterate design concepts, and address all dimensions of user’s issues. VR and 3D Game Engine technologies provide an alternative approach for designers to present their design concepts. They enable prototyping and testing (data collection) works to be undertaken easily and with low cost; this was especially significant when the practice of NPD (new product development) took place during the Covid-19 pandemic. Human factors/ergonomics (HF/E) has been adopted in current ship design [2]. The application of physical ergonomics has benefitted the modernisation of ship design to improve seafarers’ workplace conditions. Cognitive ergonomics particularly helps in the user interface design (UI) to reduce seafarers’ cognitive workload. Organisational ergonomics, however, will affect the workflow structure of vessel operations to relieve the pressure on seafarers during the decision-making process [2]. A recently funded project has been undertaken by a multidisciplinary team, seeking a design solution to improve seafarers’ performance reliability at sea. The principles/criteria of maritime service design were developed based on the study of a) human/operator needs; b) the state-of-the-art technologies to improve the seafarer’s work environment; and c) the user experience (UX) in vessel operation. A combination of engineering and design research methods were employed: a systematic review to clarify/address the above research questions; and the field study to investigate current/future requirements of ship bridge design; to map the behavioural human-machine interaction (HMI) and further to develop the design criteria/drivers for the ideation of an ergonomic interface. The NASA-TLX (task load index) assessment method will be used in the validation phase (future work) to assess if the design solution reduced participants’ cognitive workload and enhanced their vessel operation performance. This paper explores the project conducted so far and offers initial findings.
APA, Harvard, Vancouver, ISO, and other styles
8

Inoue, Moritaro, and Naoshi Uchihira. "Maritime Engine Room Resource Management Extended to Remote Members Onshore: Conceptual Model using Internet of Everything (IoE)." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002549.

Full text
Abstract:
Operation and management of ships is a typical service system including human factors. In recent years, the maritime industry has become increasingly concerned about human factors against maritime accidents, which have still remained high rate. The International Convention on Standards of Training, Certification and Watchkeeping for Seafarers, 1978/2010 (STCW convention) made that maritime resource management (MRM) is a requirement for seafarers' qualifications, including BRM (Bridge Resource Management) for the navigation department and ERM (Engine Room Resource Management) for the engine department. This paper focuses on ERM, which is a method to operate a ship safely by appropriately managing and effectively utilizing resources in the ship engine area. The STCW code lists the following requirements for ERM: (1) allocation, assignment and prioritization of resources (2) effective communication (3) assertiveness and leadership (4) obtaining and maintaining situational awareness (5) consideration of team experience.MRM has been developed based on Crew Resource Management (CRM), which has been developed in the aviation industry and has been one of the important issues in human factors research, by fitting the characteristics and target tasks of ships. At present, MRM capability is being developed through training-based methods. However, MRM does not depend solely on the abilities and skills of individuals, but can be demonstrated by organizations. In addition, as the equipment on ships becomes more complicated in response to environmental regulations and efficient operation, it is becoming more difficult for the personnel in the engine department to manage and control all the resources alone. In the future, it will be necessary to provide remote support from the members onshore, to make data visible efficiently by utilizing the Internet of Things (IoT), and to develop mechanisms and systems to support ERM in the actual field.In this paper, we propose a conceptual model of support system for ERM using human awareness and IoT sensors, and an ERM concept that extends to remote members onshore including engineering supervisors and maintenance personnel in shipbuilding companies. The proposed model uses not only an IoT system to collect sensor data from the main engine, generator, and other equipment on board the ship, but also the smart voice messaging system that allows the crew to share and store their operations and observations (human awareness). This model is classified as Internet of Everything (IoE) since it consists of IoT and human awareness. The smart voice messaging system had been developed for collaboration management in various services including maintenance by authors (Uchihira et al., Collaboration management by smart voice messaging for physical and adaptive intelligent services, PICMET 2013). The proposed ERM support system based on IoE is still conceptual model. We evaluated effectiveness of the proposed system by interviewing several ship managers. As a result, it was found that the system has the potential to support the resource management of equipment and personnel, which is the objective of MRM. Unique points of the proposed model include (1) ERM model extended to remote members onshore and (2) ERM support system utilizing both IoT sensor data and human awareness together.
APA, Harvard, Vancouver, ISO, and other styles
9

de Oliveira Goes, Anderson Silva, and Roberto Celio Limao. "Fuzzy System for Human Resource Performance Evaluation." In 2017 International Conference on Computational Science and Computational Intelligence (CSCI). IEEE, 2017. http://dx.doi.org/10.1109/csci.2017.53.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Jensen, Kent Wickstrøm, and Torben Andersen. "Social Network Effects on Supervisor-Employee Performance Assessment." In 2nd Human Resource Management & Professional Development. Global Science Technology Forum, 2012. http://dx.doi.org/10.5176/2251-2449_hrmpd12.51.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Reports on the topic "Seafarers performance human resource"

