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1
Linne, Karsten. "The “New Labour Policy” in Nazi Colonial Planning for Africa." International Review of Social History 49, no. 2 (August 2004): 197–224. http://dx.doi.org/10.1017/s002085900400149x.
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The National Socialist planning for a recolonization of Africa was based on a new social and labour policy and focused chiefly on the “labour question”. In designing their schemes, planners strove to mobilize wage labour and circumvent the much-feared “proletarianization” of the workers. The key problem in exploiting the African colonies had two main aspects: a shortage of manpower and migrant labour. Therefore, planners designed complex systems of organized, state-controlled labour recruitment, and formulated rules for labour contracts and compensation. An expanded labour administration was to ensure that the “deployment of labour” ran smoothly and that workers were registered, evaluated, and supervised. Furthermore, “white labour guardians” were to be assigned the responsibility of overseeing the social wellbeing of the African workers. As was evident not only in Germany but in the colonial powers, France and Great Britain, as well, these concepts all fit into the general trend of the times, a trend characterized by the application of scientific methods in solving social issues, by the increased emphasis on state intervention, and by the introduction of sociopolitical measures. Nazi planning was based on Germany's prewar politics but also reflected the changes occurring in German work life after 1933.
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Friskadewi, Tiara. "IMPLEMENTASI KEBIJAKAN PEMERINTAH DAERAH TENTANG PENYELENGGARAAN KETENAGAKERJAAN DALAM PROGRAM BADAN PENYELENGGARA JAMINAN SOSIAL (BPJS) DI KOTA CIMAHI." Jurnal Caraka Prabu 2, no. 1 (December 1, 2018): 78–99. http://dx.doi.org/10.36859/jcp.v2i1.401.
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The research title is "Local Government Policies on Manpower Implementation in the Social Security Administering Body (BPJS) Program in Cimahi City". The research problem is not yet optimistic of the Regional Government Policy on Manpower Implementation in the BPJS Program in Cimahi City, seen from the many workers who have not registered for BPJS in Cimahi City. The identification of the problem of How Local Government Policies on Manpower Implementation in the BPJS Program in Cimahi City. The purpose of this research is to describe and analyze the Local Government Policies on Manpower Implementation in the BPJS Program in Cimahi City. The research method used is descriptive method with a qualitative approach. Data collection techniques through library research and data field studies (observation and interviews). The data analysis technique starts from data reduction, data presentation and at the final stage by drawing conclusions. The sampling technique was done purposively. The results of this study indicate that the implementation of local government policies on the implementation of manpower in Cimahi City has been optimal. This can be seen from the following dimensions; (1) fairly clear policy size and objectives, (2) well-established communication between policy implementers, (3) fairly firm and good characteristics of implementing agencies in managing policy target data, (4) an appropriate socio-economic environment . However, there are some things that are still not optimal. This is because, in terms of the quality of human resources, it is good, but the quantity of existing resources needs to be increased so that the implementation of policies regarding the implementation of manpower in the BPJS program can run more effectively because the quantity of available resources is not comparable to the number of companies in Cimahi City which must be handled Then there is still a lack of accountability and government responsibility towards policy targets, namely the company that feels burdened by the BPJS fees that must be paid for its employees.
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YAP, MUI TENG, and CHRISTOPHER GEE. "SINGAPORE'S DEMOGRAPHIC TRANSITION, THE LABOR FORCE AND GOVERNMENT POLICIES: THE LAST FIFTY YEARS." Singapore Economic Review 60, no. 03 (August 2015): 1550035. http://dx.doi.org/10.1142/s0217590815500356.
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The trajectory of Singapore's population size and composition can be mapped out with its progression through the various phases of demographic transition from high birth and death rates in the post-war years to very low birth and death rates today, all within the context of rapid economic and social development that has taken place in the past 50 years. Population planning has been integral in Singapore's national development strategy, balancing the economy's needs for more and better qualified workers with social considerations such as the dependency burden and the integration of large numbers of foreigners in a global city-state. This paper considers Singapore's population and manpower planning policies, with an account of the country's passage through the various stages of its demographic transition, and how its working age population composition has evolved. Population and labor force policies are examined with specific consideration of the social, economic and political implications resulting from those policy choices. A final section considers the challenges for the future stemming from these demographic trends.
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Ambrosini, Maurizio. "Irregular immigration: economic convenience and other factors." Transfer: European Review of Labour and Research 14, no. 4 (January 1, 2008): 557–72. http://dx.doi.org/10.1177/102425890801400404.
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This article illustrates the factors leading to the entry of irregular immigrants and their integration into the labour market, that is to say: the economic convenience for both businesses and families of employing unauthorised manpower; the support from compatriot networks and ethnic economies; the embedded liberalism within democratic states' legal systems; the cost and organisational difficulty of controls and expulsion; and the part played by solidarity providers in civil society, including trade unions. Repeated mass amnesties especially in southern Europe, periodically regularise the situation of these migrants and function as the principal tool of migration policy. To this extent, the irregular immigrant appears to be a transitional figure, awaiting recognition and destined to obtain authorisation sooner or later. Trade unions are one of the social groups pushing for the enactment of regularisation measures. In this way they are asserting their attachment to the ideals of justice and solidarity, while at the same time combating the unfair competition which the hidden economy poses to law-abiding companies and declared workers.
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Wang, Ying, and Zhong Chen. "Artificial intelligent based fuzzy game analysis of migrant students’ studying based on performance and fairness." Journal of Intelligent & Fuzzy Systems 40, no. 4 (April 12, 2021): 8601–12. http://dx.doi.org/10.3233/jifs-189679.
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Artificial Intelligence based Fuzzy Importance Performance Analysis Model (AFIPA)With the transformation of economic system, migrant workers transfer employment from underdeveloped areas to economically developed areas, and children’s reading has become one of the important things for migrant workers and families. With the increase of children in the immigration area year by year, the pressure on education in the immigration area has gradually increased, which has become one of the social problems to be solved by the government in the immigration area. The speed of school construction cannot keep up with the growth of children, and because it takes up a lot of resources, funds and manpower, the government is not very enthusiasticin the immigration area. The stakeholders involved are always playing a game. How to achieve the best state is a difficult problem. After the central government’s policywereissuedabout solving the enrollment problem of migrant workers’children in school, local acceptance criteria for admitting migrant children to school were formulated. However, when lowering the admission threshold, all localities always look to other areas for fear of falling too low to become a basin of confluence, which cause an unbearable burden. In this paper fuzzy based analytic theory has been analysed Through the game analysis of various stakeholders, and taking Shengze Town, Jiangsu Province as an example, this paper puts forward some fuzzy policy suggestions, hoping to provide some new experience in promoting migrant children’s education in the future.
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Agusman Aris, Afandi, Haris Maupa, Mahlia Muis, and Muhammad Idrus Tabba. "Effects of government policy, quality of human resources and professional institutions on workforce competitiveness using welding technology as mediating variable." Journal of Science and Technology Policy Management 10, no. 5 (November 20, 2019): 1121–51. http://dx.doi.org/10.1108/jstpm-12-2017-0068.
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Purpose This paper aims to examine and analyze the effects of government policy, quality of human resources and professional institutions on workforce competitiveness using welding technology variable as a mediating variable. Design/methodology/approach This study used quantitative research by using partial least square – structural equation modeling (PLS-SEM) to analyze the collected data. Findings Based on the results of the analysis, it was noted that there was a significant influence between government policy, quality of human resources and professional institutions on welding technology. The coefficients are characterized by a positive direct relationship, which means that the higher the quality of government policy and human resources professionals variables, the higher the value of the institute of welding technology. Social implications This study recommends that government should create policies that have benefits to competitiveness of Indonesian workforce. Implications from this study support government to use the model to determine and initiate policies in the field of welding as well as establish clear and standardized operating standards and recruitment process (government apparatus) that can accommodate the competitiveness of welding workers in Indonesia. Originality/value The originality of this paper is that the participatory approach was adopted in this study using PLS-SEM. In addition, this study was one of the first studies to carry out research at the BNSP office, BLK-Bandung-Jakarta, Makassar, B4T and dismiss the Ministry of Manpower and the Ministry of Industry in Jakarta, Indonesia, where there was no research in this location. Previous studies conducted research in various case studies.
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Et.al, Chia Ming Hong. "Students’ Tendencies in Choosing Technical and Vocational Education and Training (TVET): Analysis of the Influential Factors using Analytic Hierarchy Process." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 3 (April 11, 2021): 2608–15. http://dx.doi.org/10.17762/turcomat.v12i3.1262.
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In the era of Industry Revolution (IR) 4.0, business and industry are being transformed by a new wave of digital technology. In order to boost the economy’s prosperity in Malaysia, skilled workforce or well-trained manpower is vital in accomplishing the goal.However, it requires mainstreaming Technical and Vocational Education Training (TVET)in education system by providingcomprehensive training, effective research consultancy, holistic courses, collaboration, student placement and program attachment opportunity. Coherent from this issue, the government can produce more skill workers that can handle the rapid changing world of work. In Malaysia, there are more than 1000 TVET institutions, where 506 are considered as public institutions. However, itstill receives less attention by the students after secondary education. The identified potential factors are TVET instructors, current policy in Malaysia, social perception, employers’ perception, parents, facility, education cost and student themselves. Therefore, this study aims to rank these factors according to the levels of importance using Analytic Hierarchy Process (AHP) method. AHP is a method used to rank criteria by assigning the weight for each criterion. In this study, primary data is collected using questionnaires from 32 TVET instructors of Institut Kemahiran Belia Negara (IKBN) in northern region of Malaysia. The result of AHP shows that the variable of parents is the most influential factor with the weight of 18.81%, followed by the variable of facilities (18.56%). Conversely, the least influential factor is the variable of social perception with the weight of 7.21%. Hence, the government should implement appropriate strategies to attract more secondary school students to enroll in TVET programs. Due to the growth of skilled workers, our country is expected to transform the landscape of the manufacturing industry over the next decade. Hence, developingthe country’s productivity and curbing youth unemployment.
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Nguyen, Phuong, Shivani Kachwaha, Anjali Pant, Lan Mai Tran, Monika Walia, Sebanti Ghosh, Praveen Kumar Sharma, Jessica Escobar-Alegria, Purnima Menon, and Rasmi Avula. "Impacts of COVID-19 on Provision and Utilization of Health and Nutrition Services in Uttar Pradesh, India: Insights From Phone Surveys and Administrative Data." Current Developments in Nutrition 5, Supplement_2 (June 2021): 672. http://dx.doi.org/10.1093/cdn/nzab045_054.
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Abstract Objectives The COVID-19 pandemic has significant potential implications for health systems, but little primary evidence is available on effects on health and nutrition services. We aimed to examine changes in service provision and utilization during the pandemic in Uttar Pradesh, India and identify positive adaptations to service delivery. Methods We conducted longitudinal surveys with frontline workers (FLW, n = 313) and mothers of children < 2 years (n = 659) in December 2019 (in-person) and July 2020 (by phone). We also interviewed block-level managers and obtained administrative data. We examined changes in service provision and utilization using Wilcoxon matched-pairs signed-rank tests. Results Compared to pre-pandemic, service provision reduced substantially during lockdown (83–98 percentage points, pp), except for home visits and take-home-rations (∼30%). Most FLWs (68–90%) resumed service provision in July 2020, except for immunization and hot-cooked meals (< 10%). Administrative data showed similar patterns of disruption and resumption. FLW fears, increased workload, inadequate personal protective equipment (PPE), and manpower shortages challenged service delivery. Key adaptations made to provide services included: delivering services to beneficiary homes (∼40–90%), social distancing (80%), using PPE (40–50%), and telephones for communication (∼20%). On the demand side, service utilization also reduced substantially (40–80pp) during the lockdown, but about half of mothers received home visits and food supplementation. Utilization for most services did not improve after the lockdown, bearing challenges of limited travel (30%), non-availability of services (26%), fear of catching virus when leaving the house (22%) or meeting service providers (14%). Conclusions COVID-19 affected the provision and use of health and nutrition services despite efforts at service restoration and adaptations. Strengthening logistics support, capacity enhancement, performance management, and demand creation are needed to improve service provision and utilization during and post-COVID-19. Funding Sources Bill & Melinda Gates Foundation through POSHAN, led by International Food Policy Research Institute; and Alive & Thrive, led by FHI Solutions.
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Suhartini, Endeh. "Legal Political Perspective Wage System to Realize Social Justice." Journal of Morality and Legal Culture 1, no. 2 (December 30, 2020): 122. http://dx.doi.org/10.20961/jmail.v1i2.46898.
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Manpower development is based on Pancasila and the 1945 Constitution of the Republic of Indonesia as regulated in the Manpower Act. In its implementation, labor relations aim to improve the welfare of workers and their families and create social justice in work relations that protect the interests of workers and companies for the sustainability of work relations. This research is empirical, descriptive, and explorative in nature. The results of the study show first.
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Mauldya, Rifka Singgih, Junialdi Dwijaputra, Cahyo Andrianto, and Febriwiadi Djali. "PENDEKATAN PENDIDIKAN VOKASI SEBAGAI SALAH SATU METODE LINK AND MATCH SUMBER DAYA MASYARAKAT LINGKAR TAMBANG DENGAN DUNIA INDUSTRI." Prosiding Temu Profesi Tahunan PERHAPI 1, no. 1 (March 29, 2020): 421–30. http://dx.doi.org/10.36986/ptptp.v1i1.85.
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ABSTRAK PT Berau Coal merupakan perusahaan batubara yang terletak di Kabupaten Berau, Provinsi Kalimantan Timur. Sebagai perusahaan yang mempunyai visi menunjang perwujudan cemerlang melalui peran aktifnya sebagai pengalihragam energi yang eksponensial, PT Berau Coal komit terhadap program Corporate Social Responsibility (CSR). Dalam CSR Policy perihal Pengembangan Masyarakat, PT Berau Coal mempunyai tujuan untuk mendorong komunitas sekitar tambang untuk berperan secara aktif dalam pemberdayaan masyarakat melalui pengembangan sumberdaya manusia, penguatan pranata sosial budaya dan pengembangan sumber daya ekonomi menuju masyarakat yang berdaya sejahtera dan mandiri secara bekelanjutan. Pada tahun 2018, penyerapan tenaga lokal di Kabupaten Berau menurut data Dinas Ketenagakerjaan dan Transmigrasi (Disnakertans) Berau hanya 30 % dimana permohonan kerja sektor tambang masih mendominasi di masyarakat. Menurut Peraturan Daerah Kabupaten Berau nomor 8 tahun 2018 tentang Perlindungan Tenaga Kerja Lokal, pemerintah daerah memberikan aturan kepada pengusaha untuk wajib mengupayakan pengisian lowongan pekerjaan di dengan tenaga kerja lokal paling sedikit 80% sesuai dengan syarat kualifikasi yang dibutuhkan. Untuk menutupi kesenjangan tersebut, PT. Berau Coal melalui CSR-Yayasan Dharma Bakti Berau Coal memberikan pelatihan kerja (vokasional) berupa sistem pemagangan kepada pemuda lingkar tambang sebagai bentuk komitmen dan kepatuhan perusahaan terhadap regulasi daerah. Sesuai dengan pilar CSR, program vokasi memiliki tujuan untuk mengembangkan masyarakat lingkar tambang dan juga menjadi asset yang dibentuk oleh organisasi sehingga kemampuan ataupun hasil dari pendidikan vokasinya dapat diserap oleh perusahaan di area operasional PT Berau Coal. Salah satu pilot program tersebut adalah melalui Program Pendidikan Pengawas Pertambangan, dengan mengacu kepada kompetensi POP dan kompetensi teknis. Metodologi pengembangan masyarakat yang didesain oleh PT Berau Coal menggunakan pendekatan vokasional, dimana metode tersebut menggunakan beberapa tahapan : (1) Konsep link and match diterapkan dari mulai link dengan kebutuhan industri pada saat program akan dilaksanakan dan match dengan kompetensi yang dibutuhkan dalam dunia industri dengan menyisipkan kompetensi izin kerja di operasional PT Berau Coal disesuaikan dengan kurikulum dari peserta pendidikan vokasi. (2) Membuat dan mengadopsi skema kompetensi untuk internal sesuai dengan kebutuhan industri. (3) Pelatihan dengan komposisi 70% on-job-training dan 30% In-Class. (4) Melaksanakan sertifikasi uji kompetensi sebagai persyaratan lulus program dan bagian dari working permit. Target dari pada program tersebut adalah bagaimana peserta didik tersebut dapat siap bekerja dengan budaya organisasi yang ada di operasional PT Berau Coal sebagaimana layaknya karyawan bekerja. Dengan model pengembangan masyarakat tersebut, program dapat memberikan dampak positif secara langsung untuk organisasi, diantaranya dengan menyiapkan tenaga kerja yang siap kerja melalui talent pool. Selain itu, perusahaan juga dapat menutupi kesenjangan komposisi tenaga kerja lokal yang ada di PT. Berau Coal dengan cepat sesuai dengan kebutuhan operasional perusahaan. Ketiga, program tersebut memberikan dampak secara langsung terhadap blockade/isu-isu lokal mengenai serapan tenaga kerja lokal yang erat terjadi di perusahaan tambang yang dapat berdampak terhadap kegiatan operasional. Kata Kunci : Corporate social responsibility, pendidikan vokasi, pengembangan masyarakat lokal ABSTRACT PT Berau Coal is a coal company that is located at Berau Regency, East Kalimantan Province. As a company which has vision to enable a brighter future through becoming an exponential energy transformer, PT Berau Coal commits to have a Corporate Social Responsibility (CSR) programme. In CSR Policy regarding people development, PT Berau Coal has an objective to enforce communities around mining activity to actively contribute in community empowerment through developing human resources, strengthening social and cultural institutions and developing economic resources towards a sustainable and prosperous community. According to Department of Manpower and Transmigration, local employees who work in the mining sector within Berau Regency only around 30% in 2018, where the job demand in mining sector is still dominated. Referring to Berau Regency Local Regulation no 8 year 2018 about Protection of Local Workers, it is stated that local government provides rules for employers that should fill the job occupancy with at least 80% local workers with required qualification requirements. To cover the gap , PT Berau Coal through CSR-Yayasan Dharma Bakti Berau Coal is giving vocational training in the form of an apprenticeship system for fresh graduates around mining company as company’s commitment form and company’s compliance to local regulation. According to CSR’s pillar, vocational program has a vision to develop community around mining area and become a meaningful asset which is formed by organization so the result of vocational education can be absorbed by companies within PT Berau Coal operational area. One of the pilot programs is Mining Supervisor Development Program which is referring to POP competencies and technical competencies. Methodology of society development by using vocational approach is designed by PT Berau Coal. This method is using several steps (1) Link and Match concept which start to apply from link with industrial needs when the program starts and match it with competencies that are needed with industry, adding operational work permit competencies at PT Berau Coal, adjusted with curriculum from vocation education participants. (2) Creating and adopting scheme of competencies for internal in accordance with the industrial needs. (3) Training program with composition 70% on-job-training and 30% In-Class. (4) Implementing competencies test as requirement to pass the program and part of work permit. The target for this program is how program participants are ready to work with organization culture at PT Berau Coal. Through this society development model, the program can give positive impact directly for the organization by preparing workers who are ready to work through the talent pool. In addition, the company can also covered the gap in the composition of the local workforce in PT. Berau Coal quickly according to the operational needs of the company. Lastly, this program give direct impact to blockade and local issues regarding local worker absoprtion in mining companies that can have an impact on operational activities. Keyword: Corporate social responsibility, vocational educational, local society development
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Sudiarawan, Kadek Agus, Putu Devi Yustisia Utami, Gede Agus Angga Saputra, and Alia Yofira Karunian. "Indonesian Labor Sector During Covid-19 : Weighing the Impact of Company Saving Policy and Workers Protection." Jurnal Magister Hukum Udayana (Udayana Master Law Journal) 9, no. 4 (December 31, 2020): 684. http://dx.doi.org/10.24843/jmhu.2020.v09.i04.p02.
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The COVID-19 pandemic has a very significant impact on the global economy, especially in the business sector, which has suffered significant losses. On this matter it is deemed necessary to carry out research with the objectives first, to determine whether the policies implemented by companies in the form of employment termination and temporary workers layoff in order to survive the company can be legally justified, second, to determine what forms of legal protection should be obtained by workers in an industrial relationship with companies amidst of COVID-19, and third, to determine what forms of work relations/alternative policy models that can be offered to companies to be able to ease the burden on the company while being able to provide protection for workers amidst COVID-19. Research method that is applied is normative legal research with a statutory approach and legal concepts. The results show that company policies in the form of layoffs during the COVID-19 pandemic can be justified as long as they comply with the provisions of Article 163 to Article 165 of the Manpower Law, the act of laying off workers can be justified as long as it complies the provisions of the Minister of Manpower Circular Letter Number 5/1998 and Minister of Manpower Circular Letter Number 907/2004. Legal protection that shall be obtained if a worker is laid off must comply with the provisions of Article 156 of the Manpower Law. Companies can implement an industrial relationship by implementing Work From Home (WFH) during the COVID-19 pandemic.
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Afrianita, Diana, and Fitri Eriyanti. "KENDALA PROGRAM JAMINAN KECELAKAAN KERJA PADA BADAN PENYELENGGARA JAMINAN SOSIAL KETENAGAKERJAAN DI KOTA PADANG." Jurnal Manajemen dan Ilmu Administrasi Publik (JMIAP) 3, no. 1 (March 23, 2021): 63–71. http://dx.doi.org/10.24036/jmiap.v3i1.251.
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The research stems from the problem of worker complaints who are members of the Work Accident Security Program. These complaints include the relatively long time for disbursement of guarantees, the cost of recovery is still borne by workers and companies and workers who do not understand the procedures for the Work Accident Security Program at the Manpower Social Security Administration in Padang City. This type of research is qualitative research. This research was conducted at the Office of the Manpower Social Security Administration in the city of Padang. Technique of research informants was purposive. Data collection in this study was carried out by observation, interviews and documentation study. The results of this study indicate that the obstacles to Work Accident Security at the Employment Social Security Administration include long disbursement times, recovery costs are still borne by workers, companies are reluctant to pay medical expenses because they have to wait for confirmation from the Employment Social Security Administration, companies are late in sending. files in the case of work accident reports to the Manpower Social Security Administering Body.
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WEISS-GAL, IDIT, and JOHN GAL. "Social Workers as Policy Actors." Journal of Social Policy 43, no. 1 (October 18, 2013): 19–36. http://dx.doi.org/10.1017/s0047279413000603.
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AbstractThis article offers an empirical analysis of the role of social workers as policy actors in parliamentary committees. Based on an initial finding that social workers participated in 14 per cent of all the deliberations of parliamentary committees in the Israeli parliament, the article examines the actual inputs of these social workers in the committee discussions. In order to examine the inputs of social workers in these committees and to identify the links between organisational affiliation and committee type and the inputs, the study provides a close analysis of the recorded minutes of three parliamentary committees. It reveals that social workers tended to facilitate and enrich the social policy formulation process. However social workers, particularly those employed by not-for-profit organisations, also challenged policy makers and placed matters on the agendas of committees. The findings of the study show that social workers are policy actors who offer diverse inputs into a complex policy formulation process.
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Weiss-Gal, Idit, and John Gal. "Social workers’ attitudes towards social welfare policy." International Journal of Social Welfare 16, no. 4 (February 21, 2007): 349–57. http://dx.doi.org/10.1111/j.1468-2397.2007.00492.x.
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Murby, Stephen. "Open Learning in Hong Kong." Industry and Higher Education 7, no. 1 (March 1993): 42–46. http://dx.doi.org/10.1177/095042229300700110.
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As Hong Kong draws inexorably closer to 1 July 1997 and its transfer from a British Territory to a Special Administrative Region of PR China, it faces crucial questions about its manpower requirements and skills levels. This article outlines some of the key features of Hong Kong's manpower profile over the period 1993–2000 and stresses the need for industry-based upgrading of the industrial workforce. Significant features of this manpower profile include strong growth in workers with tertiary qualifications, a shift from manufacturing to service employment, and a decline in demand for unskilled workers, leading to unemployment and resultant social problems.
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Grønningsæter, Arne Backer, and Riina Kiik. "Implementing social policy." Journal of Comparative Social Work 7, no. 1 (April 2, 2012): 92–103. http://dx.doi.org/10.31265/jcsw.v7i1.83.
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In this explorative article the relationship between social policy and social work will be in focus. The article discusses similarities and differences between Estonia and Norway.The empirical material consists of eight focus group interviews with social workers in the two countries. The aim of the study was to investigate to what extent the social work profession represents change agents in the social policy framework. The article looks at the differences and communalities in different years in the two countries. The authors conclude that social workers are important actors in implementing changes at the local level. They seem, however, to be more concerned about the daily encounters with the individual users than about the general policy framework.The main findings suggested that social workers in both countries see themselves as spokespersons for respect for and cooperation with the users while simultaneously arguing that social workers only to a very limited extent see the implementation of social policies as a part of their roles.
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Chhina, Rajoo S., Rajdeep S. Chhina, Ananat Sidhu, and Amit Bansal. "Health Manpower Planning." AMEI's Current Trends in Diagnosis & Treatment 1, no. 1 (March 1, 2017): 53–57. http://dx.doi.org/10.5005/jp-journals-10055-0013.
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ABSTRACT Manpower is the most crucial resource toward delivery of health planning. Health manpower refers to people who are trained to promote health, to prevent and to cure diseases, and to rehabilitate the sick. The aim of manpower planning is to make available the right kind of personnel in the right number with appropriate skills at the right place at the right time doing the right job. Various types of health resources are doctors, nurses, pharmacists, lab technicians, radiographer health assistants, health workers, auxiliary nurse midwife (ANM), accredited social health activists (ASHAs), anganwadi workers, trained dais, and so on. Currently, developing countries including India lag behind suggested norms of required health manpower. Presently, India produces 30,000 doctors, 18,000 specialists, 30,000 Ayurveda, Yoga and naturopathy, Unani, Siddha, and Homeopathy (AYUSH) graduates, 54,000 nurses, 15,000 ANMs, and 36,000 pharmacists annually. This production is not equal across the states, leading to unequal distribution of doctors. Such a skewed distribution results in large gaps in demand and availability. Various reasons for this are skewed production of health manpower, uneven human resource deployment and distribution, disconnected education and training, lack of job satisfaction, professional isolation, and lack of rural experience. The 12th Plan should aim to expand facilities for medical, nursing, and paramedical education; create new skilled health worker categories; enable AYUSH graduates to provide essential health care by upgrading their skills in modern medicine through bridge courses; establish a management system for human resource in health to actualize improved methods for recruitment, retention, and performance; put in place incentive-based structures; create career tracks for professional advancement based on competence; and, finally, build an independent and professional regulatory environment. How to cite this article Chhina RS, Chhina RS, Sidhu A, Bansal A. Health Manpower Planning. Curr Trends Diagn Treat 2017;1(1):53-57.
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Ginting, Jauhari. "Arah Kebijakan Pemerintah Terhadap Pekerja Asing Di Indonesia." Jurnal Hukum Kaidah: Media Komunikasi dan Informasi Hukum dan Masyarakat 20, no. 1 (December 2, 2020): 1–10. http://dx.doi.org/10.30743/jhk.v20i1.3255.
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Employment is a very vital thing in human life. All humans realize the importance of having and doing work for themselves and their families, in supporting their daily needs in their lives. Those needs can be fulfilled if the human does the job. In the current era of globalization, with the development of industry and investment that involves the international world is increasingly growing, the world of Indonesian manpower is also moving. In order to boost the development of Indonesian industry, in the world of manpower, Indonesia requires skilled workers (experts) to sustain the operation of the industries in question. Experts from Indonesian workers are still very limited (lacking) and still need guidance. Filling the vacancy, foreign workers (TKA) are used to sustain it. The placement of foreign workers in Indonesia in filling the vacancy is temporary. The Indonesian government must have a clear policy direction regarding the presence of foreign workers in Indonesia. The placement of foreign workers must receive benefits (added value) for the state and nation of Indonesia, especially for the Indonesian workers themselves.Keyword : Direction Of Government, Policy Towards Foreign Workers, Indonesia
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Sundalangi, Yofriko. "THE JURIDICAL REVIEW OF FREELANCE WORKERS BASED ON THE PRINCIPLES OF JUSTICE." Tadulako Law Review 3, no. 1 (June 30, 2018): 40. http://dx.doi.org/10.22487/j25272985.2018.v3.i1.8952.
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This research aimed to investigate and obtain a clear picture about the status and the legal relationship of the freelance workers and the implementation of the manpower act to protect the freelance workers based on the justice principles. To expect that this research would be benefit for the readers in providing inputs or information about the status and the legal relationship with the freelance workers and the implementation of the manpower act to protect the freelance workers. The research used the normative empirical approach. The research population comprised the freelance workers, employers, and the data from the Department of Manpower and from the Social Security Administration Agency For Manpower in Makassar City. The samples were chosen using the Snowball Sampling Method and the descriptive analysis technique. The research results indicated that there had been many legal smuggling actions done by the enterpreneurs in their working relationship due to the absence of the clear regulations about the freelance workers. The enterpreneurs had not entirely fulfilled their responsibilities to the freelance workers, such as the wages of the workers had not been in accordance with MSEs, BPJS, Employment, Occupational Safety and Health. On the other hand, the freelance workers themselves were not yet aware of their rights and obligations because of the absence of the clear legal relationship set forth in the employment agreement and the lack of knowlegde. In fact, the employers should have implemented the provisions of the Employment Law which had been applied in accordance with the moral and legal responsibility.
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Levy, Susan L. "Social Workers Affecting Social Policy: An International Perspective." Social Work Education 34, no. 4 (March 31, 2015): 462–64. http://dx.doi.org/10.1080/02615479.2015.1021545.
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Anderson, David. "Social workers affecting social policy: an international perspective." European Journal of Social Work 17, no. 4 (April 24, 2014): 600–602. http://dx.doi.org/10.1080/13691457.2014.909991.
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Hall, Nigel. "Social Workers Affecting Social Policy: An International Perspective." Practice 27, no. 2 (February 19, 2015): 154–55. http://dx.doi.org/10.1080/09503153.2015.1012398.
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Hani, Umi. "GOVERNMENT PARTNERS 'SOCIAL ENTREPRENEURSHIP IN POVERTY REDUCTION." Journal of Economic Empowerment Strategy (JEES) 2, no. 2 (August 31, 2019): 99. http://dx.doi.org/10.30740/j.v2i2.64.
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The ASEAN Economic Community was launched at the end of 2015. Whether we realize it or not, the MEA will be strongly linked to increasingly sharp competition in the Southeast Asia region. Although ideally the MEA is designed to provide benefits to all ASEAN member countries, President Joko Widodo on several occasions explained that the MEA is a competition between countries, and needs readiness for the Indonesian nation to face the MEA that is before the eyes. The question is , will Indonesia be the winner along with the ten other ASEAN members or will Indonesia only be a market? [1]The Government of Indonesia through the Minister of Manpower Regulation (Permenaker) No. 35 of 2015 which revised Permenaker No. 16 of 2015 concerning Procedures for Receiving Foreign Residents on October 23, 2015, one of which points to eliminating the need to speak Indonesian, it is one of the steps of Jokowi's government to facilitate investors so that many investors are expected to invest in Indonesia , but the concerns that arise are in revisions The Minister of Manpower Regulation Number 16 of 2015, the government has also removed the rules of obligation for foreign workers to speak Indonesian. Thus, foreign workers are now more flexible for careers in Indonesia.
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Hani, Umi. "GOVERNMENT PARTNERS 'SOCIAL ENTREPRENEURSHIP IN POVERTY REDUCTION." Journal of Economic Empowerment Strategy (JEES) 2, no. 2 (August 31, 2019): 99. http://dx.doi.org/10.30740/jees.v2i2.64.
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The ASEAN Economic Community was launched at the end of 2015. Whether we realize it or not, the MEA will be strongly linked to increasingly sharp competition in the Southeast Asia region. Although ideally the MEA is designed to provide benefits to all ASEAN member countries, President Joko Widodo on several occasions explained that the MEA is a competition between countries, and needs readiness for the Indonesian nation to face the MEA that is before the eyes. The question is , will Indonesia be the winner along with the ten other ASEAN members or will Indonesia only be a market? [1]The Government of Indonesia through the Minister of Manpower Regulation (Permenaker) No. 35 of 2015 which revised Permenaker No. 16 of 2015 concerning Procedures for Receiving Foreign Residents on October 23, 2015, one of which points to eliminating the need to speak Indonesian, it is one of the steps of Jokowi's government to facilitate investors so that many investors are expected to invest in Indonesia , but the concerns that arise are in revisions The Minister of Manpower Regulation Number 16 of 2015, the government has also removed the rules of obligation for foreign workers to speak Indonesian. Thus, foreign workers are now more flexible for careers in Indonesia.
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Koff, Harlan, and Carmen Maganda. "Regions, borders, and social policy." Regions and Cohesion 4, no. 1 (March 1, 2014): 1–2. http://dx.doi.org/10.3167/reco.2014.040101.
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This first issue of Volume Four of Regions & Cohesion continues a trend of articles that gained momentum in Volume Three, focusing on the territorial aspects of welfare in social cohesion debates. The Summer 2013 issue of the journal presented a collection of articles that specifically discussed the role of borders and border policies in social cohesion politics. Although this collection was not intended to be presented as a thematically specific issue, the simultaneous arrival of these pieces highlighted the importance of borders in defining the territorial limits of cohesion and the ensuing renegotiation of these limits in political debates. For example, the article by Irina S. Burlacu and Cathal O’Donoghue focused on the impacts of the European Union’s social security coordination policy on the welfare of cross-border workers in Belgium and Luxembourg. The article illustrated the limits of this regional policy as cross-border workers do not receive equal treatment compared to domestic workers in the country of employment. Similarly, an article by Franz Clément in the same issue analyzed the “socio-political representation” of cross-border workers and discusses how such workers can mobilize for socioeconomic rights in institutions aimed at worker protection (such as professional associations, trade unions, etc.). Both articles show that despite formal regionalization of legislation concerning social rights and representation, national boundaries clearly present challenges to cross-border workers who have difficulty negotiating rights in both their country of employment and country of residence.
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Proulx, Pierre-Paul. "Manpower Coefficients and the Forecasting of Manpower Requirements in Nova Scotia." Commentaires 22, no. 4 (April 12, 2005): 565–68. http://dx.doi.org/10.7202/027839ar.
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«... Devising a workable manpower plan... at best is an art, still in its infancy. Many assumptions and informed judgment are necessary to compensate for gaps in data. But if planning of any sort were delayed until our data were complete and a fool-proof methodology were developed, no forecasts of educational needs would ever be made. The enormous outlays on education today and in the future demand that we at least make an attempt to determine how we can best allocate these expenditures to meet our needs efficiently. As additional data become available and greater experience is gained in the techniques of manpower planning, many of the difficulties facing us will be overcome. Manpower forecasting although not an ideal approach to rational development of our educational resources at least provides a framework of additional required data that no other currently-known method offers ». 1 We are attempting to calculate « manpower coefficients » or if you wish, a fraction whose numerator is man-years of experienced labour by occupation group, and whose denominator is output by industry group. In other words, we shall estimate the number of man-years of labour of different occupation groups required to produce $1,000.00 of output in selected industries in Nova Scotia, in 1960-61. The fraction is no more and no less than an estimate of labour productivity. We have asked the Dominion Bureau of Statistics to provide a tabulation containing the experienced labour force in 1961, cross-classified, 1) by sex, 2) by class of worker (wage and salary earners, unpaid family workers, own business operators), 3) by industry group (54), 4) by occupation group (64), 5) by earnings group, 6) by years of schooling, 7) by weeks worked, 8) by hours per week, 9) by age group. We shall prepare a 64 (row) by 54 (column) matrix, one column for each industry group and one row for each occupation group. Each cell will contain a fraction which when applied to a forecast of gross value of output by industry will provide an estimate of the number of man-years of labour required to produce that output. If we sum across the rows we obtain the total demand for man-years of labour for each of occupation groups. I shall dispense with a discussion of the majority of the assumptions, limitations and peculiarities of the method, for these may be found in the report mentioned above. To obtain the numerator of our fraction (man-years of experienced labour force), we weighted bodies (the experienced labour force) by two fractions; one for weeks worked and one for hours worked. This is particularly important in Nova Scotia because of seasonal operations. If we found a person who had worked 26 out of the 52 weeks proceeding the 1961 levels, and when he worked, worked the model hours in his occupation groups, we counted him as 1/2 a man-year of labour. One facet of the study which may interest individuals involved in training, retraining and education concerns the occupation groups we formed. We have grouped the 273 Census occupations of the 1961 Census into 64 occupation groups. We formed broad groups of occupations within which we believe workers are substitutable, transferable and interchangeable. This was done among other reasons because it is quite common to find workers with the same type of training in different occupations, or to put it differently because workers with one type of preparation often go into different kinds of jobs. This approach also reflects a belief that it is more effective to train workers in families of related skills rather than in specific skills in preparation for the labour market. Another reason is that Census occupation definitions often leave much to be desired. We have therefore formed 64 occupation groups which are in many respects similar to Dunlop's « job clusters » and Scoville « job families » which are defined as groups of job classifications limited by technology, administration and social custom or « jobs linked by materials used, equipment used and functions performed ». We have in effect formed 44 groups of occupations on the basis of affinity in functions and another 19 (one group, the 64th is for unpaid family workers) which segregate superior from intermediate from unskilled workers in many of these groups of occupations. We arrived at the latter by using earnings and education criteria. The reason for doing so is that workers with very different levels of skill were placed together in one Census occupation group (for example, many « engineers » in Nova Scotia have no secondary school training and very low incomes according to the 1961 Census; apparently many were promoted by their wives when the Census enumerator came). In many cases, we required that the worker meet either the earnings criterion or the education criterion depending upon the occupation group, and this among other reasons because we did not use age in the process. We neglected the use of an education criterion in most occupation groups except those in managerial, technical, professional and clerical categories. Let me also mention that we transformed reported earnings to annual rate earnings to match to our criteria because we know that many workers worked part-time, or were away from work for various reasons during the 12 months which proceeded the 1961 Census. This allowed us to exclude from superior categories individuals with little qualifications who held multiple jobs and worked an abnormal number of hours. We have also asked the Dominion Bureau of Statistics to provide information on the educational attainment of the workers in our different occupation groups by sex. This will allow users to draw implications concerning the formal educational requirements needed to produce the forecasted output. In conclusion, please allow me to mention what I believe to be some of the work required to improve our knowledge in this area. Care should be taken in preparing forecasts of the gross value of production (including inventories), in 1960 constant dollars, for the industry groups chosen in our study. These output forecasts should not be obtained from employment forecasts for the application of man-power coefficients to output forecasts thus derived would be tautological. Many specific studies of industry productivity trends would be helpful to narrow the zone of ignorance of the forecasts obtained through the use of our manpower coefficients. Much remains to be done to dynamize the manpower coefficients. We know that labour productivity (and hence the manpower coefficients) varies cyclically and all we have estimated is a fixed coefficient for 1960-1961. We also know that more frequent estimates of these manpower coefficients would allow us to determine how technological changes have altered them, although the robustness of manpower coefficients is improved by the fact that we have grouped industries and occupations. Our coefficients are based on ex post data of employment and output rather than ex ante data on the demand for labour (employment plus vacancies) and for output. They are therefore influenced by labour supply as well as by labour demand, i.e. they are the result of the interaction of manpower requirements and supplies. Much remains to be done to arrive at an interacting supply and demand model, and the new vacancies data soon to be published by the Dominion Bureau of Statistics should help us to refine those models we can think up now. Much remains to be done on the appropriateness of grouping occupations for training and retraining purposes, and on the criteria for doing so. Much analysis of the functional and employment requirements by occupation remains to be done for the use of sex, earnings and education, in this paper is certainly not fully satisfactory. (1) B.M. WILKINSON, Studies in the Economics of Education, Occasional Paper number 4, Economics and Research Branch, Department of Labour, Canada July 1965, pp. 37-38.
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Bjorklund, Anders. "Essays in Social Experimentation: What Experiments are Needed for Manpower Policy?" Journal of Human Resources 23, no. 2 (1988): 267. http://dx.doi.org/10.2307/145779.
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Melati, Kesuma, and Stanislaus Atalim. "ANALISIS TERHADAP KEBIJAKAN DEMOSI PADA PEKERJA PT. MEGAH MITRA SUKSES (STUDI KASUS PUTUSAN NOMOR 146/PDT.SUS-PHI/2016/PN.JKT.PST JO PUTUSAN MAHKAMAH AGUNG NOMOR 257K/PDT.SUS-PHI/2017)." Jurnal Hukum Adigama 2, no. 1 (July 25, 2019): 744. http://dx.doi.org/10.24912/adigama.v2i1.5259.
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Demotion occurs in a company mainly because of its negative influence on the morale of the workers concerned and can affect the achievement and morale of other workers in the company. Decline in the position of authority, facilities, status and even salary is a punishment for workers. Demosi is not given its arrangement in Law number 13 of 2003 concerning Manpower and other laws and regulations related to employment. Thus, this demotion arrangement can be regulated individually in work agreements, company regulations or collective labor agreements.The company does have the right to move workers in other parts but may not violate Human Rights and violate the provisions of Article 32 paragraph 2 of the Manpower Act which stipulates that placing someone who is not because of his expertise is against the law. Workforce placement must also pay attention to expertise, dignity and human rights and legal protection. The problem examined is how legal protection for workers due to demotion policy at PT. Magnificent Success Partner? And Is the legal consideration of the judge in the decision Number 146/Pdt.Sus-PHI/ 2016/PN.JKT.PST Jo Decision of the Supreme Court Number 257K/Pdt.Sus-PHI/2017 in accordance with the Manpower Act?Demotion will continue to occur if there are no strict rules regarding demotion, the government should make a regulation in the Labor Law regarding demotion, so that the rules regarding demotion become clear and do not harm the workers.
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Burnay, Nathalie. "Older Workers in Changing Social Policy Patterns." Studies in Social Justice 3, no. 2 (January 12, 2010): 155–71. http://dx.doi.org/10.26522/ssj.v3i2.1013.
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Compared to other European countries, the employment rate of older workers in Belgium is rather low. This paper argues that one of the most relevant factors underlying the problems of this low employment rate in Belgium is the social policies directed at older workers. Indeed, when unemployment became a widespread phenomenon in the1970s and 80s, early-retirement schemes were designed to alleviate the financial implications on an aging workforce. The government encouraged anyone over 50 to leave the labour market through early retirement schemes, unemployment payment programs, medical retirement, and career breaks. These practises were based on a wide consensus of government, business, and workers.However, for some years now, international organizations have been concerned about the viability of pension systems and their ability to achieve their objectives. In recent years, different factors have led policy makers to rethink this policy. But changing the trend and keeping people on the job has proven more difficult than foreseen. The transformations of public policies begun at the dawn of the 21st century radically changed the balance between the state, workers, and employers, who had all previously seen early retirement as favourable. This paper also tries to show how early retirement is not simply a desire to escape, but can also be explained as an aggression against the person by the labour market. Leaving professional life early thus seems more to be a case of necessity, in fact not a choice at all, but an obligation, or even a sacrifice, and must be seen in the perspective of professional duties and their evolution.
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Lustig-Gants, Shiran, and Idit Weiss-Gal. "Why Do Social Workers Become Policy Actors?" Journal of Policy Practice 14, no. 3-4 (September 18, 2015): 171–90. http://dx.doi.org/10.1080/15588742.2015.1017684.
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Aviv, Inbal, John Gal, and Idit Weiss‐Gal. "Social workers as street‐level policy entrepreneurs." Public Administration 99, no. 3 (February 21, 2021): 454–68. http://dx.doi.org/10.1111/padm.12726.
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Burrelli, David F. "HIV-1/AIDS and U.S. Military Manpower Policy." Armed Forces & Society 18, no. 4 (July 1992): 452–75. http://dx.doi.org/10.1177/0095327x9201800402.
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Pawar, Manohar. "Social Work and Social Policy Practice: Imperatives for Political Engagement." International Journal of Community and Social Development 1, no. 1 (March 2019): 15–27. http://dx.doi.org/10.1177/2516602619833219.
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This article discusses why and how social workers need to engage in social policy practice and how such engagement necessitates political action. The local conditions relating to health, education, housing, employment, gender equality and socioeconomic infrastructure in majority of communities in the Asia Pacific region are largely neglected by professional social workers. To make a difference in those communities and to do justice to their own professional values and principles, social workers need to engage in policy practice in several ways. They may also need to re-examine the profession’s non-political and non-religious neutral stand. It argues that to facilitate their necessary political engagement, social workers need to understand and work with local politics and power structures. Such a stand calls for new thinking and altering some aspects of the nature of social work education and practice in the region.
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Sukanda, Robie Brilliando, Khairani Khairani, and Yussy Adelina Mannas. "Legal Certainty for the Provision of Employee Services as the Intent of Protection of Labor Rights based on Labor Rights and Its Implementation in PT. Semen Padang." International Journal of Multicultural and Multireligious Understanding 7, no. 6 (August 27, 2020): 568. http://dx.doi.org/10.18415/ijmmu.v7i6.1783.
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Outsourcing was born as a side effect of the implementation of business process reengineering (BPR). Another problem that arises from outsourcing practices is the elimination of labor rights by employers. Based on the Constitutional Court Decision (MK Decision No. 27 / PUU-IX / 2011), the Court emphasized that Outsourcing is a reasonable business policy of a company in the context of business efficiency. However, workers who carry out work in an outsourcing company may not lose their rights which are protected by the constitution. Following up on the Constitutional Court Decision, the Ministry of Manpower and Transmigration has issued Circular Letter Number B.31 / PHIJSK / I / 2012 concerning Implementation of the Constitutional Court Decision Number 27 / PUU-IX / 2011 dated January 17, 2012. Based on this, there are 3 (three ) The legal issues that the author will examine are: (1) How is the suitability of the implementation of the provision of worker services at PT. Semen Padang with the applicable law; (2) How to fulfill workers' rights in the implementation of Worker Service Provision at PT. Semen Padang; and (3) What are the negative and positive consequences of the implementation of the Provision of Worker Services on workers' rights at PT. Semen Padang. This exploratory research reveals how the application of legal norms from Law Number 13 of 2003 concerning Manpower and Regulation of the Minister of Manpower and Transmigration Number 19 of 2012 concerning Requirements for Submission of Part of Work Implementation to other companies at PT. Semen Padang. From the results of the study concluded that: (1) Implementation of the provision of employee services at PT. Semen Padang has not complied with the applicable law. On the one hand, PT. Semen Padang has implemented the provisions of Article 66 paragraph (3) of the Manpower Act. PT. Semen Padang has set one of the most basic requirements, namely the vendor must have an Operational Permit (SIO) for Manpower Providers issued by the Department of Manpower (Disnaker) of West Sumatra Province. PT Semen Padang has also complied with the provisions of Article 17 Paragraph (3) of the Regulation of the Minister of Manpower and Transmigration No. 19 of 2012. On the other hand, PT. Semen Padang still uses worker service providers for jobs that are not regulated in Article 17 of the 2012 Minister of Manpower Regulation or even doing work that should be done by employees of PT Semen Padang itself; (2) The fulfillment of the rights of outsourcing workers at PT Semen Padang has been carried out quite well, where this can be proven by PT Semen Padang providing legal protection to Outsourcing Workers through the Decree of the Board of Directors of PT.Semen Padang No. 0000143 / HK.00.02 / SKD / 50003853/3000 / 12.2017 dated 21 December 2017 concerning Changes in the Value Structure of PT Semen Padang's Outsourcing Labor Contract, and (3) Implementation of Provision of Worker Services at PT. Semen Padang has negative consequences and positive consequences. The negative consequence is the high level of jealousy of the outsourcing workers towards organic workers, both in terms of the type of work performed, the uniforms worn, and differences in workers' rights. One of the positive consequences of employing outsourcing workers, labor costs can be reduced in one way through the provision of worker services.
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Pawar, Manohar. "Social policy curricula for training social workers: towards a model." Australian Social Work 57, no. 1 (March 2004): 3–18. http://dx.doi.org/10.1111/j.0312-407x.2003.00110.x.
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Mahasin, Zahra Zara, Firqotun Naziah, and Ridwan Arifin. "Wage Problems in Indonesia in the Human Rights Perspective (Case of Inappropriate Wages for Pot Workers in Tangerang)." Indonesian Journal of International Clinical Legal Education 2, no. 1 (March 31, 2020): 1–14. http://dx.doi.org/10.15294/ijicle.v2i1.37326.
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This paper analyzes the fulfillment of rights for workers in the case in Tangerang (fulfillment of a decent salary). Whereas, one form of the implementation of the mandate of the 1945 Constitution in realizing decent livelihoods, especially for workers, is the minimum wage policy based on Law No. 13 of 2003 concerning Manpower which aims to provide protection for workers and their families, this is stated by clear in consideration of letter (d) of Law Number 13 of 2003 concerning Manpower, namely that the protection of labor is intended to guarantee the basic rights of workers and guarantee equal opportunity and treatment without discrimination on any basis to realize the welfare of workers and their families with still pay attention to the development progress of the business world. The disharmony in employment relations or labor turmoil is mostly caused by wage problems that are felt to be still very low. The low level of wages in Indonesia is caused by the abundant supply of labor, the level of labor skills is very low, and the government has an interest and seeks to create and expand employment opportunities.
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Weiss-Gal, Idit, and John Gal. "Social Welfare Policy: Preferences of Arab and Jewish Social Workers in Israel." Families in Society: The Journal of Contemporary Social Services 89, no. 1 (January 2008): 129–38. http://dx.doi.org/10.1606/1044-3894.3717.
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Seeking to understand the impact of race and nationality on the attitudes of social workers towards social welfare policy, this study compares the attitudes of Arab and Jewish social workers in Israel. This analysis seeks to determine whether the attitudes of the two groups of social workers diverge and, if so, in what direction. Based on a sample of 110 social workers, evenly divided between Arabs and Jews, the findings revealed both similarities and differences in the social welfare policy references of the two groups of social workers. Although both supported the welfare state, they also expressed a lack of enthusiasm to finance it and a degree of skepticism regarding its impact. In contrast to their Jewish counterparts, Arab social workers were more supportive of the welfare state but did not support policies that were perceived as unsupportive of Arabs.
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Kovalev, S. A. "WORKERS IN DONBASS IN THE 20-30S OF THE XX CENTURY." Vestnik Bryanskogo gosudarstvennogo universiteta 01, no. 05 (March 25, 2021): 63–73. http://dx.doi.org/10.22281/2413-9912-2021-05-01-63-73.
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The necessity of mass proletariat formation and the essence of the professional shol development in 1920-1930have been considered in the article. Interconnections with main processes of public life such as enthusiasm, class approach and corenization have been cleared up in the artide. Command system proved to be noneffective in solving problems dynamic development. But still it provided enterprises with manpover. The modern innovation policy in manpower market should be formed on the basis of the positive experience.
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Weiss-Gal, Idit, and John Gal. "Explaining the policy practice of community social workers." Journal of Social Work 20, no. 2 (December 1, 2018): 216–33. http://dx.doi.org/10.1177/1468017318814996.
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Summary Policy change is a core goal of community social workers. This study aims to identify the motivational and facilitating factors associated with community social workers’ engagement in policy practice, defined as policy involvement undertaken in the workplace context. The sample comprised of 106 community social workers employed by local government in Israel and the data were collected between June 2015 and February 2017. Findings The findings showed that community social workers are more likely to engage in policy when they enjoy higher professional status, possess more policy practice resources, have higher psychological involvement in politics, are more involved in political and professional networks, and sense that they enjoy greater organizational support for policy practice. Applications In seeking to enhance the engagement of community social workers in the policy process, social work education should provide future community social workers with policy practice skills and a sense of psychological engagement in politics. It should also encourage their participation in political networks and offer training that affords them opportunities to develop the organizational skills needed to further macro goals in a social service agency setting. In their workplace, community social workers seeking to engage in policy practice need to nurture an organizational culture that supports social workers’ policy involvement. Given that this study is on a single Israeli sample, future research on community social workers in additional work settings and in other countries is required in order to advance knowledge on this crucial, yet understudied, form of professional activity.
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Fitzgerald, Louise. "Manpower Planning: A Suitable Case for Treatment?" Health Services Management Research 2, no. 2 (July 1989): 122–32. http://dx.doi.org/10.1177/095148488900200204.
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The article sets out the current pressures on the health service to radically revise the processes of manpower planning in use. Issues discussed include the conventional problems of managing uncertainty over longer timescales and the use of relevant data. However, the need for raised awareness across all professions of the sources of influence on the service is also discussed. The use of scenario planning approaches is suggested. A case example is provided of a trial attempt to examine the major forces influencing the N.W. Thames RHA, in order to derive from them the manpower and training implications. Detailed data from the early stages of the project are presented, illustrating the impact of technological advances and of social trends on health care delivery. Interim conclusions are then drawn from this work.
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Kristiana, Anita. "Key Policy Challenge : Social Security for Migrant Workers." International Journal of Religious and Cultural Studies 2, no. 1 (April 30, 2020): 7–10. http://dx.doi.org/10.34199/ijracs.2020.04.02.
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The purpose of this paper is to analyze various key policy approaches to extending social security to migrant workers. This paper reviews the social security system for migrant workers. It then attempts to policy approach for analysis. Finding this paper is to explore the impact of national and international policy and also social security agreements. The potential impact of the ratification of ILO and UN conventions on migrant workers, which ensure basic social and labor protection. The paper offers insight into the issue of some key policy challenges for the future, including for improved a fits design of social security.
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Weiss-Gal, I., and E. Peled. "Publishing Voice: Training Social Workers in Policy Practice." British Journal of Social Work 39, no. 2 (August 29, 2007): 368–82. http://dx.doi.org/10.1093/bjsw/bcm114.
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Chan, Raymond KH. "Taiwan's policy towards foreign workers." Journal of Contemporary Asia 29, no. 3 (January 1999): 383–400. http://dx.doi.org/10.1080/00472339980000191.
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Azhiim, Rizma Afian, and Gema Ramadhan Bastari. "A Disciplined Freedom: The Paradox of Labour Rights in Post-Reformasi Indonesia." PCD Journal 7, no. 1 (May 9, 2019): 1. http://dx.doi.org/10.22146/pcd.36026.
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This paper will discuss the paradox of labour rights in Indonesia after the beginning of Reformasi in 1998. Despite workers having been provided with better regulations that uphold all of their essential rights, labour protests remain prevalent with the same demands every year. To explain this paradox, this paper will employ Foucault's concept of biopower to argue, that instead of bringing prosperity to workers, these new regulations have actually disciplined them. New regulations and freedoms have dictated and limited the kinds of actions that workers can undertake, constructing their logic and becoming internalised to the point that some do not realise that they are ironically being constrained by the very laws that were supposed to free them. As such, workers have unknowingly become trapped in a cycle of protest–new government policy–protest ad infinitum. This paper concludes that "Reformasi" has not done much to improve workers' prosperity. The Manpower Law and freedom of association have failed to guarantee the fulfilment of labour rights, instead giving a false sense of freedom. To escape this trap, the labour movement must find a way to fight outside of the logic provided by the Manpower Law by beginning to imagine a system where labour exploitation can no longer exist.
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Pawar, Manohar. "Water Insecurity: A Case for Social Policy Action by Social Workers." Australian Social Work 66, no. 2 (June 2013): 248–60. http://dx.doi.org/10.1080/0312407x.2013.777969.
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Leviza, Jelly, and T. Keizerina Devi. "Legal Policy of The Government of Indonesia for the Protection of Non-Permanent Workers’ Rights." International Journal of Innovation and Economic Development 3, no. 4 (2017): 34–40. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.34.2003.
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Legal protection against a daily work is very urgent today given the increasing number of them. Governments have an obligation to ensure the protection of the rights of them. This study discusses two subjects. The first is the inventory of labour rights according to the constitution and rules of normative and the implementation for daily work. The second is the substance of the government’s policy to accommodate the protection of the rights of workers based on the Ministry of Manpower and Transmigration Republic of Indonesia Number: Kep.100 / Men/VI/2004 about the Provisions in the Implementation of Given Time Employment Agreement. The purpose of this study was to determine the protection of the constitutional and normative rights for daily workers. Next to determine the legal policy of the Indonesian government in providing protection to daily workers through Ministerial Decree No. 100/2004. Normative methods used to analyze the legal norms applicable in Indonesia governing the protection of daily workers. Based on this method, the portion of the protection of the rights of workers will be known. The results of this research are that the rights of an employee still do not fulfil the rights of workers constitutively and normatively. Government policy in the protection of daily workers was still not enough to provide legal certainty, usefulness, and fairness for workers. The government’s policy regarding the rights of daily workers still needs to be improved in order to accommodate the rights of daily workers.
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McCormack, John T. "Educating social workers for the demographic imperative." Australian Health Review 32, no. 3 (2008): 400. http://dx.doi.org/10.1071/ah080400.
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Our health system aims to restore, maintain and improve the independent function of all Australians and so our health workforce needs to have the knowledge, skills and abilities to achieve this task. As older people are already significant users of the health system, and will increase in the future due to population ageing, our workforce should be trained to deal with the age-related health and social needs required to achieve independent living for older Australians. Social workers, like other allied health disciplines, play a key role in hospitals and community health settings in maintaining older peoples? health and wellbeing in the community, as well as carer support. This article reports on a pilot research program to look at the skills and competencies of social workers needed to provide a quality service in aged care, as well as the expansion of an educational program aimed at developing a gero-rich curriculum which enhances the gerontological competencies of social work students.
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Othman, Saad Mohammed. "Job Localization Policy in Saudi Arabia: Determining its Effect on Employment and Economy." Business and Management Horizons 5, no. 1 (February 3, 2017): 12. http://dx.doi.org/10.5296/bmh.v5i1.10681.
Full textAbstract:
Saudi Arabia as part of the largest peninsula in the world is confronting with the incongruity of expanding adolescent unemployed nationals and its egotistical dependence on global business and employment for private organizations. In this topic, Saudi legislature has made assorted strategies to battle unemployment of nationals through job localization policy commonly known as “Saudization”. The goals of the discernible administrative arrangement are to lessen the aplenty of global workers through distinguishable standard targets and force confinements on the enlistment procedure of global workers. Abundant research, investigations and reports have uncovered that the precedent-setting stage might realize a spate of instigations for private organizations in the job from claiming Saudi nationals. In any case, the placidity owning of private organizations is take unreservedly to job applications who are global workers prepared to embrace physically difficult works to meet the expectations of organizations with lower compensation. This paper investigates the presumptions behind this acceptance, in an application to be aware better the burly ramifications of job localization policy to global workers and fundamentally evaluate the most qualified fresh saudization proposal pegged as “nitaqat” in the implementation procedure of the national manpower in Saudi Arabia.
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Flambonita, Suci. "DAMPAK PEMUTUSAN HUBUNGAN KERJA SELAMA PANDEMI COVID-19 PERSPEKTIF HUKUM KETENAGAKERJAAN." Keadilan : Jurnal Fakultas Hukum Universitas Tulang Bawang 18, no. 2 (February 17, 2021): 142–58. http://dx.doi.org/10.37090/keadilan.v18i2.351.
Full textAbstract:
Research shows a wave of layoffs and a decrease in labor/employee/employee income during the COVID-19 pandemic. The percentage of dismissed workers/employees/employees in Indonesia at the end of April 2020 was 15.6%. Based on data obtained by the South Sumatra Regional Office of Manpower and Transmigration on April 29, 2020, as many as 612 workers in South Sumatra experienced layoffs due to the COVID-19 pandemic. A total of 7,020 workers were laid off and received no wages during the pandemic. The research method used is socio legal research, namely research that examines the social symptoms that exist in society and then correlates them with statutory regulations. The impact of layoffs during this pandemic, many of these companies often use force majeure reasons. On the other hand, to tackle the Covid-19 problem, one of the efforts made by the Government is the Circular of the Minister of Manpower Number M/3/HK04/II/2020 concerning Protection of Workers/Laborers and Business Continuity in the Context of Preventing and Overcoming Covid-19. Some companies that cut off work relations during the COVID-19 pandemic often use force majeure reasons, to avoid wages and severance pay that should be the rights of workers/laborers.
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Iversen, Torben, and David Soskice. "An Asset Theory of Social Policy Preferences." American Political Science Review 95, no. 4 (December 2001): 875–93. http://dx.doi.org/10.1017/s0003055400400079.
Full textAbstract:
We present a theory of social policy preferences that emphasizes the composition of people's skills. The key to our argument is that individuals who have made risky investments in skills will demand insurance against the possible future loss of income from those investments. Because the transferability of skills is inversely related to their specificity, workers with specific skills face a potentially long spell of unemployment or a significant decline in income in the event of job loss. Workers deriving most of their income from specific skills therefore have strong incentives to support social policies that protect them against such uncertainty. This is not the case for general skills workers, for whom the costs of social protection weigh more prominently. We test the theory on public opinion data for eleven advanced democracies and suggest how differences in educational systems can help explain cross-national differences in the level of social protection.