1

Tatum, B. C., Gerald J. Laabs, and Delbert M. Nebeker. A Performance-Based Approach to Human Resource Readiness. Defense Technical Information Center, 1998. http://dx.doi.org/10.21236/ada347255.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Ichniowski, Casey. Human Resource Management Systems and the Performance of U.S. Manufacturing Businesses. National Bureau of Economic Research, 1990. http://dx.doi.org/10.3386/w3449.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Kruse, Douglas, Richard Freeman, Joseph Blasi, et al. Motivating Employee-Owners in ESOP Firms: Human Resource Policies and Company Performance. National Bureau of Economic Research, 2003. http://dx.doi.org/10.3386/w10177.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Bartel, Ann. Human Resource Management and Performance in the Service Sector: The Case of Bank Branches. National Bureau of Economic Research, 2000. http://dx.doi.org/10.3386/w7467.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Lafuente, Mariano. Public Employment and Pay Policy in Belize. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0009134.

Full text
Abstract:
Due in part to Belize's characteristic as a small state, its public administration is among the most expensive in Central America relative to the size of its economy. This represents a potential risk in a challenging fiscal context. The wage bill's fiscal risk has been flagged as a concern over the years, and it has remained an important issue, which is aggravated by the fact that the relatively high level of spending still does not effectively promote, attract, and retain adequate human capital for the delivery of public services. This Technical Note reviews the current public employment and pay policy in Belize, and proposes short and medium-term measures to achieve important human resource management objectives in the public sector, including to develop a fiscally sustainable wage bill, attract and retain required human capital, and enhance performance orientation in the public sector.
APA, Harvard, Vancouver, ISO, and other styles
6

Reeb, Tyler, and Susan Gallagher. Developing an ROI Assessment Model for Employee Development Programs Implemented by California Transit Agencies. Mineta Transportation Institute, 2024. https://doi.org/10.31979/mti.2024.2316.

Full text
Abstract:
The objective of this research is to determine the extent to which transit agencies in California are implementing Return on Investment (ROI) assessments or otherwise evaluating the value and effectiveness of the employee development programs they administer, what cost and performance data they collect and track, and what resources or support are needed to support ROI assessment efforts. Transit agencies will necessarily incur expenses in efforts to improve the recruitment, retention, and morale of employees, but will struggle to solicit adequate funding unless they are able to demonstrate the value of such efforts to a broader audience. Thus, developing and implementing ROI assessments is critical. The literature review, survey, and follow-up interviews conducted by the research team found that program outcome measures and programmatic expense data required for ROI is similar across employee development programs but is not currently being uniformly collected across agencies. The research findings demonstrate the need for technical assistance if transit agencies are to successfully design and implement return on investment models for employee development programs they administer. Interview participants emphasized that transit labor shortages also extend into administrative and human resource divisions. A commonly voiced concern regarding ROI implementation focused on the additional staff capacity and know-how that would be required to systematically collect and analyze the wide range of operational performance metrics, human resource metrics, and expenditure data required to calculate ROI. This challenge is exacerbated by the outdated data systems found at many public transportation agencies. Agency representatives also expressed concern that to obtain meaningful ROI, a widely agreed upon and objective process to translate qualitative metrics like “employee satisfaction” into monetized benefit values is required.
APA, Harvard, Vancouver, ISO, and other styles
7

Herrin, Alejandro N., and Marilou P. Costello. Sources of future population growth in the Philippines and implications for public policy. Population Council, 1996. http://dx.doi.org/10.31899/pgy1996.1004.

Full text
Abstract:
Rapid population growth, poor and uneven economic performance, and slow progress in health and education are interrelated phenomena. However, while there is strong support for public policies aimed at economic recovery and human resource development in the Philippines, there is still a lack of consensus on the need for public policy to moderate population growth and on the role of a government-sponsored family planning program in overall population and development activities. This paper examines alternative population projections and analyzes the contribution to future population growth of unwanted fertility, high desired family size, and population momentum. The aims are to highlight the multiple policy responses that are needed to moderate rapid population growth and to clarify a number of factors that have prevented the development of a consensus on Philippine population policy.
APA, Harvard, Vancouver, ISO, and other styles
8

De Brun, Julio. Growth in Uruguay: Factor Accumulation or Productivity Gains? Inter-American Development Bank, 2004. http://dx.doi.org/10.18235/0008730.

Full text
Abstract:
This paper is part of the project "Explaining Economic Growth Performance" launched by the Global Development Network (GDN). The purpose of this project is to explain economic growth performances across seven regions. During the last five decades the Uruguayan economy faced volatile macroeconomic conditions. Economic policies swung from highly controlled capital flows, exchange rates, and interest rates to the introduction of significant financial liberalization. This study will show that the upturn in economic growth since liberalization is due to improved resource allocation that, in turn, promoted an increase in human capital accumulation. No significant changes are observed in the pattern of physical capital accumulation or the evolution of Total Factor Productivity (TFP). The analysis begins with an overview of recent economic policy in Uruguay, summarizing the characteristics of each period. A growth accounting exercise is then conducted to begin weighing which factors are crucial to understanding the country's pattern of growth. This exercise will show, as previously stated, that TFP played a minimal role. This evidence is complemented by analysis of a time series of key variables, which permits us to address the empirical regularities that must be explained to understand economic growth in Uruguay.
APA, Harvard, Vancouver, ISO, and other styles
9

Gillen, Emily, Olivia Berzin, Adam Vincent, and Doug Johnston. Certified Electronic Health Record Technology Under the Quality Payment Program. RTI Press, 2018. http://dx.doi.org/10.3768/rtipress.2018.pb.0014.1801.

Full text
Abstract:
The 2016 Quality Payment Program (QPP) is a Medicare reimbursement reform designed to incentivize value-based care over volume-based care. A core tenet of the QPP is integrated utilization of certified electronic health record technology (CEHRT). Adopting and implementing CEHRT is a resource-intensive process, requiring both financial capital and human capital (in the form of knowledge and time). Adoption can be especially challenging for small or rural practices that may not have access to such capital. In this issue brief, we discuss the role of CEHRT in the QPP and offer policy recommendations to help small and rural practices improve their health information technology (IT) capabilities with regards to participation in value-based care. The QPP requires practices to have health IT capabilities, both as a requirement for a complete performance score and to facilitate reporting. Practices that are unable to implement CEHRT will have difficulty complying with the new reimbursement system, and will likely incur financial losses. We recommend monetary support and staff training to small and rural practices for the adoption of CEHRT, and we recommend assistance to help practices comply with the requirements of the QPP and coordinate with other small and rural practices for reporting purposes.
APA, Harvard, Vancouver, ISO, and other styles
10

Silvestre, Maria Asuncion, Christian Edward Nuevo, Alfredo Jose Ballesteros, Joy Bagas, and Valerie Gilbert Ulep. Identifying and Addressing the Determinants of Stunting in the First 1000 Days: Review of Nutrition Governance Strategies and Implementation of the Philippine Plan of Action for Nutrition (PPAN) 2017–2022. Philippine Institute for Development Studies, 2023. http://dx.doi.org/10.62986/dp2023.05.

Full text
Abstract:
This study reviewed public expenditures on nutrition (Annual Investment Plans [AIPs] and Gender and Development [GAD)] budgets) and evaluated the implementation of the Philippine Plan of Action for Nutrition (PPAN 2017–2022) at regional to barangay levels to examine whether current strategies and investments are directed toward cost-effective interventions. The delivery and management of nutrition-sensitive programs and interventions were also assessed by looking at the three dimensions of awareness, adoption, and accountability. Qualitative data collection through key informant interviews (KIIs) was undertaken for Objective 3a (LGU nutrition governance) and Objective 3b (PPAN assessment) in an integrated manner. Eight KIIs were conducted at the regional, 9 at the provincial, and 26 at the city/municipality levels, and 104 interviews were conducted at the barangay level from January to March 2021. Higher levels of governance (regional to city/municipality levels are cognizant of the PPAN (2017–2022) as the national strategy to improve nutrition. Integral to the Philippine Development Plan, considered as a roadmap for operationalizing programs, projects, and activities. At these levels, the PPAN framework is integrated with local nutrition action and investment plans. However, there is a general lack of awareness of the PPAN at the barangay level, which is the locus of implementation. Budget allocation and implementation are inconsistent and highly fragmented across different governance levels. At lower LGU levels financing nutrition programs is perceived to be highly dependent on the priority of and buy-in from local chief executives, particularly mayors. This disparity in funding across LGUs is highly indicative of a lack of specific guidance for budget allocation. Given the limited budget, local nutrition committees must prioritize programs and target beneficiaries. A deficit in human resources, especially at the city/municipality and barangay levels, remains a major bottleneck in implementation. Regional NNC Offices serve as a conduit for accountability and reporting between the national level and LGUs. They are also responsible for advocating resource generation and mobilization and building linkages. The MELPPI is done to track program implementation. Provinces function as intermediaries between LGUs and stakeholders through advocacy, strategy development, and overall knowledge brokering. Cities and municipalities, on the other hand, are the primary drivers of implementation. They craft and develop local nutrition action plans and support barangays at the forefront of implementation. At their level, they perform a program implementation review (PIR) to assess the accomplishment of targets and programmatic performance based on nutrition outcomes evidenced by OPT results - the main data for reporting the prevalence of different forms of malnutrition and overall nutritional status. Results helped inform a proposed evidence-based framework for the comprehensive and sustainable implementation of the First 1000 Days Strategy and Nurturing Care Framework for Early Child Care and Development.
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Seafarers performance human resource' for particular source types:
Journal articles Dissertations / Theses Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography