Science.gov

Sample records for needed human resources

  1. Canadian human resource needs in vascular surgery

    PubMed Central

    Harris, Kenneth A.; Provan, John L.

    1998-01-01

    Objective To outline the distribution of vascular surgeons in Canada and to determine the present and future human resource needs in vascular surgery practice in Canada. Design Voluntary questionnaires sent to all members of the Canadian Society for Vascular Surgery (CSVS), the administrators of hospitals in Canada with more than 100 beds, and interrogation of the membership database of the CSVS. Main outcome measures The perceived present and future needs for fulltime and part-time vascular surgeons, determined by a variety of methods. Participants One hundred and forty active members of the CSVS and administrators of 120 hospitals. Main results From the CSVS members 62 responses were received from those residing in Canada, revealing 47 fulltime vascular (more than 75% of the practice) surgeons working with 0 to 5 colleagues (mean 1.8 [SD 1.3]). Fifteen responding surgeons combined the practice of vascular surgery with another specialty. Perceived immediate needs were 24 surgeons, with 42 required in 4.8 (1.8) years. Of 120 hospitals offering vascular surgery services, 90 stated that they met the needs of their community; however, additional immediate manpower requirements totalled 27 surgeons. Hospital administrators predicted a need of 55 additional vascular surgeons in a mean of 5.5 (4.6) years. Over 85% of hospitals stated that they had the resources to support the currently practising surgeons and their immediately required additions. Conclusions Prediction of the need for additional vascular surgeons should be based on an estimated retirement age of 65 years, with an adjustment for the increasing percentage of the Canadian population reaching the age of 60 years. All methodologies used in this study predict the need for additional human resources in vascular surgery. The need for continued training of new vascular surgeons is apparent, but the optimal number of trainees per year is less clear. PMID:9492746

  2. Does America Need a National Human Resource Development Strategy?

    ERIC Educational Resources Information Center

    Craig, Robert L.; And Others

    1984-01-01

    Essays by Robert L. Craig, Mervyn M. Dymally, Nolen M. Ellison, Sheila M. Korhammer, Rich Redeker, Markley Roberts, and Richard F. Schubert present various perspectives on U.S. human resource development needs and strategies. (DMM)

  3. Urgent need for human resources to promote global cardiovascular health.

    PubMed

    Vedanthan, Rajesh; Fuster, Valentin

    2011-02-01

    The World Health Organization estimates the existence of a global shortage of over 4 million health-care workers. Given the growing global burden of cardiovascular disease (CVD), the shortfall in global human resources for health (HRH) is probably even greater than predicted. A critical challenge going forward is to determine how to integrate CVD-related human resource needs into the overall global HRH agenda. We describe the CVD implications of core HRH objectives, including coverage, motivation, and competence, in addition to issues such as health-care worker migration and the need for input from multiple stakeholders to successfully address the current problems. We emphasize gaps in knowledge regarding HRH for global CVD-related care and research opportunities. In light of the current global epidemiologic transition from communicable to noncommunicable diseases, now is the time for the global health community to focus on CVD-related human resource needs.

  4. Labor of love. A model for planning human resource needs.

    PubMed

    Brady, F J

    1989-01-01

    Typically, the annual budgeting process is the hospital's only attempt to forecast human resource requirements. In times of rapid change, this traditional ad hoc approach is incapable of satisfying either the Catholic hospital's ethical obligations as an employer or its responsibilities to provide healthcare to the poor and suffering. Assumptions about future activity, including volume projections on admissions, patient days, and other services, influence the budgeting process to a large degree. Because the amount of work to be done and the number of employees required to do it are related, changes in demand for service immediately and directly affect staffing requirements. A hospital cannot achieve ethical human resource management or provide high-quality healthcare if inadequate planning forces management into a cycle of crisis-coping--reacting to this year's nursing shortage with a major recruiting effort and next year's financial crunch with a traumatic reduction in force. The human resource planning approach outlined here helps the hospital meet legitimate business needs while satisfying its ethical obligations. The model has four phases and covers a charge to the planning committee; committee appointments; announcements; the establishment of ground rules, focus, and task forces; and the work of each task force.

  5. The Need for an Operational Thrust to Human Resources Developet.

    ERIC Educational Resources Information Center

    Jain, S. K.

    1986-01-01

    Discusses some of the issues involved in professionalizing human resources planning and implementation at the national level. Issues include (1) incorporating human resources into national development, (2) demand considerations, (3) using the skill supply system, (4) obstacles to effectiveness, and (5) enhancing roles of social partners. (CH)

  6. The state of human dimensions capacity for natural resource management: needs, knowledge, and resources

    USGS Publications Warehouse

    Sexton, Natalie R.; Leong, Kirsten M.; Milley, Brad J.; Clarke, Melinda M.; Teel, Tara L.; Chase, Mark A.; Dietsch, Alia M.

    2013-01-01

    The social sciences have become increasingly important in understanding natural resource management contexts and audiences, and are essential in design and delivery of effective and durable management strategies. Yet many agencies and organizations do not have the necessary resource management. We draw on the textbook definition of HD: how and why people value natural resources, what benefits people seek and derive from those resources, and how people affect and are affected by those resources and their management (Decker, Brown, and Seimer 2001). Clearly articulating how HD information can be used and integrated into natural resource management planning and decision-making is an important challenge faced by the HD field. To address this challenge, we formed a collaborative team to explore the issue of HD capacity-building for natural resource organizations and to advance the HD field. We define HD capacity as activities, efforts, and resources that enhance the ability of HD researchers and practitioners and natural managers and decision-makers to understand and address the social aspects of conservation. Specifically, we sought to examine current barriers to integration of HD into natural resource management, knowledge needed to improve HD capacity, and existing HD tools, resources, and training opportunities. We conducted a needs assessment of HD experts and practitioners, developed a framework for considering HD activities that can contribute both directly and indirectly throughout any phase of an adaptive management cycle, and held a workshop to review preliminary findings and gather additional input through breakout group discussions. This paper provides highlights from our collaborative initiative to help frame and inform future HD capacity-building efforts and natural resource organizations and also provides a list of existing human dimensions tools and resources.

  7. Applications of earth resources technology to human needs

    NASA Technical Reports Server (NTRS)

    Weinberger, C.

    1975-01-01

    The application of remote sensing technology in the fields of health and education is examined. The technology and accomplishments of ATS 6 and the development of a nationwide telecommunications system to meet the varied needs of the health and education communities are among the topics discussed. The economic and social aspects of utilizing and benefiting from remote sensing technology are stressed.

  8. Applications of earth resources technology to human needs

    NASA Technical Reports Server (NTRS)

    Weinberger, C.

    1975-01-01

    The application of remote sensing technology in the fields of health and education is examined. The technology and accomplishments of ATS 6 and the development of a nationwide telecommunications system to meet the varied needs of the health and education communities are among the topics discussed. The economic and social aspects of utilizing and benefiting from remote sensing technology are stressed.

  9. Health-related rehabilitation services: assessing the global supply of and need for human resources.

    PubMed

    Gupta, Neeru; Castillo-Laborde, Carla; Landry, Michel D

    2011-10-17

    Human resources for rehabilitation are often a neglected component of health services strengthening and health workforce development. This may be partly related to weaknesses in the available research and evidence to inform advocacy and programmatic strategies. The objective of this study was to quantitatively describe the global situation in terms of supply of and need for human resources for health-related rehabilitation services, as a basis for strategy development of the workforce in physical and rehabilitation medicine. Data for assessing supply of and need for rehabilitative personnel were extracted and analyzed from statistical databases maintained by the World Health Organization and other national and international health information sources. Standardized classifications were used to enhance cross-national comparability of findings. Large differences were found across countries and regions between assessed need for services requiring health workers associated to physical and rehabilitation medicine against estimated supply of health personnel skilled in rehabilitation services. Despite greater need, low- and middle-income countries tended to report less availability of skilled health personnel, although the strength of the supply-need relationship varied across geographical and economic country groupings. The evidence base on human resources for health-related rehabilitation services remains fragmented, the result of limited availability and use of quality, comparable data and information within and across countries. This assessment offered the first global baseline, intended to catalyze further research that can be translated into evidence to support human resources for rehabilitation policy and practice.

  10. Health-related rehabilitation services: assessing the global supply of and need for human resources

    PubMed Central

    2011-01-01

    Background Human resources for rehabilitation are often a neglected component of health services strengthening and health workforce development. This may be partly related to weaknesses in the available research and evidence to inform advocacy and programmatic strategies. The objective of this study was to quantitatively describe the global situation in terms of supply of and need for human resources for health-related rehabilitation services, as a basis for strategy development of the workforce in physical and rehabilitation medicine. Methods Data for assessing supply of and need for rehabilitative personnel were extracted and analyzed from statistical databases maintained by the World Health Organization and other national and international health information sources. Standardized classifications were used to enhance cross-national comparability of findings. Results Large differences were found across countries and regions between assessed need for services requiring health workers associated to physical and rehabilitation medicine against estimated supply of health personnel skilled in rehabilitation services. Despite greater need, low- and middle-income countries tended to report less availability of skilled health personnel, although the strength of the supply-need relationship varied across geographical and economic country groupings. Conclusion The evidence base on human resources for health-related rehabilitation services remains fragmented, the result of limited availability and use of quality, comparable data and information within and across countries. This assessment offered the first global baseline, intended to catalyze further research that can be translated into evidence to support human resources for rehabilitation policy and practice. PMID:22004560

  11. Human resources needed to perform antimicrobial stewardship teams' activities in French hospitals.

    PubMed

    Le Coz, P; Carlet, J; Roblot, F; Pulcini, C

    2016-06-01

    In January 2015, the French ministry of Health set up a task force on antibiotic resistance. Members of the task force's "antimicrobial stewardship" group conducted a study to evaluate the human resources needed to implement all the required activities of the multidisciplinary antimicrobial stewardship teams (AST - antibiotic/infectious disease lead supervisors, microbiologists, and pharmacists) in French healthcare facilities. We conducted an online cross-sectional nationwide survey. The questionnaire was designed based on regulatory texts and experts' consensus. The survey took place between March and May 2015. We used the mailing list of the French Infectious Diseases Society (SPILF) to send out questionnaires. A total of 65 healthcare facilities completed the questionnaire. The human resources needed to implement all AST's activities were estimated at 3.6 full-time equivalent (FTE) positions/1000 acute care beds for antibiotic/infectious disease lead supervisors, at 2.5 FTE/1000 beds for pharmacists, and at 0.6 FTE/1000 beds for microbiologists. This almost amounts to a total of 2000 FTE positions for all healthcare facilities (public and private) in France and to an annual cost of 200 million euros. Dedicated and sustainable funding for AST is urgently needed to implement comprehensive and functional AST programs in all healthcare facilities. Copyright © 2016 Elsevier Masson SAS. All rights reserved.

  12. Moving beyond obsolescence: an important role for educational institutions in health human resources needs.

    PubMed

    Leggat, Sandra G

    2009-01-01

    The plan proposed by Tzountzouris and Gilbert is a useful framework for those of us in educational settings to gather and analyze the information to assist in forming our "educational response" to issues of health human resources. But I am concerned that the proposed plan and process encourages us to continue to survey the HHR carnage from our ivory towers, waiting for someone else to pick up the pieces. Instead, academics in education institutions should use their competencies to provide external leadership, building bridges between the policy directions and the local needs.

  13. Role of educational institutions in identifying and responding to emerging health human resources needs.

    PubMed

    Tzountzouris, John-Paul; Gilbert, John H V

    2009-01-01

    The healthcare system continues to evolve, requiring innovation to promote patient-centred, fiscally responsible healthcare delivery. This evolution includes changes to the skills and competencies required of the health human resources (HHR), both regulated and unregulated, who are central supports to healthcare delivery. This has become a priority agenda item at the international, national, provincial, regional and local levels. This paper describes the system factors that drive the emergence of HHR skill and competency needs, and explores the roles of various institutions in the identification of and response to HHR needs. Educational institutions play an important role in responding to emerging HHR needs. Their actual response to HHR skill and competency needs will ultimately depend on the risk posed to the organizations of either addressing, or not addressing, these needs. These decisions are complex and are balanced against strategic, operational and educational risks, benefits and realities within each given educational institution. Educational institutions - through their linkages with the workplace, industry, professional organizations and government - have a unique view and understanding of many facets of the complexity of HHR planning. This paper proposes that educational institutions play a pivotal role as levers in a more coordinated response to emerging HHR needs and, as such, should be intimately involved in comprehensive HHR planning.

  14. A Model to Estimate Human Resource Needs for the Treatment of Outpatients With Cancer

    PubMed Central

    Fasola, Gianpiero; Aprile, Giuseppe; Aita, Marianna

    2012-01-01

    Purpose: Although personnel costs significantly affect cancer health care expenditures, little is known about the relationship between workload, human resource requirements, and associated costs. An empirical model to forecast staffing demand is described according to the yearly caseload of outpatients with cancer beginning active treatment and the number of personnel working hours. Methods: The oncology department at the University Hospital of Udine (Udine, Italy) is a computerized unit taking care of approximately 1,300 patients per year. Each clinical episode is centrally recorded. We queried the database for the total number of consultations per patient beginning treatment during 2006. With predefined bonds (ie, time limit set for each visit type and annual working hours per employee), we sought to estimate yearly per-patient hours of care and the number of personnel needed. Results: In 2006, each outpatient with cancer beginning active treatment generated an average of 16 clinical evaluations, which in turn translated into 8 and 16 hours of physician and nurse working time, respectively. Assuming an average of 1,672 annual working hours, a need for one physician and three nurses for every 600 patients could be estimated for every 200 novel patients. In the next year, the same caseload induced 4.5 consultations on average; using a similar approach, the demand for additional time and resources was calculated. Conclusion: By means of a simple model combining predefined conditions with a centralized record of clinical episodes, we were able to provide a reasonable estimate of human resource requirements and a tool to forecast the staff expenditures of a cancer unit. PMID:22548005

  15. Human Needs and Nature's Balance: Population, Resources, and the Environment. A Population Learning Series.

    ERIC Educational Resources Information Center

    Crews, Kimberly A.

    One of the challenges that face humanity is how to manage resource and environmental endowments in a way that will guarantee continued survival and ensure the well-being of future generations. Those resources most important to human survival are food, water, and energy. When the population of the world reached 5 billion in 1987, approximately 87…

  16. Human Needs and Nature's Balance: Population, Resources, and the Environment. A Population Learning Series.

    ERIC Educational Resources Information Center

    Crews, Kimberly A.

    One of the challenges that face humanity is how to manage resource and environmental endowments in a way that will guarantee continued survival and ensure the well-being of future generations. Those resources most important to human survival are food, water, and energy. When the population of the world reached 5 billion in 1987, approximately 87…

  17. Human resource needs and development for the gas industry of the future

    SciTech Connect

    Klass, D.L.

    1991-01-01

    The natural gas industry will confront many challenges in the 1990s and beyond, one of which is the development of human resources to meet future needs. An efficient, trained work force in this era of environmental concern, high technology, and alternative fuels is essential for the industry to continue to meet the competition and to safely deliver our product and service to all customers. Unfortunately, during this period there will be an increasing shortfall of technical personnel to replace those lost to attrition and a steady decline in the availability of new employees who are able to read, write, and perform simple math. Technological and government developments that will impact the industry and the skill levels needed by the industry employees are reviewed. In-house and external training of professional and nonprofessional personnel and the benefits and disadvantages of selected advanced training methods are discussed. Recommendations are presented that can help improve the training of gas industry employees to meet future needs. 22 refs.

  18. Interactions of forests, climate, water resources, and humans in a changing environment: research needs

    Treesearch

    Ge Sun; Catalina Segura

    2013-01-01

    The aim of the special issue “Interactions of Forests, Climate, Water Resources, and Humans in a Changing Environment” is to present case studies on the influences of natural and human disturbances on forest water resources under a changing climate. Studies in this collection of six papers cover a wide range of geographic regions from Australia to Nigeria with spatial...

  19. Managing Human Resources. Greater OPM Leadership Needed To Address Critical Challenges. Report to the Congress.

    ERIC Educational Resources Information Center

    General Accounting Office, Washington, DC. General Government Div.

    The General Accounting Office examined the Office of Personnel Management's (OPM's) leadership role in addressing critical human resource problems and preparing the government to meet future challenges. Federal managers, OPM employees, and federal personnel officials were surveyed to study federal government problems in hiring, managing, and…

  20. The Educational Needs of and the Future Labor Market Demand for Human Resource Managers

    ERIC Educational Resources Information Center

    Prock, Dan; Henson, Bob

    1977-01-01

    Reports and discusses results of a national survey of professionals from all fields of human resource management (HRM) and college recruiters on the content of HRM education, competency requirements of certain specialists, and the labor market for personnel administration and industrial relations (PAIR/HRM) professionals in the next three years.…

  1. Human Resource Planning

    ERIC Educational Resources Information Center

    Hoffman, W. H.; Wyatt, L. L.

    1977-01-01

    By using the total resource approach, we have focused attention on the need to integrate human resource planning with other business plans and highlighted the importance of a productivity strategy. (Author)

  2. [Medical education and the needs of human resources in the Hungarian health care system].

    PubMed

    Szócska, G; Romics, L

    2001-04-01

    The strategic aims of medical education are discussing, from the view of the human resource demands in a modern healthcare system. The authors summarise the logical framework of medical functioning based on medical development and economical circumstances, and describe the role of personal skills in the daily work. Afterwards they discuss the development of medical education in the last three decades and present the tight connection between cognitive sciences and developing results mentioned above. The authors analyse some special points of the Hungarian medical faculties. In the conclusion they have shown the possibilities to support the Hungarian healthcare reform by the educational development.

  3. Methodological issues in health human resource planning: cataloguing assumptions and controlling for variables in needs-based modelling.

    PubMed

    Murphy, G T

    2002-03-01

    Health Human Resource Planning (HHRP) models approximate future nursing requirements based on a variety of factors specific to the model being employed. There is an urgent need to develop a better understanding of the sources of bias in statistical modelling in order to ensure that we are guided by accurate and robust formulae. This paper addresses these issues as they apply in the context of needs-based HHRP research for nursing by presenting a review and discussion of the relevant literature as it relates to: (1) the testing of assumptions, (2) avoiding ecological and atomistic fallacies, (3) how need is directly or indirectly related to health care, and (4) alternatives to aggregate analysis for assessing the relationship between health needs and utilization of nursing services. The paper concludes that multilevel modelling is useful for the simulation analysis of individuals and their ecologies, and that small area variation modelling holds promise for assessing the relationship between health needs and utilization of nursing services.

  4. Health human resources planning and the production of health: development of an extended analytical framework for needs-based health human resources planning.

    PubMed

    Birch, Stephen; Kephart, George; Murphy, Gail Tomblin; O'Brien-Pallas, Linda; Alder, Rob; MacKenzie, Adrian

    2009-11-01

    Health human resources planning is generally based on estimating the effects of demographic change on the supply of and requirements for healthcare services. In this article, we develop and apply an extended analytical framework that incorporates explicitly population health needs, levels of service to respond to health needs, and provider productivity as additional variables in determining the future requirements for the levels and mix of healthcare providers. Because the model derives requirements for providers directly from the requirements for services, it can be applied to a wide range of different provider types and practice structures including the public health workforce. By identifying the separate determinants of provider requirements, the analytical framework avoids the "illusions of necessity" that have generated continuous increases in provider requirements. Moreover, the framework enables policy makers to evaluate the basis of, and justification for, increases in the numbers of provider and increases in education and training programs as a method of increasing supply. A broad range of policy instruments is identified for responding to gaps between estimated future requirements for care and the estimated future capacity of the healthcare workforce.

  5. The Human Dimension: Balancing People Needs and Resources. AIR Forum Paper 1978.

    ERIC Educational Resources Information Center

    Howard, Harold C.

    The call for accountability in higher education has resulted in a demand for the effective use of scarce resources and institutional survival is affected. Since the vitality of an institution is the true measure of its strength, all decisions, including cost-based ones, should be made in terms of their effect on morale and motivation. Faculty, by…

  6. Application of the Workload Indicators of Staffing Need method to predict nursing human resources at a Family Health Service

    PubMed Central

    Bonfim, Daiana; Laus, Ana Maria; Leal, Ana Emilia; Fugulin, Fernanda Maria Togeiro; Gaidzinski, Raquel Rapone

    2016-01-01

    Objective verify the application of the Workload Indicators of Staffing Need method in the prediction of nursing human resources at a Family Health service. Method descriptive and quantitative study, undertaken at a Family Health service in the city of São Paulo. The set of sequential operations recommended in the Workload Indicators of Staffing Need method was used: definition of the professional category, type of health service and calculation of Available Work Time; definition of workload components; identification of mean time for workload components; dimensioning of staff needs based on the method, application and interpretation of the data. Result the workload proposed in the Workload Indicators of Staffing Need method to nursing technicians/auxiliary nurses was balanced with the number of professionals available at the Family Health service. The Workload Indicators of Staffing Need index amounted to 0.6 for nurses and 1.0 for nursing technicians/auxiliary nurses. Conclusion the application of the Workload Indicators of Staffing Need method was relevant to identify the components of the nursing professionals' workload. Therefore, it is recommendable as a nursing staffing tool at Family Health services, contributing to the access and universal health coverage. PMID:27143538

  7. Application of the Workload Indicators of Staffing Need method to predict nursing human resources at a Family Health Service.

    PubMed

    Bonfim, Daiana; Laus, Ana Maria; Leal, Ana Emilia; Fugulin, Fernanda Maria Togeiro; Gaidzinski, Raquel Rapone

    2016-01-01

    verify the application of the Workload Indicators of Staffing Need method in the prediction of nursing human resources at a Family Health service. descriptive and quantitative study, undertaken at a Family Health service in the city of São Paulo. The set of sequential operations recommended in the Workload Indicators of Staffing Need method was used: definition of the professional category, type of health service and calculation of Available Work Time; definition of workload components; identification of mean time for workload components; dimensioning of staff needs based on the method, application and interpretation of the data. the workload proposed in the Workload Indicators of Staffing Need method to nursing technicians/auxiliary nurses was balanced with the number of professionals available at the Family Health service. The Workload Indicators of Staffing Need index amounted to 0.6 for nurses and 1.0 for nursing technicians/auxiliary nurses. the application of the Workload Indicators of Staffing Need method was relevant to identify the components of the nursing professionals' workload. Therefore, it is recommendable as a nursing staffing tool at Family Health services, contributing to the access and universal health coverage.

  8. Meeting the oral health needs of 12-year-olds in China: human resources for oral health.

    PubMed

    Sun, Xiangyu; Bernabé, Eduardo; Liu, Xuenan; Zheng, Shuguo; Gallagher, Jennifer E

    2017-06-20

    An appropriate level of human resources for oral health [HROH] is required to meet the oral health needs of population, and enable maximum improvement in health outcomes. The aim of this study was to estimate the required HROH to meet the oral health needs of the World Health Organization [WHO] reference group of 12-year-olds in China and consider the implications for education, practice, policy and HROH nationally. We estimated the need of HROH to meet the needs of 12-year-olds based on secondary analysis of the epidemiological and questionnaire data from the 3rd Chinese National Oral Health Survey, including caries experience and periodontal factors (calculus), dentally-related behaviour (frequency of toothbrushing and sugar intake), and social factors (parental education). Children's risk for dental caries was classified in four levels from low (level 1) to high (level 4). We built maximum and minimum intervention models of dental care for each risk level, informed by contemporary evidence-based practice. The needs-led HROH model we used in the present study incorporated need for treatment and risk-based prevention using timings verified by experts in China. These findings were used to estimate HROH for the survey sample, extrapolated to 12-year-olds nationally and the total population, taking account of urban and rural coverage, based on different levels of clinical commitment (60-90%). We found that between 40,139 and 51,906 dental professionals were required to deliver care for 12-year-olds nationally based on 80% clinical commitment. We demonstrated that the majority of need for HROH was in the rural population (72.5%). Over 93% of HROH time was dedicated to prevention within the model. Extrapolating the results to the total population, the estimate for HROH nationally was 3.16-4.09 million to achieve national coverage; however, current HROH are only able to serve an estimated 5% of the population with minimum intervention based on a HROH spending 90% of

  9. Skill Needs and Human Resources Development in the Emerging Field of Nanotechnology

    ERIC Educational Resources Information Center

    Yawson, Robert Mayfield

    2010-01-01

    Strong societal requirements and consumer acceptance are the driving force of nanotechnology development. The necessity for qualified experts and strong demand on education in the multi-, trans- and interdisciplinary field of nanotechnology is a logical consequence of this driving force. There is the need for a comprehensive national…

  10. Skill Needs and Human Resources Development in the Emerging Field of Nanotechnology

    ERIC Educational Resources Information Center

    Yawson, Robert Mayfield

    2010-01-01

    Strong societal requirements and consumer acceptance are the driving force of nanotechnology development. The necessity for qualified experts and strong demand on education in the multi-, trans- and interdisciplinary field of nanotechnology is a logical consequence of this driving force. There is the need for a comprehensive national…

  11. Workforce Infrastructure in Support of People with Disabilities: Matching Human Resources to Service Needs

    ERIC Educational Resources Information Center

    National Council on Disability, 2010

    2010-01-01

    Americans with disabilities depend on the disability services infrastructure, which consists of health, education, and social services programs. The need for these services is expected to increase significantly in the coming decades as a result of several factors, most notably the aging of the baby boom generation and declining birthrates. These…

  12. Current state of allocation of oral health human resources in northern China and future needs.

    PubMed

    Zhang, Y; Lu, Z; Cheng, R; Liu, L

    2015-11-01

    The aim of the present investigation was to describe the distribution, structure and allocation of oral health services personnel, evaluate oral health service capacity and predict the needs for oral health services in northern China over the coming 10 years. The questionnaires were sent to all the dental medical institutions included in this study directly from the Sanitation Bureau and the Health Supervision Station. All the institutions and dental personnel were asked to fill out the questionnaires, and then, the questionnaires were collected through postal service and email. In Liaoning Province, which is in northern China, there are a total of 5617 dentists in total, 87.8% of whom are located in urban areas. Dentists in rural areas were found to be less educated and specialized. The ratio of dentists to nurses to technicians was about 6:2:1, and the ratio of dentists to total population was 1:7682. It was predicted that, in 2020, the number of dentists could reach 13 207. This would meet the area's needs for oral health services. Currently, in northern China, the oral health infrastructure suffers from an insufficient number of dental professionals, disproportionate distribution and inappropriate structure. To improve social equity, it is necessary to adjust the distribution of dental personnel capable of performing for oral health services. © 2015 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  13. Making Human Resource Consulting Visible.

    ERIC Educational Resources Information Center

    Kaufmann, Ken; Weaver, Carol L.

    2000-01-01

    Discusses the need for human resources consulting to be seen and understood in order to help achieve business objectives. Presents a model that uses core competencies to tie human resources programs to business strategies, thus positioning human resources as a strategic partner in an enterprise. (LRW)

  14. Applying the workload indicators of staffing need (WISN) method in Namibia: challenges and implications for human resources for health policy.

    PubMed

    McQuide, Pamela A; Kolehmainen-Aitken, Riitta-Liisa; Forster, Norbert

    2013-12-10

    As part of ongoing efforts to restructure the health sector and improve health care quality, the Ministry of Health and Social Services (MoHSS) in Namibia sought to update staffing norms for health facilities. To establish an evidence base for the new norms, the MoHSS supported the first-ever national application of the Workload Indicators of Staffing Need (WISN) method, a human resource management tool developed by the World Health Organization. The WISN method calculates the number of health workers per cadre, based on health facility workload. It provides two indicators to assess staffing: (1) the gap/excess between current and required number of staff, and (2) the WISN ratio, a measure of workload pressure. Namibian WISN calculations focused on four cadres (doctors, nurses, pharmacists, pharmacy assistants) and all four levels of public facilities (clinics, health centers, district hospitals, intermediate hospitals). WISN steps included establishing a task force; conducting a regional pilot; holding a national validation workshop; field verifying data; collecting, uploading, processing, and analyzing data; and providing feedback to policy-makers. The task force faced two challenges requiring time and effort to solve: WISN software-related challenges and unavailability of some data at the national level. WISN findings highlighted health worker shortages and inequities in their distribution. Overall, staff shortages are most profound for doctors and pharmacists. Although the country has an appropriate number of nurses, the nurse workforce is skewed towards hospitals, which are adequately or slightly overstaffed relative to nurses' workloads. Health centers and, in particular, clinics both have gaps between current and required number of nurses. Inequities in nursing staff also exist between and within regions. Finally, the requirement for nurses varies greatly between less and more busy clinics (range = 1 to 7) and health centers (range = 2 to 57). The utility of

  15. Applying the workload indicators of staffing need (WISN) method in Namibia: challenges and implications for human resources for health policy

    PubMed Central

    2013-01-01

    Introduction As part of ongoing efforts to restructure the health sector and improve health care quality, the Ministry of Health and Social Services (MoHSS) in Namibia sought to update staffing norms for health facilities. To establish an evidence base for the new norms, the MoHSS supported the first-ever national application of the Workload Indicators of Staffing Need (WISN) method, a human resource management tool developed by the World Health Organization. Application The WISN method calculates the number of health workers per cadre, based on health facility workload. It provides two indicators to assess staffing: (1) the gap/excess between current and required number of staff, and (2) the WISN ratio, a measure of workload pressure. Namibian WISN calculations focused on four cadres (doctors, nurses, pharmacists, pharmacy assistants) and all four levels of public facilities (clinics, health centers, district hospitals, intermediate hospitals). WISN steps included establishing a task force; conducting a regional pilot; holding a national validation workshop; field verifying data; collecting, uploading, processing, and analyzing data; and providing feedback to policy-makers. Challenges The task force faced two challenges requiring time and effort to solve: WISN software-related challenges and unavailability of some data at the national level. Findings WISN findings highlighted health worker shortages and inequities in their distribution. Overall, staff shortages are most profound for doctors and pharmacists. Although the country has an appropriate number of nurses, the nurse workforce is skewed towards hospitals, which are adequately or slightly overstaffed relative to nurses’ workloads. Health centers and, in particular, clinics both have gaps between current and required number of nurses. Inequities in nursing staff also exist between and within regions. Finally, the requirement for nurses varies greatly between less and more busy clinics (range = 1 to 7

  16. Human Resources Development and the Skills Crisis in South Africa: The Need for a Multi-Pronged Strategy

    ERIC Educational Resources Information Center

    Kraak, Andre

    2005-01-01

    This article presents a critique of the 'high skills' argument which, in the international literature, presents a high skill strategy as an adjunct and necessary condition for the successful expansion of human resources development (HRD) alongside social market institutions and 'joined up' policy. For a developing country such as South Africa,…

  17. Human Resources Development and the Skills Crisis in South Africa: The Need for a Multi-Pronged Strategy

    ERIC Educational Resources Information Center

    Kraak, Andre

    2005-01-01

    This article presents a critique of the 'high skills' argument which, in the international literature, presents a high skill strategy as an adjunct and necessary condition for the successful expansion of human resources development (HRD) alongside social market institutions and 'joined up' policy. For a developing country such as South Africa,…

  18. Voluntary medical male circumcision: strategies for meeting the human resource needs of scale-up in southern and eastern Africa.

    PubMed

    Curran, Kelly; Njeuhmeli, Emmanuel; Mirelman, Andrew; Dickson, Kim; Adamu, Tigistu; Cherutich, Peter; Mahler, Hally; Fimbo, Bennett; Mavuso, Thembisile Khumalo; Albertini, Jennifer; Fitzgerald, Laura; Bock, Naomi; Reed, Jason; Castor, Delivette; Stanton, David

    2011-11-01

    Voluntary medical male circumcision (VMMC) reduces female-to-male HIV transmission by approximately 60%; modeling suggests that scaling up VMMC to 80% of men 15- to 49-years-old within five years would avert over 3.3 million new HIV infections in 14 high priority countries/regions in southern and eastern Africa by 2025 and would require 20.33 million circumcisions. However, the shortage of health professionals in these countries must be addressed to reach these proposed coverage levels. To identify human resource approaches that are being used to improve VMMC volume and efficiency, we looked at previous literature and conducted a program review. We identified surgical efficiencies, non-surgical efficiencies, task shifting, task sharing, temporary redeployment of public sector staff during VMMC campaign periods, expansion of the health workforce through recruitment of unemployed, recently retired, newly graduating, or on-leave health care workers, and the use of volunteer medical staff from other countries as approaches that address human resource constraints. Case studies from Kenya, Tanzania, and Swaziland illustrate several innovative responses to human resource challenges. Although the shortage of skilled personnel remains a major challenge to the rapid scale-up of VMMC in the 14 African priority countries/regions, health programs throughout the region may be able to replicate or adapt these approaches to scale up VMMC for public health impact.

  19. Assessing the Educational Needs of Tomorrow's "Ideal" Corporate Communicators: Should Public Relations and Human Resource Development Programs Form a "Strategic" Merger?

    ERIC Educational Resources Information Center

    Thomsen, Steven R.; And Others

    A study assessed the specific courses and educational needs professionals considered important in the proper undergraduate preparation of future public relations practitioners. A survey questionnaire was sent to a random sample of 1,000 human resource managers and public relations practitioners from the national membership of two professional…

  20. Will the Needs-Based Planning of Health Human Resources Currently Undertaken in Several Countries Lead to Excess Supply and Inefficiency?

    PubMed

    Basu, Kisalaya; Pak, Maxwell

    2016-01-01

    Recently, the emphasis on health human resources (HHR) planning has shifted away from a utilization-based approach toward a needs-based one in which planning is based on the projected health needs of the population. However, needs-based models that are currently in use rely on a definition of 'needs' that include only the medical circumstances of individuals and not personal preferences or other socio-economic factors. We examine whether planning based on such a narrow definition will maximize social welfare. We show that, in a publicly funded healthcare system, if the planner seeks to meet the aggregate need without taking utilization into consideration, then oversupply of HHR is likely because 'needs' do not necessarily translate into 'usage.' Our result suggests that HHR planning should track the healthcare system as access gradually improves because, even if health care is fully accessible, individuals may not fully utilize it to the degree prescribed by their medical circumstances.

  1. Planning for Nursing Needs and Resources.

    ERIC Educational Resources Information Center

    Foerst, Helen V.; Gareau, Florence E.

    To aid state and local manpower planning for nursing needs and resources, this guide presents basic principles and procedures essential to identifying needs and examining resources effectively. A wide range of resource and annotated reference lists present survey and study reports, background material, tools for planning, and a guide to…

  2. [Collections of human biological resources for research purposes: from regulations to the need of a guide of good collection practices].

    PubMed

    Le Roux, N; de Montgolfier, S; di Donato, J-H; Boccon-Gibod, L; Teillac, P; Hervé, C; Berthon, P

    2003-12-01

    In France, collections of human biological resources are regulated by the "Bioethics Law", currently in revision. Hence, we analyse the regulatory and ethical issues of these practices in the context of scientific research. The ultimate aim of such collections is to improve biological and medical knowledge. We think that the French regulatory system is quite complicated and non-explicit for "collection holders". The multiplicity of legal texts concerning this activity has made their application difficult, especially in the absence of application decrees. The project amending the actual law has clarified the legal status of collections but it did not shed light on the status of human body detached parts. Furthermore, the text is still very far from the international bioethical recommendations, and does not reflect the actual collection's implementation. The establishment of a guideline of Good Collection Practices, based on clear principles, should help to simplify the situation, especially when it is imbedded in the regulation and linked to control procedures. It would allow a balance between collective interests and the protection of individuals, taking into account of the international highly competitive scientific and economical constraints. The major issue is to preserve and to perpetuate the existing and future collections because of their precious value as an important tool for biomedical knowledge. The efficiency of a regulation depends on its legibility and accessibility, two requirements that seem to determine the acceptance of the regulatory tool and its application allowing subsequently to reach fairness in proceedings.

  3. Human water needs.

    PubMed

    Sawka, Michael N; Cheuvront, Samuel N; Carter, Robert

    2005-06-01

    Healthy humans regulate daily water balance remarkably well across their lifespan despite changes in biological development and exposure to stressors on hydration status. Acute or chronic body water deficits result when intakes are reduced or losses increase, but day-to-day hydration is generally well maintained so long as food and fluid are readily available. Total water intake includes drinking water, water in beverages, and water in food. Daily water needs determined from fluid balance, water turnover, or consumption studies provide similar values for a given set of conditions. A daily water intake of 3.7 L for adult men and 2.7 L for adult women meets the needs of the vast majority of persons. However, strenuous physical exercise and heat stress can greatly increase daily water needs, and the individual variability between athletes can be substantial.

  4. Human Resource Accounting.

    DTIC Science & Technology

    1984-12-01

    I AD-RI54 787 HUMAN RESOURCE ACCOUNTING (U) NAVAL POSTGRADUATE SCHOOL 1/2 F MONTEREY CR J C MARTINS DEC 84 1UNCLASSIFIED /G 5/9 NL -~~ .. 2. . L...Monterey, California JUN1im THESISG HUMAN RESOURCE ACCOUNTING by Joaquim C. Martins LLJ.. December 1984 Thesis Advisor: R.A. McGonigal Approved for...REPORT & PECRI00 COVERED Master’s Thesis; Human Resource Accounting Dcme 94- ’ 6. PERFORMING ORG. REPORT NUMBER 7. AUTOR(*) . CONTRACT OR GRANT NUMBER

  5. Meeting human needs

    NASA Technical Reports Server (NTRS)

    Nicogossian, Arnauld E.

    1992-01-01

    Manned space flight can be viewed as an interaction of three general elements: the human crewmember, spacecraft systems, and the environment. While the human crewmember is a crucial element in the system, certain physiological, psychological, environ- mental and spacecraft systems factors can compromise human performance in space. These factors include atmospheric pressure, physiology, uncertainties associated with space radiation, the potential for exposure to toxic materials in the closed environment, and spacecraft habitability. Health protection in space, for current and future missions, relies on a philosophy of risk reduction, which in the space program is achieved in four ways-through health maintenance, health care, design criteria, an selection and training. Emphasis is place upon prevention, through selection criteria and careful screening. Spacecraft health care systems must be absolutely reliable, and they will be automated and computerized to the maximum extent possible, but still designed with the human crewmember's capabilities in mind. The autonomy and technological sophistication of future missions will require a greater emphasis on high-level interaction between the human operator and automated systems, with effective allocation of tasks between humans and machines. Performance in space will include complex tasks during extravehicular activity (EVA) and on planetary surfaces, and knowledge of crewmembers' capability and limitations during such operations will be critical to mission success. Psychological support will become increasingly important on space missions, as crews spend long periods in remote and potentially hazardous environments. The success of future missions will depend on both individual psychological health and group cohesion and productivity, particularly as crew profiles become more heterogeneous. Thus, further human factors are needed in the area of small-group dynamics and performance.

  6. Creativity: The Human Resource.

    ERIC Educational Resources Information Center

    Lewis, Richard W.

    1979-01-01

    The author discusses an exhibition entitled "Creativity--The Human Resource." The exhibition examines the work of 15 Americans, such as designer Buckminster Fuller and artist Judy Chicago, who have contributed in special ways to the arts and sciences. (PHR)

  7. Creativity: The Human Resource.

    ERIC Educational Resources Information Center

    Lewis, Richard W.

    1979-01-01

    The author discusses an exhibition entitled "Creativity--The Human Resource." The exhibition examines the work of 15 Americans, such as designer Buckminster Fuller and artist Judy Chicago, who have contributed in special ways to the arts and sciences. (PHR)

  8. Costing commodity and human resource needs for integrated community case management in thie differing community health strategies of Ethiopia, Kenya and Zambia.

    PubMed

    Nefdt, Rory; Ribaira, Eric; Diallo, Khassoum

    2014-10-01

    To ensure correct and appropriate funding is available, there is a need to estimate resource needs for improved planning and implementation of integrated Community Case Management (iCCM). To compare and estimate costs for commodity and human resource needs for iCCM, based on treatment coverage rates, bottlenecks and national targets in Ethiopia, Kenya and Zambia from 2014 to 2016. Resource needs were estimated using Ministry of Health (MoH) targets fronm 2014 to 2016 for implementation of case management of pneumonia, diarrhea and malaria through iCCM based on epidemiological, demographic, economic, intervention coverage and other health system parameters. Bottleneck analysis adjusted cost estimates against system barriers. Ethiopia, Kenya and Zambia were chosen to compare differences in iCCM costs in different programmatic implementation landscapes. Coverage treatment rates through iCCM are lowest in Ethiopia, followed by Kenya and Zambia, but Ethiopia had the greatest increases between 2009 and 2012. Deployment of health extension workers (HEWs) in Ethiopia is more advanced compared to Kenya and Zambia, which have fewer equivalent cadres (called commu- nity health workers (CHWs)) covering a smaller proportion of the population. Between 2014 and 2016, the propor- tion of treatments through iCCM compared to health centres are set to increase from 30% to 81% in Ethiopia, 1% to 18% in Kenya and 3% to 22% in Zambia. The total estimated cost of iCCM for these three years are USD 75,531,376 for Ethiopia, USD 19,839,780 for Kenya and USD 33,667,742 for Zambia. Projected per capita expen- diture for 2016 is USD 0.28 for Ethiopia, USD 0.20 in Kenya and USD 0.98 in Zambia. Commodity costs for pneumonia and diarrhea were a small fraction of the total iCCM budget for all three countries (less than 3%), while around 80% of the costs related to human resources. Analysis of coverage, demography and epidemiology data improves estimates of fimding requirements for iCCM. Bottleneck

  9. Maximizing the human resource asset.

    PubMed

    Thomas, L

    1998-06-01

    Managers are challenged to provide for employees' needs and increased expectations in a way that will benefit both them and the organization without significant increases in human resource costs. This article suggests another look at motivation, employee involvement, and the value of work itself as a means of meeting these challenges.

  10. Nebraska's Nurse Supply, Needs and Resources: 1966.

    ERIC Educational Resources Information Center

    Martin, Cora Ann

    The followup study updates information originally presented in "A Report of the Survey to Measure Nursing Needs and Resources in Nebraska, 1950-1951." After explaining the method used to obtain the data and its limitations, several factors are cited affecting the determined needs. Tabulated data are presented as the basis for comments in…

  11. Enterprise Resource Planning Software in the Human Resource Classroom

    ERIC Educational Resources Information Center

    Bedell, Michael D.; Floyd, Barry D.; Nicols, Kay McGlashan; Ellis, Rebecca

    2007-01-01

    The relatively recent development of comprehensive human resource information systems (HRIS) software has led to a large demand for technologically literate human resource (HR) professionals. For the college student who is about to begin the search for that first postcollege job, the need to develop technology literacy is even more necessary. To…

  12. Enterprise Resource Planning Software in the Human Resource Classroom

    ERIC Educational Resources Information Center

    Bedell, Michael D.; Floyd, Barry D.; Nicols, Kay McGlashan; Ellis, Rebecca

    2007-01-01

    The relatively recent development of comprehensive human resource information systems (HRIS) software has led to a large demand for technologically literate human resource (HR) professionals. For the college student who is about to begin the search for that first postcollege job, the need to develop technology literacy is even more necessary. To…

  13. Human Rights/Human Needs.

    ERIC Educational Resources Information Center

    Canning, Cynthia

    1978-01-01

    The faculty of Holy Names High School developed an interdisciplinary human rights program with school-wide activities focusing on three selected themes: the United Nations Universal Declaration of Human Rights, in conjunction with Human Rights Week; Food; and Women. This article outlines major program activities. (SJL)

  14. Marketing Human Resource Development.

    ERIC Educational Resources Information Center

    Frank, Eric, Ed.

    1994-01-01

    Describes three human resource development activities: training, education, and development. Explains marketing from the practitioners's viewpoint in terms of customer orientation; external and internal marketing; and market analysis, research, strategy, and mix. Shows how to design, develop, and implement strategic marketing plans and identify…

  15. Marketing Human Resource Development.

    ERIC Educational Resources Information Center

    Frank, Eric, Ed.

    1994-01-01

    Describes three human resource development activities: training, education, and development. Explains marketing from the practitioners's viewpoint in terms of customer orientation; external and internal marketing; and market analysis, research, strategy, and mix. Shows how to design, develop, and implement strategic marketing plans and identify…

  16. Cancer Caregivers Information Needs and Resource Preferences

    PubMed Central

    Longacre, Margaret L.

    2013-01-01

    This study sought to characterize the need for information about personal psychosocial care, providing direct care, and managing care among cancer caregivers, and explore preferred resources for caregiving information. Methods Data comes from cross-sectional telephone interviews of 1,247 family caregivers, which included 104 cancer caregivers. Results A majority of cancer caregivers expressed one or more information need for each of the three content categories. Four out of ten caregivers expressed needing information about managing physical and emotional stress. A significantly higher percentage of male caregivers reported needing more information pertinent to providing direct care than females. Heightened objective burden was significantly associated with caregivers preferring to receive information from health professionals than informal sources (e.g., Internet), while the opposite was found among caregivers with lower objective burden. Conclusion These findings suggest that specific types of information and resources may be most relevant to specific subgroups of cancer caregivers. PMID:23553000

  17. Workforce capacity to address obesity: a Western Australian cross-sectional study identifies the gap between health priority and human resources needed.

    PubMed

    Begley, Andrea; Pollard, Christina Mary

    2016-08-25

    The disease burden due to poor nutrition, physical inactivity and obesity is high and increasing. An adequately sized and skilled workforce is required to respond to this issue. This study describes the public health nutrition and physical activity (NAPA) practice priorities and explores health managers and practitioner's beliefs regarding workforce capacity to deliver on these priorities. A workforce audit was conducted including a telephone survey of all managers and a postal survey of practitioners working in the area of NAPA promotion in Western Australia in 2004. Managers gave their perspective on workforce priorities, current competencies and future needs, with a 70 % response rate. Practitioners reported on public health workforce priorities, qualifications and needs, with a 56 % response rate. The top practice priorities for managers were diabetes (35 %), alcohol and other drugs (33 %), and cardiovascular disease (27 %). Obesity (19 %), poor nutrition (15 %) and inadequate physical activity (10 %) were of lower priority. For nutrition, managers identified lack of staff (60.4 %), organisational and management factors (39.5 %) and insufficient financial resources (30.2 %) as the major barriers to adequate service delivery. For physical activity services, insufficient financial resources (41.7 %) and staffing (35.4 %) and a lack of specific physical activity service specifications (25.0 %) were the main barriers. Practitioners identified inadequate staffing as the main barrier to service delivery for nutrition (42.3 %) and physical activity (23.3 %). Ideally, managers said they required 152 % more specialist nutritionists in the workforce and 131 % specialists for physical activity services to meet health outcomes in addition to other generalist staff. Human and financial resources and organisational factors were the main barriers to meeting obesity, and public health nutrition and physical activity outcomes. Services were being delivered by

  18. Resource Needs for California's English Learners

    ERIC Educational Resources Information Center

    Gandara, Patricia; Rumberger, Russell W.

    2006-01-01

    This paper examines the amount and type of resources that linguistic minority students--those students who come from households where a language other than English is spoken--need to meet the same challenging standards and to have the opportunity to achieve the same educational outcomes as other students. In this paper we first describe the nature…

  19. Meeting human needs

    NASA Technical Reports Server (NTRS)

    Nicogossian, Arnauld E.

    1992-01-01

    The degree of autonomy of future long duration manned missions will emphasize interactions between human operators and automated systems aimed at the most effective allocations of tasks between humans and machines. Knowledge of crewmembers' physical status, encompassing both capabilities and limitations, will also be critical during EVA and planetary roving missions; psychological evaluation and support, with a view to both individual health and group cohesion and productivity, may become a critical consideration. Attention is here given to crewmembers' medical and psychological vulnerabilities.

  20. Meeting human needs

    NASA Technical Reports Server (NTRS)

    Nicogossian, Arnauld E.

    1992-01-01

    The degree of autonomy of future long duration manned missions will emphasize interactions between human operators and automated systems aimed at the most effective allocations of tasks between humans and machines. Knowledge of crewmembers' physical status, encompassing both capabilities and limitations, will also be critical during EVA and planetary roving missions; psychological evaluation and support, with a view to both individual health and group cohesion and productivity, may become a critical consideration. Attention is here given to crewmembers' medical and psychological vulnerabilities.

  1. Resource Assessment Project: User needs survey results

    NASA Astrophysics Data System (ADS)

    Hulstrom, R. L.

    1989-11-01

    This document presents the results of an extensive survey conducted by the Solar Energy Research Institute's (SERI) Resource Assessment and Instrumentation Branch. This survey addressed the needs for solar radiation data, models, algorithms, forecasts, and instrumentation, according to the various solar energy conversion technologies (photovoltaics, solar thermal, passive heating/cooling/daylighting, active solar heating/cooling (ASHC), and biomass). The survey was actually conducted during fiscal years 1984 and 1985 as input to the establishment of a formal Department of Energy (DOE) Resource Assessment Program. The survey included only solar radiation, as opposed to wind and other renewable resources. SERI is responsible for the solar radiation portion of the DOE Resource Assessment Program. The survey was conducted by sending a questionnaire to 135 individuals at DOE, the Department of Agriculture, industry, and various national laboratories, universities, and utilities, to represent a cross section of the previously named solar energy conversion technologies. The results of the survey were analyzed and summarized. The exact needs for solar radiation data, models, algorithms, forecasts, and instrumentation will surely change with time. Therefore, the SERI Resource Assessment and Instrumentation Branch will update the list continually.

  2. Natural Resources and Human Impact

    NASA Astrophysics Data System (ADS)

    Starkel, Leszek

    2016-01-01

    It is rotational movement of the Earth that decides on the climatic zonation of natural resources, as modified by the positions of the continents and oceans and the irregular spread of fossil fuels. Intensive human activity poses threats to the development of natural geoecosystems. The last century also brought growing civilizational threats to the environment on the global, regional and local scales. The author characterise the prospects in regard to global changes, and discuss the solutions needing to be pursued if human geoecosystems are to be protected (through management and education).

  3. Economics and Human Resource Development: A Rejoinder

    ERIC Educational Resources Information Center

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

    This article focuses on the areas agreement between two recent and seemingly disparate Human Resource Development Review articles by Wang and Swanson (2008) and McLean, Lynham, Azevedo, Lawrence, and Nafukho (2008). The foundational roles of economics in human resource development theory and practice are highlighted as well as the need for…

  4. Economics and Human Resource Development: A Rejoinder

    ERIC Educational Resources Information Center

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

    This article focuses on the areas agreement between two recent and seemingly disparate Human Resource Development Review articles by Wang and Swanson (2008) and McLean, Lynham, Azevedo, Lawrence, and Nafukho (2008). The foundational roles of economics in human resource development theory and practice are highlighted as well as the need for…

  5. Human Resources Development in the 70s

    ERIC Educational Resources Information Center

    Ludeman, Bart L.

    1977-01-01

    Discusses five major objectives (put forth by the behavioral scientist, Dr. Gordon Lippitt) for human resource development which focus on the need for teamwork among future leaders, company management, and top educators. (LAS)

  6. [Management human resources].

    PubMed

    Schena, F P

    2004-01-01

    The management of human resources may follow different models, defined as bureaucratic, technocratic or managerial-entrepreneurial models. The latter being the most used. However, the relationship individual-enterprise is based on both a legal and a psychological contract regardless of the model used. The winning concept considers the personnel as the first and most important customer to be trained, informed and kept updated. For these reasons it is necessary to create a warm working environment, which is the first marketing tool, thus improving the marketing skills (enterprise-customer). The improved results (products, processes and publications) will be achieved by total quality management, which includes training and transformation of the chief's role from the hierarchical management to a coaching approach. This approach will recreativity, personality and competence of the personnel. This new type of leadership is based on the authority recognised by the personnel, service and motivation.

  7. Tackling Malawi's human resources crisis.

    PubMed

    Palmer, Debbie

    2006-05-01

    In sub-Saharan Africa, health systems are fragile and staffing is grossly inadequate to meet rising health needs. Despite growing international attention, donors have been reluctant to undertake the significant investments required to address the human resources problem comprehensively, given social and political sensitivities, and concerns regarding sustainability of interventions and risks of rising donor dependency. In Malawi, one of the poorest nations in Africa, declining human resource levels have fueled an accelerating collapse of public health services since the late 1990s. In an effort to improve health outcomes, in 2004 the government launched a new health initiative to deliver an Essential Health Package, including a major scale-up of HIV and AIDS related services. Improving staffing levels is the single biggest challenge to implementing this approach. Donors agreed to help the government develop an Emergency Human Resources Programme with five main facets: improving incentives for recruitment and retention of staff through salary top-ups, expanding domestic training capacity, using international volunteer doctors and nurse tutors as a stop-gap measure, providing international technical assistance to bolster planning and management capacity and skills, and establishing more robust monitoring and evaluation capacity. Industrial relations were a prominent consideration in determining the shape of the Programme. The combination of short- and long-term measures appears to be helpful in maintaining commitment to the programme.

  8. Needs-based human resources for health planning in Jamaica: using simulation modelling to inform policy options for pharmacists in the public sector.

    PubMed

    Tomblin Murphy, Gail; MacKenzie, Adrian; Guy-Walker, Joan; Walker, Claudette

    2014-12-06

    Planning for human resources for health (HRH) is central to health systems strengthening around the world, including in the Caribbean and Jamaica. In an effort to align Jamaica's health workforce with the changing health needs of its people, a partnership was established between Jamaican and Canadian partners. The purpose of the work described in this paper is to describe the development and application of a needs-based HRH simulation model for pharmacists in Jamaica's largest health region. Guided by a Steering Committee of Jamaican stakeholders, a simulation modelling approach originally developed in Canada was adapted for the Jamaican context. The purpose of this approach is to promote understanding of how various factors affect the supply of and/or requirements for HRH in different scenarios, and to identify policy levers for influencing each of these under different future scenarios. This is done by integrating knowledge of different components of the health care system into a single tool that shows how changes to different parameters affect HRH supply or requirements. Data to populate the model were obtained from multiple administrative databases and key informants. Findings were validated with the Steering Committee. The model estimated an initial shortage of 110 full-time equivalent (FTE) pharmacists in the South East Region that, without intervention, would increase to a shortage of about 150 FTEs over a 15-year period. In contrast to the relatively small impact of a large enrollment increase in Jamaica's pharmacy training programme, interventions to increase recruitment of pharmacists to the public sector, or improve productivity - through, for example, the use of support staff and/or new technologies - may have much greater impact on reducing this shortage. The model represents an improvement on the HRH planning tools previously used in Jamaica in that it supports the estimation of HRH requirements based directly on measures of population health need

  9. Attitudes of College Graduates, Faculty, and Human Resource Managers Regarding the Importance of Skills Acquired in College and Needed for Job Performance and Career Advancement Potential in the Retail Sector

    ERIC Educational Resources Information Center

    Heimler, Ronald

    2010-01-01

    The purpose of this study was to empirically examine college graduate, faculty, and human resource manager descriptions of needed, received, and further training in eight employability dimensions of literacy and numeracy, critical thinking, management, leadership, interpersonal, information technology, systems thinking skills, and work ethic…

  10. Attitudes of College Graduates, Faculty, and Human Resource Managers Regarding the Importance of Skills Acquired in College and Needed for Job Performance and Career Advancement Potential in the Retail Sector

    ERIC Educational Resources Information Center

    Heimler, Ronald

    2010-01-01

    The purpose of this study was to empirically examine college graduate, faculty, and human resource manager descriptions of needed, received, and further training in eight employability dimensions of literacy and numeracy, critical thinking, management, leadership, interpersonal, information technology, systems thinking skills, and work ethic…

  11. Managing Human Resources--Implications for Training Policies.

    ERIC Educational Resources Information Center

    Tenne, Ruth

    1979-01-01

    The author discusses some important MHR (management of human resources) issues and stresses the importance of considering human resources problems in relation to the present socioeconomic system and the changing needs of society. (CT)

  12. Human Resource Development: An Overview.

    ERIC Educational Resources Information Center

    Smith, Robert L.

    This information analysis concerns human resource development (HRD), defined as consisting of programs and activities that positively affect the development of the individual and the productivity and profit of the organization. Several key human resource development components are identified and discussed: (1) training and development; (2)…

  13. Human Resource Management. Third Edition.

    ERIC Educational Resources Information Center

    Fisher, Cynthia D.; And Others

    This book offers students, practicing managers, and human resource professionals a comprehensive, current, research-based introduction to the human resource management (HRM) function. It is organized in eight sections, logically following the progression of individuals into, through, and out of the organization. Part 1, overview and introduction,…

  14. Human Resource Management. Third Edition.

    ERIC Educational Resources Information Center

    Fisher, Cynthia D.; And Others

    This book offers students, practicing managers, and human resource professionals a comprehensive, current, research-based introduction to the human resource management (HRM) function. It is organized in eight sections, logically following the progression of individuals into, through, and out of the organization. Part 1, overview and introduction,…

  15. The Human Resource Cycle as Basis of Human Resource Development System.

    ERIC Educational Resources Information Center

    Jereb, Janez

    The primary aim of human-resource-development systems in companies is to improve organizational performance through satisfying the development needs of individual employees. This paper presents findings of a study that looked at how human-resource-development systems worked in practice, in particular, how performance management, selection,…

  16. Population and human resources development.

    PubMed

    Jones, G W

    1992-06-01

    The concern of this discourse on social development planning was that individuals be part of human resources development. Population growth is an obstacle to social development, but so is national expenditures on the military rather than diverting funds for social improvements. There are important benefits for society in social development: a valued consumption good, increased productivity, and reduced fertility. Dissatisfaction with an economic growth model of development occurred during the 1960s, and by the mid-1980s, human resource development was capsuled in Asia and the Pacific Region in the Jakarta Plan of Action on Human Resources Development and adopted in 1988. Earlier approaches favored the supply side. This article emphasizes "human" development which considers people as more than inputs to productivity. The quality of human resources is dependent on the family and society, the educational system, and individual levels of health and nutrition. Differences in income levels between East and South Asia have been attributed by Oshima to full use of the labor force and mechanization and training of workers. Ogawa, Jones, and Williamson contend that huge investment in infrastructure, efficient absorption of advanced technology, a stable political environment, and commitment to human capital formation are key to development. Demographic transition and decline in fertility at one point reflect growth and engagement in the labor force and resource accumulation. Although East Asia had higher levels of literacy and educational attainment than many developing countries, South Asia still has high fertility. Human resource development is dependent on reduced population growth rates, but rapid population growth is not an insurmountable obstacle to achieving higher levels of education. Rapid population growth is a greater obstacle in poorer countries. The impact can be reflected in increased costs of attaining educational targets of universal primary education or in

  17. Sand Needs and Resources Offshore New York

    NASA Astrophysics Data System (ADS)

    Lashley, J. M.; Flood, R. D.; White, M.; Bokuniewicz, H.; Hinrichs, C.; Wilson, R. E.

    2016-02-01

    "Superstorm" Sandy (October, 2012) accentuated the persistent problem of coastal erosion on New York's ocean coast. The New York state Department of State in cooperation with the Bureau of Ocean Energy Management has initiated further identification and assessment of marine sand reserves required to improve the resiliency of coastal communities and the maintenance of coastal habitats. The historical demand for beach nourishment has been about 1.5 million cubic meters per year, but sea level rise and the occurrence of extreme conditions may increase the demand to over 5 million cubic meters annually. Forty-four historical and proposed borrow sites have been delineated. This inner shelf is both sand rich and data rich. Geophysical and geological data has been compiled and reassessed to support identification, characterization, and delineation of sand resources for potential use in future coastal restoration, beach nourishment, and/or wetland restoration efforts. The South Shore of Long Island is composed in part by the Fire Island National Seashore. Holocene sand ridges extending at an oblique angle to the cross shore in the seaward direction. Borrow pits among the sand ridges, excavated were apparent in the most recent surveys and it appears that natural replenishment of offshore borrow areas has been occurring although the rates need to be determined in order to assess their sustainability. Not only is the area one of intense societal attention, but the use of this resource for coastal resilience must fit into a diverse framework marine spatial planning including not only traditional components, like commercial fishing, but also new factors like the siting of offshore wind-farms. To extend this assessment will include a recent survey, sponsored by the Bureau of Ocean Energy Management and the New York Department of State, providing approximately 700 km of geophysical survey lines located between 3 and 9 nautical miles offshore, and 46 geotechnical samples

  18. Human Rights Resource Catalogue.

    ERIC Educational Resources Information Center

    Zambrano, Elias, Comp.

    This document provides information about 25 programs/brochures which focus on human rights topics. Specific topics include: (1) counselor preparation; (2) multicultural awareness; (3) abuse and neglect; (4) Acquired Immune Deficiency Syndrome; (5) self-awareness; (6) human rights awareness and human rights of students; (7) cultural diversity; (8)…

  19. Managing Human Resources.

    ERIC Educational Resources Information Center

    Hanson, Robert L.

    1982-01-01

    The author challenges traditional views of productivity and offers alternative concepts and models for evaluating resources and their relationships to productivity. He discusses how to measure productivity, how to measure effectiveness, applying a productivity formula, coping with a cost cutback, adjusting to a variable workload, and benefits from…

  20. Automation and Human Resource Management.

    ERIC Educational Resources Information Center

    Taft, Michael

    1988-01-01

    Discussion of the automation of personnel administration in libraries covers (1) new developments in human resource management systems; (2) system requirements; (3) software evaluation; (4) vendor evaluation; (5) selection of a system; (6) training and support; and (7) benefits. (MES)

  1. Mental health: scarce resources need new paradigms

    PubMed Central

    Saraceno, Benedetto

    2004-01-01

    Mental disorders represent a major challenge to global development worldwide. Effective (and in some cases cost-effective) interventions are available for almost all of them. However, these interventions are often not implemented. Unknown variables, quite similar among themselves across the world, can have a strong influence in increasing the service quality in spite of the differences in resources and technologies. These unknown variables often result from the adoption of paradigms which are relatively independent from resources and technologies. We examine here four such paradigms. PMID:16633441

  2. Human Conflict: A Resource Kit.

    ERIC Educational Resources Information Center

    J.B. Speed Art Museum, Louisville, KY.

    Conflict, in one form or another, eventually makes its way into the daily life of every human being. It is not just a modern problem but has existed as long as humanity itself. This classroom resource kit is designed to be used by educators wishing to teach skills of conflict avoidance, management, and resolution in their classrooms. The kit…

  3. Civilian Human Resource Transformation

    DTIC Science & Technology

    2003-04-07

    freezes and outsourcing in Department of Defense (D0D). The lack of skills and abilities needed to replace the aging workforce and the huge gap... outsourcing , Reduction-In-Force (RIF) procedures created another gap that all but eliminated young civilian workers in DoD creating serious concerns on how...in offices that are obsolete, or employees whose work is being outsourced . Careful planning is required to assure that agencies manage the incentives

  4. Predicting Nursing Human Resources: An Exploratory Study

    PubMed Central

    Squires, Allison; Beltrán-Sánchez, Hiram

    2010-01-01

    The nurse-to-population ratio (NPOP) is a standard indicator used to indicate a country’s health care human resources capacity for responding to its disease burden. This study sought to explore if socioeconomic development indicators could predict the NPOP in a country. Mexico served as the case example for this exploratory study, with the final five variables selected based on findings from a qualitative study analyzing the development of nursing human resources in the country. Multiple linear regression showed that two variables proved significant predictors of the NPOP and the model itself explained 70% of the variance (r2 = .7; p = .0000). The findings have multiple implications for nursing human resources policy in Mexico and at a global level as governments attempt to build human capital to respond to population health needs. PMID:19628510

  5. Handbook on Human Resources: Recordkeeping and Analysis.

    ERIC Educational Resources Information Center

    Korb, Roslyn

    This handbook was undertaken in response to the needs expressed by the higher education community for a common language--common data categories and definitions--to describe the human resources of postsecondary education institutions, and is intended as a basic guide to help institutions develop analytically useful databases of faculty and staff to…

  6. Managing human resources to improve employee retention.

    PubMed

    Arnold, Edwin

    2005-01-01

    Managers face increased challenges as the demand for health care services increases while the supply of employees with the requisite skills continues to lag. Employee retention will become more important in the effort to service health care needs. Appropriate human resource management strategies and policies implemented effectively can significantly assist managers in dealing with the employee retention challenges ahead.

  7. Integrating Oracle Human Resources with Other Modules

    NASA Technical Reports Server (NTRS)

    Sparks, Karl; Shope, Shawn

    1998-01-01

    One of the most challenging aspects of implementing an enterprise-wide business system is achieving integration of the different modules to the satisfaction of diverse customers. The Jet Propulsion Laboratory's (JPL) implementation of the Oracle application suite demonstrates the need to coordinate Oracle Human Resources Management System (HRMS) decision across the Oracle modules.

  8. Determinants of Resource Needs and Utilization Among Refugees Over Time

    PubMed Central

    Wright, A. Michelle; Aldhalimi, Abir; Lumley, Mark A.; Jamil, Hikmet; Pole, Nnamdi; Arnetz, Judith E.; Arnetz, Bengt B.

    2015-01-01

    Purpose This study examined refugees’ resource needs and utilization over time, investigated the relationships between pre-displacement/socio-demographic variables and resource needs and utilization, and explored the role of resource needs and utilization on psychiatric symptom trajectories. Methods Iraqi refugees to the United States (N=298) were assessed upon arrival and at 1-year intervals for two years for socio-demographic variables and pre-displacement trauma experiences, their need for and utilization of 14 different resources, and PTSD and depressive symptoms. Results Although refugees reported reduction of some needs over time (e.g., need for cash assistance declined from 99% to 71%), other needs remained high (e.g., 99% of refugees reported a need for health care at the 2-year interview). Generally, the lowest needs were reported after 2 years, and the highest utilization occurred during the first year post-arrival. Pre-displacement trauma exposure predicted high health care needs but not high health care utilization. Both high need for and use of health care predicted increasing PTSD and depressive symptoms. Specifically, increased use of psychological care across the three measurement waves predicted more PTSD and depression symptoms at the 2-year interview. Conclusions Differences emerged between need for and actual use of resources, especially for highly trauma-exposed refugees. Resettlement agencies and assistance programs should consider the complex relationships between resource needs, resource utilization, and mental health during the early resettlement period. PMID:26370213

  9. Determinants of resource needs and utilization among refugees over time.

    PubMed

    Wright, A Michelle; Aldhalimi, Abir; Lumley, Mark A; Jamil, Hikmet; Pole, Nnamdi; Arnetz, Judith E; Arnetz, Bengt B

    2016-04-01

    This study examined refugees' resource needs and utilization over time, investigated the relationships between pre-displacement/socio-demographic variables and resource needs and utilization, and explored the role of resource needs and utilization on psychiatric symptom trajectories. Iraqi refugees to the United States (N = 298) were assessed upon arrival and at 1-year intervals for 2 years for socio-demographic variables and pre-displacement trauma experiences, their need for and utilization of 14 different resources, and PTSD and depressive symptoms. Although refugees reported reduction of some needs over time (e.g., need for cash assistance declined from 99 to 71 %), other needs remained high (e.g., 99 % of refugees reported a need for health care at the 2-year interview). Generally, the lowest needs were reported after 2 years, and the highest utilization occurred during the first year post-arrival. Pre-displacement trauma exposure predicted high health care needs but not high health care utilization. Both high need for and use of health care predicted increasing PTSD and depressive symptoms. Specifically, increased use of psychological care across the three measurement waves predicted more PTSD and depression symptoms at the 2-year interview. Differences emerged between need for and actual use of resources, especially for highly trauma-exposed refugees. Resettlement agencies and assistance programs should consider the complex relationships between resource needs, resource utilization, and mental health during the early resettlement period.

  10. Strategic Human Resource Development. Symposium.

    ERIC Educational Resources Information Center

    2002

    This document contains three papers on strategic human resource (HR) development. "Strategic HR Orientation and Firm Performance in India" (Kuldeep Singh) reports findings from a study of Indian business executives that suggests there is a positive link between HR policies and practices and workforce motivation and loyalty and…

  11. Developing Human Resources through Actualizing Human Potential

    ERIC Educational Resources Information Center

    Clarken, Rodney H.

    2012-01-01

    The key to human resource development is in actualizing individual and collective thinking, feeling and choosing potentials related to our minds, hearts and wills respectively. These capacities and faculties must be balanced and regulated according to the standards of truth, love and justice for individual, community and institutional development,…

  12. Multiple Employment Training Programs. Conflicting Requirements Underscore Need for Change. Testimony before the Subcommittee on Employment and Productivity, Committee on Labor and Human Resources, U.S. Senate.

    ERIC Educational Resources Information Center

    Morra, Linda G.

    At least 154 programs administered by 14 federal departments and agencies provide about $25 billion in employment training assistance. Faced with stiff global competition, corporate restructuring, and continuing federal budget constraints, the federal government can no longer afford to invest in a system that may waste resources and may not help…

  13. Research Needs for Human Factors.

    ERIC Educational Resources Information Center

    Army Research Inst. for the Behavioral and Social Sciences, Arlington, VA.

    Human factors engineering can be defined as the application of scientific principles, methods, and data drawn from a variety of disciplines to the development of engineering systems in which people play a significant role. Since human factors issues arise in every domain in which humans interact with the products of a technological society, six…

  14. Intelligent systems for human resources.

    PubMed

    Kline, K B

    1988-11-01

    An intelligent system contains knowledge about some domain; it has sophisticated decision-making processes and the ability to explain its actions. The most important aspect of an intelligent system is its ability to effectively interact with humans to teach or assist complex information processing. Two intelligent systems are Intelligent Tutoring Systems (ITs) and Expert Systems. The ITSs provide instruction to a student similar to a human tutor. The ITSs capture individual performance and tutor deficiencies. These systems consist of an expert module, which contains the knowledge or material to be taught; the student module, which contains a representation of the knowledge the student knows and does not know about the domain; and the instructional or teaching module, which selects specific knowledge to teach, the instructional strategy, and provides assistance to the student to tutor deficiencies. Expert systems contain an expert's knowledge about some domain and perform specialized tasks or aid a novice in the performance of certain tasks. The most important part of an expert system is the knowledge base. This knowledge base contains all the specialized and technical knowledge an expert possesses. For an expert system to interact effectively with humans, it must have the ability to explain its actions. Use of intelligent systems can have a profound effect on human resources. The ITSs can provide better training by tutoring on an individual basis, and the expert systems can make better use of human resources through job aiding and performing complex tasks. With increasing training requirements and "doing more with less," intelligent systems can have a positive effect on human resources.

  15. Human Resources--The Last Resources of a Frontier Society?

    ERIC Educational Resources Information Center

    Hayes, James L.

    1976-01-01

    The development of physical resources has brought about major problems for society. Management must recognize that it is in the realm of human resources where growth can be best achieved through training and development. (EC)

  16. Human resources for health in India.

    PubMed

    Rao, Mohan; Rao, Krishna D; Kumar, A K Shiva; Chatterjee, Mirai; Sundararaman, Thiagarajan

    2011-02-12

    India has a severe shortage of human resources for health. It has a shortage of qualified health workers and the workforce is concentrated in urban areas. Bringing qualified health workers to rural, remote, and underserved areas is very challenging. Many Indians, especially those living in rural areas, receive care from unqualified providers. The migration of qualified allopathic doctors and nurses is substantial and further strains the system. Nurses do not have much authority or say within the health system, and the resources to train them are still inadequate. Little attention is paid during medical education to the medical and public health needs of the population, and the rapid privatisation of medical and nursing education has implications for its quality and governance. Such issues are a result of underinvestment in and poor governance of the health sector--two issues that the government urgently needs to address. A comprehensive national policy for human resources is needed to achieve universal health care in India. The public sector will need to redesign appropriate packages of monetary and non-monetary incentives to encourage qualified health workers to work in rural and remote areas. Such a policy might also encourage task-shifting and mainstreaming doctors and practitioners who practice traditional Indian medicine (ayurveda, yoga and naturopathy, unani, and siddha) and homoeopathy to work in these areas while adopting other innovative ways of augmenting human resources for health. At the same time, additional investments will be needed to improve the relevance, quantity, and quality of nursing, medical, and public health education in the country.

  17. Will the Need-Based Planning of Health Human Resources Currently Undertaken in Several Countries Lead to Excess Supply and Inefficiency? A Comment on Basu and Pak.

    PubMed

    Birch, Stephen; Tomblin Murphy, Gail; MacKenzie, Adrian; Whittaker, William; Mason, Thomas

    2017-06-01

    Basu and Pak (2014) argue that need-based workforce planning models would not maximize social welfare, and use of need-based models would result in inefficiency. They propose that planning be based on service utilization to incorporate preferences or other socioeconomic factors. We show that the analysis is based on inappropriate considerations of the nature of healthcare demand, a misrepresentation of need-based approaches and misunderstanding publicly funded healthcare system objectives. We explain how current levels of utilization emerge from workload and income interests of providers that underlie utilization-based models and are incompatible with public goals of maximizing health gains. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

  18. Human Needs and Faculty Motivation.

    ERIC Educational Resources Information Center

    Schneider, Benjamin; Zalesny, Mary D.

    Need-based theories of work motivation are considered with particular reference to university faculty; it is hypothesized that three different types of people are attracted to the academic setting: (1) those who want to teach, (2) those who want to do research, and (3) those who want to do both. According to need theories, certain fundamental…

  19. Current and future availability of and need for human resources for sexual, reproductive, maternal and newborn health in 41 countries in Sub-Saharan Africa.

    PubMed

    Guerra Arias, Maria; Nove, Andrea; Michel-Schuldt, Michaela; de Bernis, Luc

    2017-05-03

    The WHO African region, covering the majority of Sub-Saharan Africa, faces the highest rates of maternal and neonatal mortality in the world. This study uses data from the State of the World's Midwifery 2014 survey to cast a spotlight on the WHO African region, highlight the specific characteristics of its sexual, reproductive, maternal and newborn health (SRMNH) workforce and describe and compare countries' different trajectories in terms of meeting the population need for services. Using data from 41 African countries, this study used a mathematical model to estimate potential met need for SRMNH services, defined as "the percentage of a universal SRMNH package that could potentially be obtained by women and newborns given the composition, competencies and available working time of the SRMNH workforce." The model defined the 46 key interventions included in this universal SRMNH package and allocated them to the available health worker time and skill set in each country to estimate the potential met need. Based on the current and projected potential met need in the future, the countries were grouped into three categories: (1) 'making or maintaining progress' (expected to meet more, or the same level, of the need in the future than currently): 14 countries including Ghana, Senegal and South Africa, (2) 'at risk' (currently performing relatively well but expected to deteriorate due to the health workforce not keeping pace with population growth): 6 countries including Gabon, Rwanda and Zambia, and (3) 'low performing' (not performing well and not expected to improve): 21 countries including Burkina Faso, Eritrea and Sierra Leone. The three groups face different challenges, and policy solutions to increasing met need should be tailored to the specific context of the country. National health workforce accounts should be strengthened so that workforce planning can be evidence-informed.

  20. 25 CFR 20.307 - What resources does the Bureau consider when determining need?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... need? 20.307 Section 20.307 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES FINANCIAL ASSISTANCE AND SOCIAL SERVICES PROGRAMS Direct Assistance Determining Need and Income § 20.307 What resources does the Bureau consider when determining need? When the Bureau determines General...

  1. Federally Supported Centers Provide Needed Services for Runaways and Homeless Youths. Report to the Chairman, Subcommittee on Human Resources, Committee on Education and Labor, House of Representatives.

    ERIC Educational Resources Information Center

    General Accounting Office, Washington, DC. Div. of Human Resources.

    The Runaway and Homeless Youth Act authorizes funds under the Juvenile Justice and Delinquency Prevention Act of 1974 for community-based centers that serve the shelter needs of runaway or homeless youths. To examine the effectiveness of the programs and the characteristics of program participants, the Government Accounting Office (GAO) visited 17…

  2. Strategy and Resources Needed to Sustain Afghan Electoral Capacity

    DTIC Science & Technology

    2009-09-22

    SIGAR Audit-09-6 Elections STRATEGY AND RESOURCES NEEDED TO SUSTAIN AFGHAN ELECTORAL CAPACITY September 22, 2009...shall be subject to a penalty for failing to comply with a collection of information if it does not display a currently valid OMB control number. 1...REPORT DATE 22 SEP 2009 2. REPORT TYPE 3. DATES COVERED 00-00-2009 to 00-00-2009 4. TITLE AND SUBTITLE STRATEGY AND RESOURCES NEEDED TO SUSTAIN

  3. Mind Mapping on Development of Human Resource of Education

    ERIC Educational Resources Information Center

    Fauzi, Anis

    2016-01-01

    Human resources in the field of education consists of students, teachers, administrative staff, university students, lecturers, structural employees, educational bureaucrats, stakeholders, parents, the society around the school, and the society around the campus. The existence of human resources need to be cultivated and developed towards the…

  4. Human Resources for Information Development in Sudan.

    ERIC Educational Resources Information Center

    Wesley, Cecile

    1992-01-01

    Describes the state of human resources development in Sudan's information industry. Training problems and the emigration of high level personnel are discussed, guidelines for human resource development are suggested, and national strategies to develop and retain Sudan's human resources are suggested. (EA)

  5. Responding to the global human resources crisis.

    PubMed

    Narasimhan, Vasant; Brown, Hilary; Pablos-Mendez, Ariel; Adams, Orvill; Dussault, Gilles; Elzinga, Gijs; Nordstrom, Anders; Habte, Demissie; Jacobs, Marian; Solimano, Giorgio; Sewankambo, Nelson; Wibulpolprasert, Suwit; Evans, Timothy; Chen, Lincoln

    2004-05-01

    The global community is in the midst of a growing response to health crises in developing countries, which is focused on mobilising financial resources and increasing access to essential medicines. However, the response has yet to tackle the most important aspect of health-care systems--the people that make them work. Human resources for health--the personnel that deliver public-health, clinical, and environmental services--are in disarray and decline in much of the developing world, particularly in sub-Saharan Africa. The reasons behind this disorder are complex. For decades, efforts have focused on building training institutions. What is becoming increasingly clear, however, is that issues of supply, demand, and mobility (transnational, regional, and local) are central to the human-resource problem. Without substantial improvements in workforces, newly mobilised funds and commodities will not deliver on their promise. The global community needs to engage in four core strategies: raise the profile of the issue of human resources; improve the conceptual base and statistical evidence available to decision makers; collect, share, and learn from country experiences; and begin to formulate and enact policies at the country level that affect all aspects of the crisis.

  6. Continuing Education Needs of Natural Resource Managers and Scientists.

    ERIC Educational Resources Information Center

    George, John L.; Dubin, Samuel S.

    Five thousand natural resource managers and scientists throughout the United States were asked to indicate their current education needs. It was concluded that, merely to keep abreast, they should spend one day a week or the equivalent in regularly scheduled study. Training is needed in environmental management, interrelationships of the…

  7. Assessing the Need for a Natural Resources Digital Library.

    ERIC Educational Resources Information Center

    Salwasser, Janine; Murray-Rust, Catherine

    2002-01-01

    Describes a needs assessment conducted at Oregon State University libraries to guide the design, content, and development of a natural resources digital library. Highlights include user profile; identification of questions; face-to-face interviews; workshops with users; current sources for relevant information; users' information needs; ability to…

  8. Investigations needed to stimulate the development of Jordan's mineral resources

    USGS Publications Warehouse

    McKelvey, V.E.

    1979-01-01

    The level of living that any society can attain is a direct function of the use it makes of all kinds of raw materials (soil, water, metals, nonmetals, etc.), all kinds of energy (both animate and inanimate), and all kinds of human ingenuity; and is an inverse function of the size of the population that must share the collective product. The relation between raw materials, energy and ingenuity is such that use of a large amount of one may offset the need for large amounts of others. The most vital raw materials are water, soil, and construction materials, for these are needed in large quantities and are hard to import. Metals, chemicals, and inanimate energy are necessary for industrialization. The more of these minerals a nation possess, the better, but not nation can hope to be self-sufficient in all of the m and therefore must trade for some essential materials. Jordan’s natural resources have been little explored. The grantitc-metamorphic terrane in the southeastern part of the Kingdom could contain deposits of tungsten, rare earths, feldspar, mica, fluorite etc. and the sedimentary terrane over much of the rest of the county is favorable for the occurrence of oil. Even if none of these minerals is found, however, Jordan’s other mineral resource, if fully explored and developed in the light of modern technology, will support a far higher level of living than her people now enjoy. Very likely she can increase her rainfall by about 10 percent by cloud seeding, and she undeveloped supplies in both surface and ground water that are sufficient to nearly double her usable water supply. Even if she does not have oil or have it in large quantities, she can buy it cheaply from neighboring counties, and in addition has undeveloped sources of hydroelectric power, large reserves of bituminous limestone, large reserves of nuclear power as uranium in phosphate rock, and can use solar and wind power for special purposes. Her large supplies of construction, fertilizer, and

  9. Promotion of research in human reproduction: global needs and perspectives.

    PubMed

    Fathalla, M F

    1988-01-01

    The WHO Special Programme of Research, Development and Research Training in Human Reproduction was established in 1972, to respond to a global expansion in research needs in human reproduction, especially in the area of fertility regulation. The Programme's limited resources come from voluntary contributions by governments and international agencies. The emphasis is always on the needs of developing countries. The Programme has to keep the field under continuous review, and to direct its limited resources to the major unmet needs. This paper presents, from a global perspective, the needs and priorities in the promotion of research in human reproduction. It is emphasized that research has to be backed up by political commitment and resources if it is to have an impact on reproductive health. The role of determinants of health, other than and beyond the medical services, has also to be recognized. Promotion of research in human reproduction, to serve developing country needs, has to move into two directions. One is the mobilization of a global effort to develop and test technologies, where the available technologies are not satisfactory to meet the needs and where the research is slackening. The second is the strengthening of in-country resources for research to deal with country-specific problems and to enable countries to utilize, to the best, available technologies.

  10. Black Women Who Head Families: Economic Needs and Economic Resources.

    ERIC Educational Resources Information Center

    Sawhill, Isabel V.

    Black women bear a heavy burden of family responsibilities, yet their economic position is marginal relative to other groups in American society. It is this imbalance between economic needs and economic resources which poses the greatest challenge to public policy. This paper examines some aspects of this imbalance. It describes the demographic…

  11. Assessment of Needs, Resources and Linkages for Creativity and Giftedness.

    ERIC Educational Resources Information Center

    Saltford, Richard

    Participants of a colloquium series on creativity and giftedness held at Arizona University were surveyed about concerns and suggestions regarding needs, resources, and appropriate linkages for creativity and giftedness programs. Teachers, parents, administrators, school board members, students, and consultants raised concerns over minimal state…

  12. Community Education Need/Resource Assessment: Statistical Information.

    ERIC Educational Resources Information Center

    Pennsbury School District, Fallsington, PA.

    The statistical data generated by the Pennsbury, Pennsylvania school district's assessment of the needs and resources of the community are presented here. The study itself consisted of two phases: (1) an Opinion Inventory to find out how a random sampling of community and school staff felt about the ideas of community education, and (2)…

  13. Black Women Who Head Families: Economic Needs and Economic Resources.

    ERIC Educational Resources Information Center

    Sawhill, Isabel V.

    Black women bear a heavy burden of family responsibilities, yet their economic position is marginal relative to other groups in American society. It is this imbalance between economic needs and economic resources which poses the greatest challenge to public policy. This paper examines some aspects of this imbalance. It describes the demographic…

  14. The Need for Resource Sharing among Libraries in Tanzania.

    ERIC Educational Resources Information Center

    Tawete, Felix K.

    The validity of resource sharing activities among libraries in Tanzania is examined, and the main types of libraries in the country are summarized with emphasis on cooperation between libraries. Some areas that need cooperative activity are identified as selection, ordering, processing, storage, conservation and protection of books, interlibrary…

  15. Inclusive Resources for Science and Special Educational Needs.

    ERIC Educational Resources Information Center

    Fenton, Adrian

    2002-01-01

    Introduces a CD-ROM that provides support for inclusive science and special education. Provides a full-scale investigation, resources for lessons, and management strategies for special needs students in science, and includes the themes of coastline protection, micro-scale chemistry, torches and color, fast plants, and flashcards software. (YDS)

  16. Inclusive Resources for Science and Special Educational Needs.

    ERIC Educational Resources Information Center

    Fenton, Adrian

    2002-01-01

    Introduces a CD-ROM that provides support for inclusive science and special education. Provides a full-scale investigation, resources for lessons, and management strategies for special needs students in science, and includes the themes of coastline protection, micro-scale chemistry, torches and color, fast plants, and flashcards software. (YDS)

  17. Strategic Imperative of Human Resource Leadership Competencies

    ERIC Educational Resources Information Center

    Rajini, G.; Gomathi, S.

    2010-01-01

    Using multiple constituencies approach, variances in competencies in human resource leadership have been studied as this is becoming highly significant in India's globalisation efforts. Previous research in leadership orientation focused on localisation of human resource competencies rather than its globalisation. For this, human resource…

  18. Managing Human Resources in a Multinational Context

    ERIC Educational Resources Information Center

    Sumetzberger, Walter

    2005-01-01

    Purpose: To develop more sensitivity for different patterns of human resource management in multinational companies. Design/methodology/approach: Systemic approach; the concepts and models are based on the evaluation of consulting projects in the field of human resource management. Findings: A concept of four typical varieties of human resource…

  19. Strategic Imperative of Human Resource Leadership Competencies

    ERIC Educational Resources Information Center

    Rajini, G.; Gomathi, S.

    2010-01-01

    Using multiple constituencies approach, variances in competencies in human resource leadership have been studied as this is becoming highly significant in India's globalisation efforts. Previous research in leadership orientation focused on localisation of human resource competencies rather than its globalisation. For this, human resource…

  20. Managing Human Resources in a Multinational Context

    ERIC Educational Resources Information Center

    Sumetzberger, Walter

    2005-01-01

    Purpose: To develop more sensitivity for different patterns of human resource management in multinational companies. Design/methodology/approach: Systemic approach; the concepts and models are based on the evaluation of consulting projects in the field of human resource management. Findings: A concept of four typical varieties of human resource…

  1. Strengthening the Paediatricians Project 1: The need, content and process of a workshop to address the Priority Mental Health Disorders of adolescence in countries with low human resource for health

    PubMed Central

    2010-01-01

    delegates with basic information on adolescent psychiatry prior to the workshop was suggested to make the workshop more valuable. Conclusions There is a need to expand training for paediatricians from various backgrounds in adolescent psychiatry to strengthen their clinical skills to address the PMHD at the primary-care level. The evaluation suggests that the design and collaborative approach evident in this programme have merit as a model for training paediatricians in adolescent psychiatry in countries with low human resource for health. PMID:20167076

  2. A Partnership to Align Digital Resources to Educators' Needs

    NASA Astrophysics Data System (ADS)

    Scotchmoor, J.; Geary, E.; Marlino, M. R.; Pandya, R. E.; Sumner, T. R.

    2003-12-01

    The Digital Library for Earth System Education (DLESE) is a community-led, NSF-funded effort to promote access to high-quality digital resources for teaching and learning about the earth. It is an operational library, with over 20,000 web visits a month and nearly 5000 resources available to educators and learners. As the library enters a new operational phase that targets widespread use in K-12 and undergraduate settings, DLESE has partnered with the United States Geological Survey (USGS), the University of California at Berkeley (UCB) Museum of Paleontology, the California State Science Teachers Association (CSTA), and several California school districts. These partners are initiating a pilot program intended to ensure that resources in the library align with the needs and curricula of K-12 teachers. This partnership represents a major advance in DLESE's utility to the K-12 teaching community and affords a number of advantages to each partner. The school districts benefit from materials that meet their unique curricular needs. The USGS and UCB Museum of Paleontology are able to integrate teacher needs into the design of their materials and promote wider use of their resources. DLESE gains a focused user group to participate in the user-centered design of new services and to support onsite evaluation of the library's educational impact. Finally, the overall project provides a vehicle to evaluate the effectiveness of these partnerships and apply successful practices to more general efforts.

  3. Risk assessment activities at NIOSH: Information resources and needs

    SciTech Connect

    Stayner, L.T.; Meinhardt, T.; Hardin, B.

    1990-12-31

    Under the Occupational Safety and Health, and Mine Safety and Health Acts, the National Institute for Occupational Safety and Health (NIOSH) is charged with development of recommended occupational safety and health standards, and with conducting research to support the development of these standards. Thus, NIOSH has been actively involved in the analysis of risk associated with occupational exposures, and in the development of research information that is critical for the risk assessment process. NIOSH research programs and other information resources relevant to the risk assessment process are described in this paper. Future needs for information resources are also discussed.

  4. Teacher Support Resources, Need Satisfaction and Well-Being.

    PubMed

    Doménech-Betoret, Fernando; Lloret-Segura, Susana; Gómez-Artiga, Amparo

    2015-03-03

    Based on Job Demands-Resources Model (JD-R), this study examines the relationships among teacher support resources, psychological need satisfaction, engagement and burnout in a sample of 282 Spanish secondary school teachers. Nine teacher psychological needs were identified based on the study of Bess and on the Self-Determination Theory (SDT). Self-report questionnaires were used to measure the constructs selected for this study and their interrelationships were examined by structural equation modeling. The results reveal a good model fit to the data (NNFI = .88; CFI = .90; GFI = .90; RMSEA = .061). The analyses indicate a positive and significant effect of latent variable Psychological Need Satisfaction on engagement (β = .74, p < .05), and a negative and significant effect on burnout (β = -.78, p ≤ .05). Furthermore, the results show the mediator role played by Psychological Need Satisfaction in the relationship between teacher support resources and both engagement and burnout (additional paths did not improve the model fit: Δχ2(2) = 2.428, p = .29). Finally, practical implications of these findings are discussed.

  5. Human Resource Management in Virtual Organizations. Research in Human Resource Management Series.

    ERIC Educational Resources Information Center

    Heneman, Robert L., Ed.; Greenberger, David B., Ed.

    This document contains 14 papers on human resources (HR) and human resource management (HRM) in virtual organizations. The following papers are included: "Series Preface" (Rodger Griffeth); "Volume Preface" (Robert L. Heneman, David B. Greenberger); "The Virtual Organization: Definition, Description, and…

  6. Human Resource Management in Virtual Organizations. Research in Human Resource Management Series.

    ERIC Educational Resources Information Center

    Heneman, Robert L., Ed.; Greenberger, David B., Ed.

    This document contains 14 papers on human resources (HR) and human resource management (HRM) in virtual organizations. The following papers are included: "Series Preface" (Rodger Griffeth); "Volume Preface" (Robert L. Heneman, David B. Greenberger); "The Virtual Organization: Definition, Description, and…

  7. Helping Those in Need: Human Service Workers

    ERIC Educational Resources Information Center

    Moffat, Colleen Teixeira

    2011-01-01

    Many people experience hardship and need help. This help is provided by a network of agencies and organizations, both public and private. Staffed by human service workers, this network, and the kinds of help it offers, is as varied as the clients it serves. Human service workers help clients become more self-sufficient. The first section of this…

  8. Basic Human Needs; A Framework for Action.

    ERIC Educational Resources Information Center

    McHale, John; McHale, Magda Cordell

    The report presents quantitative assessments of basic human needs in the areas of food, health, education, shelter, and clothing and considers how these needs may be met in ways harmonious with environmental and developmental objectives. The target group consists of those who are below or just below poverty line. The book is presented in six…

  9. Our Natural Resources: Basic Research Needs in Forestry and Renewable Natural Resources.

    ERIC Educational Resources Information Center

    National Task Force on Basic Research in Forestry and Renewable Natural Resources.

    This report examines basic research needs in forestry and renewable natural resources and determines benefits to be gained from greater investments in basic research. It was prepared by a group of 17 research scientists, each an accomplished investigator in one or more fields. Each contributor reflected on research needs within his own discipline…

  10. The Effective Use of Human Resources.

    ERIC Educational Resources Information Center

    Lippitt, Ronald

    1980-01-01

    In tandem with the energy crisis the author sees widespread misuse and waste of human resources. Analyzing issues of environmental deprivation, neglect of the old and the young, social isolation, the search for self, and specialization, he discusses ways that organizational and human resources development can address these challenges. (SK)

  11. Linking Career Development and Human Resource Planning.

    ERIC Educational Resources Information Center

    Gutteridge, Thomas G.

    When organizations integrate their career development and human resources planning activities into a comprehensive whole, it is the exception rather than the rule. One reason for the frequent dichotomy between career development and human resource planning is the failure to recognize that they are complements rather than synonyms or substitutes.…

  12. Strategic Human Resource Planning in Academia

    ERIC Educational Resources Information Center

    Ulferts, Gregory; Wirtz, Patrick; Peterson, Evan

    2009-01-01

    A strategic plan guides a college in successfully meeting its mission. Based on the strategic plan, a college can develop a human resource plan that will allow it to make management decisions in the present to support the future direction of the college. The overall purpose of human resource management is to: (1) ensure the organization has…

  13. Medical resources after nuclear war. Availability v need.

    PubMed

    Abrams, H L

    1984-08-03

    In defining capacity to "survive" a massive nuclear exchange, it is important to assess the medical resources that will be available in the post-nuclear war world. Approximately 80% of these resources--hospital beds and personnel, blood, drugs, and medical supplies--will have been destroyed, since they are located in or near the densely populated areas that constitute primary targets of attack. Casualty estimates published by federal agencies, together with data from the Hiroshima-Nagasaki experience, suggest the numbers and types of injuries that will afflict the US population. With a probable 48,000 surviving physicians to treat 32 million casualties, there will be one physician for every 663 patients. Of the trauma and burn victims, approximately 55% will require hospitalization; this will mean 64 patients for each available hospital bed. Data from recent wars have been utilized to determine the trauma-related blood requirements in the post-nuclear war world. Of the 64 million units of whole blood needed, only 14,000 will be available. Other medical resources will be in equally short supply. This disparity between need and availability indicates the difficulty of developing a meaningful medical response for the surviving injured.

  14. Resource competition in plant invasions: emerging patterns and research needs.

    PubMed

    Gioria, Margherita; Osborne, Bruce A

    2014-01-01

    Invasions by alien plants provide a unique opportunity to examine competitive interactions among plants. While resource competition has long been regarded as a major mechanism responsible for successful invasions, given a well-known capacity for many invaders to become dominant and reduce plant diversity in the invaded communities, few studies have measured resource competition directly or have assessed its importance relative to that of other mechanisms, at different stages of an invasion process. Here, we review evidence comparing the competitive ability of invasive species vs. that of co-occurring native plants, along a range of environmental gradients, showing that many invasive species have a superior competitive ability over native species, although invasive congeners are not necessarily competitively superior over native congeners, nor are alien dominants are better competitors than native dominants. We discuss how the outcomes of competition depend on a number of factors, such as the heterogeneous distribution of resources, the stage of the invasion process, as well as phenotypic plasticity and evolutionary adaptation, which may result in increased or decreased competitive ability in both invasive and native species. Competitive advantages of invasive species over natives are often transient and only important at the early stages of an invasion process. It remains unclear how important resource competition is relative to other mechanisms (competition avoidance via phenological differences, niche differentiation in space associated with phylogenetic distance, recruitment and dispersal limitation, indirect competition, and allelopathy). Finally, we identify the conceptual and methodological issues characterizing competition studies in plant invasions, and we discuss future research needs, including examination of resource competition dynamics and the impact of global environmental change on competitive interactions between invasive and native species.

  15. Resource competition in plant invasions: emerging patterns and research needs

    PubMed Central

    Gioria, Margherita; Osborne, Bruce A.

    2014-01-01

    Invasions by alien plants provide a unique opportunity to examine competitive interactions among plants. While resource competition has long been regarded as a major mechanism responsible for successful invasions, given a well-known capacity for many invaders to become dominant and reduce plant diversity in the invaded communities, few studies have measured resource competition directly or have assessed its importance relative to that of other mechanisms, at different stages of an invasion process. Here, we review evidence comparing the competitive ability of invasive species vs. that of co-occurring native plants, along a range of environmental gradients, showing that many invasive species have a superior competitive ability over native species, although invasive congeners are not necessarily competitively superior over native congeners, nor are alien dominants are better competitors than native dominants. We discuss how the outcomes of competition depend on a number of factors, such as the heterogeneous distribution of resources, the stage of the invasion process, as well as phenotypic plasticity and evolutionary adaptation, which may result in increased or decreased competitive ability in both invasive and native species. Competitive advantages of invasive species over natives are often transient and only important at the early stages of an invasion process. It remains unclear how important resource competition is relative to other mechanisms (competition avoidance via phenological differences, niche differentiation in space associated with phylogenetic distance, recruitment and dispersal limitation, indirect competition, and allelopathy). Finally, we identify the conceptual and methodological issues characterizing competition studies in plant invasions, and we discuss future research needs, including examination of resource competition dynamics and the impact of global environmental change on competitive interactions between invasive and native species. PMID

  16. Having Their Say: Sex Workers Discuss Their Needs and Resources.

    PubMed

    Mastin, Teresa; Murphy, Alexandra G; Riplinger, Andrew J; Ngugi, Elizabeth

    2016-01-01

    In many countries where HIV/AIDS is prevalent, social, cultural, and economic factors often mitigate the adoption of healthy reproductive behaviors and practices. One group that is particularly susceptible to mitigating influences is women who work in the sex trade. In this article, we utilize a culture-centered approach to determine how a population of sex workers in Nairobi, Kenya, perceives their individual, social, and structural needs and resources in relation to the public, their families, friends, and peers. We conclude the article with next steps regarding collaboration with media representatives and policymakers.

  17. Global-minded Human Resources and Expectations for Universities

    NASA Astrophysics Data System (ADS)

    Inoue, Hiroshi

    Under the globalized economy, Japanese corporations compete with rivals of the western countries and emerging economies. And domestically, they face with deflation, falling birth-rate, an aging society, and shrinking market. So they need to foster and retain global-minded human resources who can play an active role in global business, and who can drive innovation. What Japanese corporations expect for global-minded human resources are ability to meet challenges, ability to think independently free from conventional wisdom, communication skills in foreign languages, interests in foreign cultures and different values, and so on. In order to foster global-minded human resources, Keidanren work with the 13 universities selected under the Japanese Government‧s “Global 30” projects to undertake “Global-minded Human Resources Development Projects” .

  18. Maslow's Human Motivation Needs Hierarchy: A Bibliography.

    ERIC Educational Resources Information Center

    Roberts, Thomas B.

    Over two hundred periodical, dissertation, book, research paper, and essay citations of works published between 1948 and 1972 are listed in this bibliography which concerns itself with human motivation needs. Over 140 authors are represented. Some of the wide ranging topics included, in addition to and in relation to various aspects of motivation,…

  19. Keep an eye on human resources 'yardsticks'.

    PubMed

    McKimmy, D L

    1979-01-01

    By monitoring certain human resources "yardsticks", personnel administrators can demonstrate the results of institutional and departmental goals and objectives. Thus, taking an economic approach to personnel management can help the hospital in the struggle to contain costs.

  20. Preparing Future Geoscience Professionals: Needs, Strategies, Programs, and Online Resources

    NASA Astrophysics Data System (ADS)

    Macdonald, H.; Manduca, C. A.; Ormand, C. J.; Dunbar, R. W.; Beane, R. J.; Bruckner, M.; Bralower, T. J.; Feiss, P. G.; Tewksbury, B. J.; Wiese, K.

    2011-12-01

    Geoscience faculty, departments, and programs play an important role in preparing future geoscience professionals. One challenge is supporting the diversity of student goals for future employment and the needs of a wide range of potential employers. Students in geoscience degree programs pursue careers in traditional geoscience industries; in geoscience education and research (including K-12 teaching); and opportunities at the intersection of geoscience and other fields (e.g., policy, law, business). The Building Strong Geoscience Departments project has documented a range of approaches that departments use to support the development of geoscience majors as professionals (serc.carleton.edu/departments). On the Cutting Edge, a professional development program, supports graduate students and post-doctoral fellows interested in pursuing an academic career through workshops, webinars, and online resources (serc.carleton.edu/NAGTWorkshops/careerprep). Geoscience departments work at the intersection of student interests and employer needs. Commonly cited program goals that align with employer needs include mastery of geoscience content; field experience; skill in problem solving, quantitative reasoning, communication, and collaboration; and the ability to learn independently and take a project from start to finish. Departments and faculty can address workforce issues by 1) implementing of degree programs that develop the knowledge, skills, and attitudes that students need, while recognizing that students have a diversity of career goals; 2) introducing career options to majors and potential majors and encouraging exploration of options; 3) advising students on how to prepare for specific career paths; 4) helping students develop into professionals, and 5) supporting students in the job search. It is valuable to build connections with geoscience employers, work with alumni and foster connections between students and alumni with similar career interests, collaborate with

  1. [Human resource planning in orthodontics].

    PubMed

    Noverraz, R R; van Spronsen, P H

    2001-08-01

    Content and background of the Capacity report 2001 for orthodontics in the Netherlands are discussed. The final conclusion of this report is that there is a yearly need of an input of 12 to 15 residents into postgraduate orthodontic programs. At the moment capacity of postgraduate training programs in the Netherlands is 4.5 resident yearly. Discussion is focussed on the advantages and disadvantages of the model used for the calculated estimations. More research on certain aspects of treatment need and demand is necessary. Implementation of the outcome will be a complex process for every party in the orthodontic field.

  2. Population, human resources, and development in the Arab world.

    PubMed

    Tabbarah, R

    1981-06-01

    An important consequence of the over-abundance of capital resources in relation to land and labor is the pressure being placed in Arab development on the other factors of production, particularly human resources. The purpose of this discussion is to provide a brief analysis of this aspect of Arab development and to suggest, in broad terms, an outline for a course of action that would improve the contribution of human resources to development and promote the rationalization of the Arab development process. Attention is directed to the following: the meaning of human resources development; socioeconomic consequences of oil; population trends and issues; and the utilization and development of human resources. Human resources development is defined on both the micro and the macro levels. On the micro level, human resources development focuses on the individual in a society and on the institutions that give him/her the skills and other basic requirements needed for a dignified existence and an adequate degree of social participation. Human resources development on the macro level concentrates on aggregate concepts relating to the supply and utilization of human resources. The discovery of oil in relatively small Arab nations created a yet unknown development situation in which of the 3 factors of production--land, labor, and capital--the latter was in great abundance relative to the other 2 factors. 1 of the 1st results of this situation was the present transitional stage with its tremendous gap between the social and economic aspects of development, specifically a very high level of per capita income and wealth associated with an underdeveloped social and human resources infrastructure. To place Arab development on the right track, action needs to be taken on several fronts. The following are among the items that must be included on such an agenda: efforts to improve knowledge of the human resources supply, requirements, problems, and policy options through intensified

  3. [HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].

    PubMed

    Larumbe Andueza, Ma Carmen; De Mendoza Cánton, Juana Hermoso

    2016-05-01

    We are living in a time with a lot of changes in which health organizations have more challenges to face. One of them is to recognize, strengthen, develop and retain the talent they have. Competency-based human resources management is emerging as a tool that contributes to achieve that aim. Competencies from the generic or characteristic perspective: personality traits, values and motivations, which are deeply rooted in the person. Through elaborating a competencies map for the organization, and identifying the job competencies profile, above all in key jobs, the employees know what it is going to expect from them. After, detect and cover the learning needs, it is possible to achieve better adjust between worker-job. The nursing unit manager is a key job because it is a link between management team and nursing team. The way that it is performed, it will have impact on the quality of care and its team motivation. So, the most adequate person who covers this job would have a part of knowledge, skills, attitudes and compatible interests with her job. Competency-based management helps identify both the potential and learning needs to performing this job.

  4. Health promotores' perceptions of their communities' health needs, knowledge, and resource needs in rural Nicaragua.

    PubMed

    McDermott-Levy, Ruth; Weatherbie, Katherine

    2013-03-01

    This study was conducted to determine rural Nicaraguan health promotores' perceptions of their community's health problems, their self-identified learning needs, and resource needs. Despite the valuable contributions of promotores, there is limited research regarding unpaid volunteer promotores' perceptions of their needs in providing care to remote communities. A qualitative descriptive study of 13 unpaid, volunteer promotores in Waslala, Nicaragua, was conducted. Data were collected during individual interviews with seven promotores and two focus groups with 13 promotores. Data were analyzed by reading verbatim transcripts repeatedly and establishing general themes. Promotores confirmed the findings. Waslalan promotores described a synergy of traditional folk health beliefs and natural practices along with use of modern medications while working to meet the health needs of their communities. Without much formal training, the promotores used public health strategies to influence health behaviors and address health disparities in the communities they serve. Serving their communities and God were their motivation in their work. Recommendations include supporting efforts to meet promotores' needs regarding community health education with messages from community leaders and nurses, finding methods to financially compensate promotores, and including promotores in health program planning and evaluation. © 2012 Wiley Periodicals, Inc.

  5. Human Resource Education in the Middle East Region

    ERIC Educational Resources Information Center

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

    Purpose: The purpose of this paper is to provide an overview of human resource development (HRD) education in Middle Eastern countries. In particular, the authors discuss the current state of HRD education, country readiness and challenges that hinder HRD progress in Middle Eastern countries. They argue that HRD programs need to prepare young…

  6. Human Resource Education in the Middle East Region

    ERIC Educational Resources Information Center

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

    Purpose: The purpose of this paper is to provide an overview of human resource development (HRD) education in Middle Eastern countries. In particular, the authors discuss the current state of HRD education, country readiness and challenges that hinder HRD progress in Middle Eastern countries. They argue that HRD programs need to prepare young…

  7. Human Resources Management: Program Evaluation, 1994-1995.

    ERIC Educational Resources Information Center

    Stokes, Thomas E.

    This evaluation of the Des Moines Public Schools' Department of Human Resources Management (Iowa) focuses on five main areas: context, input, process, product, and future needs. Context evaluation examines the personnel functions of the district which include recruitment, employment, discipline, discharge, development, training, assignment, and…

  8. Human resources: a common-sense discipline.

    PubMed

    Courtney, Lisa R

    2004-02-01

    Being able to hire the right team members, keeping them engaged ina professional and productive environment, and avoiding litigation help keep the team functioning and meeting the everyday goals of providing quality patient care. Although these topics may seem complex, medical providers and professionals have resources available to them, such as the Human Resources department, the Medical Director, senior management,and legal counsel. Hiring the right people, creating a positive work environment, and avoiding litigation are all common sense principals that are relevant regardless of profession, industry, or company. Understanding how to apply the principles and concepts of Human Resources and personnel management can seem overwhelming: however, asking for help from the resources mentioned previously and applying the common sense information found in this article will help one to be a successful leader and practitioner.

  9. Human Resources in Geothermal Development

    SciTech Connect

    Fridleifsson, I.B.

    1995-01-01

    Some 80 countries are potentially interested in geothermal energy development, and about 50 have quantifiable geothermal utilization at present. Electricity is produced from geothermal in 21 countries (total 38 TWh/a) and direct application is recorded in 35 countries (34 TWh/a). Geothermal electricity production is equally common in industrialized and developing countries, but plays a more important role in the developing countries. Apart from China, direct use is mainly in the industrialized countries and Central and East Europe. There is a surplus of trained geothermal manpower in many industrialized countries. Most of the developing countries as well as Central and East Europe countries still lack trained manpower. The Philippines (PNOC) have demonstrated how a nation can build up a strong geothermal workforce in an exemplary way. Data from Iceland shows how the geothermal manpower needs of a country gradually change from the exploration and field development to monitoring and operations.

  10. Queuing theory accurately models the need for critical care resources.

    PubMed

    McManus, Michael L; Long, Michael C; Cooper, Abbot; Litvak, Eugene

    2004-05-01

    Allocation of scarce resources presents an increasing challenge to hospital administrators and health policy makers. Intensive care units can present bottlenecks within busy hospitals, but their expansion is costly and difficult to gauge. Although mathematical tools have been suggested for determining the proper number of intensive care beds necessary to serve a given demand, the performance of such models has not been prospectively evaluated over significant periods. The authors prospectively collected 2 years' admission, discharge, and turn-away data in a busy, urban intensive care unit. Using queuing theory, they then constructed a mathematical model of patient flow, compared predictions from the model to observed performance of the unit, and explored the sensitivity of the model to changes in unit size. The queuing model proved to be very accurate, with predicted admission turn-away rates correlating highly with those actually observed (correlation coefficient = 0.89). The model was useful in predicting both monthly responsiveness to changing demand (mean monthly difference between observed and predicted values, 0.4+/-2.3%; range, 0-13%) and the overall 2-yr turn-away rate for the unit (21%vs. 22%). Both in practice and in simulation, turn-away rates increased exponentially when utilization exceeded 80-85%. Sensitivity analysis using the model revealed rapid and severe degradation of system performance with even the small changes in bed availability that might result from sudden staffing shortages or admission of patients with very long stays. The stochastic nature of patient flow may falsely lead health planners to underestimate resource needs in busy intensive care units. Although the nature of arrivals for intensive care deserves further study, when demand is random, queuing theory provides an accurate means of determining the appropriate supply of beds.

  11. Organizational Issues and Human Resource Development Research Questions. A Guide for Researchers in Human Resource Development.

    ERIC Educational Resources Information Center

    Jacobs, Ronald L., Ed.

    The nine papers in this monograph, written by members of the University Council for Research in Human Resource Development, respond to the following questions: What is the most important organizational issue of the 1990s, and what human resource development (HRD) research questions might be generated from this issue? The papers are as follows: (1)…

  12. [Human resources and health work: challenges for a research agenda].

    PubMed

    Assunção, Ada Avila; Belisário, Soraya Almeida; Campos, Francisco Eduardo; D'Avila, Luciana Souza

    2007-01-01

    This article discusses several key concepts for human resources policy in health in the context of Latin America's regional integration efforts. The article focuses on different concepts of integration to emphasize the analytical distinction between regional and conceptual integration. It also presents labor and human resources concepts before discussing, in the final analysis, the challenges that a common research agenda faces in the context of current health sector reforms in Latin America. The conclusion emphasizes the need to develop a technology and research system capable of supporting the agenda for exchange between MERCOSUR member countries.

  13. Health service resource needs for pandemic influenza in developing countries: a linked transmission dynamics, interventions and resource demand model.

    PubMed

    Krumkamp, R; Kretzschmar, M; Rudge, J W; Ahmad, A; Hanvoravongchai, P; Westenhoefer, J; Stein, M; Putthasri, W; Coker, R

    2011-01-01

    We used a mathematical model to describe a regional outbreak and extrapolate the underlying health-service resource needs. This model was designed to (i) estimate resource gaps and quantities of resources needed, (ii) show the effect of resource gaps, and (iii) highlight which particular resources should be improved. We ran the model, parameterized with data from the 2009 H1N1v pandemic, for two provinces in Thailand. The predicted number of preventable deaths due to resource shortcomings and the actual resource needs are presented for two provinces and for Thailand as a whole. The model highlights the potentially huge impact of health-system resource availability and of resource gaps on health outcomes during a pandemic and provides a means to indicate where efforts should be concentrated to effectively improve pandemic response programmes.

  14. Governance and human resources for health.

    PubMed

    Dieleman, Marjolein; Hilhorst, Thea

    2011-11-24

    Despite an increase in efforts to address shortage and performance of Human Resources for Health (HRH), HRH problems continue to hamper quality service delivery. We believe that the influence of governance is undervalued in addressing the HRH crisis, both globally and at country level. This thematic series has aimed to expand the evidence base on the role of governance in addressing the HRH crisis. The six articles comprising the series present a range of experiences. The articles report on governance in relation to developing a joint vision, building adherence and strengthening accountability, and on governance with respect to planning, implementation, and monitoring. Other governance issues warrant attention as well, such as corruption and transparency in decision-making in HRH policies and strategies. Acknowledging and dealing with governance should be part and parcel of HRH planning and implementation. To date, few experiences have been shared on improving governance for HRH policy making and implementation, and many questions remain unanswered. There is an urgent need to document experiences and for mutual learning.

  15. Governance and human resources for health

    PubMed Central

    2011-01-01

    Despite an increase in efforts to address shortage and performance of Human Resources for Health (HRH), HRH problems continue to hamper quality service delivery. We believe that the influence of governance is undervalued in addressing the HRH crisis, both globally and at country level. This thematic series has aimed to expand the evidence base on the role of governance in addressing the HRH crisis. The six articles comprising the series present a range of experiences. The articles report on governance in relation to developing a joint vision, building adherence and strengthening accountability, and on governance with respect to planning, implementation, and monitoring. Other governance issues warrant attention as well, such as corruption and transparency in decision-making in HRH policies and strategies. Acknowledging and dealing with governance should be part and parcel of HRH planning and implementation. To date, few experiences have been shared on improving governance for HRH policy making and implementation, and many questions remain unanswered. There is an urgent need to document experiences and for mutual learning. PMID:22115191

  16. 16 CFR 1000.22 - Office of Human Resources Management.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 16 Commercial Practices 2 2012-01-01 2012-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...

  17. 16 CFR 1000.22 - Office of Human Resources Management.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 16 Commercial Practices 2 2014-01-01 2014-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...

  18. 16 CFR 1000.22 - Office of Human Resources Management.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...

  19. 16 CFR 1000.22 - Office of Human Resources Management.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 16 Commercial Practices 2 2011-01-01 2011-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support......

  20. Human resource development: new assessments and new directions.

    PubMed

    Aitken, Iain W; Kolehmainen-Aitken, Riitta-Liisa

    2009-01-01

    The National Health Plan (NHP) 2001-2010 required a health workforce situation analysis and strategy to match the NHP's priorities and strategies. This paper is based on the work that was done in 2001 to support the preparation of a Health Human Resource Development Strategy for Papua New Guinea (PNG). The analysis showed that changes in health sector financing, population growth and changing health needs had created many human resource problems and challenges. This paper focuses on the main categories of health worker in PNG: doctors, health extension officers, nurses and community health workers. It presents analyses of workforce numbers and costs, and discusses future health system and human resource strategies based on the 2001 study and subsequent developments.

  1. Cultural Implications of Human Resource Development.

    ERIC Educational Resources Information Center

    Hiranpruk, Chaiskran

    A discussion of the cultural effects of economic and, by extension, human resource development in Southeast Asia looks at short- and long-term implications. It is suggested that in the short term, increased competition will affect distribution of wealth, which can promote materialism and corruption. The introduction of labor-saving technology may…

  2. Human Resource Development and Organizational Values

    ERIC Educational Resources Information Center

    Hassan, Arif

    2007-01-01

    Purpose: Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems to be a strong relationship between human resource development (HRD) practices and organizational values. The paper aims to empirically examine this relationship.…

  3. Competency-Based Human Resource Development Strategy

    ERIC Educational Resources Information Center

    Gangani, Noordeen T.; McLean, Gary N.; Braden, Richard A.

    2004-01-01

    This paper explores issues in developing and implementing a competency-based human resource development strategy. The paper summarizes a literature review on how competency models can improve HR performance. A case study is presented of American Medical Systems (AMS), a mid-sized health-care and medical device company, where the model is being…

  4. The Thinking Styles of Human Resource Practitioners

    ERIC Educational Resources Information Center

    Higgins, Paul; Zhang, Li-fang

    2009-01-01

    Purpose: Drawing upon Sternberg's theory of mental self-government, this paper aims to investigate the thinking styles and workplace experiences of 152 human resource (HR) practitioners pursuing Chartered Institute of Personnel and Development (CIPD) membership. It seeks to explore whether their thinking styles complemented their jobs and consider…

  5. Managing human resources for successful strategy execution.

    PubMed

    Arnold, Edwin

    2010-01-01

    Managers face difficult challenges when they implement organizational strategies to achieve important goals. Execution of strategy has become more dependent upon the effective management of human resources. This article suggests how people can be managed more effectively to facilitate the execution of strategies and improve organizational performance.

  6. Philosophical Foundations of Human Resource Development.

    ERIC Educational Resources Information Center

    Kuchinke, K. Peter

    Three alternative views of adult development can serve to distinguish competing schools of thought regarding the research, theory, and practice of human resource development (HRD). These views are as follows: (1) the person-centered view, which aims at self-realization of the individual and is grounded in humanistic psychology and liberalism; (2)…

  7. The Human Resources Management System: Part 1.

    ERIC Educational Resources Information Center

    Ceriello, Vincent R.

    1982-01-01

    Presents a systematic and disciplined approach to planning for the development and implementation of an information system which will collect, store, maintain, and report human resources data. Discusses guidelines, priorities, training requirements, security, auditing, interface with payroll, and personnel reporting. (CT)

  8. Human Resources Management & Development Handbook. Second Edition.

    ERIC Educational Resources Information Center

    Tracey, William R., Ed.

    This revised handbook on the theory and practice of human resources management and development (HRM/D) focuses on people management and the personnel development processes. The book's 18 parts and 102 chapters by 107 contributors provide authoritative and comprehensive information on every aspect of modern HRM/D. Part 1 provides an overview of…

  9. Cultural Development through Human Resource Systems Integration.

    ERIC Educational Resources Information Center

    Albert, Michael

    1985-01-01

    Discusses the framework for developing a cultural human resources management (HRM) perspective. Central to this framework is modifying HRM programs to reinforce the organization's preferred practices. Modification occurs through selection, orientation, training and development, performance appraisal, career development, and compensation and…

  10. An Innovative Approach to Human Resource Development.

    ERIC Educational Resources Information Center

    Energy Research and Development Administration, Washington, DC. Div. of Labor Relations.

    This document describes the Technology Training Program (TTP) designed as an approach to human resource development. Objectives of the program include: (1) increasing the supply of technicians and paraprofessionals in energy and energy-related fields; (2) providing laboratory or industrial-based training experiences; (3) sharing TTP instructional…

  11. Human Resource Development for International Operation.

    ERIC Educational Resources Information Center

    Coulson-Thomas, Colin J.

    A 1990 questionnaire and interview survey identified requirements for programs and courses relating to human resource development for international operation. The survey was designed to seek the views of United Kingdom (UK) and European and international companies, professional associations, and accounting firms. Of 540 organizations, 91 returned…

  12. The Thinking Styles of Human Resource Practitioners

    ERIC Educational Resources Information Center

    Higgins, Paul; Zhang, Li-fang

    2009-01-01

    Purpose: Drawing upon Sternberg's theory of mental self-government, this paper aims to investigate the thinking styles and workplace experiences of 152 human resource (HR) practitioners pursuing Chartered Institute of Personnel and Development (CIPD) membership. It seeks to explore whether their thinking styles complemented their jobs and consider…

  13. The Dictionary for Human Resource Development.

    ERIC Educational Resources Information Center

    Smith, Douglas H., Comp.

    This dictionary lists and defines approximately 360 words and phrases used in the field of human resource development (HRD). It reflects the opinions and collective expertise of a diverse range of HRD practitioners and faculty. The words and phrases selected were drawn from a search of more than 300 current and recent texts and 10 periodicals in…

  14. A Proposed Human Resources Development Plan.

    ERIC Educational Resources Information Center

    Lake Tahoe Community Coll. District, South Lake Tahoe, CA.

    Lake Tahoe Community College's (LTCC's) Human Resources Development Program is designed to foster professional development through in-service activities for instructional, administrative, classified employees, and the governing board. The comprehensive program is intended to support the instructional process, improve student success, enhance…

  15. Human Resource Planning: An Introduction. Report 312.

    ERIC Educational Resources Information Center

    Reilly, Peter

    This report is designed to give readers an introduction to the principles of human resource planning (HRP) and the areas in which it can be used, including those facing today's managers. Chapter 1 outlines why some organizations no longer plan, describes the background of change and uncertainty that discouraged them, and defines HRP. Chapter 2…

  16. Evaluating the Impact of Human Resource Development.

    ERIC Educational Resources Information Center

    1999

    These four papers are from a symposium on evaluating the impact of human resource development (HRD). "Pre-Job Training and the Earnings of High-Tech Employees in Taiwan" (Tung-Chun Huang) reports on a study that concludes that public training programs have no impact on participants' earnings in later jobs, but participation in private…

  17. Metrolink: Developing Human Resources through Metropolitan Collaboration.

    ERIC Educational Resources Information Center

    Institute for Educational Leadership, Washington, DC.

    The MetroLink project supported and studied the process of collaboration for human resource development in American metropolitan areas. The project was conducted in 1984 and 1985 in the following eight metropolitan areas: Atlanta, Georgia; Boston, Massachusetts; Hartford, Connecticut; Indianapolis, Indiana; Louisville, Kentucky; Minneapolis,…

  18. Human resources for the control of road traffic injury.

    PubMed

    Mock, Charles; Kobusingye, Olive; Anh, Le Vu; Afukaar, Francis; Arreola-Risa, Carlos

    2005-04-01

    The definition of the ideal numbers and distribution of human resources required for control of road traffic injury (RTI) is not as advanced as for other health problems. We can nonetheless identify functions that need to be addressed across the spectrum of injury control: surveillance; road safety (including infrastructure, vehicle design, and behaviour); and trauma care. Many low-cost strategies to improve these functions in low- or middle-income countries can be identified. For all these strategies, there is need for adequate institutional capacity, including funding, legal authority, and human resources. Several categories of human resources need to be developed: epidemiologists who can handle injury data, design surveillance systems, and undertake research; engineers and planners versed in safety aspects of road design, traffic flow, urban planning, and vehicle design; police and lawyers who understand the health impact of traffic law; clinicians who can develop cost-effective improvements in the entire system of trauma treatment; media experts to undertake effective behaviour change and social marketing; and economists to assist with cost-effectiveness evaluations. RTI control can be strengthened by enhancing such training in these disciplines, as well as encouraging retention of those who have the needed skills. Mechanisms to enhance collaboration between these different fields need to be promoted. Finally, the burden of RTI is borne disproportionately by the poor; in addition to technical issues, more profound equity issues must be addressed. This mandates that people from all professional backgrounds who work for RTI control should develop skills in advocacy and politics.

  19. Marrying Hydrological Modelling and Integrated Assessment for the needs of Water Resource Management

    NASA Astrophysics Data System (ADS)

    Croke, B. F. W.; Blakers, R. S.; El Sawah, S.; Fu, B.; Guillaume, J. H. A.; Kelly, R. A.; Patrick, M. J.; Ross, A.; Ticehurst, J.; Barthel, R.; Jakeman, A. J.

    2014-09-01

    This paper discusses the integration of hydrology with other disciplines using an Integrated Assessment (IA) and modelling approach to the management and allocation of water resources. Recent developments in the field of socio-hydrology aim to develop stronger relationships between hydrology and the human dimensions of Water Resource Management (WRM). This should build on an existing wealth of knowledge and experience of coupled human-water systems. To further strengthen this relationship and contribute to this broad body of knowledge, we propose a strong and durable "marriage" between IA and hydrology. The foundation of this marriage requires engagement with appropriate concepts, model structures, scales of analyses, performance evaluation and communication - and the associated tools and models that are needed for pragmatic deployment or operation. To gain insight into how this can be achieved, an IA case study in water allocation in the Lower Namoi catchment, NSW, Australia is presented.

  20. Ten years development of human resources in Serbian health system.

    PubMed

    Krstic, Maja; Grozdanov, Jasmina; Ivanovic, Ivan; Korac, Vesna; Vasic, Milena

    2010-01-01

    A key component of any healthcare reform process is to ensure that the services are delivered by the right numbers of staff with appropriate skills and training. In 2007, public health institutions in Serbia had 2% more employees than before the economic transition. Nevertheless, the trend of the total number of employees in the Serbian health care system still preserved a mild rising trend. The most prominent changes in the structure of human resources were effectuated in the total numbers of physicians, nurses and administrative and technical staff. Development of medical science and practice in Serbia is characterized by more intensive processes of specializations, resulting in increased number of specialists among medical doctors. Health care provided in in-patient institutions still employs most of the doctors. The number of unemployed physicians, dentists and pharmacists has been rising since 2000. Another aspect that explains the rise of unemployed, university educated human resources is the rising number of graduated physicians, dentist and pharmacists. Health care policy makers may recognize the need for more integrated planning of human resources in health care, in particular, making management of human resources responsive to system needs and design, instead of vice versa.

  1. Human milk: an invisible food resource.

    PubMed

    Hatløy, A; Oshaug, A

    1997-12-01

    Human milk is an invaluable food resource for infants and young children in Sub-Saharan Africa. Statistics on production of human milk at local and national levels are lacking. In this article, estimates of the quantity of human milk production in Mali, Senegal, Nigeria, and Zimbabwe were calculated. Annual production in the urban and rural areas in Mali was 13 and 17 kg per capita, respectively. National annual median production ranged from 93,000 (Zimbabwe) to 1.3 million metric tons (Nigeria), and from 9 (Zimbabwe) to 15 kg per capita (Mali). Given a value of (US)$1 per liter, inclusion of human milk in calculations of the gross national product (GNP) for these countries would increase this value by more than 5% for Mali, and nearly 2% for Senegal. Human milk is a significant food source to children in this region and should be included in national food statistics due to its nutritional and economic importance.

  2. Shared resource control between human and computer

    NASA Technical Reports Server (NTRS)

    Hendler, James; Wilson, Reid

    1989-01-01

    The advantages of an AI system of actively monitoring human control of a shared resource (such as a telerobotic manipulator) are presented. A system is described in which a simple AI planning program gains efficiency by monitoring human actions and recognizing when the actions cause a change in the system's assumed state of the world. This enables the planner to recognize when an interaction occurs between human actions and system goals, and allows maintenance of an up-to-date knowledge of the state of the world and thus informs the operator when human action would undo a goal achieved by the system, when an action would render a system goal unachievable, and efficiently replans the establishment of goals after human intervention.

  3. Strategy for preventing the waste of human resources

    NASA Astrophysics Data System (ADS)

    Jones, William E.

    1992-05-01

    Rapid technological advances and the declining educational preparedness of industrial workers has established a need for new training strategies and initiatives regarding human resource development. The productivity, competitiveness, motivation, and creativity of our people determines whether our business enterprises succeed or fail during the next decade. Due to a change process that many organizations have undertaken to become more competitive toward the year 2000, many of the previous styles of engineering leadership that involves the management of projects and human resources require new approaches. It is also important to recognize that technology has its limits and a broader focus to include the human aspects of accomplishing jobs over the long term is more critical than ever before. More autonomy and the responsibility for broader practices by the professional staff requires that the professional worker operate differently. Business planning and development of the organization's future strategic intent requires a high priority on the human resource linkage to the business plans and strategies. A review of past practices to motivate the worker toward higher productivity clearly shows that past techniques are not as effective in today's work environment. Many practices of organizational and individual leadership don't fit today's approach of worker involvement because they were designed for administrative supervisory control processes. Therefore, if we are going to organize a business strategy that prevents the `waste of human resources,' we need to develop a strategy that is appropriate for the times which considers the attitude of the employees and their work environment. Having worked with scientists and engineers for the majority of my twenty-five year career, I know they see and appreciate the logic of a formula. A formula fits when developing a future strategy because a formula can become a model to enhance balanced planning. In this paper, I want to

  4. An approach to estimating human resource requirements to achieve the Millennium Development Goals.

    PubMed

    Dreesch, Norbert; Dolea, Carmen; Dal Poz, Mario R; Goubarev, Alexandre; Adams, Orvill; Aregawi, Maru; Bergstrom, Karin; Fogstad, Helga; Sheratt, Della; Linkins, Jennifer; Scherpbier, Robert; Youssef-Fox, Mayada

    2005-09-01

    In the context of the Millennium Development Goals, human resources represent the most critical constraint in achieving the targets. Therefore, it is important for health planners and decision-makers to identify what are the human resources required to meet those targets. Planning the human resources for health is a complex process. It needs to consider both the technical aspects related to estimating the number, skills and distribution of health personnel for meeting population health needs, and the political implications, values and choices that health policy- and decision-makers need to make within given resources limitations. After presenting an overview of the various methods for planning human resources for health, with their advantages and limitations, this paper proposes a methodological approach to estimating the requirements of human resources to achieve the goals set forth by the Millennium Declaration. The method builds on the service-target approach and functional job analysis.

  5. Human resources for health: overcoming the crisis.

    PubMed

    Chen, Lincoln; Evans, Timothy; Anand, Sudhir; Boufford, Jo Ivey; Brown, Hilary; Chowdhury, Mushtaque; Cueto, Marcos; Dare, Lola; Dussault, Gilles; Elzinga, Gijs; Fee, Elizabeth; Habte, Demissie; Hanvoravongchai, Piya; Jacobs, Marian; Kurowski, Christoph; Michael, Sarah; Pablos-Mendez, Ariel; Sewankambo, Nelson; Solimano, Giorgio; Stilwell, Barbara; de Waal, Alex; Wibulpolprasert, Suwit

    In this analysis of the global workforce, the Joint Learning Initiative-a consortium of more than 100 health leaders-proposes that mobilisation and strengthening of human resources for health, neglected yet critical, is central to combating health crises in some of the world's poorest countries and for building sustainable health systems in all countries. Nearly all countries are challenged by worker shortage, skill mix imbalance, maldistribution, negative work environment, and weak knowledge base. Especially in the poorest countries, the workforce is under assault by HIV/AIDS, out-migration, and inadequate investment. Effective country strategies should be backed by international reinforcement. Ultimately, the crisis in human resources is a shared problem requiring shared responsibility for cooperative action. Alliances for action are recommended to strengthen the performance of all existing actors while expanding space and energy for fresh actors.

  6. Coastal resource development and management needs of developing countries

    NASA Astrophysics Data System (ADS)

    The coastal regions of the large proportion of developing countries that border on oceans and seas include many of those countries' major population centers. In fact, well over 50% of the world's people live either at the coasts or in adjacent coastal lowlands areas. Coastal lands and waters also comprise substantial quantities of the nations' agricultural, mineral and living resources, so that the coastal degradation problems such as erosion, decreased water quality, and the destruction of living resources are issues of major concern. The types of technical assistance in the development and management of coastal resources that the United States might best provide in the context of national programs to encourage and assist international development are evaluated.

  7. 10 CFR 1.39 - Office of Human Resources.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 1 2011-01-01 2011-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and...

  8. 10 CFR 1.39 - Office of Human Resources.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and...

  9. 10 CFR 1.39 - Office of Human Resources.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 1 2013-01-01 2013-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and supporting...

  10. 10 CFR 1.39 - Office of Human Resources.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 1 2012-01-01 2012-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and supporting...

  11. [Human resources for local health systems].

    PubMed

    Linger, C

    1989-01-01

    The economic and social crises affecting Latin America have had a profound social and political effect on its structures. This paper analyzes this impact from 2 perspectives: 1) the impact on the apparatus of the state, in particular on its health infra-structures; and 2) the direction of the democratic process in the continent and the participatory processes of civil societies. The institutionalization of the Local Health Systems (SILOS) is an effort to analyze the problem from within the health sector and propose solutions. This paper discusses the issues of human resource development in health systems; training in human resource development and human resource development in local health care systems. There are 3 strategies used to change health systems: 1) The judicial-political system: The state's apparatus 2) The political-administrative system: the national health care system; and 3) the political-operative system: local health care systems. To assure implementation of SILOS there are 4 steps to be followed: 1) create political conditions that allow the transformation and development of local health systems; 2) development of high-level institutional and political initiatives to develop health care networks; 3) offer key players institutional space and social action to develop the SILOS process; 4) rapidly develop SILOS in regions to assure its integration with other development efforts. The labor force in the health sector and organized communities play critical roles in proposing and institutionalizing health programs.

  12. Information resource use and need in risk assessment

    SciTech Connect

    Turturro, A.

    1990-12-31

    The manner in which the Food and Drug Administration (FDA) uses information resources comprises an interesting illustration of federal agency information use. A description of the context in which risk assessment occurs within the FDA is followed by a discussion of information access and use, as well as a practical example.

  13. [Resources on Clothing for Persons with Special Needs].

    ERIC Educational Resources Information Center

    P.R.I.D.E. Foundation, Inc., Groton, CT.

    The resource guide to the modification of clothing for disabled individuals suggests solutions to clothing, grooming, and home management problems for a variety of handicapping conditions. Services of PRIDE (Promote Real Independence for the Disabled and Elderly) are noted, including manuals on clothing for the disabled, a workshop, a curriculum…

  14. Beyond Strategic Planning: Tailoring District Resources to Needs.

    ERIC Educational Resources Information Center

    Bollin, Thomas D.; Eadie, Douglas C.

    1991-01-01

    The strategic management process tries to create and maintain a dynamic balance between an organization's vision, mission, goals, strategies, and resources and its external environment. One Ohio school district's strategic management process succeeded resulting from a highly committed school board, a strong board-superintendent partnership, active…

  15. Assessment of Resources and Needs for Water Development

    ERIC Educational Resources Information Center

    United Nations and Water, 1977

    1977-01-01

    Presents a brief history of water resource utilization, the present availability and uses of water, and strategies for water management. Three characteristic features of water demand management are explained: (1) emphasis on non-structural measures; (2) multi-dimensional organization and policies; (3) emphasis on research. (MA)

  16. Feed, Need, Greed: Food Resources & Population. A High School Curriculum.

    ERIC Educational Resources Information Center

    Science for the People, Cambridge, MA. Boston Chapter.

    Four units, teacher's notes, and a comprehensive glossary provide background information and activities aimed at raising the awareness of high school students and teachers regarding the nature of the food system and its relationship to nutrition, population, and resources. These non-sequential units analyze the economic and political factors…

  17. [Resources on Clothing for Persons with Special Needs].

    ERIC Educational Resources Information Center

    P.R.I.D.E. Foundation, Inc., Groton, CT.

    The resource guide to the modification of clothing for disabled individuals suggests solutions to clothing, grooming, and home management problems for a variety of handicapping conditions. Services of PRIDE (Promote Real Independence for the Disabled and Elderly) are noted, including manuals on clothing for the disabled, a workshop, a curriculum…

  18. Perceived Resource Needs for Providing Nature Experiences: Urban Teachers' Perspectives.

    ERIC Educational Resources Information Center

    Simmons, Deborah A.; Young, Charlotte

    1993-01-01

    Reports the results of a questionnaire distributed to randomly selected teachers within the Chicago metropolitan area. Teachers indicated their desire for the availability of various resources, were they to take their students on a field trip to a natural area. Implications for natural area managers, as well as proposed training strategies, are…

  19. Feed, Need, Greed: Food Resources & Population. A High School Curriculum.

    ERIC Educational Resources Information Center

    Science for the People, Cambridge, MA. Boston Chapter.

    Four units, teacher's notes, and a comprehensive glossary provide background information and activities aimed at raising the awareness of high school students and teachers regarding the nature of the food system and its relationship to nutrition, population, and resources. These non-sequential units analyze the economic and political factors…

  20. [Human resources for health in Chile: the reform's pending challenge].

    PubMed

    Méndez, Claudio A

    2009-09-01

    Omission of human resources from health policy development has been identified as a barrier in the health sector reform's adoption phase. Since 2002, Chile's health care system has been undergoing a transformation based on the principles of health as a human right, equity, solidarity, efficiency, and social participation. While the reform has set forth the redefinition of the medical professions, continuing education, scheduled accreditation, and the introduction of career development incentives, it has not considered management options tailored to the new setting, a human resources strategy that has the consensus of key players and sector policy, or a process for understanding the needs of health care staff and professionals. However, there is still time to undo the shortcomings, in large part because the reform's implementation phase only recently has begun. Overcoming this challenge is in the hands of the experts charged with designing public health strategies and policies.

  1. Devolution and human resources in primary healthcare in rural Mali

    PubMed Central

    2011-01-01

    Devolution, as other types of decentralization (e.g. deconcentration, delegation, privatization), profoundly changes governance relations in the health system. Devolution is meant to affect performance of the health system by transferring responsibilities and authority to locally elected governments. The key question of this article is: what does devolution mean for human resources for health in Mali? This article assesses the key advantages and dilemmas associated with devolution such as responsiveness to local needs, downward accountability and health worker retention. Challenges of politics and capacities are also addressed in relation to human resources for health at the local level. Examples are derived from experiences in Mali with a capacity development programme and from case studies of other countries. It is not research findings that are presented, but highlights of key issues at stake aimed at inspiring the debate in Mali and elsewhere. A first lesson from the discussion suggests that in the context of human resources for health, decentralization of authority and resources is not the main issue. The challenge is to develop or strengthen accountability of those who decide and act, whether they are local politicians, bureaucrats or community representatives. If decentralization policies do not address public accountability, they will not fundamentally change human resource management, quality and equity of staffing. A second lesson is that successful devolution requires innovations in capacity development of all actors involved and in designing effective incentive measures. A final key conclusion is that the topic of devolution policy and its effects on human resources for health, and vice versa, merit more attention. A better understanding may lead to more appropriate policy designs and better preparation for the actors involved in countries that are embarking on decentralization, as is the case in Mali. PMID:21651817

  2. The Importance of Human Resource Planning in Industrial Enterprises

    NASA Astrophysics Data System (ADS)

    Koltnerová, Kristína; Chlpeková, Andrea; Samáková, Jana

    2012-12-01

    Human resource planning in the business practice should represent generally used and key activity for human resource management because human resource planning helps to make optimum utilisation of the human resources in the enterprise and it helps to avoid wastage of human resources. Human resource planning allows to forecast the future manpower requirements and also to forecast the number and type of employees who will be required by the enterprise in a near future. In the long term period, success of any enterprise depends on whether the right people are in the right places at the right time, which is the nature of human resource planning. The aim of this contribution is to explain the importance of human resource planning and to outline results of questionnaire survey which it was realized in industrial enterprises.

  3. Building a Human Resource System. Marketing Community Education.

    ERIC Educational Resources Information Center

    Gallagher, Karen S.

    1990-01-01

    The coordination of human resources is a fundamental part of the community education process. It may also be the community educator's most effective marketing strategy. Four models for human resource programs are informational, participatory, advisory, and educational. (JOW)

  4. Human Resource Development in Europe--At the Crossroads.

    ERIC Educational Resources Information Center

    Nyhan, Barry

    2002-01-01

    Two competing human resource management theories are the humanistic developmental approach, which compliments mainstream European traditions, and the instrumental-utilitarian perspective, a response to increasing globalization. Human resource development policymakers in Europe are currently debating these two approaches. (SK)

  5. Human Resources Development for Change and Innovation.

    ERIC Educational Resources Information Center

    Hey, McKenzie H.

    1979-01-01

    In helping staff adapt to inevitable organizational changes, whether in industry or school, personnel motivation and participation are necessary for institutional efficiency. The articles examines how organizations can meet human needs in planning for change, citing several studies on handling organizational change systems. (MF)

  6. ADP Analysis project for the Human Resources Management Division

    NASA Technical Reports Server (NTRS)

    Tureman, Robert L., Jr.

    1993-01-01

    The ADP (Automated Data Processing) Analysis Project was conducted for the Human Resources Management Division (HRMD) of NASA's Langley Research Center. The three major areas of work in the project were computer support, automated inventory analysis, and an ADP study for the Division. The goal of the computer support work was to determine automation needs of Division personnel and help them solve computing problems. The goal of automated inventory analysis was to find a way to analyze installed software and usage on a Macintosh. Finally, the ADP functional systems study for the Division was designed to assess future HRMD needs concerning ADP organization and activities.

  7. Human metabolic atlas: an online resource for human metabolism.

    PubMed

    Pornputtapong, Natapol; Nookaew, Intawat; Nielsen, Jens

    2015-01-01

    Human tissue-specific genome-scale metabolic models (GEMs) provide comprehensive understanding of human metabolism, which is of great value to the biomedical research community. To make this kind of data easily accessible to the public, we have designed and deployed the human metabolic atlas (HMA) website (http://www.metabolicatlas.org). This online resource provides comprehensive information about human metabolism, including the results of metabolic network analyses. We hope that it can also serve as an information exchange interface for human metabolism knowledge within the research community. The HMA consists of three major components: Repository, Hreed (Human REaction Entities Database) and Atlas. Repository is a collection of GEMs for specific human cell types and human-related microorganisms in SBML (System Biology Markup Language) format. The current release consists of several types of GEMs: a generic human GEM, 82 GEMs for normal cell types, 16 GEMs for different cancer cell types, 2 curated GEMs and 5 GEMs for human gut bacteria. Hreed contains detailed information about biochemical reactions. A web interface for Hreed facilitates an access to the Hreed reaction data, which can be easily retrieved by using specific keywords or names of related genes, proteins, compounds and cross-references. Atlas web interface can be used for visualization of the GEMs collection overlaid on KEGG metabolic pathway maps with a zoom/pan user interface. The HMA is a unique tool for studying human metabolism, ranging in scope from an individual cell, to a specific organ, to the overall human body. This resource is freely available under a Creative Commons Attribution-NonCommercial 4.0 International License.

  8. Human trafficking: review of educational resources for health professionals.

    PubMed

    Ahn, Roy; Alpert, Elaine J; Purcell, Genevieve; Konstantopoulos, Wendy Macias; McGahan, Anita; Cafferty, Elizabeth; Eckardt, Melody; Conn, Kathryn L; Cappetta, Kate; Burke, Thomas F

    2013-03-01

    Human trafficking is an increasingly well-recognized human rights violation that is estimated to involve more than 2 million victims worldwide each year. The health consequences of this issue bring victims into contact with health systems and healthcare providers, thus providing the potential for identification and intervention. A robust healthcare response, however, requires a healthcare workforce that is aware of the health impact of this issue; educated about how to identify and treat affected individuals in a compassionate, culturally aware, and trauma-informed manner; and trained about how to collaborate efficiently with law enforcement, case management, and advocacy partners. This article describes existing educational offerings about human trafficking designed for a healthcare audience and makes recommendations for further curriculum development. A keyword search and structured analysis of peer-reviewed and gray literature, conducted in 2011 and 2012, yielded 27 items that provide basic guidance to health professionals on human trafficking. The 27 resources differed substantially in format, length, scope, and intended audience. Topic areas covered by these resources included trafficking definitions and scope, health consequences, victim identification, appropriate treatment, referral to services, legal issues, and security. None of the educational resources has been rigorously evaluated. There is a clear need to develop, implement, and evaluate high-quality education and training programs that focus on human trafficking for healthcare providers. Copyright © 2013 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

  9. Human Resources Management Practices in Japanese Organizations in the United States.

    ERIC Educational Resources Information Center

    Dicle, Ulku; And Others

    1988-01-01

    This study examines human resource management practices in Japanese organizations in the United States, specifically those in the Fort Custer Industrial Park, Battle Creek, Michigan. It identifies characteristics of human resource management, compares them with those of their parent organizations, and looks at modifications needed because of a new…

  10. The Mismatch Between Children's Health Needs and School Resources.

    PubMed

    Knauer, Heather; Baker, Dian L; Hebbeler, Kathleen; Davis-Alldritt, Linda

    2015-10-01

    There are increasing numbers of children with special health care needs (CSHCN) who require various levels of care each school day. The purpose of this study was to examine the role of public schools in supporting CSHCN through in-depth key informant interviews. For this qualitative study, the authors interviewed 17 key informants to identify key themes, provide recommendations, and generate hypotheses for further statewide survey of school nurse services. Key informants identified successful strategies and challenges that public schools face in meeting the needs of all CSHCN. Although schools are well intentioned, there is wide variation in the ability of schools to meet the needs of CSHCN. Increased funding, monitoring of school health services, integration of services, and interagency collaboration are strategies that could improve the delivery of health services to CSHCN in schools.

  11. 20 CFR 628.215 - State Human Resource Investment Council.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false State Human Resource Investment Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.215 State Human Resource..., 702, and 703 of the Act, establish a State Human Resource Investment Council (HRIC). The...

  12. 20 CFR 628.215 - State Human Resource Investment Council.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false State Human Resource Investment Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.215 State Human Resource..., 702, and 703 of the Act, establish a State Human Resource Investment Council (HRIC). The HRIC's...

  13. Human Resources Management: Issues for the 1980s.

    ERIC Educational Resources Information Center

    Devanna, Mary Anne; And Others

    This collection of five articles examines the role and influence of human resources management (HRM) in strategic planning in major American companies. The first article, "Human Resources Management: A Strategic Perspective," by Mary Anne Devanna, Charles Fombrun, and Noel Tichy, describes how to conduct a human resource management audit to assess…

  14. Toward Strategic Human Resource Management in the Central Office

    ERIC Educational Resources Information Center

    Mosley Linhardt, Heather LeAnn

    2011-01-01

    The purpose of this study was to identify and explore how human resources are managed, what human resource management can look like, and what organizational issues, tensions, and ambiguities are likely to surface as a district central office moves toward being more strategic with their human resources. The research design was an exploratory case…

  15. Toward Strategic Human Resource Management in the Central Office

    ERIC Educational Resources Information Center

    Mosley Linhardt, Heather LeAnn

    2011-01-01

    The purpose of this study was to identify and explore how human resources are managed, what human resource management can look like, and what organizational issues, tensions, and ambiguities are likely to surface as a district central office moves toward being more strategic with their human resources. The research design was an exploratory case…

  16. Human Needs Theory: Applications for Music Education

    ERIC Educational Resources Information Center

    Bates, Vincent C.

    2009-01-01

    In this article the author reviews needs theory as a field of research and scholarship, examines seven needs theories (including Nussbaum's capabilities approach), and synthesizes elements of all of these into a list he used tentatively and speculatively to analyze two common instructional practices in music education. The author's intent is to…

  17. The Mismatch between Children's Health Needs and School Resources

    ERIC Educational Resources Information Center

    Knauer, Heather; Baker, Dian L.; Hebbeler, Kathleen; Davis-Alldritt, Linda

    2015-01-01

    There are increasing numbers of children with special health care needs (CSHCN) who require various levels of care each school day. The purpose of this study was to examine the role of public schools in supporting CSHCN through in-depth key informant interviews. For this qualitative study, the authors interviewed 17 key informants to identify key…

  18. Achieving Inclusion? Effective Resourcing of Students with Special Educational Needs

    ERIC Educational Resources Information Center

    Banks, Joanne; Frawley, Denise; McCoy, Selina

    2015-01-01

    In line with the increasing policy emphasis on inclusive education, there is now a greater focus on how best to provide for students special educational needs (SEN) in mainstream schools. However, there is little consensus internationally as to the most equitable way in which to support these students. Despite ongoing evaluations of the existing…

  19. Family Resource Management Needs Assessment in New Mexico

    ERIC Educational Resources Information Center

    Abdul-Rahman, Fahzy

    2012-01-01

    New Extension state specialists face many uncertainties when beginning to work in their new position, especially when it involves a state unfamiliar to them. Literature reviews may not provide the latest and clearest picture of the needs and challenges in the state. Furthermore, the between-county variation of issues may differ greatly. The study…

  20. Family Resource Management Needs Assessment in New Mexico

    ERIC Educational Resources Information Center

    Abdul-Rahman, Fahzy

    2012-01-01

    New Extension state specialists face many uncertainties when beginning to work in their new position, especially when it involves a state unfamiliar to them. Literature reviews may not provide the latest and clearest picture of the needs and challenges in the state. Furthermore, the between-county variation of issues may differ greatly. The study…

  1. National Energy Education Development (NEED) [Resources Local Participation Kit.

    ERIC Educational Resources Information Center

    National Energy Education Development Project, Reston, VA.

    National Energy Education Development (NEED) is concerned with the dissemination of energy education information, the way children learn best, and the type of citizens students will become. Cooperative learning, where students take responsibility for their own learning and that of others in their group, class, school, and their community, is…

  2. The Mismatch between Children's Health Needs and School Resources

    ERIC Educational Resources Information Center

    Knauer, Heather; Baker, Dian L.; Hebbeler, Kathleen; Davis-Alldritt, Linda

    2015-01-01

    There are increasing numbers of children with special health care needs (CSHCN) who require various levels of care each school day. The purpose of this study was to examine the role of public schools in supporting CSHCN through in-depth key informant interviews. For this qualitative study, the authors interviewed 17 key informants to identify key…

  3. Achieving Inclusion? Effective Resourcing of Students with Special Educational Needs

    ERIC Educational Resources Information Center

    Banks, Joanne; Frawley, Denise; McCoy, Selina

    2015-01-01

    In line with the increasing policy emphasis on inclusive education, there is now a greater focus on how best to provide for students special educational needs (SEN) in mainstream schools. However, there is little consensus internationally as to the most equitable way in which to support these students. Despite ongoing evaluations of the existing…

  4. Human resources for the control of road traffic injury.

    PubMed Central

    Mock, Charles; Kobusingye, Olive; Anh, Le Vu; Afukaar, Francis; Arreola-Risa, Carlos

    2005-01-01

    The definition of the ideal numbers and distribution of human resources required for control of road traffic injury (RTI) is not as advanced as for other health problems. We can nonetheless identify functions that need to be addressed across the spectrum of injury control: surveillance; road safety (including infrastructure, vehicle design, and behaviour); and trauma care. Many low-cost strategies to improve these functions in low- or middle-income countries can be identified. For all these strategies, there is need for adequate institutional capacity, including funding, legal authority, and human resources. Several categories of human resources need to be developed: epidemiologists who can handle injury data, design surveillance systems, and undertake research; engineers and planners versed in safety aspects of road design, traffic flow, urban planning, and vehicle design; police and lawyers who understand the health impact of traffic law; clinicians who can develop cost-effective improvements in the entire system of trauma treatment; media experts to undertake effective behaviour change and social marketing; and economists to assist with cost-effectiveness evaluations. RTI control can be strengthened by enhancing such training in these disciplines, as well as encouraging retention of those who have the needed skills. Mechanisms to enhance collaboration between these different fields need to be promoted. Finally, the burden of RTI is borne disproportionately by the poor; in addition to technical issues, more profound equity issues must be addressed. This mandates that people from all professional backgrounds who work for RTI control should develop skills in advocacy and politics. PMID:15868021

  5. Facing the challenges in human resources for humanitarian health.

    PubMed

    Mowafi, Hani; Nowak, Kristin; Hein, Karen

    2007-01-01

    The human resources crisis in humanitarian health care parallels that seen in the broader area of health care. This crisis is exacerbated by the lack of resources in areas in which humanitarian action is needed--difficult environments that often are remote and insecure--and the requirement of specific skill sets is not routinely gained during traditional medical training. While there is ample data to suggest that health outcomes improve when worker density is increased, this remains an area of critical under-investment in humanitarian health care. In addition to under-investment, other factors limit the availability of human resources for health (HRH) in humanitarian work including: (1) over-reliance on degrees as surrogates for specific competencies; (2) under-development and under-utilization of national staff and beneficiaries as humanitarian health workers; (3) lack of standardized training modules to ensure adequate preparation for work in complex emergencies; (4) and the draining of limited available HRH from countries with low prevalence and high need to wealthier, developed nations also facing HRH shortages. A working group of humanitarian health experts from implementing agencies, United Nations agencies, private and governmental financiers, and members of academia gathered at Hanover, New Hampshire for a conference to discuss elements of the HRH problem in humanitarian health care and how to solve them. Several key elements of successful solutions were highlighted, including: (1) the need to develop a set of standards of what would constitute "adequate training" for humanitarian health work; (2) increasing the utilization and professional development of national staff; (3) "training with a purpose" specific to humanitarian health work (not simply relying on professional degrees as surrogates); (4) and developing specific health task-based competencies thereby increasing the pool of potential workers. Such steps would accomplish several key goals, such as

  6. Assessing Community Need for Child Care: Resource Material for Conducting Community Needs Assessments.

    ERIC Educational Resources Information Center

    Friendly, Martha

    These materials have been prepared to help communities identify child care needs and appropriate services or policies for meeting those needs. The materials can be used by community groups to answer two questions: (1) Is there a need for child care in a specific community? (2) What kinds of child care services or policies would be most useful for…

  7. Serving the Needs of Separating and Divorcing Families: A National Survey of Extension Parenting Education Programs and Resources

    ERIC Educational Resources Information Center

    Mulroy, Maureen T.; Riffe, Jane; Brandon, Denise; Lo, Yi-An; Vaidyanath, Harini

    2013-01-01

    An online survey was developed to map Extension's presence in divorce education initiatives and to catalogue the amount, type, and availability of resources that each state has dedicated to meeting the needs of this parent audience. Requests for participation were sent to members on the National Extension Human Service listserv and resulted…

  8. Serving the Needs of Separating and Divorcing Families: A National Survey of Extension Parenting Education Programs and Resources

    ERIC Educational Resources Information Center

    Mulroy, Maureen T.; Riffe, Jane; Brandon, Denise; Lo, Yi-An; Vaidyanath, Harini

    2013-01-01

    An online survey was developed to map Extension's presence in divorce education initiatives and to catalogue the amount, type, and availability of resources that each state has dedicated to meeting the needs of this parent audience. Requests for participation were sent to members on the National Extension Human Service listserv and resulted…

  9. The implications of health sector reform for human resources development.

    PubMed Central

    Alwan, Ala'; Hornby, Peter

    2002-01-01

    The authors argue that "health for all" is not achievable in most countries without health sector reform that incorporates a process of coordinated health and human resources development. They examine the situation in countries in the Eastern Mediterranean Region of the World Health Organization. Though advances have been made, further progress is inhibited by the limited adaptation of traditional health service structures and processes in many of these countries. National reform strategies are needed. These require the active participation of health professional associations and academic training institutions as well as health service managers. The paper indicates some of the initiatives required and suggests that the starting point for many countries should be a rigorous appraisal of the current state of human resources development in health. PMID:11884974

  10. Human biomonitoring: research goals and needs.

    PubMed Central

    Suk, W A; Collman, G; Damstra, T

    1996-01-01

    Epidemiological studies have taken advantage of a number of strategies to monitor human populations for mortality, incidence, and exposure to hazardous environmental agents. These studies have been compromised by the lack of individual exposure assessment data that precisely quantified internal dose. As methods improve in analytical chemistry and molecular biology, direct biological monitoring of exposed populations is possible. Biomarkers have been developed and validated in exposed populations that quantify individual exposure, susceptibility, and early markers of health effects and can be used to study relationships between exposures and environmentally induced diseases. This paper provides background on the state of the art of human populations monitoring and, through a series of case studies, provides examples of novel biomarkers of exposure, susceptibility, and effect that highlight new opportunities for biomonitoring. Prevention of human disease due to environmental contaminants can be accomplished by implementing strategies such as those discussed to monitor exposure and early health effects in human populations. PMID:8781368

  11. Mining nonterrestrial resources: Information needs and research topics

    NASA Technical Reports Server (NTRS)

    Daemen, Jaak J. K.

    1992-01-01

    An outline of topics we need to understand better in order to apply mining technology to a nonterrestrial environment is presented. The proposed list is not intended to be complete. It aims to identify representative topics that suggest productive research. Such research will reduce the uncertainties associated with extrapolating from conventional earthbound practice to nonterrestrial applications. One objective is to propose projects that should put future discussions of nonterrestrial mining on a firmer, less speculative basis.

  12. Rural retention of human resources for heath.

    PubMed

    Ossai, E N; Ibiok, N C; Chukwuogo, O; Umeobieri, A K; Aniwada, E C; Ugwunna, N C

    2012-01-01

    Health workers are the heart of the health system in any country and are made up of health service providers and the health support workers. The global health workforce is over 59 million and 67% of them are the service providers. The goal of this paper is to review the most relevant papers on the retention of health workers in the underserved areas and also on how to attract and retain health workers in the rural areas. A systematic search of literature was conducted. Grey literature (conference papers, technical reports), journal articles, abstracts, relevant books and internet articles were reviewed. Shortage of health workers are among the constraints in achieving the three health related Millenium Development Goals and this is more pronounced in the resource poor countries. These same resource poor countries are faced with international migration of health workers to the developed countries. The numbers of health workers across the globe are few relative to need and this is more pronounced in the rural areas of the world who unfortunately bear the greater burden of disease and there is need for policies and actions that will help to attract and retain rural health workers.

  13. Family Resource Coalition Report. Focus: Families of Children with Special Needs.

    ERIC Educational Resources Information Center

    Family Resource Coalition Report, 1988

    1988-01-01

    This special issue of a periodical focuses on building support and resources for families of children with special needs. It contains 13 articles in addition to descriptions of 10 programs serving special needs families at the local level, a list of 15 resource organizations and 10 publications/audiovisual aids, and a message from the coalition's…

  14. Vaccinovigilance in Europe--need for timeliness, standardization and resources.

    PubMed Central

    Lankinen, Kari S.; Pastila, Satu; Kilpi, Terhi; Nohynek, Hanna; Mäkelä, P. Helena; Olin, Patrick

    2004-01-01

    programme. The resources for development and management of vaccine safety systems should be urgently improved. PMID:15640918

  15. The Needs of Humans: A Beginning

    ERIC Educational Resources Information Center

    Scott, Marie

    2006-01-01

    This article focuses on a teaching method developed by Maria Montessori, starting with activities in the primary classroom, which are continued through the elementary years. The author discusses a few child-centered techniques in preparing children for their work within a larger community--the whole human family. In the Montessori environment, the…

  16. The Needs of Humans: A Beginning

    ERIC Educational Resources Information Center

    Scott, Marie

    2006-01-01

    This article focuses on a teaching method developed by Maria Montessori, starting with activities in the primary classroom, which are continued through the elementary years. The author discusses a few child-centered techniques in preparing children for their work within a larger community--the whole human family. In the Montessori environment, the…

  17. The pediatric orthopaedics workforce demands, needs, and resources.

    PubMed

    Schwend, Richard M

    2009-01-01

    The Pediatric Orthopaedic Society of North America Practice Management Committee evaluated current and future pediatric orthopaedic workforce needs. The resulting informational article summarizes its findings and makes recommendations for improvement of our workforce. Whereas policy decisions are often in the hands of the government with its emphasis on access and cost containment, the area that we can control, the quality of our workforce should be our primary effort. Specific recommendations include the prospective collection of accurate workforce data, increasing the interest of residents and students to enter our specialty, assisting members to improve practice efficiencies and assuming leadership in the musculoskeletal education of our primary care colleagues. We expect that by improving our workforce and professional work environment, we can make a difference for our young patients and for the society.

  18. Workplace Democracy: A Review of Literature and Implications for Human Resource Development

    ERIC Educational Resources Information Center

    Hatcher, Tim

    2007-01-01

    A review of workplace democracy revealed that both practice and research need updating. The results are discussed in terms of history, theory, research and practice. Implications for human resource development research and practice are also included. (Contains 2 tables.)

  19. Content Guidelines for an Undergraduate Human Resources Curriculum: Recommendations from Human Resources Professionals

    ERIC Educational Resources Information Center

    Sincoff, Michael Z.; Owen, Crystal L.

    2004-01-01

    In this study, the authors surveyed 445 human resources (HR) professionals to determine their views regarding the HR curriculum content that will lead to graduates' success in entry-level (first-job) HR positions. Ninety-eight questionnaires (22%) were returned. Respondents identified five topics--equal employment opportunity/affirmative action…

  20. Content Guidelines for an Undergraduate Human Resources Curriculum: Recommendations from Human Resources Professionals

    ERIC Educational Resources Information Center

    Sincoff, Michael Z.; Owen, Crystal L.

    2004-01-01

    In this study, the authors surveyed 445 human resources (HR) professionals to determine their views regarding the HR curriculum content that will lead to graduates' success in entry-level (first-job) HR positions. Ninety-eight questionnaires (22%) were returned. Respondents identified five topics--equal employment opportunity/affirmative action…

  1. State Policies on Human Capital Resource Management: Illinois. Human Capital Resource Management Technical Brief

    ERIC Educational Resources Information Center

    Meyers, Coby; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

    2010-01-01

    Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

  2. State Policies on Human Capital Resource Management: Indiana. Human Capital Resource Management Technical Brief

    ERIC Educational Resources Information Center

    Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

    2010-01-01

    Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

  3. State Policies on Human Capital Resource Management: Iowa. Human Capital Resource Management Technical Brief

    ERIC Educational Resources Information Center

    Behrstock, Ellen; Bhatt, Monica; Cushing, Ellen; Wraight, Sara

    2010-01-01

    Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

  4. State Policies on Human Capital Resource Management: Minnesota. Human Capital Resource Management Technical Brief

    ERIC Educational Resources Information Center

    Bhatt, Monica; Behrstock, Ellen; Cushing, Ellen; Wraight, Sara

    2010-01-01

    Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

  5. State Policies on Human Capital Resource Management: Wisconsin. Human Capital Resource Management Technical Brief

    ERIC Educational Resources Information Center

    Cushing, Ellen; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Meyer, Cassandra

    2010-01-01

    Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

  6. State Policies on Human Capital Resource Management: Ohio. Human Capital Resource Management Technical Brief

    ERIC Educational Resources Information Center

    Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

    2010-01-01

    Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

  7. State Policies on Human Capital Resource Management: Michigan. Human Capital Resource Management Technical Brief

    ERIC Educational Resources Information Center

    Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

    2010-01-01

    Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

  8. Multiple Employment Training Programs. Major Overhaul Needed To Reduce Costs, Streamline the Bureaucracy, and Improve Results. Testimony before the Committee on Labor and Human Resources. U.S. Senate.

    ERIC Educational Resources Information Center

    Crawford, Clarence C.

    Research conducted by the General Accounting Office (GAO) indicates that the current system of multiple employment training programs requires major overhaul to reduce costs, streamline the bureaucracy, and improve results. The current system of 163 different federal employment training programs wastes resources and confuses and frustrates clients,…

  9. Bringing clinical pharmacogenomics information to pharmacists: A qualitative study of information needs and resource requirements.

    PubMed

    Romagnoli, Katrina M; Boyce, Richard D; Empey, Philip E; Adams, Solomon; Hochheiser, Harry

    2016-02-01

    As key experts in supporting medication-decision making, pharmacists are well-positioned to support the incorporation of pharmacogenomics into clinical care. However, there has been little study to date of pharmacists' information needs regarding pharmacogenomics. Understanding those needs is critical to design information resources that help pharmacists effectively apply pharmacogenomics information. We sought to understand the pharmacogenomics information needs and resource requirements of pharmacists. We conducted qualitative inquiries with 14 pharmacists representing 6 clinical environments, and used the results of those inquiries to develop a model of pharmacists' pharmacogenomics information needs and resource requirements. The inquiries identified 36 pharmacogenomics-specific and pharmacogenomics-related information needs that fit into four information needs themes: background information, patient information, medication information, and guidance information. The results of the inquiries informed a model of pharmacists' pharmacogenomics resource requirements, with 3 themes: structure of the resource, perceptions of the resource, and perceptions of the information. Responses suggest that pharmacists anticipate an imminently growing role for pharmacogenomics in their practice. Participants value information from trust-worthy resources like FDA product labels, but struggle to find relevant information quickly in labels. Specific information needs include clinically relevant guidance about genotypes, phenotypes, and how to care for their patients with known genotypes. Information resources supporting the goal of incorporating complicated genetic information into medication decision-making goals should be well-designed and trustworthy. Copyright © 2015. Published by Elsevier Ireland Ltd.

  10. Defense Management: More Transparency Needed Over the Financial and Human Capital Operations of the Joint Improvised Explosive Device Defeat Organization

    DTIC Science & Technology

    2008-03-01

    and human capital. The volume of resources required, coupled with the scale and span of JIEDDO’s mission to focus all DOD counter-IED efforts...financial and human capital resources if it does not have an effective system of internal control to provide reliable data and insight into how these...reporting JIEDDO’s human capital resources , JIEDDO’s systems currently cannot efficiently provide the data and insight needed for internal management

  11. ICD Social Codes: An Underutilized Resource for Tracking Social Needs.

    PubMed

    Torres, Jacqueline M; Lawlor, John; Colvin, Jeffrey D; Sills, Marion R; Bettenhausen, Jessica L; Davidson, Amber; Cutler, Gretchen J; Hall, Matt; Gottlieb, Laura M

    2017-09-01

    Social determinants of health (SDH) data collected in health care settings could have important applications for clinical decision-making, population health strategies, and the design of performance-based incentives and penalties. One source for cataloging SDH data is the International Statistical Classification of Diseases and Related Health Problems (ICD). To explore how SDH are captured with ICD Ninth revision SDH V codes in a national inpatient discharge database. Data come from the 2013 Healthcare Cost and Utilization Project (HCUP) National Inpatient Sample, a national stratified sample of discharges from 4363 hospitals from 44 US states. We estimate the rate of ICD-9 SDH V code utilization overall and by patient demographics and payer categories. We additionally estimate the rate of SDH V code utilization for: (a) the 5 most common reasons for hospitalization; and (b) the 5 conditions with the highest rates of SDH V code utilization. Fewer than 2% of overall discharges in the National Inpatient Sample were assigned an SDH V code. There were statistically significant differences in the rate of overall SDH V code utilization by age categories, race/ethnicity, sex, and payer (all P<0.001). Nevertheless, SDH V codes were assigned to <7% of discharges in any demographic or payer subgroup. SDH V code utilization was highest for major diagnostic categories related to mental health and alcohol/substance use-related discharges. SDH V codes are infrequently utilized in inpatient settings for discharges other than those related to mental health and alcohol/substance use. Utilization incentives will likely need to be developed to realize the potential benefits of cataloging SDH information.

  12. Responding to GPs' information resource needs: implementation and evaluation of a complementary medicines information resource in Queensland general practice.

    PubMed

    Janamian, Tina; Myers, Stephen P; O'Rourke, Peter; Eastwood, Heather

    2011-09-20

    Australian General Practitioners (GPs) are in the forefront of primary health care and in an excellent position to communicate with their patients and educate them about Complementary Medicines (CMs) use. However previous studies have demonstrated that GPs lack the knowledge required about CMs to effectively communicate with patients about their CMs use and they perceive a need for information resources on CMs to use in their clinical practice. This study aimed to develop, implement, and evaluate a CMs information resource in Queensland (Qld) general practice. The results of the needs assessment survey of Qld general practitioners (GPs) informed the development of a CMs information resource which was then put through an implementation and evaluation cycle in Qld general practice. The CMs information resource was a set of evidence-based herbal medicine fact sheets. This resource was utilised by 100 Qld GPs in their clinical practice for four weeks and was then evaluated. The evaluation assessed GPs' (1) utilisation of the resource (2) perceived quality, usefulness and satisfaction with the resource and (3) perceived impact of the resource on their knowledge, attitudes, and practice of CMs. Ninety two out of the 100 GPs completed the four week evaluation of the fact sheets and returned the post-intervention survey. The herbal medicine fact sheets produced by this study were well accepted and utilised by Qld GPs. The majority of GPs perceived that the fact sheets were a useful resource for their clinical practice. The fact sheets improved GPs' attitudes towards CMs, increased their knowledge of those herbal medicines and improved their communication with their patients about those specific herbs. Eighty-six percent of GPs agreed that if they had adequate resources on CMs, like the herbal medicine fact sheets, then they would communicate more to their patients about their use of CMs. Further educational interventions on CMs need to be provided to GPs to increase their

  13. The resources of Mars for human settlement.

    PubMed

    Meyer, T R; McKay, C P

    1989-01-01

    Spacecraft exploration of Mars has shown that the essential resources necessary for life support are present on the martian surface. The key life-support compounds O2, N2, and H2O are available on Mars. The soil could be used as radiation shielding and could provide many useful industrial and construction materials. Compounds with high chemical energy, such as rocket fuels, can be manufactured in-situ on Mars. Solar power, and possibly wind power, are available and practical on Mars. Preliminary engineering studies indicate that fairly autonomous processes can be designed to extract and stockpile Martian consumables. The ability to utilize these materials in support of a human exploration effort allows missions that are more robust and economical than would otherwise be possible.

  14. Learning on human resources management in the radiology residency program*

    PubMed Central

    de Oliveira, Aparecido Ferreira; Lederman, Henrique Manoel; Batista, Nildo Alves

    2014-01-01

    Objective To investigate the process of learning on human resource management in the radiology residency program at Escola Paulista de Medicina - Universidade Federal de São Paulo, aiming at improving radiologists' education. Materials and Methods Exploratory study with a quantitative and qualitative approach developed with the faculty staff, preceptors and residents of the program, utilizing a Likert questionnaire (46), taped interviews (18), and categorization based on thematic analysis. Results According to 71% of the participants, residents have clarity about their role in the development of their activities, and 48% said that residents have no opportunity to learn how to manage their work in a multidisciplinary team. Conclusion Isolation at medical records room, little interactivity between sectors with diversified and fixed activities, absence of a previous culture and lack of a training program on human resources management may interfere in the development of skills for the residents' practice. There is a need to review objectives of the medical residency in the field of radiology, incorporating, whenever possible, the commitment to the training of skills related to human resources management thus widening the scope of abilities of the future radiologists. PMID:25741056

  15. Education Needs of Native Hawaiian Children. Hearing before the Subcommittee on Education, Arts and Humanities of the Committee on Labor and Human Resources, United States Senate, Ninety-Eighth Congress, Second Session on Review of Specific, Immediate, and Long-Term Educational Needs of Native Hawaiian Children, March 22, 1984.

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

    This is the transcript of Senate hearings chaired by Senator Robert Stafford of Vermont to consider the educational needs and problems of native Hawaiian children. Individuals whose statements are included are Representatives Daniel K. Akaka and Cecil Heftel, congressmen from Hawaii; Senator Spark Matsunaga from Hawaii; Francis M. Hatanaka, acting…

  16. Forecasting models for human resources in health care.

    PubMed

    O'Brien-Pallas, L; Baumann, A; Donner, G; Murphy, G T; Lochhaas-Gerlach, J; Luba, M

    2001-01-01

    This article is a review of the approaches published between 1996 and 1999 that have been used to forecast human resource requirements for nursing. Much of the work to date generally does not consider the complex factors that influence health human resources (HHR). They also do not consider the effect of HHR decisions on population health, provider outcomes such as stress, and the cost of a decision made. Supply and demand approaches have dominated. Forecasting is limited, too, by the availability of reliable and valid data bases for examining supply and use of nursing personnel across sectors. Three models--needs based, utilization based, and effective demand based--provide substantially different estimates of future HHR need. The methods of analysis employed for forecasting range from descriptive to predictive and are borrowed from demography, epidemiology, economics, and industrial engineering. Simulation models offer the most promise for the future. The forecasting methods described have demonstrated their accuracy and usefulness for specific situations, but none has proven accurate for long-term forecasting or for estimating needs for large geographical areas or populations.

  17. [The prospective model of human resources' management in health institution].

    PubMed

    Rastorgueva, T I; Shchepin, V O

    2009-01-01

    The article postulates the actuality of developing the concept of the psychological aspects of institution management as projected into health care area where the medical personnel is working in the conditions of higher responsibility, emotional and intellectual overloads under permanent nervous psychological stress. This contingent of medical institutions stuff very often ignore the positive psychological interventions both due to the poor labor management and the corresponding knowledge lacking. The topicality of this research vector is determined by the deficiency of the human resources' management studies in the public health field. The need in searching the investigation prospective directions is ascertained by the unexploredness of personnel management in national health care.

  18. The importance of human resources management in health care: a global context.

    PubMed

    Kabene, Stefane M; Orchard, Carole; Howard, John M; Soriano, Mark A; Leduc, Raymond

    2006-07-27

    This paper addresses the health care system from a global perspective and the importance of human resources management (HRM) in improving overall patient health outcomes and delivery of health care services. We explored the published literature and collected data through secondary sources. Various key success factors emerge that clearly affect health care practices and human resources management. This paper will reveal how human resources management is essential to any health care system and how it can improve health care models. Challenges in the health care systems in Canada, the United States of America and various developing countries are examined, with suggestions for ways to overcome these problems through the proper implementation of human resources management practices. Comparing and contrasting selected countries allowed a deeper understanding of the practical and crucial role of human resources management in health care. Proper management of human resources is critical in providing a high quality of health care. A refocus on human resources management in health care and more research are needed to develop new policies. Effective human resources management strategies are greatly needed to achieve better outcomes from and access to health care around the world.

  19. The importance of human resources management in health care: a global context

    PubMed Central

    Kabene, Stefane M; Orchard, Carole; Howard, John M; Soriano, Mark A; Leduc, Raymond

    2006-01-01

    Background This paper addresses the health care system from a global perspective and the importance of human resources management (HRM) in improving overall patient health outcomes and delivery of health care services. Methods We explored the published literature and collected data through secondary sources. Results Various key success factors emerge that clearly affect health care practices and human resources management. This paper will reveal how human resources management is essential to any health care system and how it can improve health care models. Challenges in the health care systems in Canada, the United States of America and various developing countries are examined, with suggestions for ways to overcome these problems through the proper implementation of human resources management practices. Comparing and contrasting selected countries allowed a deeper understanding of the practical and crucial role of human resources management in health care. Conclusion Proper management of human resources is critical in providing a high quality of health care. A refocus on human resources management in health care and more research are needed to develop new policies. Effective human resources management strategies are greatly needed to achieve better outcomes from and access to health care around the world. PMID:16872531

  20. Training Needs Analysis. A Resource for Identifying Training Needs, Selecting Training Strategies, and Developing Training Plans.

    ERIC Educational Resources Information Center

    Bartram, Sharon; Gibson, Brenda

    Designed as a practical tool for trainers, this manual contains 22 instruments and documents for gathering and processing information about training and development issues within an organization. Part one of the two-part manual examines the process of identifying and analyzing training needs. It reviews the different types of information the…

  1. Systematic review and need assessment of pediatric trauma outcome benchmarking tools for low-resource settings.

    PubMed

    St-Louis, Etienne; Séguin, Jade; Roizblatt, Daniel; Deckelbaum, Dan Leon; Baird, Robert; Razek, Tarek

    2017-03-01

    Trauma is a leading cause of mortality and disability in children worldwide. The World Health Organization reports that 95% of all childhood injury deaths occur in Low-Middle-Income Countries (LMIC). Injury scores have been developed to facilitate risk stratification, clinical decision making, and research. Trauma registries in LMIC depend on adapted trauma scores that do not rely on investigations that require unavailable material or human resources. We sought to review and assess the existing trauma scores used in pediatric patients. Our objective is to determine their wideness of use, validity, setting of use, outcome measures, and criticisms. We believe that there is a need for an adapted trauma score developed specifically for pediatric patients in low-resource settings. A systematic review of the literature was conducted to identify and compare existing injury scores used in pediatric patients. We constructed a search strategy in collaboration with a senior hospital librarian. Multiple databases were searched, including Embase, Medline, and the Cochrane Central Register of Controlled Trials. Articles were selected based on predefined inclusion criteria by two reviewers and underwent qualitative analysis. The scores identified are suboptimal for use in pediatric patients in low-resource settings due to various factors, including reliance on precise anatomic diagnosis, physiologic parameters maladapted to pediatric patients, or laboratory data with inconsistent accessibility in LMIC. An important gap exists in our ability to simply and reliably estimate injury severity in pediatric patients and predict their associated probability of outcomes in settings, where resources are limited. An ideal score should be easy to calculate using point-of-care data that are readily available in LMIC, and can be easily adapted to the specific physiologic variations of different age groups.

  2. Understanding the information and resource needs of UK health and social care placement students.

    PubMed

    Callaghan, Lynne; Doherty, Alan; Lea, Susan J; Webster, Daniel

    2008-12-01

    Students on health and social care degree programmes spend 50% of their time on practice placements. Because of the diversity of settings and the need to evidence their work, it is vital to understand the information and resource needs of placement students. The aim of this investigation was to understand the needs of placement students in terms of accessing resources whilst they are in the field in order to inform a guide to meet these needs. Focus groups were conducted with students on midwifery, social work and post-registration health professions degree programmes on three different sites across the region. Data were analysed using Thematic Content Analysis. Three themes emerged from the data: inequality, user education needs and students' solutions and strategies. It is essential to speak to placement students in order to understand their needs in terms of accessing and using library resources. The timing and content of information skills training is key to meeting student needs while on placement.

  3. 42 CFR 486.326 - Condition: Human resources.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 42 Public Health 5 2010-10-01 2010-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

  4. 42 CFR 486.326 - Condition: Human resources.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 42 Public Health 5 2014-10-01 2014-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

  5. 42 CFR 486.326 - Condition: Human resources.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 42 Public Health 5 2012-10-01 2012-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

  6. 42 CFR 486.326 - Condition: Human resources.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 42 Public Health 5 2013-10-01 2013-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

  7. 42 CFR 486.326 - Condition: Human resources.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 42 Public Health 5 2011-10-01 2011-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

  8. A New Competitive Weapon: The Human Resource Strategy.

    ERIC Educational Resources Information Center

    Hax, Arnoldo C.

    1985-01-01

    Outlines a methodology that enables managers to translate the basic principles of human resource strategy into pragmatic and concrete action programs. The methodology includes providing framework for strategic decision making; ensuring linkage between corporate, business, and human resource strategies; conducting audit of the human resource…

  9. Developing Resourceful Humans. Adult Education within the Economic Context.

    ERIC Educational Resources Information Center

    Burton, Lynn Elen, Ed.

    This book, which explores the shifting paradigm from human resource development to developing resourceful humans, establishes the historical position of adult education within the economic context, discusses human capital propositions, and examines the learning dimensions of economic and educational change. The following chapters are included:…

  10. HERO (Health Economics in Radiation Oncology): a pan-European project on radiotherapy resources and needs.

    PubMed

    Lievens, Y; Dunscombe, P; Defourny, N; Gasparotto, C; Borras, J M; Grau, C

    2015-02-01

    Radiotherapy continues to evolve at a rapid rate in technology and techniques, with both driving up costs in an era in which health care budgets are of increasing concern at every governmental level. Against this background, it is clear that the radiotherapy community needs to quantify the costs of state of the art practice and then to justify those costs through rigorous cost-effectiveness analyses. The European Society for Radiotherapy and Oncology-Health Economics in Radiation Oncology project is directed towards tackling this issue in the European context. The first step has been to provide a validated picture of the European radiotherapy landscape in terms of the availability of equipment, personnel and guidelines. An 84-item questionnaire was distributed to the 40 countries of the European Cancer Observatory, of which 34 provided partial or complete responses. There was a huge variation in the availability and sophistication of treatment equipment and staffing levels across Europe. The median number of MV units per million inhabitants was 5.3, but there was a seven-fold variation across the European countries. Likewise, although average staffing figures per million inhabitants were 12.8 for radiation oncologists, 7.6 for physicists, 3.5 for dosimetrists, 26.6 for radiation therapists and 14.8 for nurses, there was a 20-fold variation, even after grouping personnel with comparable duties in the radiotherapy process. Guidelines for capital and human resources were declared for most countries, but without explicitly providing metrics for developing capital and human resource inventories in many cases. Although courses delivered annually per resource item – be it equipment or staff – increase with decreasing gross national income (GNI) per capita, differences were observed in equipment and staff availability in countries with a higher GNI/n, indicating that health policy has a significant effect on the provision of services. Although more needs to be done to

  11. Innovative Resources Based on ICTs and Authentic Materials to Improve EFL Students' Communicative Needs

    ERIC Educational Resources Information Center

    González Otero, Rebeca

    2016-01-01

    Our global society and our current communication needs have put a strain on English as a Foreign Language (EFL) teaching, since common resources such as textbooks may fail to adapt to the needs and interests of our students. The present action research study aims at identifying EFL students' communicative needs and developing their oral skills…

  12. Meeting the Needs of Infants and Toddlers with Handicaps. Federal Resources, Services, and Coordination Efforts in the Departments of Education and Health and Human Services. A Report to Congress.

    ERIC Educational Resources Information Center

    Department of Health and Human Services, Washington, DC.

    This report describes the Federal commitment to improve early intervention services that enhance development and minimize the later dependence of infants and toddlers with handicaps. It presents the results of a joint study, completed by the Department of Education (DoE) and the Department of Health and Human Services (DHHS), of early intervention…

  13. Remote Sensing Assessment of Lunar Resources: We Know Where to Go to Find What We Need

    NASA Technical Reports Server (NTRS)

    Gillis, J. J.; Taylor, G. J.; Lucey, P. G.

    2004-01-01

    The utilization of space resources is necessary to not only foster the growth of human activities in space, but is essential to the President s vision of a "sustained and affordable human and robotic program to explore the solar system and beyond." The distribution of resources will shape planning permanent settlements by affecting decisions about where to locate a settlement. Mapping the location of such resources, however, is not the limiting factor in selecting a site for a lunar base. It is indecision about which resources to use that leaves the location uncertain. A wealth of remotely sensed data exists that can be used to identify targets for future detailed exploration. Thus, the future of space resource utilization pre-dominantly rests upon developing a strategy for resource exploration and efficient methods of extraction.

  14. The Human Resource Management in Dry-Bulk Shipping

    NASA Astrophysics Data System (ADS)

    Konstantopoulos, Nikolaos; Alexopoulos, Aristotelis B.

    2007-12-01

    This article investigates some positions and human resource management practices in dry-bulk shipping. The particularity of the human resource management field, as well as the crews' nationality change that has occurred over the last years, underpin the configuration of the hypothesis of this present research. The results demonstrate that the Greek dry-bulk shipping is going through a transition phase regarding the sector of the ships' human resource management by the captains.

  15. Using Human Capital Planning to Predict Future Talent Needs

    ERIC Educational Resources Information Center

    Ruse, Donald; Jansen, Karen

    2008-01-01

    Human capital planning is an important tool in predicting future talent needs and sustaining organizational excellence over the long term. This article examines the concept of human capital planning and outlines how institutions can use HCP to identify the type and number of talent needed both now and in the future, recognize and prioritize talent…

  16. Using Human Capital Planning to Predict Future Talent Needs

    ERIC Educational Resources Information Center

    Ruse, Donald; Jansen, Karen

    2008-01-01

    Human capital planning is an important tool in predicting future talent needs and sustaining organizational excellence over the long term. This article examines the concept of human capital planning and outlines how institutions can use HCP to identify the type and number of talent needed both now and in the future, recognize and prioritize talent…

  17. Education for Sustainability: The Need for a New Human Perspective.

    ERIC Educational Resources Information Center

    Cortese, Anthony

    Disturbing global trends show that human activity continues to threaten our ability to meet current human needs without compromising the ability of future generations to meet their own needs. Sustainability will become more inaccessible without a dramatic change in our current mindset and behavior. As the primary centers of teaching, research, and…

  18. Human Resource Development's Role in Women's Career Progress.

    ERIC Educational Resources Information Center

    McDonald, Kimberly S.; Hite, Linda M.

    1998-01-01

    Describes opportunities and concerns involved in four human-resource development initiatives for enhancing women's career development: mentoring, training, career planning, and informal learning. (SK)

  19. Achieving competitive advantage through strategic human resource management.

    PubMed

    Fottler, M D; Phillips, R L; Blair, J D; Duran, C A

    1990-01-01

    The framework presented here challenges health care executives to manage human resources strategically as an integral part of the strategic planning process. Health care executives should consciously formulate human resource strategies and practices that are linked to and reinforce the broader strategic posture of the organization. This article provides a framework for (1) determining and focusing on desired strategic outcomes, (2) identifying and implementing essential human resource management actions, and (3) maintaining or enhancing competitive advantage. The strategic approach to human resource management includes assessing the organization's environment and mission; formulating the organization's business strategy; assessing the human resources requirements based on the intended strategy; comparing the current inventory of human resources in terms of numbers, characteristics, and human resource management practices with respect to the strategic requirements of the organization and its services or product lines; formulating the human resource strategy based on the differences between the assessed requirements and the current inventory; and implementing the appropriate human resource practices to reinforce the strategy and attain competitive advantage.

  20. Developing a strategic human resources plan for the Urban Angel.

    PubMed

    Owen, Susan M

    2011-01-01

    In healthcare a significant portion of the budget is related to human resources. However, many healthcare organizations have yet to develop and implement a focused organizational strategy that ensures all human resources are managed in a way that best supports the successful achievement of corporate strategies. St. Michael's Hospital, in Toronto, Ontario, recognized the benefits of a strategic human resources management plan. During an eight-month planning process, St. Michael's Hospital undertook the planning for and development of a strategic human resources management plan. Key learnings are outlined in this paper.

  1. Family Resources Database: A System Design to Meet Information Needs in an Emerging Discipline.

    ERIC Educational Resources Information Center

    Bodley, Margaret J.

    1984-01-01

    Profiles database produced by National Council on Family Relations' (NCFR) Family Resource and Referral Center available through Bibliographic Retrieval Services and Dialog. Highlights include file description, unique aspects (communication network, Human Resource Bank, Idea Bank), keywords in NCRF database and ERIC, subject covered, sources,…

  2. Understanding Climate Change Perceptions, Attitudes, and Needs of Forest Service Resource Managers

    Treesearch

    Carlos Rodriguez-Franco; Tara J. Haan

    2015-01-01

    Surveys were collected to assess Forest Service (FS) resource managers' perceptions, attitudes, and informational needs related to climate change and its potential impacts on forests and grasslands. Resource managers with three background types were surveyed. All participants generally considered themselves to be well-informed on climate change issues, although...

  3. Digital Resources in Instruction and Research: Assessing Faculty Discovery, Use and Needs--Final Summary Report

    ERIC Educational Resources Information Center

    Tobias, Vicki

    2009-01-01

    In 2008, the Digital Initiatives Coordinating Committee (DICC) requested a comprehensive assessment of the UW Digital Collections (UWDC). The goal of this assessment was to better understand faculty awareness of and expectations for digital library resources, services and tools; obtain faculty feedback on digital resource and service needs that…

  4. Education Resources Needed to Support the Teaching of Evidence-Based Practices

    ERIC Educational Resources Information Center

    Edmundson, Eldon; Gallon, Steve; Porter, John

    2007-01-01

    The Northwest Frontier Addiction Technology Transfer Center surveyed addiction educators, providers and policy makers in Northwest states and Hawaii to define teaching resources and barriers in the teaching of evidence-based practices for the preparation of addiction professionals. The top three teaching resource needs were example student…

  5. 78 FR 34373 - Flexible and Local Resources Needed for Reliability in the California Wholesale Electric Market...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-06-07

    ... Energy Regulatory Commission Flexible and Local Resources Needed for Reliability in the California... System Operator Corporation's (CAISO) proposal to implement an interim flexible capacity and local... dialogue on flexible and local resources at risk of retirement for CAISO and its stakeholders to focus on...

  6. Water-resources programs and hydrologic-information needs, Marion County, Indiana, 1987

    USGS Publications Warehouse

    Duwelius, R.F.

    1990-01-01

    Water resources are abundant in Marion County, Indiana, and have been developed for public and industrial supply, energy generation, irrigation, and recreation. The largest water withdrawals are from surface water, and the two largest water uses are public supply and cooling water for electrical-generating plants. Water-resources programs in the county are carried out by Federal, State and local agencies to address issues of surface and groundwater availability and quality. The programs of each agency are related to the functions and goals of the agency. Although each agency has specific information needs to fulfill its functions, sometimes these needs overlap, and there are times when the same hydrologic information benefits all. Overlapping information needs and activities create opportunities for interagency coordination and cooperation. Such cooperation could lead to a savings of dollars spent on water-resources programs and could assure an improved understanding of the water resources of the county. Representatives from four agencies-- the Indiana Department of Environmental Management, the Indiana Department of Natural Resources, the Indianapolis Department of Public Works, and the U.S. Geological Survey--met four times in 1987 to describe their own water-resources programs, to identify hydrologic-information needs, and to contact other agencies with related programs. This report presents the interagency findings and is intended to further communication among water resource agencies by identifying current programs and common needs for hydrologic information. Hydrologic information needs identified by the agency representatives include more precise methods for determining the volume of water withdrawals and for determining the volume of industrial and municipal discharges to surface water. Maps of flood-prone areas need to be updated as more of the county is developed. Improved aquifer maps of the inter-till aquifers are needed, and additional observation

  7. Understanding human resource management practices in Botswana's public health sector.

    PubMed

    Seitio-Kgokgwe, Onalenna Stannie; Gauld, Robin; Hill, Philip C; Barnett, Pauline

    2016-11-21

    Purpose The purpose of this paper is to assess the management of the public sector health workforce in Botswana. Using institutional frameworks it aims to document and analyse human resource management (HRM) practices, and make recommendations to improve employee and health system outcomes. Design/methodology/approach The paper draws from a large study that used a mixed methods approach to assess performance of Botswana's Ministry of Health (MOH). It uses data collected through document analysis and in-depth interviews of 54 key informants comprising policy makers, senior staff of the MOH and its stakeholder organizations. Findings Public health sector HRM in Botswana has experienced inadequate planning, poor deployment and underutilization of staff. Lack of comprehensive retention strategies and poor working conditions contributed to the failure to attract and retain skilled personnel. Relationships with both formal and informal environments affected HRM performance. Research limitations/implications While document review was a major source of data for this paper, the weaknesses in the human resource information system limited availability of data. Practical implications This paper presents an argument for the need for consideration of formal and informal environments in developing effective HRM strategies. Originality/value This research provides a rare system-wide approach to health HRM in a Sub-Saharan African country. It contributes to the literature and evidence needed to guide HRM policy decisions and practices.

  8. Human resources and their possible forensic meanings.

    PubMed

    Russo, Andrea; Urlić, Ivan; Kasum, Josip

    2015-09-01

    Forensics (forensic--before the Forum) means the application of knowledge from different scientific fields in order to define facts in judicial and/or administrative procedures. Nowadays forensics, besides this, finds its application even in different economic processes. For example, forensics enters the commercial areas of business intelligence and of different security areas. The European Commission recognized the importance of forensics, and underscored the importance of development of its scientific infrastructure in member States. We are witnessing the rise of various tragedies in economic and other kinds of processes. Undoubtedly, the world is increasingly exposed to various forms of threats whose occurrences regularly involve people. In this paper we are proposing the development of a new approach in the forensic assessment of the state of human resources. We are suggesting that in the focus should be the forensic approach in the psychological assessment of awareness of the individual and of the critical infrastructure sector operator (CISO) in determining the level of actual practical, rather than formal knowledge of an individual in a particular field of expertise, or in a specific scientific field, and possible forensic meanings.

  9. Human resources in the 1980s.

    PubMed

    Mills, D Q

    1979-01-01

    As the decade of the 1970s closes, new trends in human resources will test the ingenuity of corporate planners to produce policies for the 1980s that will match changing corporate demands with changing employee expectations. The 1970s have produced much-publicized problems--for example, the introduction to the work force of larger numbers of minorities and women--that are not yet fully resolved and that can be expected to continue. But the 1980s will bring their own special challenges. Shifting populations (such as legal and illegal immigrants), the women's movement's demand for equal pay for work of comparable worth, and the push for civil liberties at the workplace are all factors that will dramatically change the business climate. With these factors in mind, the author examines the 1980s' business environment, takes a backward look at planning policies in the 1970s, and shows how the priorities of those policies will have to be reevaluated to meet the challenges of the future.

  10. Perceived Needs for Vo Tech Resource Materials and Related Curriculum Assistance for Iowa's Gender Equity Resource Center.

    ERIC Educational Resources Information Center

    Van Ast, John, Jr.

    A study was conducted to determine present and future needs perceptions of teachers and others for curriculum resource materials and related curriculum assistance to promote equitable access and success for men and women, single parents, and displaced homemakers in vocational-technical education. The information gathered was to be used as a basis…

  11. Extremity injuries as predictors of emergency care resource needs among blunt trauma patients in Japan.

    PubMed

    Nakahara, Shinji; Matsuoka, Tetsuya; Ueno, Masato; Mizushima, Yasuaki; Ichikawa, Masao; Yokota, Junichiro

    2014-02-01

    This study aimed to exhaustively examine associations between prehospital variables and emergency care resource needs among blunt trauma patients. The study included blunt trauma patients aged 15 years or older who were admitted to a tertiary care medical center in Osaka, Japan, from January 2005 to December 2009. The primary end point was a composite measure of overall emergency care resource needs. Predictive variables were easily detectable upper and lower extremity injuries. A multivariate logistic regression model was used to identify associations between the predictive variables and the end point; this model included other covariates known to be associated with emergency care resource needs (demographic characteristics, mechanism of injury, and physiological parameters). Of 982 blunt trauma patients, 81 died, and 573 required overall emergency care resources. Upper extremity injury (odds ratio [OR], 2.60) and lower extremity injury (OR, 4.50) were significantly associated with overall emergency care resource needs after controlling for other covariates. The results of this study suggest that easily detectable extremity injuries may be useful predictors of the emergency care resource needs of trauma patients. Further studies are needed to validate the predictive values of these injuries and to determine ways to use information about extremity injuries to improve triage decisions.

  12. Low-rank coal study : national needs for resource development. Volume 2. Resource characterization

    SciTech Connect

    Not Available

    1980-11-01

    Comprehensive data are presented on the quantity, quality, and distribution of low-rank coal (subbituminous and lignite) deposits in the United States. The major lignite-bearing areas are the Fort Union Region and the Gulf Lignite Region, with the predominant strippable reserves being in the states of North Dakota, Montana, and Texas. The largest subbituminous coal deposits are in the Powder River Region of Montana and Wyoming, The San Juan Basin of New Mexico, and in Northern Alaska. For each of the low-rank coal-bearing regions, descriptions are provided of the geology; strippable reserves; active and planned mines; classification of identified resources by depth, seam thickness, sulfur content, and ash content; overburden characteristics; aquifers; and coal properties and characteristics. Low-rank coals are distinguished from bituminous coals by unique chemical and physical properties that affect their behavior in extraction, utilization, or conversion processes. The most characteristic properties of the organic fraction of low-rank coals are the high inherent moisture and oxygen contents, and the correspondingly low heating value. Mineral matter (ash) contents and compositions of all coals are highly variable; however, low-rank coals tend to have a higher proportion of the alkali components CaO, MgO, and Na/sub 2/O. About 90% of the reserve base of US low-rank coal has less than one percent sulfur. Water resources in the major low-rank coal-bearing regions tend to have highly seasonal availabilities. Some areas appear to have ample water resources to support major new coal projects; in other areas such as Texas, water supplies may be constraining factor on development.

  13. Social support and resource needs as mediators of recovery after facial injury.

    PubMed

    Gironda, Melanie W; Lui, Anna

    2010-05-01

    Although many trauma centers provide excellent surgical care, little attention is paid to psychosocial needs and problems of posttrauma adaptation. Social support and resource needs have been identified as significant mediators of recovery after injuries. This article presents an overview of various social and material resources instrumental to psychological adjustment and recovery. It also discusses the ways in which complex social networks can be both beneficial and damaging toward the recovery process and the implications for clinical care of patients with orofacial injury. Finally, appropriate social support resource measuring tools that may be used in clinical settings are presented.

  14. Responding to GPs' information resource needs: implementation and evaluation of a complementary medicines information resource in Queensland general practice

    PubMed Central

    2011-01-01

    Background Australian General Practitioners (GPs) are in the forefront of primary health care and in an excellent position to communicate with their patients and educate them about Complementary Medicines (CMs) use. However previous studies have demonstrated that GPs lack the knowledge required about CMs to effectively communicate with patients about their CMs use and they perceive a need for information resources on CMs to use in their clinical practice. This study aimed to develop, implement, and evaluate a CMs information resource in Queensland (Qld) general practice. Methods The results of the needs assessment survey of Qld general practitioners (GPs) informed the development of a CMs information resource which was then put through an implementation and evaluation cycle in Qld general practice. The CMs information resource was a set of evidence-based herbal medicine fact sheets. This resource was utilised by 100 Qld GPs in their clinical practice for four weeks and was then evaluated. The evaluation assessed GPs' (1) utilisation of the resource (2) perceived quality, usefulness and satisfaction with the resource and (3) perceived impact of the resource on their knowledge, attitudes, and practice of CMs. Results Ninety two out of the 100 GPs completed the four week evaluation of the fact sheets and returned the post-intervention survey. The herbal medicine fact sheets produced by this study were well accepted and utilised by Qld GPs. The majority of GPs perceived that the fact sheets were a useful resource for their clinical practice. The fact sheets improved GPs' attitudes towards CMs, increased their knowledge of those herbal medicines and improved their communication with their patients about those specific herbs. Eighty-six percent of GPs agreed that if they had adequate resources on CMs, like the herbal medicine fact sheets, then they would communicate more to their patients about their use of CMs. Conclusion Further educational interventions on CMs need to

  15. Population, human resources and development planning: towards an integrated approach.

    PubMed

    Farooq, G M

    1981-01-01

    An attempt is made in this discussion to outline in broad terms an analytical and operational framework for integrating population and human resources related issues. 3 sections provide a rationale for comprehensive population, human resources, and development planning; contain a brief description of the kind of policy research needed as part of the analytical base for comprehensive planning; and describe proposed institutional arrangements under which the national effort could be organized and coordinated and the related programs implemented. For comprehensive development planning, it is essential to consider population problems in their broad perspective. Population problems are related to the prevailing levels of mortality, health and nutrition, population movements, levels of unemployment, underemployment and child labor, women's roles, income inequalities, incidence of poverty, and quality of environment and the like, as well as, population growth. A model for the integration of population variables into national socioeconomic planning would involve, in increasing order of complexity, the following types of analytical work: detailed demographic estimates and projections; translation of the consequences of population dynamics into estimates of social and economic needs for the purpose of sectoral planning; and research on the more important demographic, social, and economic linkages in order to contribute to the formulation of population policies and related measures for influencing population variables directly and the overall development plan, sectoral plans, and individual programs and projects. Some of the more basic studies that would help to establish an appropriate analytical base for a comprehensive planning approach are outlined. A suitable operational framework is required for an effective and integrated approach to population, human resources, and development planning. What is necessary is the establishment of a permanent high level institution

  16. Economic Means for Human Needs: Social Indicators of Well-Being and Discontent.

    ERIC Educational Resources Information Center

    Strumpel, Burkhard, Ed.

    This book is concerned with the human conflict between needs and means, between material wants and lack of resources to satisfy them. Looking at both individuals and some segments of society, the authors measure economic well-being and define its objective and psychological bases, its dimensions, and its relationship to economic incentives. In the…

  17. Big Hat, No Cattle: Managing Human Resources, Part 2.

    ERIC Educational Resources Information Center

    Skinner, Wickham

    1982-01-01

    The author discusses why business has difficulty in motivating its employees and proposes a new approach to developing human resources. Discusses mistaken premises, personnel and supervision, setting a long-term goal, changing management's philosophy, and selling human resource development as a company priority. (CT)

  18. Global Preparedness and Human Resources: College and Corporate Perspectives.

    ERIC Educational Resources Information Center

    Bikson, T. K.; Law, S. A.

    A research study explored the human resource implications of the emerging economic globalism, including the following questions: How is globalism understood by corporations and colleges in the United States? What are the perceived human resource implications of globalism? and What are corporations and colleges doing today to meet these human…

  19. Human Resources & Demographics: Characteristics of People and Policy.

    ERIC Educational Resources Information Center

    Joint Economic Committee, Washington, DC.

    The Human Resources and Demographics staff study for the Joint Economic Committee's Special Study on Economic Change presents demographic data to support the position that it will take a strong economy to enable the United States to utilize its human resources. Data are presented, in narrative format, on fertility, population, characteristics of…

  20. Human Resources Administration in Education: A Management Approach. Sixth Edition.

    ERIC Educational Resources Information Center

    Rebore, Ronald W.

    This book reflects the changing aspects of school human-resources management. Current concerns include the impact of new laws related to disabilities, civil rights, family and medical leave, and the testing of school bus drivers for alcohol and controlled substances. Also examined are human resources' responsibilities to military reservists and…

  1. Promoting E-Learning for Human Resource Development in Korea.

    ERIC Educational Resources Information Center

    Lee, Soo-Kyoung

    In Korea, e-learning is becoming increasingly prevalent and spreading into various aspects of human resources development. Korea's Ministry of Education and Human Resources Development (MOEHRD) and Ministry of Labor (MOL) have been especially active in establishing the legal basis and institutional framework to make e-learning a reality.…

  2. Adult Education & Human Resource Development: Overlapping and Disparate Fields

    ERIC Educational Resources Information Center

    Watkins, Karen E.; Marsick, Victoria J.

    2014-01-01

    Adult education and human resource development as fields of practice and study share some roots in common but have grown in different directions in their histories. Adult education's roots focused initially on citizenship for a democratic society, whereas human resource development's roots are in performance at work. While they have…

  3. Outsourcing HR Services: The Role of Human Resource Intermediaries

    ERIC Educational Resources Information Center

    Kock, Henrik; Wallo, Andreas; Nilsson, Barbro; Hoglund, Cecilia

    2012-01-01

    Purpose: In this article, the area of interest is an emerging type of organisation called human resource intermediaries (HRIs), which focus on delivering human resource (HR) services to public sector organisations and private companies. The purpose of this article is, thus, to explore HRIs as deliverers of HR services. More specifically, the…

  4. Outsourcing HR Services: The Role of Human Resource Intermediaries

    ERIC Educational Resources Information Center

    Kock, Henrik; Wallo, Andreas; Nilsson, Barbro; Hoglund, Cecilia

    2012-01-01

    Purpose: In this article, the area of interest is an emerging type of organisation called human resource intermediaries (HRIs), which focus on delivering human resource (HR) services to public sector organisations and private companies. The purpose of this article is, thus, to explore HRIs as deliverers of HR services. More specifically, the…

  5. Adult Education & Human Resource Development: Overlapping and Disparate Fields

    ERIC Educational Resources Information Center

    Watkins, Karen E.; Marsick, Victoria J.

    2014-01-01

    Adult education and human resource development as fields of practice and study share some roots in common but have grown in different directions in their histories. Adult education's roots focused initially on citizenship for a democratic society, whereas human resource development's roots are in performance at work. While they have…

  6. The Changing Human Resources Function. Report Number 950.

    ERIC Educational Resources Information Center

    Freedman, Audrey

    The role of the top human resources executive in major corporations has changed during the past decade into a directly involved business advisor, strategist, and implementer of business objectives. Intense competition has overridden previous human resources concerns and forced priorities toward internal, business-driven issues. Since cost-cutting…

  7. Human Resource Management Issues. Symposium 22. [AHRD Conference, 2001].

    ERIC Educational Resources Information Center

    2001

    This symposium on human resource management issues consists of three presentations. "Work and Family Conflict: A Review of the Theory and Literature" (Susan R. Madsen) explores the literature related to work and family conflict and its possible implications to human resource development (HRD) theory and practice. It presents four existing…

  8. Human Resources Management for Effective Schools. Third Edition.

    ERIC Educational Resources Information Center

    Seyfarth, John T.

    This book is about managing people in schools. Its objective is to make prospective and practicing school administrators aware of the wide range of activities covered by the term "human resources management" and to present the best of current practice in personnel work. Chapter titles reflect the book's content: (1) "Human Resources Management and…

  9. Big Hat, No Cattle: Managing Human Resources, Part 2.

    ERIC Educational Resources Information Center

    Skinner, Wickham

    1982-01-01

    The author discusses why business has difficulty in motivating its employees and proposes a new approach to developing human resources. Discusses mistaken premises, personnel and supervision, setting a long-term goal, changing management's philosophy, and selling human resource development as a company priority. (CT)

  10. Human Resources Administration in Education: A Management Approach. Sixth Edition.

    ERIC Educational Resources Information Center

    Rebore, Ronald W.

    This book reflects the changing aspects of school human-resources management. Current concerns include the impact of new laws related to disabilities, civil rights, family and medical leave, and the testing of school bus drivers for alcohol and controlled substances. Also examined are human resources' responsibilities to military reservists and…

  11. Optimizing Human Resources: Readings in Individual and Organization Development.

    ERIC Educational Resources Information Center

    Lippitt, Gordon L., Ed.; And Others

    The objective of putting together this collection of readings are: (1) to organize the many diverse changes in the human resource development field, (2) to establish links between new and old trends in this field, (3) to choose areas that are on the "cutting edge" of human resource development, and (4) to present different points of view about the…

  12. Play, animals, resources: the need for a rich (and challenging) comparative environment.

    PubMed

    Burghardt, Gordon M

    2013-10-01

    Van de Vliert proposes a comprehensive explanation for differences in "freedoms" in diverse human populations based on climate and monetary resources. This intriguing approach, though derived from an evolutionary view covering all species, is based exclusively on human populations. This anthropocentric lens is challenged by ways of testing Van de Vliert's thesis more generally using playfulness as a surrogate for freedom.

  13. Meshing human resources planning with strategic business planning: a model approach.

    PubMed

    Baird, L; Meshoulam, I; DeGive, G

    1983-01-01

    Many people are touting the need to take a strategic approach to human resources management--but this is more easily said than done, point out authors Lloyd Baird, associate professor of management at the School of Management and the Human Resources Policy Institute at Boston University; Ilan Meshoulam, personnel executive at Digital Equipment Corporation; and Ghislaine DeGive, Boston University. Obviously, people cannot be moved around as easily or as speedily as can other resources to help move a company to a strategically identified future position. Thus a great deal of planning is required. The authors present an integrative human resources strategic planning model that focuses on four elements: the environment, the organization's culture, the corporate mission statement, and overall corporate strategy. Each part of the model is thoroughly discussed, and checklist questions are included to help the individual manager develop and implement human resources management plans for his or her own organization.

  14. An Assessment of the Needs of and Resources for Children of Alcoholic Parents. Final Report.

    ERIC Educational Resources Information Center

    Booz Allen and Hamilton, Inc., Washington, DC.

    This report assesses the needs of and resources for children of alcoholic parents, and recommends strategies based on the identification of service gaps. The number, characteristics, life experiences, feelings, coping mechanisms, and problems of children of alcohol parents are discussed. Needs common to this group and factors which variably…

  15. Education and Information for Practicing School Nurses: Which Technology-Supported Resources Meet Their Needs?

    ERIC Educational Resources Information Center

    Anderson, Lori S.; Enge, Karmin J.

    2012-01-01

    School nurses care for children with a variety of health-related conditions and they need information about managing these conditions, which is accessible, current, and useful. The goal of this literature review was to gather and synthesize information on technology-supported resources and to determine which met the educational needs of school…

  16. Human Resource Accounting: Operationalization and Effects of Human Resource Replacement Cost System in Naval Operations.

    DTIC Science & Technology

    1985-12-20

    MANAGEM UNCLASSIFIED E G FLAMHOLTZ 20 DEC 85 CHRM-85-81 F/G 5/i N Ehhhmhhmhiu I: 1 , flflflfllfl...flmflmEEhEhhhmh ji *..0 w im U .L2= 1.25 1111.4 1.6...PAGE (When O-,*emtered__ READ INSTRUCTIONSREPORT DOCUMENTATION PAGE BEFORE COMPLETING FORM 1 . REPORT NUMBER 2. GOVT ACCESSION NO 3. RECIPIENT’S...CATALOG NUMBER CHRM - 85 - 01 P- 1 1 / ., "/) , 4. TITLE (endSubit.) Human Resource Accounting: S. TYPEOF REPORT PERIODCOVERED Operationalizatin and Effects

  17. An imminent human resource crisis in ground water hydrology?

    PubMed

    Stephens, Daniel B

    2009-01-01

    Anecdotal evidence, mostly from the United States, suggests that it has become increasingly difficult to find well-trained, entry-level ground water hydrologists to fill open positions in consulting firms and regulatory agencies. The future prospects for filling positions that require training in ground water hydrology are assessed by considering three factors: the market, the numbers of qualified students entering colleges and universities, and the aging of the existing workforce. The environmental and water resources consulting industry has seen continuous albeit variable growth, and demand for environmental scientists and hydrologists is expected to increase significantly. Conversely, students' interest and their enrollment in hydrology and water resources programs have waned in recent years, and the interests of students within these departments have shifted away from ground water hydrology in some schools. This decrease in the numbers of U.S. students graduating in hydrology or emphasizing ground water hydrology is coinciding with the aging of and pending retirement of ground water scientists and engineers in the baby boomer generation. We need to both trigger the imagination of students at the elementary school level so that they later want to apply science and math and communicate the career opportunities in ground water hydrology to those high school and college graduates who have acquired the appropriate technical background. Because the success of a consulting firm, research organization, or regulatory agency is derived from the skills and judgment of the employees, human resources will be an increasingly more critical strategic issue for many years.

  18. A needs and resource assessment of continuing medical education in Haiti.

    PubMed

    Nádas, Marisa; Bedenbaugh, Rachel; Morse, Michelle; McMahon, Graham T; Curry, Christine L

    2015-01-01

    Haiti has a chronic physician shortage, and the country has been facing an increased disease burden since the 2010 earthquake and the subsequent introduction of cholera. In such resource-challenged settings, access to postgraduate medical education often is limited due to inadequate financial, structural, and academic resources. A crucial component to improved health in Haiti is the expansion of continuing medical education (CME). To our knowledge there have been no previous studies investigating the continuing professional development needs of Haitian physicians working in this context. The objectives of this study are to describe the educational resources available to Haitian physicians and to understand their continuing professional development needs. We performed a needs and resource assessment of CME available to Haitian physicians using surveys and focus groups. We surveyed 62 physicians and led 3 focus groups. Questions gathered data on physicians' access to educational resources. Descriptive statistics were calculated from surveys, and focus group transcripts were manually reviewed for themes. In all, 82 conference attendees were invited to participate. Of these, 62 physicians completed the needs and resource assessment survey. Of the participants, 16% had a medical library at work and 31% had access to a computer at work. Educational conferences were available at work for 27% of participants, and 50% attended conferences outside of work. Less than half (45%) identified a clinical mentor. Focus group participants described inadequate tangible and reference resources, lack of colleague support, and lack of avenues for specialty training and employment. In this needs assessment, Haitian physicians identified lack of support for clinical decision making, poor access to CME activities, limited professional development, and absence of employment opportunities as key areas of need in support of their clinical and professional work. Copyright © 2015 The Authors

  19. Nursing and justice as a basic human need.

    PubMed

    Johnstone, Megan-Jane

    2011-01-01

    This paper explores the idea that justice is a basic human need akin to those famously depicted in Maslow's hierarchy of human needs and, as such, warrants recognition as a core element in representative ideas about nursing. Early nurse theorists positioned the principles and practice of nursing as having their origins in 'universal human needs'. The principle of deriving nursing care from human needs was thought to provide a guide not only for promoting health, but for preventing disease and illness. The nursing profession has had a longstanding commitment to social justice as a core professional value and ideal, obligating nurses to address the social conditions that undermine people's health. The idea of justice as a universal human need per se and its possible relationship to people's health outcomes has, however, not been considered. One reason for this is that justice in nursing discourse has more commonly been associated with law and ethics, and the legal and ethical responsibilities of nurses in relation to individualized patient care and, more recently, changing systems of care to improve health and health outcomes. Although this association is not incorrect, it is incomplete. A key aim of this paper is to redress this oversight and to encourage a broader conceptualization of justice as necessary for human survival, health and development, not merely as a professional value, or legal or ethical principle for guiding human conduct. © 2010 Blackwell Publishing Ltd.

  20. Retaining an aging nurse workforce: perceptions of human resource practices.

    PubMed

    Palumbo, Mary Val; McIntosh, Barbara; Rambur, Betty; Naud, Shelly

    2009-01-01

    The expected retirement of the largest cohort of nurses will push the RN workforce below projected need by 2020. The challenges of managing a nursing workforce with the majority of nurses over 45 years of age are now necessitating attention to polices for recruitment and retention of older nurses, particularly in rural areas. This convenience sample study employed a mailed survey to investigate perceptions of nurses in 12 institutions (four hospitals, seven home health agencies, and one nursing home serving a small rural state). The goal was to explore rural RNs' perceptions of intent to stay in their current position, with their organization, and employment as a nurse; organizational and unit-level culture regarding older nurses in the workplace; importance of specific human resource practices/policies to their own intention to stay; and extent to which these human resource practices/policies are currently done. The results indicate that although there are similarities across age cohorts, important differences exist that can be addressed to create career-span sensitive policies and practices. This study provides an indicator of progress or lack of progress in addressing older nurse recruitment and retention, and also offers guidance for differentiating policies and practices for younger and older nurses.

  1. Human resources management for a hospital pharmacy department.

    PubMed

    Chase, P A

    1989-06-01

    The concepts of human resources management (HRM) are presented, and the application of HRM concepts to a hospital pharmacy department is described. Low salaries and poor working conditions had precipitated a mass exodus of pharmacists from a 650-bed, tertiary-care medical center. The newly hired director of pharmacy sought to rebuild the department by developing a three-stage HRM model consisting of needs forecasting, performance management, and advanced management systems. In the needs-forecasting stage, the strengths and weaknesses of departmental programs were determined through analysis of existing standards of practice, situational analysis, and financial analyses; the strengths and weaknesses of departmental employees were determined through the use of talent inventories, turnover analysis, analysis of time and leave records, reevaluation of the department's job classifications, performance and productivity evaluations, and productivity evaluations, and development of a philosophy of practice and mission statement. Needs and problems were addressed by examining each existing program and developing new policies and procedures, performance standards, quality assurance mechanisms, and productivity expectations. Personnel needs and problems were addressed by designing a system of differentiated career ladders, contracting with pharmacists for career moves, developing the skills of currently employed pharmacists, and implementing a succession planning model. The model has been in place for approximately three years and is beginning to yield the desired results. Application of HRM concepts to a hospital pharmacy department appears to have been successful in improving employee morale and in helping the department to meet goals of expanded and improved services.

  2. System Impacts from Interconnection of Distributed Resources: Current Status and Identification of Needs for Further Development

    SciTech Connect

    Basso, T. S.

    2009-01-01

    This report documents and evaluates system impacts from the interconnection of distributed resources to transmission and distribution systems, including a focus on renewable distributed resource technologies. The report also identifies system impact-resolution approaches and actions, including extensions of existing approaches. Lastly, the report documents the current challenges and examines what is needed to gain a clearer understanding of what to pursue to better avoid or address system impact issues.

  3. The Effects of Job Demands and Organizational Resources through Psychological Need Satisfaction and Thwarting.

    PubMed

    Gillet, Nicolas; Fouquereau, Evelyne; Huyghebaert, Tiphaine; Colombat, Philippe

    2015-05-20

    In Study 1, we tested a model in which two job demands (i.e., changes in tasks and ambiguities about work) and organizational resources (i.e., interpersonal and informational justice) influence work engagement through the satisfaction of individuals' psychological needs for autonomy, competence, and relatedness. In Study 2, we examined the indirect effects of the same job demands and organizational resources on burnout through need thwarting. We also examined the mediating role of organizational resources in the relationships of changes in tasks and ambiguities about work to need satisfaction (Study 1) and need thwarting (Study 2). Structural equation modeling performed on cross-sectional data collected from 461 workers in Study 1 and 708 employees in Study 2 provided support for the hypothesized models. Specifically, results revealed that changes in tasks and ambiguities about work have direct and indirect effects (via organizational resources) on psychological need satisfaction and need thwarting, which in turn positively predicted work engagement and burnout, respectively (p < .05). Research implications and study limitations are discussed.

  4. Patient needs and point-of-care requirements for HIV load testing in resource-limited settings.

    PubMed

    Usdin, Martine; Guillerm, Martine; Calmy, Alexandra

    2010-04-15

    Medecins Sans Frontieres (MSF) is an international, independent medical nongovernmental organization. One way in which MSF acts to improve patient care is to assist in the identification and development of adapted and appropriate tools for use in resource-limited settings. One strategy to achieve this goal is through active collaborations with scientists and developers, to make some of the field needs known and to help define the medical strategy behind the implementation of new diagnostic tests. Tests used in the field need to be effective in often extreme conditions and must also deliver high-quality, reliable results that can be used in the local context. In this article, we discuss some patient and health care provider needs for human immunodeficiency virus (HIV) load measurement in resource-limited settings. This is just one of the areas in which effective, quality tools are desperately needed, not only by MSF and other international nongovernmental organizations, but also by many other health service providers. We hope that, by clearly defining the needs of patients in MSF clinics-as well as we can assess this-and by explaining why these tools are needed, how they should perform, and how their results can be integrated into a program, we will encourage the development of such tools and hasten their implementation in areas where they are so urgently needed.

  5. The evolution of human resource needs in Europe.

    PubMed

    Scherpereel, Philippe; Sondore, Antonina

    2002-09-01

    The distribution of anaesthesia-related staff in Europe is characterized by a wide disparity between countries--and also within countries, between the rural regions and between large and small cities. The density of anaesthesiologists varies in different European areas--for example, 4.4 per 100,000 inhabitants in Ireland compared to 15.6 in Italy; conversely, trainee anaesthesiologists are more numerous in those countries in which the number of qualified specialists is low. These large differences may be explained by factors such as the management of training and assessment, the existence (or otherwise) of nurses, and the workload; mainly in Eastern European countries, the factors include economic conditions and health care policies. Most important are (i) the regulation of entrants into the specialty, and (ii) the range of the anaesthesiologist's duties--including (as well as anaesthesia) intensive care, emergency medicine and pain management. Important modifications could come from an increase in the workload, a decrease in the working time, and perhaps from the development of migratory flows when Eastern European countries join the European Union. The evolution of anaesthesiology in the future will depend on many unknown events: progress in pharmacology and techniques, the development of day-case anaesthesia, the behaviour of new consumers and, above all, future health policies.

  6. Canadian ENGOs in governance of water resources: information needs and monitoring practices.

    PubMed

    Kebo, Sasha; Bunch, Martin J

    2013-11-01

    Water quality monitoring involves a complex set of steps and a variety of approaches. Its goals include understanding of aquatic habitats, informing management and facilitating decision making, and educating citizens. Environmental nongovernmental organizations (ENGOs) are increasingly engaged in water quality monitoring and act as environmental watchdogs and stewards of water resources. These organizations exhibit different monitoring mandates. As government involvement in water quality monitoring continues to decline, it becomes essential that we understand their modi operandi. By doing so, we can enhance efficacy and encourage data sharing and communication. This research examined Canadian ENGOs that collect their own data on water quality with respect to water quality monitoring activities and information needs. This work had a twofold purpose: (1) to enhance knowledge about the Canadian ENGOs operating in the realm of water quality monitoring and (2) to guide and inform development of web-based geographic information systems (GIS) to support water quality monitoring, particularly using benthic macroinvertebrate protocols. A structured telephone survey was administered across 10 Canadian provinces to 21 ENGOs that undertake water quality monitoring. This generated information about barriers and challenges of data sharing, commonly collected metrics, human resources, and perceptions of volunteer-collected data. Results are presented on an aggregate level and among different groups of respondents. Use of geomatics technology was not consistent among respondents, and we found no noteworthy differences between organizations that did and did not use GIS tools. About one third of respondents did not employ computerized systems (including databases and spreadsheets) to support data management, analysis, and sharing. Despite their advantage as a holistic water quality indicator, benthic macroinvertebrates (BMIs) were not widely employed in stream monitoring. Although

  7. Matching the unmet needs of cancer survivors to resources using a shared care model.

    PubMed

    Bazzell, Judy L; Spurlock, Amy; McBride, Marilyn

    2015-06-01

    A substantial number of cancer survivors have unmet needs affecting quality of life. The purpose of this project was to match the unmet needs of cancer survivors in three rural counties to available evidence-based interventions and resources that improve survivor quality of life using a shared care model. The modified Survivors Unmet Needs Survey (SUNS) was used to explore the unmet needs of 52 survivors in three domains: emotional health, access and continuity of care, and information. A comprehensive search for evidence-based interventions or other services available to these survivors was conducted. Finally, efforts were made to determine whether the use of a shared care delivery model of survivorship care might improve opportunities for survivors to connect with resources. Twenty-five percent of the rural survivors reported high or very high emotional health or access and continuity of care unmet needs. ANOVA results provide evidence that there is a difference between survivor years since diagnosis and access and continuity of care unmet needs. ANOVA results also found that there is a difference between survivor age and emotional unmet needs. Access to interventions and survivorship resources were found to be limited in these rural areas. Interventions or resources found to exist require technology access or substantial travel. In many cases, they were found to be simply out of reach for most rural survivors without assistance from care providers. The unmet needs of survivors can be determined and matched with resources that improve quality of life if providers collaborate through use of a shared care model.

  8. Corporate sustainability: the environmental design and human resource management interface in healthcare settings.

    PubMed

    Sadatsafavi, Hessam; Walewski, John

    2013-01-01

    Purpose of the Paper: The purpose of this study is to provide healthcare organizations with a new perspective for developing strategies to enrich their human resource capabilities and improve their performance outcomes. The focus of this study is on leveraging the synergy between organizational management strategies and environmental design interventions. This paper proposes a framework for linking the built environment with the human resource management system of healthcare organizations. The framework focuses on the impact of the built environment regarding job attitudes and behaviors of healthcare workers. Research from the disciplines of strategic human resource management, resource-based view of firms, evidence-based design, and green building are utilized to develop the framework. The positive influence of human resource practices on job attitudes and behaviors of employees is one mechanism to improve organizational performance outcomes. Organizational psychologists suggest that human resource practices are effective because they convey that the organization values employee contributions and cares about their well-being. Attention to employee socio-emotional needs can be reciprocated with higher levels of motivation and commitment toward the organization. In line with these findings, healthcare environmental studies imply that physical settings and features can have a positive influence on job attitudes and the behavior of caregivers by providing for their physical and socio-emotional needs. Adding the physical environment as a complementary resource to the array of human resource practices creates synergy in improving caregivers' job attitudes and behaviors and enhances the human capital of healthcare firms. Staff, evidence-based design, interdisciplinary, modeling, perceived organizational supportPreferred Citation: Sadatsafavi, H., & Walewski, J. (2013). Corporate sustainability: The environmental design and human resource management interface in

  9. Addressing basic resource needs to improve primary care quality: a community collaboration programme.

    PubMed

    Berkowitz, Seth A; Hulberg, A Catherine; Hong, Clemens; Stowell, Brian J; Tirozzi, Karen J; Traore, Carine Y; Atlas, Steven J

    2016-03-01

    Unmet basic resource needs, such as difficulty affording healthcare, medications, food and housing, may contribute to worse healthcare quality indicators, but interventions are hampered by lack of specific knowledge regarding the distribution of unmet basic resource needs and their association with priority clinical conditions and health service use patterns. Cross-sectional study of primary care patients in two urban academic practices from 1 October 2013 to 30 April 2014. Patients were screened for unmet needs and enrolled in a programme to link them with community resources. Key measures included patient report of unmet basic resource needs, clinical conditions prioritised by quality improvement programmes (hypertension, diabetes and depression), and health service use patterns such as frequent emergency department (ED) visits (>2 in the preceding year) and frequent clinic 'no-shows' (>1 in the preceding year). 416 patients with unmet needs were included, and compared with 2750 patients who did not report needs. The most common types of needs reported were: difficulties affording healthcare (46.5%), food (40.1%) and utilities (36.3%). Patients who reported unmet needs were more likely to have depression (17.8% vs 9.5%, p<0.0001), diabetes (32.7% vs 20.4%, p<0.0001), hypertension (54.3% vs 46.3%, p=0.002), be frequent ED users (11.3% vs 5.4%, p<0.0001), and have frequent 'no-shows' to clinic (21.6% vs 11.9%, p<0.0001). Difficulty affording healthcare and food are particularly common needs among patients with priority conditions. Strategies to identify and address unmet needs as part of routine care may be an important way to improve healthcare quality. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  10. Competition over Personal Resources Favors Contribution to Shared Resources in Human Groups

    PubMed Central

    Barker, Jessica L.; Barclay, Pat; Reeve, H. Kern

    2013-01-01

    Members of social groups face a trade-off between investing selfish effort for themselves and investing cooperative effort to produce a shared group resource. Many group resources are shared equitably: they may be intrinsically non-excludable public goods, such as vigilance against predators, or so large that there is little cost to sharing, such as cooperatively hunted big game. However, group members' personal resources, such as food hunted individually, may be monopolizable. In such cases, an individual may benefit by investing effort in taking others' personal resources, and in defending one's own resources against others. We use a game theoretic “tug-of-war” model to predict that when such competition over personal resources is possible, players will contribute more towards a group resource, and also obtain higher payoffs from doing so. We test and find support for these predictions in two laboratory economic games with humans, comparing people's investment decisions in games with and without the options to compete over personal resources or invest in a group resource. Our results help explain why people cooperatively contribute to group resources, suggest how a tragedy of the commons may be avoided, and highlight unifying features in the evolution of cooperation and competition in human and non-human societies. PMID:23520535

  11. Web Resources for Teaching about Human Rights

    ERIC Educational Resources Information Center

    Merryfield, Merry M.; Badang, Germain; Bragg, Christina; Kvasov, Aleksandr; Taylor, Nathan; Waliaula, Anne; Yamaguchi, Misato

    2012-01-01

    The study of human rights is inseparable from social studies. Beyond the basic political, economic, and social freedoms and rights spelled out in The Universal Declaration of Human Rights, hundreds of specialized topics have developed that demonstrate the complex nature of human rights in the twenty-first-century world--environmental exploitation…

  12. Web Resources for Teaching about Human Rights

    ERIC Educational Resources Information Center

    Merryfield, Merry M.; Badang, Germain; Bragg, Christina; Kvasov, Aleksandr; Taylor, Nathan; Waliaula, Anne; Yamaguchi, Misato

    2012-01-01

    The study of human rights is inseparable from social studies. Beyond the basic political, economic, and social freedoms and rights spelled out in The Universal Declaration of Human Rights, hundreds of specialized topics have developed that demonstrate the complex nature of human rights in the twenty-first-century world--environmental exploitation…

  13. A study of human resource competencies required to implement community rehabilitation in less resourced settings.

    PubMed

    Gilmore, Brynne; MacLachlan, Malcolm; McVeigh, Joanne; McClean, Chiedza; Carr, Stuart; Duttine, Antony; Mannan, Hasheem; McAuliffe, Eilish; Mji, Gubela; Eide, Arne H; Hem, Karl-Gerhard; Gupta, Neeru

    2017-09-22

    It is estimated that over one billion persons worldwide have some form of disability. However, there is lack of knowledge and prioritisation of how to serve the needs and provide opportunities for people with disabilities. The community-based rehabilitation (CBR) guidelines, with sufficient and sustained support, can assist in providing access to rehabilitation services, especially in less resourced settings with low resources for rehabilitation. In line with strengthening the implementation of the health-related CBR guidelines, this study aimed to determine what workforce characteristics at the community level enable quality rehabilitation services, with a focus primarily on less resourced settings. This was a two-phase review study using (1) a relevant literature review informed by realist synthesis methodology and (2) Delphi survey of the opinions of relevant stakeholders regarding the findings of the review. It focused on individuals (health professionals, lay health workers, community rehabilitation workers) providing services for persons with disabilities in less resourced settings. Thirty-three articles were included in this review. Three Delphi iterations with 19 participants were completed. Taken together, these produced 33 recommendations for developing health-related rehabilitation services. Several general principles for configuring the community rehabilitation workforce emerged: community-based initiatives can allow services to reach more vulnerable populations; the need for supportive and structured supervision at the facility level; core skills likely include case management, social protection, monitoring and record keeping, counselling skills and mechanisms for referral; community ownership; training in CBR matrix and advocacy; a tiered/teamwork system of service delivery; and training should take a rights-based approach, include practical components, and involve persons with disabilities in the delivery and planning. This research can contribute to

  14. Scoping study of integrated resource planning needs in the public utility sector

    SciTech Connect

    Garrick, C J; Garrick, J M; Rue, D R

    1993-06-01

    Integrated resource planning (IRP) is an approach to utility resource planning that integrates the evaluation of supply- and demand-site options for providing energy services at the least cost. Many utilities practice IRP; however, most studies about IRP focus on investor-owned utilities (IOUs). This scoping study investigates the IRP activities and needs of public utilities (not-for-profit utilities, including federal, state, municipal, and cooperative utilities). This study (1) profiles IRP-related characteristics of the public utility sector, (2) articulates the needs of public utilities in understanding and implementing IRP, and (3) identifies strategies to advance IRP principles in public utility planning.

  15. Advanced Video Analysis Needs for Human Performance Evaluation

    NASA Technical Reports Server (NTRS)

    Campbell, Paul D.

    1994-01-01

    Evaluators of human task performance in space missions make use of video as a primary source of data. Extraction of relevant human performance information from video is often a labor-intensive process requiring a large amount of time on the part of the evaluator. Based on the experiences of several human performance evaluators, needs were defined for advanced tools which could aid in the analysis of video data from space missions. Such tools should increase the efficiency with which useful information is retrieved from large quantities of raw video. They should also provide the evaluator with new analytical functions which are not present in currently used methods. Video analysis tools based on the needs defined by this study would also have uses in U.S. industry and education. Evaluation of human performance from video data can be a valuable technique in many industrial and institutional settings where humans are involved in operational systems and processes.

  16. Advanced Video Analysis Needs for Human Performance Evaluation

    NASA Technical Reports Server (NTRS)

    Campbell, Paul D.

    1994-01-01

    Evaluators of human task performance in space missions make use of video as a primary source of data. Extraction of relevant human performance information from video is often a labor-intensive process requiring a large amount of time on the part of the evaluator. Based on the experiences of several human performance evaluators, needs were defined for advanced tools which could aid in the analysis of video data from space missions. Such tools should increase the efficiency with which useful information is retrieved from large quantities of raw video. They should also provide the evaluator with new analytical functions which are not present in currently used methods. Video analysis tools based on the needs defined by this study would also have uses in U.S. industry and education. Evaluation of human performance from video data can be a valuable technique in many industrial and institutional settings where humans are involved in operational systems and processes.

  17. The stroke caregiver unmet resource needs scale: development and psychometric testing.

    PubMed

    King, Rosemarie B; Hartke, Robert J; Lee, Jungwha; Raad, Jason

    2013-12-01

    The purposes of this study were to develop and validate a measure of unmet resource needs of the caregivers of survivors of stroke and to describe the caregivers' unmet needs during 1 year. A longitudinal, descriptive design was used to test the reliability and validity of the Unmet Resource Needs (URN) measure. Item development was based on literature review and preliminary study findings. A stress and coping conceptual model framed the hypotheses. Psychometric testing was based on 6-month postdischarge data (n = 166). Content and structural construct validity, internal consistency reliability through 1 year, and concurrent validity were tested. Change in URN over time was examined. Content validity was supported by floor and ceiling effects less than 5%. Principal axis factoring yielded a 12-item, two-factor solution reflecting general and technology unmet needs. Internal consistency reliability was satisfactory for the total scale and subscales at all times, excepting the baseline three-item technology scale (α = .56). Concurrent validity was supported by significant correlations with model constructs (threat, positive problem solving, depression, preparedness; p < .01) in the expected direction. Functional status and resource use were not associated with the URN. Repeated measures analysis of variance (n = 123) indicated a significant decrease in unmet needs from baseline to 3, 6, and 12 months postdischarge (p < .001). Nevertheless, 42% reported one or more unmet needs at year 1. Assessment and counseling on unmet needs is indicated throughout the caregiving trajectory to reduce negative outcomes.

  18. Ethnic Minority Human Resourcs in Psychology Directory.

    ERIC Educational Resources Information Center

    Olmedo, Esteban L., Comp.; And Others

    Minority members of the American Psychological Association (APA) who have expressed a desire to serve as professional resources are listed in this directory. Individuals are identified under one of four broad categories of ethnic minority groups: American Indian/Alaska Native, Asian/Pacific American, Black/Afro American, and Hispanic. Within each…

  19. Education and Human Resources Sector Assessment Manual.

    ERIC Educational Resources Information Center

    Pigozzi, Mary Joy; Cieutat, Victor J.

    This manual endorses and adopts the sector-assessment approach for planning and managing the allocation of educational resources. Chapter 1 presents the manual's goals. Chapter 2 describes the manual's content and information sources, explains the term "sector assessment," identifies the groups that benefit from recommendations made by…

  20. Human Spaceflight Technology Needs - A Foundation for JSC's Technology Strategy

    NASA Technical Reports Server (NTRS)

    Stecklein, Jonette M.

    2013-01-01

    Human space exploration has always been heavily influenced by goals to achieve a specific mission on a specific schedule. This approach drove rapid technology development, the rapidity of which adds risks as well as provides a major driver for costs and cost uncertainty. The National Aeronautics and Space Administration (NASA) is now approaching the extension of human presence throughout the solar system by balancing a proactive yet less schedule-driven development of technology with opportunistic scheduling of missions as the needed technologies are realized. This approach should provide cost effective, low risk technology development that will enable efficient and effective manned spaceflight missions. As a first step, the NASA Human Spaceflight Architecture Team (HAT) has identified a suite of critical technologies needed to support future manned missions across a range of destinations, including in cis-lunar space, near earth asteroid visits, lunar exploration, Mars moons, and Mars exploration. The challenge now is to develop a strategy and plan for technology development that efficiently enables these missions over a reasonable time period, without increasing technology development costs unnecessarily due to schedule pressure, and subsequently mitigating development and mission risks. NASA's Johnson Space Center (JSC), as the nation s primary center for human exploration, is addressing this challenge through an innovative approach in allocating Internal Research and Development funding to projects. The HAT Technology Needs (TechNeeds) Database has been developed to correlate across critical technologies and the NASA Office of Chief Technologist Technology Area Breakdown Structure (TABS). The TechNeeds Database illuminates that many critical technologies may support a single technical capability gap, that many HAT technology needs may map to a single TABS technology discipline, and that a single HAT technology need may map to multiple TABS technology

  1. Library and Information Resources and Users of Digital Resources in the Humanities

    ERIC Educational Resources Information Center

    Warwick, Claire; Terras, Melissa; Galina, Isabel; Huntington, Paul; Pappa, Nikoleta

    2008-01-01

    Purpose: The purpose of this article is to discuss the results of the Log Analysis of Internet Resources in the Arts and Humanities (LAIRAH) study. It aims to concentrate upon the use and importance of information resources, physical research centres and digital finding aids in scholarly research. Design/methodology/approach: Results are presented…

  2. Resources that Make You Generous: Effects of Social and Human Resources on Charitable Giving

    ERIC Educational Resources Information Center

    Wiepking, Pamala; Maas, Ineke

    2009-01-01

    In this study we examine whether and why human and social resources increase charitable giving. Using the Giving in The Netherlands Panel Study 2003, we find that people with more extended networks and higher education are more generous. However, these effects can be completely explained by financial resources, church attendance, requests for…

  3. Resources that Make You Generous: Effects of Social and Human Resources on Charitable Giving

    ERIC Educational Resources Information Center

    Wiepking, Pamala; Maas, Ineke

    2009-01-01

    In this study we examine whether and why human and social resources increase charitable giving. Using the Giving in The Netherlands Panel Study 2003, we find that people with more extended networks and higher education are more generous. However, these effects can be completely explained by financial resources, church attendance, requests for…

  4. Managing Nicaraguan Water Resources Definition and Relative Importance of Information Needs

    SciTech Connect

    Engi, D.; Guillen, S.M.; Vammen, K.

    1999-01-01

    This report provides an overview of the results of the Vital the Nicaraguan Water Resources Management Initiative, Issues process as implemented for a collaborative effort between the Nicaraguan Ministry of Environment and Natural Resources and Sandia National Laboratories. This initiative is being developed to assist in the development of an efficient and sustainable water resources management system for Nicamgua. The Vital Issues process was used to provide information for developing a project that will develop and implement an advanced information system for managing Nicaragua's water resources. Three Vital Issues panel meetings were convened to 1) develop a mission statement and evaluation criteria for identifying and ranking the issues vital to water resources management in Nicaragua 2) define and rank the vital issues; and 3) identify a preliminary list of information needed to address the vital issues. The selection of panelists from the four basic institutional perspectives- government, industiy, academe, and citizens' groups (through nongovernmental organizations (NGOs))-ensured a high level of stakeholder representation on the panels. The already existing need for a water resource management information system has been magnified in the aftemnath of Hurricane Mitch. This information system would be beneficial for an early warning system in emergencies, and the modeling and simulation capabilities of the system would allow for advanced planning. Additionally, the outreach program will provide education to help Nicaraguan improve their water hygiene practices.

  5. The Geography of Need: Identifying Human Service Needs in Rural America

    ERIC Educational Resources Information Center

    Heflin, Colleen; Miller, Kathleen

    2012-01-01

    Given the recent economic crisis and the accompanying funding cuts across social service programs, it is helpful to observe the geographic distribution of demographic characteristics and economic conditions that together create a human service needs profile. The authors provide a conceptual framework for a systematic analysis of county…

  6. The Geography of Need: Identifying Human Service Needs in Rural America

    ERIC Educational Resources Information Center

    Heflin, Colleen; Miller, Kathleen

    2012-01-01

    Given the recent economic crisis and the accompanying funding cuts across social service programs, it is helpful to observe the geographic distribution of demographic characteristics and economic conditions that together create a human service needs profile. The authors provide a conceptual framework for a systematic analysis of county…

  7. Technology-Related Research in Academy of Human Resource Development (AHRD) Publications: A Review between 2000 and 2004

    ERIC Educational Resources Information Center

    Githens, Rod P.; Dirani, Khalil; Gitonga, Jacqueline; Teng, Ya-Ting; Benson, Angela D.

    2006-01-01

    The growth of technology has influenced human resource development (HRD) practitioners to embrace technology for both training and non-training interventions. This study examined technology-related articles in Academy of Human Resource Development (AHRD) publications in order to understand what these articles address and the future needs of…

  8. Human Genetics: Educational Resources for the Classroom.

    ERIC Educational Resources Information Center

    Greendale, Karen; And Others

    1982-01-01

    Potential sources of information and assistance on human genetics are identified, including a brief description of the National Clearinghouse for Human Genetic Diseases, genetic service centers, voluntary groups, state programs, commercial procedures, workshops, speakers, curriculum development aids, and general references. (DC)

  9. Human Genetics: Educational Resources for the Classroom.

    ERIC Educational Resources Information Center

    Greendale, Karen; And Others

    1982-01-01

    Potential sources of information and assistance on human genetics are identified, including a brief description of the National Clearinghouse for Human Genetic Diseases, genetic service centers, voluntary groups, state programs, commercial procedures, workshops, speakers, curriculum development aids, and general references. (DC)

  10. Managing job stress in nursing: what kind of resources do we need?

    PubMed

    van den Tooren, Marieke; de Jonge, Jan

    2008-07-01

    This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several researchers have proposed that job resources moderate the relationship between job demands and job-related outcomes, particularly when there is a match between the type of demands, resources, and outcomes. Based on the Demand-Induced Strain Compensation Model, cross-sectional survey data were collected between November 2006 and February 2007 by a paper-and-pencil questionnaire. The final sample consisted of 69 nurses from a Dutch nursing home (response rate 59.4%). Data were analyzed by hierarchical regression analyses. High physical demands had adverse effects on both physical complaints and emotional exhaustion (i.e. burnout), unless employees had high physical resources. A similar pattern was found for high physical demands and emotional resources in predicting emotional exhaustion. The likelihood of finding theoretically-valid moderating effects was related to the degree of match between demands, resources, and outcomes. Job resources do not randomly moderate the relationship between job demands and job-related outcomes. Both physical and emotional resources seem to be important stress buffers for human service employees such as nurses, and their moderating effects underline the importance of specific job resources in healthcare work. Job redesign in nursing homes should therefore primarily focus on matching job resources to job demands in order to diminish poor health and ill-being.

  11. Revitalizing Society: Practicing Human Resource Development through the Lifespan.

    ERIC Educational Resources Information Center

    Carter, Phillip Dean

    1988-01-01

    It is time to practice sound principles of human resources development in learning environments and to promote a cooperative, creative, collaboative, and participative leadership style in education as well as in industry, business, and government. (JOW)

  12. The Role of Business Programs in Human Resource Development.

    ERIC Educational Resources Information Center

    Yaney, Joseph P.

    1981-01-01

    Explains the changes in graduate business education as they relate to human resource development (HRD) and suggests that the HRD specialist can achieve professional growth through accounting, finance, economics, marketing, statistics, management theory training, and practical internships. (MER)

  13. The Role of Business Programs in Human Resource Development.

    ERIC Educational Resources Information Center

    Yaney, Joseph P.

    1981-01-01

    Explains the changes in graduate business education as they relate to human resource development (HRD) and suggests that the HRD specialist can achieve professional growth through accounting, finance, economics, marketing, statistics, management theory training, and practical internships. (MER)

  14. Strategic Business Planning and Human Resources: Part I.

    ERIC Educational Resources Information Center

    Smith, Eddie C.

    1982-01-01

    The maturity of a business is strategically important because an organization's characteristics change as it ages. Similarly, elements of the human resource program (compensation, benefits, staff development, etc.) also change as the business matures. (SK)

  15. Human Resource Management in Library and Information Services.

    ERIC Educational Resources Information Center

    Line, Maurice B.; Kinnell, Margaret

    1993-01-01

    Discussion of human resource management focuses on academic libraries. Topics addressed include the influence of information technology; strategic planning; equal opportunities; recruitment; staff appraisal; quality of working life; motivation; job satisfaction; participative management; leadership; burnout; conflict; organizational structures;…

  16. HRIS: Introduction to Tomorrow's System for Managing Human Resources

    ERIC Educational Resources Information Center

    Hyde, Albert C.; Shafritz, Jay M.

    1977-01-01

    Reports on the U.S. State Department's experiment with a new concept in management information systems for personnel resources--the Human Resources Information Systems (HRIS). Suggests that the HRIS approach may meet public executives' demands for accurate, rapid, responsive, and flexible information systems. (Author/JG)

  17. Emotional Intelligence Research within Human Resource Development Scholarship

    ERIC Educational Resources Information Center

    Farnia, Forouzan; Nafukho, Fredrick Muyia

    2016-01-01

    Purpose: The purpose of this study is to review and synthesize pertinent emotional intelligence (EI) research within the human resource development (HRD) scholarship. Design/methodology/approach: An integrative review of literature was conducted and multiple electronic databases were searched to find the relevant resources. Using the content…

  18. Emotional Intelligence Research within Human Resource Development Scholarship

    ERIC Educational Resources Information Center

    Farnia, Forouzan; Nafukho, Fredrick Muyia

    2016-01-01

    Purpose: The purpose of this study is to review and synthesize pertinent emotional intelligence (EI) research within the human resource development (HRD) scholarship. Design/methodology/approach: An integrative review of literature was conducted and multiple electronic databases were searched to find the relevant resources. Using the content…

  19. Volunteer Middle Managers: Human Resources That Extend Programmatic Outreach

    ERIC Educational Resources Information Center

    Cassill, Heather; Culp, Ken, III; Hettmansperger, Jay; Stillwell, Marla; Sublet, Amanda

    2012-01-01

    Extension professionals must be able to give volunteers programmatic ownership, resources, and the education needed to complete tasks. However, resources such as time and money are limited, especially in economic downtimes, making it even more necessary to look at creative ways to bridge the gap between what programs and services can and should be…

  20. Gaps in Social Support Resources in Later Life: An Adaptational Challenge in Need of Further Research.

    PubMed

    Rook, Karen S

    2009-02-01

    Gaps in social support resources in later life may arise when older adults lose social network members due to illness, death, or residential relocation. Gaps also may arise when social networks remain intact but are not well suited to meet older adults' intensifying support needs, such as needs for extended or highly personal instrumental support. Significant gaps in support resources are likely to require adaptive responses by older adults. This discussion highlights theoretical perspectives and illustrates empirical findings regarding the nature and effectiveness of older adults' responses to gaps in their social support resources. The literature examining these issues is relatively small and, as a result, is ripe for further development. Promising directions for future research are suggested.

  1. All Students Being Equal: Help Your Special Needs Students Using These Resources

    ERIC Educational Resources Information Center

    Hopkins, Janet

    2006-01-01

    Assistive technologies (AT) give special needs students the ability to access computer resources. AT can be life-changing for kids with significant communication, mobility, literacy, visual, and hearing challenges. But implementing AT in schools is a complex issue. There are various categories of commercial and open-source products, each with…

  2. Balancing Needs and Resources. The Association for Institutional Research Annual Forum Proceedings No. 1.

    ERIC Educational Resources Information Center

    Staskey, Paul J., Ed.

    The abbreviated proceedings of the 18th Annual Forum of the Association for Institutional Research on balancing needs and resources are presented. Three of the five major addresses are presented in their entirety; the other two are summarized. The invited general session addresses included: "Talent for the 1980's" (Russell Edgerton); "If You Don't…

  3. Conducting a Community Audit: Assessing the Workforce Development Needs and Resources of Your Community.

    ERIC Educational Resources Information Center

    2000

    This document details the purposes and principles of community audits and presents guidelines for designing and conducting a community audit to assess a local community's workforce development needs and resources. Section 1 presents an overview of the U.S. Department of Labor's Community Audit Project and explains the following key steps in…

  4. Balancing Needs and Resources. The Association for Institutional Research Annual Forum Proceedings No. 1.

    ERIC Educational Resources Information Center

    Staskey, Paul J., Ed.

    The abbreviated proceedings of the 18th Annual Forum of the Association for Institutional Research on balancing needs and resources are presented. Three of the five major addresses are presented in their entirety; the other two are summarized. The invited general session addresses included: "Talent for the 1980's" (Russell Edgerton); "If You Don't…

  5. The Future Fiscal Needs of Ontario's College System: Total Resource Development and Strategic Philanthropy

    ERIC Educational Resources Information Center

    Gouveia, Cindy

    2014-01-01

    This paper discusses the idea that for Ontario's colleges to meet the intentions and legal requirements of their original mandates, they will need to consider extending the scope of their advancement departments to implement key components of both the Total Resource Development Model (Worth, 2002, ascited by Barrette, 2013) and the Strategic…

  6. 76 FR 34684 - Offshore Renewable Energy; Public Meeting on Information Needs for Resource Assessment and Design...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-06-14

    ... of Energy Efficiency and Renewable Energy Offshore Renewable Energy; Public Meeting on Information Needs for Resource Assessment and Design Conditions AGENCY: Office of Energy Efficiency and Renewable... meteorological and oceanographic information to support cost-effective deployment of offshore renewable energy...

  7. Redistribution and Financing Schools in England under Labour: Are Resources Going where Needs Are Greatest?

    ERIC Educational Resources Information Center

    West, Anne

    2009-01-01

    This article explores the policy changes made by the Labour government to the recurrent funding of school-based education in England, focusing in particular on the allocation of resources to meet the needs of disadvantaged pupils. Expenditure on education and, in particular, on schools has increased since 1997. However, while there have been two…

  8. Service, Resource and Training Needs of American Indian Vocational Rehabilitation Projects.

    ERIC Educational Resources Information Center

    Lonetree, Georgia L.

    This study sought to identify resources available and training/technical assistance needs of personnel employed by projects serving American Indians and Alaska Natives under the provisions of Section 130 of the Rehabilitation Act. Section 130 authorizes funding of vocational rehabilitation service grants to the governing bodies of Indian tribes on…

  9. Using Electronic Information Resources Centers by Faculty Members at University Education: Competencies, Needs and Challenges

    ERIC Educational Resources Information Center

    Abouelenein, Yousri

    2017-01-01

    This study aimed at investigating the factual situation of electronic information resources centers to faculty members at university education. Competencies that faculty members should possess regarding this issue were determined. Also their needs for (scientific research skills and teaching) were assessed. In addition, problems that hinder their…

  10. Human resources for refraction services in Central Nepal.

    PubMed

    Kandel, Himal; Murthy, G V S; Bascaran, Covadonga

    2015-07-01

    Uncorrected refractive error is a public health problem globally and in Nepal. Planning of refraction services is hampered by a paucity of data. This study was conducted to determine availability and distribution of human resources for refraction, their efficiency, the type and extent of their training; the current service provision of refraction services and the unmet need in human resources for refraction in Central Nepal. This was a descriptive cross-sectional study. All refraction facilities in the Central Region were identified through an Internet search and interviews of key informants from the professional bodies and parent organisations of primary eye centres. A stratified simple random sampling technique was used to select 50 per cent of refraction facilities. The selected facilities were visited for primary data collection. Face-to-face interviews were conducted with the managers and the refractionists available in the facilities using a semi-structured questionnaire. Data was collected in 29 centres. All the managers (n=29; response rate 100 per cent) and 50 refractionists (Response rate 65.8 per cent) were interviewed. Optometrists and ophthalmic assistants were the main providers of refraction services (n=70, 92.11 per cent). They were unevenly distributed across the region, highly concentrated around urban areas. The median number of refractions per refractionist per year was 3,600 (IQR: 2,400 - 6,000). Interviewed refractionists stated that clients' knowledge, attitude and practice related factors such as lack of awareness of the need for refraction services and/or availability of existing services were the major barriers to the output of refraction services. The total number of refractions carried out in the Central Region per year was 653,176. An additional 170 refractionists would be needed to meet the unmet need of 1,323,234 refractions. The study findings demand a major effort to develop appropriately trained personnel when planning

  11. The quest for One Health: human resource training aspects.

    PubMed

    Kiwara, Angwara; Semakafu, Ave-Maria; Frumence, Gasto

    2014-04-23

    Appropriately trained Human Resources for Health (HRH) are key inputs into One Health. '… more than 50% of all infectious diseases of humans originate from animals and that, of the emerging diseases about 75% could be traced back to animal origin' (Rweyemamu et al. 2006). A comprehensive understanding of the social determinants of health, through an appropriate training model for HRH, is a key input. This study aimed to explore if human and veterinary medical schools were using such a model or providing time for this model in their curricula. Specific objectives were to: determine the time that human and veterinary medical schools' curricula provide for subjects or courses related to the social determinants of health; analyse the curricula contents to establish how they relate to the social determinants of health; and explore how a bio-medical model may influence the graduates' understanding and practice of One Health. A review of human and veterinary graduate-level medical schools' curricula in East Africa was performed in April 2013 and May 2013. The findings were: in the curricula, SDH contents for knowledge enhancement about One Health are minimal and that teaching is Germ Theory model-driven and partisan. Out of the total training time for physicians and veterinarians, less than 10% was provided for the social determinants of health-related courses. In conclusion, the curricula and training times provided are inadequate for graduates to fully understand the social determinants of health and their role in One Health. Furthermore, the Germ Theory model that has been adopted addresses secondary causes and is inappropriate. There is a need for more in-depth model. This article suggests that a vicious cycle of ill-health model must be taught.

  12. Developmental Leadership: A Human Resource Development Project.

    DTIC Science & Technology

    1982-12-11

    organization as a useful, productive, respected and worthy being. His self - esteem goes up, fostering more pride in his future performance of work. In essence...Training on Leader- ship Orientation, Values, and Self -Image." Speech Teacher 23 (September 1974):197-205. 14 The study was undertaken to provide some...technique does not greatly affect one’s self -image or values. Identifying and Utilizing Management Resources Effectively. Leavenworth: A Report on the Region

  13. Evaluating Programs That Promote Climate and Energy Education-Meeting Teacher Needs for Online Resources

    NASA Astrophysics Data System (ADS)

    Lynds, S. E.; Buhr, S. M.

    2011-12-01

    The Climate Literacy and Energy Awareness Network (CLEAN) Pathway, is a National Science Digital Library (NSDL) Pathways project that was begun in 2010. The main goal of CLEAN is to generate a reviewed collection of educational resources that are aligned with the Essential Principles of Climate Science (EPCS). Another goal of the project is to support a community that will assist students, teachers, and citizens in climate literacy. A complementary program begun in 2010 is the ICEE (Inspiring Climate Education Excellence) program, which is developing online modules and courses designed around the climate literacy principles for use by teachers and other interested citizens. In these projects, we learn about teacher needs through a variety of evaluation mechanisms. The programs use evaluation to assist in the process of providing easy access to high quality climate and energy learning resources that meet classroom requirements. The internal evaluation of the CLEAN program is multidimensional. At the CLEAN resource review camps, teachers and scientists work together in small groups to assess the value of online resources for use in the classroom. The review camps are evaluated using observation and feedback surveys; the resulting evaluation reports provide information to managers to fine-tune future camps. In this way, a model for effective climate resource development meetings has been refined. Evaluation methods used in ICEE and CLEAN include teacher needs assessment surveys, teacher feedback at professional development opportunities, scientist feedback at resource review workshops, and regular analysis of online usage of resources, forums, and education modules. This paper will review the most successful strategies for evaluating the effectiveness of online climate and energy education resources and their use by educators and the general public.

  14. The human resource crisis in neuro-ophthalmology.

    PubMed

    Frohman, Larry P

    2008-09-01

    Neuro-ophthalmology is facing a serious human resource issue. Few are entering the subspecialty, which is perceived as being poorly compensated compared with other subspecialties of ophthalmology. The low compensation comes from the fact that 1) non-procedural encounters remain undervalued, 2) efforts that benefit other medical specialists are not counted, and 3) the relatively low expenses of neuro-ophthalmologists are not factored into compensation formulas. Mission-based budgeting, which forces academic departments to be financially accountable without the expectation of fiscal relief from medical schools or practice plans, has exacerbated the compensation issue. Solutions must come from within neuro-ophthalmology, academic departments, medical schools, and medical practice plans. They include 1) providing educational resources so that neuro-ophthalmologists need not spend so much time teaching the basics, 2) factoring into compensation the impact of neuro-ophthalmologists in teaching and on revenue generation by procedure-based specialists, 3) improving the efficiency of neuro-ophthalmologists in their consultative practices by providing ample clerical support and other measures, 4) providing contractual salary compensation by departments such as neurosurgery to recognize the contributions made by neuro-ophthalmologists, and 5) reorganizing the academic clinical effort as multidisciplinary rather than departmental.

  15. Sustainable Human Presence on the Moon using In Situ Resources

    NASA Technical Reports Server (NTRS)

    McLemore, Carol A.; Fikes, John C.; McCarley, Kevin S.; Darby, Charles A.; Curreri, Peter A.; Kennedy, James P.; Good, James E.; Gilley, Scott D.

    2008-01-01

    New capabilities, technologies and infrastructure must be developed to enable a sustained human presence on the moon and beyond. The key to having this permanent presence is the utilization of in situ resources. To this end, NASA is investigating how in situ resources can be utilized to improve mission success by reducing up-mass, improving safety, reducing risk, and bringing down costs for the overall mission. To ensure that this capability is available when needed, technology development is required now. NASA/Marshall Space Flight Center (MSFC) is supporting this endeavor, along with other NASA centers, by exploring how lunar regolith can be mined for uses such as construction, life support, propulsion, power, and fabrication. Efforts at MSFC include development of lunar regolith simulant for hardware testing and development, extraction of oxygen and other materials from the lunar regolith, production of parts and tools on the moon from local materials or from provisioned feedstocks, and capabilities to show that produced parts are "ready for use". This paper discusses the lunar regolith, how the regolith is being replicated in the development of simulants and possible uses of the regolith.

  16. The Need to Communicate: Fighting Human Trafficking in Vietnam

    DTIC Science & Technology

    2014-06-01

    Kneebone and Julie Debeljak, Transnational Crime and Human Rights: Responses to Human Trafficking in the Greater Mekong Subregion ( Milton Park...fighting this crime. SPEAKING THE SAME LANGUAGE : THE NEED FOR COMMON ASSESSMENT CRITERIA, DEFINITIONS AND LAW Scholars and leaders agree that there is...cooperate, and face many challenges to include language requirements, diplomatic barriers and a lack of common understanding of the legal mechanisms that

  17. [Human resources for health in Ecuador's new model of care].

    PubMed

    Espinosa, Verónica; de la Torre, Daniel; Acuña, Cecilia; Cadena, Cristina

    2017-06-08

    Describe strategies implemented by Ecuador's Ministry of Public Health (MPH) to strengthen human resources for health leadership and respond to the new model of care, as a part of the reform process in the period 2012-2015. A documentary review was carried out of primary and secondary sources on development of human resources for health before and after the reform. In the study period, Ecuador developed a new institutional and regulatory framework for developing human resources for health to respond to the requirements of a model of care based on primary health care. The MPH consolidated its steering role by forging strategic partnerships, implementing human resources planning methods, and making an unprecedented investment in health worker training, hiring, and wage increases. These elements constitute the initial core for development of human resources for health policy and a health-services study program consistent with the reform's objectives. Within the framework of the reform carried out from 2012 to 2015, intersectoral work by the MPH has led to considerable achievements in development of human resources for health. Notable achievements include strengthening of the steering role, development and implementation of standards and regulatory instruments, creation of new professional profiles, and hiring of professionals to implement the comprehensive health care model, which helped to solve problems carried over from the years prior to the reform.

  18. [Management of human resources, materials, and organization processes in radioprotection].

    PubMed

    Coppola, V

    1999-06-01

    The radiologist must learn to face daily management responsibilities and therefore he/she needs the relevant knowledge. Aside from the mechanisms of management accounting, which differ only slightly from similar analysis methods used in other centers, the managing radiologist (the person in charge) is directly responsible for planning, organizing, coordinating and controlling radiation protection, a major discipline characterizing diagnostic imaging. We will provide some practical management hints, keeping in mind that radiation protection must not be considered a simple (or annoying) technical task, but rather an extraordinary positive element for the radiologist's cultural differentiation and professional identity. The managing radiologist can use the theory and practice of management techniques successfully applied in business, customizing them to the ethics and economics of health care. Meeting the users' needs must obviously prevail on balancing the budget from both a logical and an accounting viewpoints, since non-profit organizations are involved. In radiological practice, distinguishing the management of human from structural resources (direct funding is not presently available) permits to use internal benchmarking for the former and controlled acquisition and planned replacement of technologies in the latter, obviously after evaluation of specific indicators and according to the relevant laws and technical guidelines. Managing human resources means safeguarding the patient, the operator and the population, which can be achieved or improved using benchmarking in a diagnostic imaging department. The references for best practice will be set per tabulas based on the relevant laws and (inter)national guidelines. The physical-technical and bureaucratic-administrative factors involved will be considered as process indices to evaluate the gap from normal standards. Among the different elements involved in managing structural resources, the appropriate acquisition

  19. Regional Collaborative Approach for Biotechnological Human Resource Development

    NASA Astrophysics Data System (ADS)

    Iwahara, Masayoshi

    Since more than 20 years ago, we had been discussed and researched between regional collaboration how to use the biomass generated by food industries (and how to promote the reuse) and the value addition of food recyclable resources. Accordingly, we collaborated mainly with Biotechnological Research Development Association and promoted the project for biotechnological human resource development. In order to realize such project, the followings were proposed : the human resource development programs, skill standards, curricula, practices, and estimations. As a result, it is recognized that our trials and practices brought educational effects for not only graduate school students but also working engineers, and that these programs must be conducted for continuing development.

  20. Human Factors in Training - Space Flight Resource Management Training

    NASA Technical Reports Server (NTRS)

    Bryne, Vicky; Connell, Erin; Barshi, Immanuel; Arsintescu, L.

    2009-01-01

    Accidents and incidents show that high workload-induced stress and poor teamwork skills lead to performance decrements and errors. Research on teamwork shows that effective teams are able to adapt to stressful situations, and to reduce workload by using successful strategies for communication and decision making, and through dynamic redistribution of tasks among team members. Furthermore, superior teams are able to recognize signs and symptoms of workload-induced stress early, and to adapt their coordination and communication strategies to the high workload, or stress conditions. Mission Control Center (MCC) teams often face demanding situations in which they must operate as an effective team to solve problems with crew and vehicle during onorbit operations. To be successful as a team, flight controllers (FCers) must learn effective teamwork strategies. Such strategies are the focus of Space Flight Resource Management (SFRM) training. SFRM training in MOD has been structured to include some classroom presentations of basic concepts and case studies, with the assumption that skill development happens in mission simulation. Integrated mission simulations do provide excellent opportunities for FCers to practice teamwork, but also require extensive technical knowledge of vehicle systems, mission operations, and crew actions. Such technical knowledge requires lengthy training. When SFRM training is relegated to integrated simulations, FCers can only practice SFRM after they have already mastered the technical knowledge necessary for these simulations. Given the centrality of teamwork to the success of MCC, holding SFRM training till late in the flow is inefficient. But to be able to train SFRM earlier in the flow, the training cannot rely on extensive mission-specific technical knowledge. Hence, the need for a generic SFRM training framework that would allow FCers to develop basic teamwork skills which are mission relevant, but without the required mission knowledge

  1. Human Factors in Training - Space Flight Resource Management Training

    NASA Technical Reports Server (NTRS)

    Bryne, Vicky; Connell, Erin; Barshi, Immanuel; Arsintescu, L.

    2009-01-01

    Accidents and incidents show that high workload-induced stress and poor teamwork skills lead to performance decrements and errors. Research on teamwork shows that effective teams are able to adapt to stressful situations, and to reduce workload by using successful strategies for communication and decision making, and through dynamic redistribution of tasks among team members. Furthermore, superior teams are able to recognize signs and symptoms of workload-induced stress early, and to adapt their coordination and communication strategies to the high workload, or stress conditions. Mission Control Center (MCC) teams often face demanding situations in which they must operate as an effective team to solve problems with crew and vehicle during onorbit operations. To be successful as a team, flight controllers (FCers) must learn effective teamwork strategies. Such strategies are the focus of Space Flight Resource Management (SFRM) training. SFRM training in MOD has been structured to include some classroom presentations of basic concepts and case studies, with the assumption that skill development happens in mission simulation. Integrated mission simulations do provide excellent opportunities for FCers to practice teamwork, but also require extensive technical knowledge of vehicle systems, mission operations, and crew actions. Such technical knowledge requires lengthy training. When SFRM training is relegated to integrated simulations, FCers can only practice SFRM after they have already mastered the technical knowledge necessary for these simulations. Given the centrality of teamwork to the success of MCC, holding SFRM training till late in the flow is inefficient. But to be able to train SFRM earlier in the flow, the training cannot rely on extensive mission-specific technical knowledge. Hence, the need for a generic SFRM training framework that would allow FCers to develop basic teamwork skills which are mission relevant, but without the required mission knowledge

  2. The resources of Mars for human settlement

    NASA Technical Reports Server (NTRS)

    Meyer, Thomas R.; Mckay, Christopher P.

    1989-01-01

    Spacecraft exploration of Marshas shown that the essential resources necessary for life support are present on the Martian surface. The key life-support compounds O2, N2, and H2O are available on Mars. The soil could be used as radiation shielding and could provide many useful industrial and construction materials. Compounds with high chemical energy, such as rocket fuels, can be manufactured in-situ on Mars. Solar power, and possibly wind power, are available and practical on Mars. Preliminary engineering studies indicate that fairly autonomous processes can be designed to extract and stockpile Martian consumables.

  3. The resources of Mars for human settlement

    NASA Technical Reports Server (NTRS)

    Meyer, Thomas R.; Mckay, Christopher P.

    1989-01-01

    Spacecraft exploration of Marshas shown that the essential resources necessary for life support are present on the Martian surface. The key life-support compounds O2, N2, and H2O are available on Mars. The soil could be used as radiation shielding and could provide many useful industrial and construction materials. Compounds with high chemical energy, such as rocket fuels, can be manufactured in-situ on Mars. Solar power, and possibly wind power, are available and practical on Mars. Preliminary engineering studies indicate that fairly autonomous processes can be designed to extract and stockpile Martian consumables.

  4. The resources of Mars for human settlement

    NASA Astrophysics Data System (ADS)

    Meyer, T. R.; McKay, C. P.

    1989-04-01

    Spacecraft exploration of Marshas shown that the essential resources necessary for life support are present on the Martian surface. The key life-support compounds O2, N2, and H2O are available on Mars. The soil could be used as radiation shielding and could provide many useful industrial and construction materials. Compounds with high chemical energy, such as rocket fuels, can be manufactured in-situ on Mars. Solar power, and possibly wind power, are available and practical on Mars. Preliminary engineering studies indicate that fairly autonomous processes can be designed to extract and stockpile Martian consumables.

  5. The Needs and Resources of Drug Information at Community Pharmacies in Gondar Town, Northwest Ethiopia

    PubMed Central

    Birarra, Mequanent Kassa

    2017-01-01

    Background Community pharmacists are in a key position to provide information on drugs and thus promote the rational use of drugs. Objectives The present study was designed to determine the needs and resources of drug information in community pharmacies. Methods A prospective institution based cross-sectional study was carried out and data were collected on 48 community pharmacists in Gondar, Northwest Ethiopia, using interviewer administered structured questionnaire. Results Almost all pharmacists (N = 47, 97.9%) often receive drug related queries and these were mainly from consumers (N = 41, 85.4%). While most questions relate to drug price (N = 29, 60.4%) and dosage (N = 21, 43.8%), the information resources mainly referred to were drug package inserts and national standard treatment guidelines. However, limited availability of information resources as well as limited ability to retrieve relevant information influenced the practice of pharmacists. Female pharmacists claimed better use of different information resources than males (P < 0.05). Conclusions Community pharmacists in Gondar, Northwest Ethiopia, are often accessed for drug related information. But there are limitations in using up to date and most reliable resources. Therefore, intervention aimed at improving pharmacists' access to and evaluation of drug information is urgently needed. PMID:28951876

  6. Equity in Distribution of Health Care Resources; Assessment of Need and Access, Using Three Practical Indicators.

    PubMed

    Omrani-Khoo, Habib; Lotfi, Farhad; Safari, Hossein; Zargar Balaye Jame, Sanaz; Moghri, Javad; Shafii, Milad

    2013-11-01

    Equitable distribution of health system resources has been a serious challenge for long ago among the health policy makers. Conducted studies have mostly ever had emphasis on equality rather than equity. In this paper we have attempted to examine both equality and equity in resources distribution. This is an applied and descriptive study in which we plotted Lorenz and concentration curves to describe graphically the distribution of hemodialysis beds and nephrologists as two complementary resources in health care in relation to hemodialysis patients. To end this, inequality and inequity were measured by calculating Gini- coefficient, concentration and Robin Hood indices. We used STATA and EXCEL software to calculate indicators. The results showed that inequality was not seen in hemodialysis beds in population level. However, distribution of nephrologists without considering population needs was accompanied with some sort of inequality. Gini- coefficient for beds and nephrologists distribution in population level was respectively 0.02 and 0.38. Hence, calculation of concentration index for distribution of hemodialysis beds and nephrologists with regard to population needs indicated that unlike beds distribution, equity gap between nephrologists distribution against patients distribution among the provinces was considerably significant again. Our results imply that although hemodialysis beds in Iran have been distributed in connection with the population need, nephrologists' distribution is not the same as hemodialysis beds one and this imbalance in complementary resources, can affect both efficiency and equitable access to services for population.

  7. Equity in Distribution of Health Care Resources; Assessment of Need and Access, Using Three Practical Indicators

    PubMed Central

    Omrani-Khoo, Habib; Lotfi, Farhad; Safari, Hossein; Zargar Balaye Jame, Sanaz; Moghri, Javad; Shafii, Milad

    2013-01-01

    Abstract Background Equitable distribution of health system resources has been a serious challenge for long ago among the health policy makers. Conducted studies have mostly ever had emphasis on equality rather than equity. In this paper we have attempted to examine both equality and equity in resources distribution. Method This is an applied and descriptive study in which we plotted Lorenz and concentration curves to describe graphically the distribution of hemodialysis beds and nephrologists as two complementary resources in health care in relation to hemodialysis patients. To end this, inequality and inequity were measured by calculating Gini- coefficient, concentration and Robin Hood indices. We used STATA and EXCEL software to calculate indicators. Results The results showed that inequality was not seen in hemodialysis beds in population level. However, distribution of nephrologists without considering population needs was accompanied with some sort of inequality. Gini- coefficient for beds and nephrologists distribution in population level was respectively 0.02 and 0.38. Hence, calculation of concentration index for distribution of hemodialysis beds and nephrologists with regard to population needs indicated that unlike beds distribution, equity gap between nephrologists distribution against patients distribution among the provinces was considerably significant again. Conclusion Our results imply that although hemodialysis beds in Iran have been distributed in connection with the population need, nephrologists’ distribution is not the same as hemodialysis beds one and this imbalance in complementary resources, can affect both efficiency and equitable access to services for population. PMID:26171343

  8. Tailoring a Human Reliability Analysis to Your Industry Needs

    NASA Technical Reports Server (NTRS)

    DeMott, D. L.

    2016-01-01

    Companies at risk of accidents caused by human error that result in catastrophic consequences include: airline industry mishaps, medical malpractice, medication mistakes, aerospace failures, major oil spills, transportation mishaps, power production failures and manufacturing facility incidents. Human Reliability Assessment (HRA) is used to analyze the inherent risk of human behavior or actions introducing errors into the operation of a system or process. These assessments can be used to identify where errors are most likely to arise and the potential risks involved if they do occur. Using the basic concepts of HRA, an evolving group of methodologies are used to meet various industry needs. Determining which methodology or combination of techniques will provide a quality human reliability assessment is a key element to developing effective strategies for understanding and dealing with risks caused by human errors. There are a number of concerns and difficulties in "tailoring" a Human Reliability Assessment (HRA) for different industries. Although a variety of HRA methodologies are available to analyze human error events, determining the most appropriate tools to provide the most useful results can depend on industry specific cultures and requirements. Methodology selection may be based on a variety of factors that include: 1) how people act and react in different industries, 2) expectations based on industry standards, 3) factors that influence how the human errors could occur such as tasks, tools, environment, workplace, support, training and procedure, 4) type and availability of data, 5) how the industry views risk & reliability, and 6) types of emergencies, contingencies and routine tasks. Other considerations for methodology selection should be based on what information is needed from the assessment. If the principal concern is determination of the primary risk factors contributing to the potential human error, a more detailed analysis method may be employed

  9. Transforming Global Civics: The Need for Human Rights Education

    ERIC Educational Resources Information Center

    Levin-Goldberg, Jennifer

    2009-01-01

    In today's globally interconnected community, it is imperative that students learn how human rights abuses are not a "thing of the past," but an ongoing exploitation that requires modern day crusaders to defend. Who might these crusaders be? None other than each student. However, if one wants to encourage these noble change agents, one needs to…

  10. Transforming Global Civics: The Need for Human Rights Education

    ERIC Educational Resources Information Center

    Levin-Goldberg, Jennifer

    2009-01-01

    In today's globally interconnected community, it is imperative that students learn how human rights abuses are not a "thing of the past," but an ongoing exploitation that requires modern day crusaders to defend. Who might these crusaders be? None other than each student. However, if one wants to encourage these noble change agents, one needs to…

  11. Adult Education, Basic Human Needs, and Integrated Development Planning

    ERIC Educational Resources Information Center

    Green, Reginald Herbold

    1976-01-01

    This paper argues for an integrated approach to adult education which would require an examination of basic human needs and national development planning each in its own terms. The paper's argument is centered on liberation and participation as ends, not means: Education, development, and planning must be seen and acted on as an integrated whole.…

  12. Changing Urbanization Trends and Human Needs in Developing African Nations.

    ERIC Educational Resources Information Center

    Underwood, Willard A.; Ferguson, Ralph E.

    The purpose of this paper is to analyze the increasing migration of African tribal members to urban centers and the resulting redefinition of cultural norms, social pressures, and human needs. First, several misconceptions about African societies are examined by briefly reviewing Africa's tribal history. Next, the phenomenon of tribalism is…

  13. The geography and human cultural resources working group of the EROS program

    NASA Technical Reports Server (NTRS)

    Gerlach, A. C.

    1972-01-01

    The functions, activities, and objectives of the Geography and Human-Cultural Resources Working Group of the EROS program are outlined. The Group's primary function is to coordinate remote sensing experiments of physical scientists and the needs of socioeconomic and culturally orientated planners, policy makers, administrators, and other user groups. Other functions of the Group include land use analysis, resource mapping, and development of an operational automatic information system receptive to land use and environmental data.

  14. The geography and human cultural resources working group of the EROS program

    NASA Technical Reports Server (NTRS)

    Gerlach, A. C.

    1972-01-01

    The functions, activities, and objectives of the Geography and Human-Cultural Resources Working Group of the EROS program are outlined. The Group's primary function is to coordinate remote sensing experiments of physical scientists and the needs of socioeconomic and culturally orientated planners, policy makers, administrators, and other user groups. Other functions of the Group include land use analysis, resource mapping, and development of an operational automatic information system receptive to land use and environmental data.

  15. Health, human rights and mobilization of resources for health

    PubMed Central

    Lie, Reidar K

    2004-01-01

    Background There has been an increased interest in the role of a human rights framework to mobilize resources for health. Discussion This paper argues that the human rights framework does provide us with an appropriate understanding of what values should guide a nation's health policy, and a potentially powerful means of moving the health agenda forward. It also, however, argues that appeals to human rights may not necessarily be effective at mobilizing resources for specific health problems one might want to do something about. Specifically, it is not possible to argue that a particular allocation of scarce health care resources should be changed to a different allocation, benefiting other groups. Lack of access to health care services by some people only shows that something has to be done, but not what should be done. Summary The somewhat weak claim identified above together with the obligation to realize progressively a right to health can be used to mobilize resources for health. PMID:15473899

  16. Health, human rights and mobilization of resources for health.

    PubMed

    Lie, Reidar K

    2004-10-08

    BACKGROUND: There has been an increased interest in the role of a human rights framework to mobilize resources for health. DISCUSSION: This paper argues that the human rights framework does provide us with an appropriate understanding of what values should guide a nation's health policy, and a potentially powerful means of moving the health agenda forward. It also, however, argues that appeals to human rights may not necessarily be effective at mobilizing resources for specific health problems one might want to do something about. Specifically, it is not possible to argue that a particular allocation of scarce health care resources should be changed to a different allocation, benefiting other groups. Lack of access to health care services by some people only shows that something has to be done, but not what should be done. SUMMARY: The somewhat weak claim identified above together with the obligation to realize progressively a right to health can be used to mobilize resources for health.

  17. Cultural theories of nursing responsive to human needs and values.

    PubMed

    Kikuchi, June F

    2005-01-01

    To present an alternative to the recent proposal that the extant theories of nursing be replaced with culture-specific theories of nursing in order to have theories of nursing that are culturally responsive. A philosophical analysis of the implications for nursing practice of adopting the proposal serves as the basis for recommending a different philosophically based theoretical solution. Anticipated probable objections to that recommendation are considered. Culture-specific theories of nursing might allow nurses to be culturally sensitive. However, because nurses must be humanly responsive to the needs of people as human beings and not just as cultural beings, cultural theories of nursing should be developed within the precepts of a transcultural theory of nursing grounded in a conception of objective human needs and values.

  18. KEPCO‧s Activity to Power-Engineer Human Resource Development

    NASA Astrophysics Data System (ADS)

    Kobashi, Kazushi

    While business environment changes a lot, in order to aim at realization of “what we want the Group to look like in 2030” , it is necessary to cultivate human resources with a strong sense of mission. We need to prepare an opportunity to teach and to be taught, in order to cultivate resources and a measure for connecting every person‧s growth to growth of a company. In chapter one, we show Five Trends for attaining what KANSAI Electric Power Corporation wants to be and explain the importance of human resource development under the changing environment. In chapter two, we explain the fundamental policy of human resource cultivation and describe the development plan and the facilities for training based on the policy in chapter two. In chapter three, we express the specific efforts in the field of maintenance, construction, and operation at the department of Engineering and Operation.

  19. Building Human Resources for Rural Change.

    ERIC Educational Resources Information Center

    Woods, E. J.; And Others

    The institutions and practices of agricultural extension in Australia are changing to meet the changing needs of rural people and communities. Issues and challenges facing rural people include the declining relative economic importance of agriculture; the declining agricultural workforce; and the shift in agriculture from a purely production…

  20. Globally Competitive People: Final Report to the Human Resource Committee.

    ERIC Educational Resources Information Center

    Pennington, Hilary; Austin, John

    A globally competitive Mississippi must be built through investment in the education, training, and skills of its people. Recommendations for improving the system involve (1) a human resource and economic development strategy built on a partnership between the state and communities and (2) a state-level human capital strategy board. Critical…

  1. Human Resource Development: An Emerging Profession--An Emerging Purpose.

    ERIC Educational Resources Information Center

    Davis, Larry Nolan; Mink, Oscar G.

    1992-01-01

    Any organized activity centered on human development could legitimately be seen as human resource development (HRD). A more holistic view defines HRD as a wide range of integrating processes aimed at developing greater purpose and meaning, higher performance, and greater capacity to respond to change, leading to more effective individuals, teams,…

  2. A Procedure for Quantification of Technological Changes on Human Resources.

    ERIC Educational Resources Information Center

    Potter, Norman R.; And Others

    To assist the human factor psychologist in predicting the human resources requirements based on the introduction of a new technology, a study was conducted to locate and apply an existing method, or to develop a new procedure for quantifying the effects of incoming technology. Five steps were taken: search and critical analysis of recent…

  3. Special Needs of Young Women with Breast Cancer in Limited Resource Settings.

    PubMed

    Gálvez-Hernández, Carmen Lizette; González-Robledo, María Cecilia; Barragán-Carrillo, Regina; Villarreal-Garza, Cynthia

    2017-01-01

    Young women with breast cancer (YWBC) comprise a group of patients with unique biopsychosocial characteristics with a special perception of needs throughout their disease and survivorship. Contexts marked by restricted allocations and economic constraints might further aggravate the struggle of these patients living within limited resource settings and can demand added requirements for them and their families. To analytically explore the existing knowledge regarding the needs of YWBC in low- and middle- income countries (LMICs). We conducted a thorough literature review of scientific journal databases available in Spanish and English containing information on YWBC in LMICs. We did not find any publications exclusively assessing this topic in resource-limited settings. We looked for data on the different types of YW need from studies in the region that assessed the needs of breast cancer (BC) patients in general and described in their findings the particularities of young patients. Young BC patients described within the literature present a variety of needs. Those reported most frequently as unmet were related to information needs and psychological counseling, practical and physical assistance, and social and spiritual support. Published literature on the subject - particularly in Latin America - is extremely scarce. This offers an area of opportunity for conducting further research in this topic that would help improve health professional training and establish health policies in favor of YWBC.

  4. A former human resources manager's views.

    PubMed

    Gummery, D J

    1999-09-01

    Over the past decade there has been a growing interest in occupational health as a result of some high profile legal cases, the growth of research into the psychological contract and the need to invest in people's health and development. In this article a personal viewpoint is expressed that if occupational health physicians or psychologists are to make an effective contribution to the long-term business success of their employers then they must adopt a strategic approach to their work. They ought to be able to do this and still maintain their clinical autonomy and protect the interests of their employee clients. The need for partnerships between bodies representing clinicians, managers and government agencies is also explored, taking into consideration the government's green paper Our Healthier Nation.

  5. Monozukuri and Human Resource Development Monozukuri Bushido

    NASA Astrophysics Data System (ADS)

    Sato, Kazuo

    Despite the revitalization of the Japanese economy, Japan's status as a technologically creative country in the 21st century is still not tangibly and firmly established. Utilizing my 45 years of experience, I have been talking recently to young engineers about monozukuri bushido, or samurai spirit. In order to strengthen Japanese monozukuri capability, I strongly believe in the need for the development of monozukuri professionals in cooperation with industry, academia and government.

  6. USSR Report, Human Resources, No. 99.

    DTIC Science & Technology

    2007-11-02

    experimental base or instruments. I would like particularly to point out that in addition to theory a greater need exists for practical work directly at shops...Higher and Secondary Specialized Education, in which the role of the NUVSh [Scientific Research Institute for Higher Schools] as a coordinating body has...educations for strengthening the role of active training methods; for making students’ independent work more meaningful; for introducing student research

  7. China's human resources for maternal and child health: a national sampling survey.

    PubMed

    Ren, Zhenghong; Song, Peige; Theodoratou, Evropi; Guo, Sufang; An, Lin

    2015-12-16

    In order to achieve the Millennium Development Goals (MDG) 4 and 5, the Chinese Government has invested greatly in improving maternal and child health (MCH) with impressive results. However, one of the most important barriers for further improvement is the uneven distribution of MCH human resources. There is little information about the distribution, quantity and capacity of the Chinese MCH human resources and we sought to investigate this. Cities at prefectural level were selected by random cluster sampling. All medical and health institutions providing MCH-related services in the sampled areas were investigated using a structured questionnaire. The data were weighted based on the proportion of the sampled districts/cities. Amount, proportions and numbers per 10,000 population of MCH human resources were estimated in order to reveal the quantity of the Chinese MCH human resources. The capacity of MCH human resources was evaluated by analyzing data on the education level and professional skills of the staff. There were 77,248 MCH workers in China in 2010. In general, 67.6% and 71.9% of the women's and children's health care professionals had an associate degree or higher, whereas around 30% had only high-school or lower degrees. More than 40% of the women's health workers were capable of providing skilled birth attendance, but these proportions varied between different institutions and locations. Evidence from this study highlights that Chinese MCH human resources are not in shortage in the national level. However, the quantity and capacity of MCH human resources are not evenly distributed among different institutions and locations. Finally there is a need in the improvement of the MCH services by improving the quality of MCH human resources.

  8. Financing Family Resource Centers: A Guide to Sources and Strategies. Starting Points: Meeting the Needs of Our Youngest Children.

    ERIC Educational Resources Information Center

    Watson, Sara; Westheimer, Miriam

    Noting that family resource centers (FRC) embody the comprehensive approach needed to respect families and meet their needs for providing their children with a healthy, nurturing beginning, and that financing issues fundamentally affect how responsive family resource centers will be to the needs of the people they serve, this guide was developed…

  9. The Interplay of Resources and Multiracialism in Small, Four-Year Residential Colleges: A Study of Perception of Multicultural and Human Resource Directors

    ERIC Educational Resources Information Center

    Farmer-Hanson, Ashley

    2012-01-01

    Colleges and universities in the United States need to find ways to meet the needs of the increasing number of multiracial students, faculty, and staff. The purpose of this survey research study was to compare the perceptions of multicultural directors/chief diversity officers and human resource offices about services and systems of support for…

  10. The Interplay of Resources and Multiracialism in Small, Four-Year Residential Colleges: A Study of Perception of Multicultural and Human Resource Directors

    ERIC Educational Resources Information Center

    Farmer-Hanson, Ashley

    2012-01-01

    Colleges and universities in the United States need to find ways to meet the needs of the increasing number of multiracial students, faculty, and staff. The purpose of this survey research study was to compare the perceptions of multicultural directors/chief diversity officers and human resource offices about services and systems of support for…

  11. Theory analysis of the Dental Hygiene Human Needs Conceptual Model.

    PubMed

    MacDonald, L; Bowen, D M

    2016-11-09

    Theories provide a structural knowing about concept relationships, practice intricacies, and intuitions and thus shape the distinct body of the profession. Capturing ways of knowing and being is essential to any professions' practice, education and research. This process defines the phenomenon of the profession - its existence or experience. Theory evaluation is a systematic criterion-based assessment of a specific theory. This study presents a theory analysis of the Dental Hygiene Human Needs Conceptual Model (DH HNCM). Using the Walker and Avant Theory Analysis, a seven-step process, the DH HNCM, was analysed and evaluated for its meaningfulness and contribution to dental hygiene. The steps include the following: (i) investigate the origins; (ii) examine relationships of the theory's concepts; (iii) assess the logic of the theory's structure; (iv) consider the usefulness to practice; (v) judge the generalizability; (vi) evaluate the parsimony; and (vii) appraise the testability of the theory. Human needs theory in nursing and Maslow's Hierarchy of Need Theory prompted this theory's development. The DH HNCM depicts four concepts based on the paradigm concepts of the profession: client, health/oral health, environment and dental hygiene actions, and includes validated eleven human needs that evolved overtime to eight. It is logical, simplistic, allows scientific predictions and testing, and provides a unique lens for the dental hygiene practitioner. With this model, dental hygienists have entered practice, knowing they enable clients to meet their human needs. For the DH HNCM, theory analysis affirmed that the model is reasonable and insightful and adds to the dental hygiene professions' epistemology and ontology. © 2016 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  12. Resources

    MedlinePlus

    ... Gastrointestinal disorders - resources Hearing impairment - resources Hearing or speech impairment - resources Heart disease - resources Hemophilia - resources Herpes - resources Incest - resources Incontinence - ...

  13. Competencies for Port and Logistics Personnel: An Application of Regional Human Resource Development

    ERIC Educational Resources Information Center

    Ahn, Young-sik; McLean, Gary N.

    2008-01-01

    Human resource development for regional strategic industries is an emerging emphasis for the development of industries that have growth potential. This article identifies competencies and expertise levels needed by port and logistics industry personnel, a sector that has growth potential in Busan, South Korea. The research consisted of expert…

  14. University-Firm Interactions in Brazil: Beyond Human Resources and Training Missions

    ERIC Educational Resources Information Center

    Rapini, Marcia Siqueira; Chiarini, Tulio; Bittencourt, Pablo Felipe

    2015-01-01

    The motivation for this article comes from the proposition in the literature that Latin American universities are detached from the research needs of the productive sector and that they limit their role to the human resources and training missions. The authors investigated the Brazilian scenario, using data from a survey conducted in 2008-2009…

  15. Web Accessibility and Usability of the Homepages from Academy of Human Resource Development Members' Institutions

    ERIC Educational Resources Information Center

    Zeng, Xiaoming; Sligar, Steven R.

    2008-01-01

    Human resource development programs in various institutions communicate with their constituencies including persons with disabilities through websites. Web sites need to be accessible for legal, economic and ethical reasons. We used an automated web usability evaluation tool, aDesigner, to evaluate 205 home pages from the organizations of AHRD…

  16. AB 1725 Human Resources Development Plan for the Period July 1, 1989-June 30, 1990.

    ERIC Educational Resources Information Center

    Desert Community Coll. District, Palm Desert, CA.

    Funds set aside by California Assembly Bill (AB) 1725 for staff development programs were used by the Desert Community College District (DCCD) to supplement its existing human resources development plan (HRDP). The HRDP, which was based on the results of a needs assessment of all employees, was designed to respond to the changing professional…

  17. Faculty Challenges across Rank in Liberal Arts Colleges: A Human Resources Perspective

    ERIC Educational Resources Information Center

    Baker, Vicki L.; Pifer, Meghan J.; Lunsford, Laura G.

    2016-01-01

    This article focuses on the challenges faced by faculty members in a consortium of 13 Liberal Arts Colleges (LACs). We present findings, by academic rank, from a mixed-methods study of faculty development needs and experiences within the consortium. Relying on human resource principles, we advocate a greater focus on the development of the person,…

  18. Beyond the Paycheck: A Human Resources Management Guide for Leaders of Small Youth-Serving Organizations

    ERIC Educational Resources Information Center

    Casey, Thomas P.

    2009-01-01

    This guide aims to help organization leaders develop the tools and knowledge they need to create and use sound human resources management (HRM) systems and practices that support program success and sustainability. It identifies key components of HRM systems and discusses important considerations in designing HRM policies, procedures, and…

  19. Re-Engineering the Business Education Programme in Universities for Enhanced Human Resources Development in Nigeria

    ERIC Educational Resources Information Center

    Okoli, B. E.; Azih, N.

    2015-01-01

    The paper reviewed a business education programme in Nigeria vis-a-vis its role in human resource development and highlighted deficiencies in programme curricular and delivery changes needed in remodeling of the programme to enhance learning outcomes, increase skill acquisition, meet world's standards and current labour demands in business…

  20. University-Firm Interactions in Brazil: Beyond Human Resources and Training Missions

    ERIC Educational Resources Information Center

    Rapini, Marcia Siqueira; Chiarini, Tulio; Bittencourt, Pablo Felipe

    2015-01-01

    The motivation for this article comes from the proposition in the literature that Latin American universities are detached from the research needs of the productive sector and that they limit their role to the human resources and training missions. The authors investigated the Brazilian scenario, using data from a survey conducted in 2008-2009…

  1. Health as a basic human need: would this be enough?

    PubMed

    de Campos, Thana Cristina

    2012-01-01

    Although the value of health is universally agreed upon, its definition is not. Both the WHO and the UN define health in terms of well-being. They advocate a globally shared responsibility that all of us - states, international organizations, pharmaceutical corporations, civil society, and individuals - bear for the health (that is, the well-being) of the world's population. In this paper I argue that this current well-being conception of health is troublesome. Its problem resides precisely in the fact that the well-being conception of health, as an all-encompassing label, does not properly distinguish between the different realities of health and the different demands of justice, which arise in each case. In addressing responsibilities related to the right to health, we need to work with a more differentiated vocabulary, which can account for these different realities. A crucial distinction to bear in mind, for the purposes of moral deliberation and the crafting of political and legal institutions, is the difference between basic and non-basic health needs. This distinction is crucial because we have presumably more stringent obligations and rights in relation to human needs that are basic, as they justify stronger moral claims, than those grounded on non-basic human needs. It is important to keep this moral distinction in mind because many of the world's problems regarding the right to health relate to basic health needs. By conflating these needs with less essential ones, we risk confusing different types of moral claims and weakening the overall case for establishing duties regarding the right to health. There is, therefore, a practical need to reevaluate the current normative conception of health so that it distinguishes, within the broad scope of well-being, between what is basic and what is not. My aim here is to shed light onto this distinction and to show the need for this differentiation. I do so, first, by providing, on the basis of David Miller

  2. Understanding caregiving patterns, motivations, and resource needs of subsidized family, friend, and neighbor child care providers.

    PubMed

    Liu, Meirong; Anderson, Steven G

    2010-01-01

    Family, friend, and neighbor (FFN) caregivers play important roles in delivering subsidized noncustodial child care. Yet, little is known about these noncustodial caregivers. This article profiles the caregiving experiences, motivations, and resource needs of these providers, based on a survey of 301 randomly selected FFN providers in one state. Kecommendations are offered for strengthening public supports to enhance the quality of this form of caregiving.

  3. Managing Senegalese water resources: Definition and relative importance of information needs

    SciTech Connect

    Engi, D.

    1998-09-01

    This report provides an overview of the results of the Vital Issues process as implemented for the Senegal Water Resources Management Initiative, a collaborative effort between the Senegalese Ministry of Water Resources and Sandia National Laboratories. This Initiative is being developed to assist in the development of an efficient and sustainable water resources management system for Senegal. The Vital Issues process was used to provide information for the development of a proposal that will recommend actions to address the key management issues and establish a state-of-the-art decision support system (DSS) for managing Senegal`s water resources. Three Vital Issues panel meetings were convened to (1) develop a goal statement and criteria for identifying and ranking the issues vital to water resources management in Senegal; (2) define and rank the issues, and (3) identify and prioritize a preliminary list of information needed to address the vital issues. The selection of panelists from the four basic institutional perspectives (government, industry, academe, and citizens` interest groups) ensured a high level of stakeholder representation on the panels.

  4. A Brief Report of Caregiver Needs and Resource Utilization During Pediatric Hematopoietic Stem Cell Transplantation

    PubMed Central

    Mayer, Deborah K.; Tighiouart, Hocine; Terrin, Norma; Stewart, Susan; Peterson, Emily; Jeruss, Stefanie; Parsons, Susan K.

    2010-01-01

    Hematopoietic stem cell transplantation (HSCT) is used to eradicate disease and restore normal hematopoietic, immunologic, and/or metabolic functioning. HSCT is a complex treatment that is physiologically and psychologically demanding on the recipient, caregiver, and family. The purpose of this study was to identify needs and resources of family caregivers of pediatric HSCT recipients during the first year after transplant. Parental caregivers (n = 161) completed an online survey. The most cited sources of information were the HSCT team (87.7%), books and other print materials (83.1%), and the Internet (81.5%). However, more than half of the respondents reported that finding resources and services was a problem. More than half identified managing the emotional and social impact of the transplant on their child, posttransplant and follow-up care, practical strategies for caregiving, maintaining the family, and taking care of themselves during this first year as important topics to address. Adequately and regularly assessing caregiver and family needs and providing resources to meet those needs, especially during transitions in care, are important components of transplant care. PMID:19726794

  5. The growing need for resources to help older adults manage their financial and healthcare choices.

    PubMed

    MacLeod, Stephanie; Musich, Shirley; Hawkins, Kevin; Armstrong, Douglas G

    2017-04-11

    Both financial literacy (managing personal finances) and health literacy (managing personal health) become increasingly important for older adults, potentially impacting their quality of life. Resources in these constructs of literacy tend to be distinct, although the skills and decision-making involved overlap as financial issues impact healthcare choices. Thus the primary purpose of this commentary is to propose a new area of research focus that defines the intersection of financial and health literacy (i.e., financial health literacy). We conducted a limited literature review related to financial, health, and health insurance literacy to demonstrate gaps in the literature and support our position. Online search engines were utilized to identify research in our primary areas of interest. We define the intersection of financial and health literacy as an area of need labeled financial health literacy, with a focus on four domains. These include: 1) the ability to manage healthcare expenses; 2) pay medical bills; 3) determine health needs and understand treatment options; and 4) make sound healthcare decisions with financial resources available. Despite some overlap with health insurance literacy, financial health literacy would define an area of need encompassing health management choices and health plan selections integrated with other financial management issues including living arrangements, financial planning, and retirement planning. Potential initiatives should be considered to help at-risk older adults find resources to improve their financial health literacy, which in turn will enhance their abilities to manage medical choices in the environment of an increasingly complex healthcare system.

  6. Human resources for health policies: a critical component in health policies.

    PubMed

    Dussault, Gilles; Dubois, Carl-Ardy

    2003-04-14

    In the last few years, increasing attention has been paid to the development of health policies. But side by side with the presumed benefits of policy, many analysts share the opinion that a major drawback of health policies is their failure to make room for issues of human resources. Current approaches in human resources suggest a number of weaknesses: a reactive, ad hoc attitude towards problems of human resources; dispersal of accountability within human resources management (HRM); a limited notion of personnel administration that fails to encompass all aspects of HRM; and finally the short-term perspective of HRM.There are three broad arguments for modernizing the ways in which human resources for health are managed:bullet; the central role of the workforce in the health sector;bullet; the various challenges thrown up by health system reforms;bullet; the need to anticipate the effect on the health workforce (and consequently on service provision) arising from various macroscopic social trends impinging on health systems.The absence of appropriate human resources policies is responsible, in many countries, for a chronic imbalance with multifaceted effects on the health workforce: quantitative mismatch, qualitative disparity, unequal distribution and a lack of coordination between HRM actions and health policy needs.Four proposals have been put forward to modernize how the policy process is conducted in the development of human resources for health (HRH):bullet; to move beyond the traditional approach of personnel administration to a more global concept of HRM;bullet; to give more weight to the integrated, interdependent and systemic nature of the different components of HRM when preparing and implementing policy;bullet; to foster a more proactive attitude among human resources (HR) policy-makers and managers;bullet; to promote the full commitment of all professionals and sectors in all phases of the process.The development of explicit human resources policies is

  7. Human resources for health policies: a critical component in health policies

    PubMed Central

    Dussault, Gilles; Dubois, Carl-Ardy

    2003-01-01

    In the last few years, increasing attention has been paid to the development of health policies. But side by side with the presumed benefits of policy, many analysts share the opinion that a major drawback of health policies is their failure to make room for issues of human resources. Current approaches in human resources suggest a number of weaknesses: a reactive, ad hoc attitude towards problems of human resources; dispersal of accountability within human resources management (HRM); a limited notion of personnel administration that fails to encompass all aspects of HRM; and finally the short-term perspective of HRM. There are three broad arguments for modernizing the ways in which human resources for health are managed: • the central role of the workforce in the health sector; • the various challenges thrown up by health system reforms; • the need to anticipate the effect on the health workforce (and consequently on service provision) arising from various macroscopic social trends impinging on health systems. The absence of appropriate human resources policies is responsible, in many countries, for a chronic imbalance with multifaceted effects on the health workforce: quantitative mismatch, qualitative disparity, unequal distribution and a lack of coordination between HRM actions and health policy needs. Four proposals have been put forward to modernize how the policy process is conducted in the development of human resources for health (HRH): • to move beyond the traditional approach of personnel administration to a more global concept of HRM; • to give more weight to the integrated, interdependent and systemic nature of the different components of HRM when preparing and implementing policy; • to foster a more proactive attitude among human resources (HR) policy-makers and managers; • to promote the full commitment of all professionals and sectors in all phases of the process. The development of explicit human resources policies is a crucial link

  8. Air Force Human Resources Laboratory Mission and Capabilities

    DTIC Science & Technology

    1989-05-01

    AFHRL-TP-88-62 AIR FORCE 4% AIR FORCE HUMAN RESOURCES LABORATORY MISSION AND CAPABILITIES _ __ H (0 U Edited by (0 Ruth M. Buescher 0 - Michelle...RESOURCES LABORATORY MISSION AND CAPABILITIES Edited by Ruth M. Buescher Michelle Olvera Leasley Besetsny INFORMATION SCIENCES DIVISION Brooks Air...the AFHRL divis;ions and command and staff. EDITOR: Dr. Ruth M. Buescher (AFHRL/TSRE) ILLUSTRATORS: School of Aerospace Medicine, Medical Illustrations

  9. The nursing human resource planning best practice toolkit: creating a best practice resource for nursing managers.

    PubMed

    Vincent, Leslie; Beduz, Mary Agnes

    2010-05-01

    Evidence of acute nursing shortages in urban hospitals has been surfacing since 2000. Further, new graduate nurses account for more than 50% of total nurse turnover in some hospitals and between 35% and 60% of new graduates change workplace during the first year. Critical to organizational success, first line nurse managers must have the knowledge and skills to ensure the accurate projection of nursing resource requirements and to develop proactive recruitment and retention programs that are effective, promote positive nursing socialization, and provide early exposure to the clinical setting. The Nursing Human Resource Planning Best Practice Toolkit project supported the creation of a network of teaching and community hospitals to develop a best practice toolkit in nursing human resource planning targeted at first line nursing managers. The toolkit includes the development of a framework including the conceptual building blocks of planning tools, manager interventions, retention and recruitment and professional practice models. The development of the toolkit involved conducting a review of the literature for best practices in nursing human resource planning, using a mixed method approach to data collection including a survey and extensive interviews of managers and completing a comprehensive scan of human resource practices in the participating organizations. This paper will provide an overview of the process used to develop the toolkit, a description of the toolkit contents and a reflection on the outcomes of the project.

  10. Human Needs and Human Interdependence. Social Studies Interim Grade Guide for Grade One.

    ERIC Educational Resources Information Center

    Manitoba Dept. of Education, Winnipeg. Curriculum Development Branch.

    The social studies curriculum for grade 1 in Manitoba, Canada is presented. The focus of this guide is human needs and human interdependence. Some objectives are to explore: (1) distinctions between needs and wants; (2) various groupings and relationships, such as families, friendships, and communities; (3) ways people are dependent upon their…

  11. Human Needs and Human Interdependence. Social Studies Interim Grade Guide for Grade One.

    ERIC Educational Resources Information Center

    Manitoba Dept. of Education, Winnipeg. Curriculum Development Branch.

    The social studies curriculum for grade 1 in Manitoba, Canada is presented. The focus of this guide is human needs and human interdependence. Some objectives are to explore: (1) distinctions between needs and wants; (2) various groupings and relationships, such as families, friendships, and communities; (3) ways people are dependent upon their…

  12. Decision Support System of Nursing Human Resources Allocation in General Wards Based on Hospital Information System.

    PubMed

    Chen, Hong; Zhao, Shangping; Feng, Ling

    2016-01-01

    To construct a Decision support system of nursing human resources allocation in general wards based on Hospital information system (HIS). Time series prediction model and Information technical method were used based on data of HIS in West China Hospital, Sichuan University (Chengdu, P.R. China). This study completed the function design and system implementation of the nursing human resources allocation decision support system. The system would help nursing managers choose the optimal scheme and make scientific decisions in combination with "the actual" situation but more empirical studies are needed.

  13. Developing Humanities Collections in the Digital Age: Exploring Humanities Faculty Engagement with Electronic and Print Resources

    ERIC Educational Resources Information Center

    Kachaluba, Sarah Buck; Brady, Jessica Evans; Critten, Jessica

    2014-01-01

    This article is based on quantitative and qualitative research examining humanities scholars' understandings of the advantages and disadvantages of print versus electronic information resources. It explores how humanities' faculty members at Florida State University (FSU) use print and electronic resources, as well as how they perceive these…

  14. Developing Humanities Collections in the Digital Age: Exploring Humanities Faculty Engagement with Electronic and Print Resources

    ERIC Educational Resources Information Center

    Kachaluba, Sarah Buck; Brady, Jessica Evans; Critten, Jessica

    2014-01-01

    This article is based on quantitative and qualitative research examining humanities scholars' understandings of the advantages and disadvantages of print versus electronic information resources. It explores how humanities' faculty members at Florida State University (FSU) use print and electronic resources, as well as how they perceive these…

  15. TEPCO's Approach to Power-Engineer Human Resource Development

    NASA Astrophysics Data System (ADS)

    Sato, Masaki

    We think 'human resources and technology' is developed only by self-training continuously, keeping higher motivation and practicing repeatedly. Moreover it is indispensable for sustainable development of company. Management vision, top-down message with vertical communication, and bottom-up systematic approaches are necessary for sustainable human resource development, sharing the value with coordination, and in addition, OJT and Off-JT method should be used effectively. This paper shows TEPCO's attempts to develop engineers' technical skills as a reference of a in-company continuing professional development.

  16. Human resource policies and older workers in Japan.

    PubMed

    Clark, R L; Ogawa, N

    1996-10-01

    Substantial changes in human resource policies are occurring in Japanese firms in response to the rapid aging of the population. Employers are reconsidering the concept of lifetime employment, seniority-based wages, retirement policies, and employment opportunities for older workers. In response to government pressure, mandatory retirement ages are being raised. These trends are examined using a variety of sources of information concerning employment practices in Japan. The analysis indicates that important changes in human resource management practices are underway and further changes are anticipated as the labor force continues to age.

  17. Female urbanward migration and human resource issues.

    PubMed

    Zosa-feranil, I

    1990-01-01

    Of those migrating to urban centers in the Philippines, a disproportionate number of them are young females, most of whom end up working in the service sector. Between 1975-80, 1.3 million people migrated to urban centers, 56% of whom were females. Furthermore, a 1980 census indicates that 13% of all urban migrants were females age 15-19, and almost 1/4 of them were women in their 20s. Figures also show that single females make up a substantial portion of the urban migrants. Compared to the men migrating into the cities, the female urban migrants had lower educational attainments. Many of uneducated migrants do not integrate as easily, and are relegated to the periphery of urban centers. The search for employment serves as the driving force for urban migration, and in fact, the level of female participation in the workforce is high. But while male migrants work mostly as craftsmen or in the production sector, most female migrants work in the service sector. This category includes domestic workers, laundry women, cooks and waitresses, hospitality girls, and prostitutes. Generally attracting single, young females, the service sector has easy entry, which helps explain the high rate of female employment. The author explains that this trend is cause for concern, considering that the number of people involved is large, that the service sector provides low earning, and that it lends itself to the exploitation of the workers. Nonetheless, the author says that the migration pattern might only be transitory, and the urban migration might be a liberating process for women, but explains that further research is needed concerning the upward mobility of urban migrants.

  18. Resources from the NASA SMD Astrophysics Forum: Addressing the needs of the higher education community (Invited)

    NASA Astrophysics Data System (ADS)

    Meinke, B. K.; Schultz, G. R.; Smith, D.; Bianchi, L.; Blair, W. P.; Fraknoi, A.

    2013-12-01

    Four NASA Science Mission Directorate (SMD) Science Education and Public Outreach Forums organize individual SMD-funded E/PO projects and their teams into a coordinated effort. The Forums assist scientists and educators with becoming involved in SMD E/PO and make SMD E/PO resources and expertise accessible to the science and education communities. The Astrophysics Forum and the Astrophysics E/PO community have focused efforts to support and engage the higher education community on enhancing awareness of the resources available to them. To ensure Astrophysics higher education efforts are grounded in audience needs, we held informal conversations with instructors of introductory astronomy courses, convened sessions with higher education faculty and E/PO professionals at conferences, and examined existing literature and findings of the SMD Higher Education Working Group. This work indicates that most Astronomy 101 instructors are not specialists in areas of astrophysics where rapid progress is being made, older textbooks are out of date, and ideas are challenging for students. Instructors are seeking resources and training that support them in effectively teaching the latest science and are in need both basic material and information on new results. In this session, we will discuss our efforts to address these expressed needs, namely through Resource Guides and Slide Sets, and how these are applicable to topics in Heliophysics and Planetary Science. We have collaborated with the Astrophysics E/PO community, researchers, and Astronomy 101 instructors to create two Resource Guides on the topics of cosmology and exoplanets. These fields are ripe with scientific developments that college instructors have told us they find challenging to stay current. Each guide includes a wide variety of sources of background information, links to animations/simulations, classroom activities, and references on teaching each topic. Feedback from Astronomy 101 instructors indicated that the

  19. Education and information for practicing school nurses: which technology-supported resources meet their needs?

    PubMed

    Anderson, Lori S; Enge, Karmin J

    2012-10-01

    School nurses care for children with a variety of health-related conditions and they need information about managing these conditions, which is accessible, current, and useful. The goal of this literature review was to gather and synthesize information on technology-supported resources and to determine which met the educational needs of school nurses. Successful online educational programs were interactive and self-directed. The most common barriers were lack of time to find educational information, lack of knowledge about computers, technology, the Internet and specific programs, and lack of administrative support from school officials to use technology to access information and evidence for practice. Recommendations for successful use of technology to meet practicing school nurse's educational needs are offered.

  20. Human resources for health: global crisis and international cooperation.

    PubMed

    Portela, Gustavo Zoio; Fehn, Amanda Cavada; Ungerer, Regina Lucia Sarmento; Poz, Mario Roberto Dal

    2017-07-01

    From the 1990s onwards, national economies became connected and globalized. Changes in the demographic and epidemiological profile of the population highlighted the need for further discussions and strategies on Human Resources for Health (HRH). The health workforce crisis is a worldwide phenomenon. It includes: difficulties in attracting and retaining health professionals to work in rural and remote areas, poor distribution and high turnover of health staff particularly physicians, poor training of health workforces in new sanitation and demographic conditions and the production of scientific evidence to support HRH decision making, policy management, programs and interventions. In this scenario, technical cooperation activities may contribute to the development of the countries involved, strengthening relationships and expanding exchanges as well as contributing to the production, dissemination and use of technical scientific knowledge and evidence and the training of workers and institutional strengthening. This article aims to explore this context highlighting the participation of Brazil in the international cooperation arena on HRH and emphasizing the role of the World Health Organization in confronting this crisis that limits the ability of countries and their health systems to improve the health and lives of their populations.

  1. Integrating human resources and program-planning strategies.

    PubMed

    Smith, J E

    1989-06-01

    The integration of human resources management (HRM) strategies with long-term program-planning strategies in hospital pharmacy departments is described. HRM is a behaviorally based, comprehensive strategy for the effective management and use of people that seeks to achieve coordination and integration with overall planning strategies and other managerial functions. It encompasses forecasting of staffing requirements; determining work-related factors that are strong "motivators" and thus contribute to employee productivity and job satisfaction; conducting a departmental personnel and skills inventory; employee career planning and development, including training and education programs; strategies for promotion and succession, including routes of advancement that provide alternatives to the managerial route; and recruitment and selection of new personnel to meet changing departmental needs. Increased competitiveness among hospitals and a shortage of pharmacists make it imperative that hospital pharmacy managers create strategies to attract, develop, and retain the right individuals to enable the department--and the hospital as a whole--to grow and change in response to the changing health-care environment in the United States. Pharmacy managers would be greatly aided in this mission by the establishment of a well-defined, national strategic plan for pharmacy programs and services that includes an analysis of what education and training are necessary for their successful accomplishment. Creation of links between overall program objectives and people-planning strategies will aid hospital pharmacy departments in maximizing the long-term effectiveness of their practice.

  2. Human resources in science and engineering: Policy implications

    SciTech Connect

    Leggon, C.B.

    1995-12-31

    Recently, there has been much debate concerning the adequacy of the United States` (U.S.) human resources base to meet its future needs for science and engineering (S/E) talent. Science policy analysts - and scientists and engineers themselves - disagree about whether there will be any shortages of scientists and engineers, and if so, what they will mean for the U.S. Whether or not these shortages materialize, it is necessary for the U.S. to expand the pool from which it recruits its S/E talent. This paper addresses the question of how to increases the diversity of the S/E talent pool to include those who are projected by the year 2000 to be the majority of entry-level workers in the U.S. workforce: women and racial/ethnic minorities. Market forces alone cannot increase the size and diversity of the U.S. S/E workforce. Policy intervention will continue to be required to increase the diversity of the S/E workforce.

  3. Mapping the governance of human resources for health in Serbia.

    PubMed

    Santric Milicevic, Milena; Vasic, Milena; Edwards, Matt

    2015-12-01

    This article maps the current governance of human resources for health (HRH) in relation to universal health coverage in Serbia since the health sector reforms in 2003. The study adapts the Global Health Workforce Alliance/World Health Organization four-dimensional framework of HRH in the context of governance for universal health coverage. A set of proxies was established for the availability, accessibility, acceptability and quality of HRH. Analysis of official HRH documentation from relevant institutions and reports were used to construct a governance profile of HRH for Serbia from the introduction of the reform in 2003 up to 2013. The results show that all Serbian districts (except Sremski) surpass the availability threshold of 59.4 skilled midwives, nurses and physicians per 10,000 inhabitants. District accessibility of health workforce greatly differed from the national average with variances from +26% to -34%. Analysis of national averages and patient load of general practitioners showed variances among districts by ± 21%, whilst hospital discharges per 100 inhabitants deviated between +52% and -45%. Pre-service and in-service education of health workforce is regulated and accredited. However, through its efforts to respond to population health needs Serbia lacks a single coordinating entity to take overall responsibility for effective and coordinated HRH planning, management and development within the broader landscape of health strategy development.

  4. Unique program aims to connect frequent ED utilizers with medical homes, resources to meet complex needs.

    PubMed

    2014-10-01

    Sinai Hospital of Baltimore in Baltimore, MD, is partnering with HealthCare Access Maryland, a non-profit organization in the state, to link patients who frequent the ED for care with medical homes and other resources that can better meet their medical and social needs. Under the Access Health Program, ED-based care coordinators intervene with patients who meet program criteria, linking them with medical homes and other resources that address their complex needs. The hospital has devised a flag to notify the ED when a frequent-utilizing patient presents in the department for care. Care coordinators then meet with these patients and get their consent to participate in the program. Within a week of the ED visit, care coordinators schedule a home visit with the patient to establish a care plan containing specific goals and a time frame to carry out these goals. Patients remain in the program for 90 days as care coordinators work to hand them off to longer-term resources. Many of the patients enrolled in the program have substance abuse and mental health problems. Patients are also often uninsured and/or homeless. Within two months of launching the program, care coordinators enrolled 74 patients, with the goal of eventually bringing that number to 200.

  5. Multiple Behavior Change Intervention to Improve Detection of Unmet Social Needs and Resulting Resource Referrals.

    PubMed

    Colvin, Jeffrey D; Bettenhausen, Jessica L; Anderson-Carpenter, Kaston D; Collie-Akers, Vicki; Plencner, Laura; Krager, Molly; Nelson, Brooke; Donnelly, Sara; Simmons, Julia; Higinio, Valeria; Chung, Paul J

    2016-03-01

    It is critical that pediatric residents learn to effectively screen families for active and addressable social needs (ie, negative social determinants of health). We sought to determine 1) whether a brief intervention teaching residents about IHELP, a social needs screening tool, could improve resident screening, and 2) how accurately IHELP could detect needs in the inpatient setting. During an 18-month period, interns rotating on 1 of 2 otherwise identical inpatient general pediatrics teams were trained in IHELP. Interns on the other team served as the comparison group. Every admission history and physical examination (H&P) was reviewed for IHELP screening. Social work evaluations were used to establish the sensitivity and specificity of IHELP and document resources provided to families with active needs. During a 21-month postintervention period, every third H&P was reviewed to determine median duration of continued IHELP use. A total of 619 admissions met inclusion criteria. Over 80% of intervention team H&Ps documented use of IHELP. The percentage of social work consults was nearly 3 times greater on the intervention team than on the comparison team (P < .001). Among H&Ps with documented use of IHELP, specificity was 0.96 (95% confidence interval 0.87-0.99) and sensitivity was 0.63 (95% confidence interval 0.50-0.73). Social work provided resources for 78% of positively screened families. The median duration of screening use by residents after the intervention was 8.1 months (interquartile range 1-10 months). A brief intervention increased resident screening and detection of social needs, leading to important referrals to address those needs. Copyright © 2016 Academic Pediatric Association. Published by Elsevier Inc. All rights reserved.

  6. Multiple Behavior Change Intervention to Improve Detection of Unmet Social Needs and Resulting Resource Referrals

    PubMed Central

    Colvin, Jeffrey D.; Bettenhausen, Jessica L.; Anderson-Carpenter, Kaston D.; Collie-Akers, Vicki; Plencner, Laura; Krager, Molly; Nelson, Brooke; Donnelly, Sara; Simmons, Julia; Higinio, Valeria; Chung, Paul J.

    2015-01-01

    Objective It is critical that pediatric residents learn to effectively screen families for active and addressable social needs (i.e., negative social determinants of health.) We sought to determine 1) whether a brief intervention teaching residents about IHELP, a social needs screening tool, could improve resident screening, and 2) how accurately IHELP could detect needs in the inpatient setting. Methods During an 18-month period, interns rotating on one of two otherwise identical inpatient general pediatrics teams were trained in IHELP. Interns on the other team served as the comparison group. Every admission history and physical (H&P) was reviewed for IHELP screening. Social work evaluations were used to establish the sensitivity and specificity of IHELP and document resources provided to families with active needs. During a 21-month post-intervention period, every third H&P was reviewed to determine median duration of continued IHELP use. Results 619 admissions met inclusion criteria. Over 80% of intervention team H&Ps documented use of IHELP. The percentage of social work consults was nearly 3 times greater on the intervention team than on the comparison team (P<0.001). Among H&Ps with documented use of IHELP, specificity was 0.96 (95% CI 0.87–0.99) and sensitivity was 0.63 (95% CI 0.50–0.73). Social work provided resources for 78% of positively screened families. The median duration of screening use by residents after the intervention was 8.1 months (IQR 1–10 months) Conclusions A brief intervention increased resident screening and detection of social needs, leading to important referrals to address those needs. PMID:26183003

  7. Human resources FY 1995 Site Program Plan WBS 6.10.2

    SciTech Connect

    Not Available

    1994-09-01

    This document contains information concerning human resources management at the Hanford Reservation. Information discusses the following topics: Cost estimates, closure and placement of labor resources, and management of human resources throughout the Hanford Site.

  8. 16 CFR § 1000.22 - Office of Human Resources Management.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 16 Commercial Practices 2 2013-01-01 2013-01-01 false Office of Human Resources Management. Â... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...

  9. Exploring family home food environments: Household resources needed to utilise weekly deliveries of free fruits and vegetables.

    PubMed

    Carty, Sophie A; Mainvil, Louise A; Coveney, John D

    2017-04-01

    An adapted ethnographic approach was used to explore household factors that influence family fruit and vegetable consumption when access and cost barriers are removed. 'Structural' barriers, such as food affordability and accessibility, are likely to influence fruit and vegetable consumption in disadvantaged households, but households may require additional resources (human and social) to increase consumption. Five low-income and five high-income households with children (N = 39 individuals) were observed in their home environment for three months. Including both advantaged and disadvantaged families allowed exploration of socioeconomic factors influencing these households. Each household received a free box of fresh fruit and vegetables each week for 10-12 weeks, delivered to their home, and were home-visited twice a week by a researcher (40+ hours per household). An inductive analysis of rich observational and discussion data revealed themes describing factors influencing household fruit and vegetable consumption. Household food cultures were dynamic and influenced by available resources. Even when free produce was delivered to homes, these households required human resource (personal drivers influenced by early life exposure and household dynamics) and external social networks to make use of them. When household finances and/or labour were limited, there was greater dependence on external organisations for tangible support. Even when structural barriers were removed, disadvantaged families needed a range of resources across the life course to improve eating behaviours, including sufficient, motivated and skilled labour and harmonious family relationships. Strategies targeting these households must consider structural, social, cultural and intra-familial influences on food choice. © 2016 Dietitians Association of Australia.

  10. Human Resource Management Systems and Their Role in the Development of Strategic Resources: Empirical Evidence

    ERIC Educational Resources Information Center

    Ordonez de Pablos, Patricia

    2004-01-01

    The aim of this paper is double. First, it provides a conceptual framework linking human resource management, organisational learning and knowledge management. Second, the paper builds a causal model and tests it with a sample of firms from the Spanish manufacturing industry, using a structural equation modelling technique. In particular, after…

  11. Human Resource Management Systems and Their Role in the Development of Strategic Resources: Empirical Evidence

    ERIC Educational Resources Information Center

    Ordonez de Pablos, Patricia

    2004-01-01

    The aim of this paper is double. First, it provides a conceptual framework linking human resource management, organisational learning and knowledge management. Second, the paper builds a causal model and tests it with a sample of firms from the Spanish manufacturing industry, using a structural equation modelling technique. In particular, after…

  12. Profiles--Mechanical Engineering: Human Resources and Funding. Special Report. Surveys of Science Resources Series.

    ERIC Educational Resources Information Center

    Lane, Melissa J.

    This report was developed by the National Science Foundation to focus attention on a particular field of engineering. It addresses the human resources and funding for mechanical engineering programs through several perspectives. The first major section, "Personnel," discusses employment levels and trends, salaries, sectors of employment,…

  13. Priority data on marine and estuarine resources within northeastern National Parks: Inventory and acquisition needs

    USGS Publications Warehouse

    Hart, Tracy E.; Neckles, Hilary A.; Kopp, Blaine S.

    2013-01-01

    The purpose of this project was to guide development of a strategy for the inventory and mapping of submerged natural resources associated within 10 coastal parks of the National Park Service (NPS) Northeast Region (NER; see Table 1). Priority data needs were identified by the NER Ocean Stewardship Task Force. The majority of the NER priority data needs involve the biotic, chemical, and geological characterization of the seabed. Taken collectively, this demands a consistent and unified approach to habitat classification. The Coastal and Marine Ecological Classification Standard (CMECS) is endorsed by the Federal Geographic Data Committee (FGDC-STD-018) for classifying ecological units in coastal and marine environments, and is recommended as a framework for acquiring and organizing NER data. We prepared an inventory of existing data on priority marine and estuarine natural resources within the ten NER coastal parks. This report describes the data and information sources relevant to each park and identifies gaps in available data. Overwhelmingly and uniformly across all parks, the most pressing needs are consistent, high-resolution bathymetry and seafloor characterization data. Approaches for acquiring these data using an integrated, multi-resolution sampling framework are recommended.

  14. Human protein reference database as a discovery resource for proteomics

    PubMed Central

    Peri, Suraj; Navarro, J. Daniel; Kristiansen, Troels Z.; Amanchy, Ramars; Surendranath, Vineeth; Muthusamy, Babylakshmi; Gandhi, T. K. B.; Chandrika, K. N.; Deshpande, Nandan; Suresh, Shubha; Rashmi, B. P.; Shanker, K.; Padma, N.; Niranjan, Vidya; Harsha, H. C.; Talreja, Naveen; Vrushabendra, B. M.; Ramya, M. A.; Yatish, A. J.; Joy, Mary; Shivashankar, H. N.; Kavitha, M. P.; Menezes, Minal; Choudhury, Dipanwita Roy; Ghosh, Neelanjana; Saravana, R.; Chandran, Sreenath; Mohan, Sujatha; Jonnalagadda, Chandra Kiran; Prasad, C. K.; Kumar-Sinha, Chandan; Deshpande, Krishna S.; Pandey, Akhilesh

    2004-01-01

    The rapid pace at which genomic and proteomic data is being generated necessitates the development of tools and resources for managing data that allow integration of information from disparate sources. The Human Protein Reference Database (http://www.hprd.org) is a web-based resource based on open source technologies for protein information about several aspects of human proteins including protein–protein interactions, post-translational modifications, enzyme–substrate relationships and disease associations. This information was derived manually by a critical reading of the published literature by expert biologists and through bioinformatics analyses of the protein sequence. This database will assist in biomedical discoveries by serving as a resource of genomic and proteomic information and providing an integrated view of sequence, structure, function and protein networks in health and disease. PMID:14681466

  15. Human resources for mental health care: current situation and strategies for action.

    PubMed

    Kakuma, Ritsuko; Minas, Harry; van Ginneken, Nadja; Dal Poz, Mario R; Desiraju, Keshav; Morris, Jodi E; Saxena, Shekhar; Scheffler, Richard M

    2011-11-05

    A challenge faced by many countries is to provide adequate human resources for delivery of essential mental health interventions. The overwhelming worldwide shortage of human resources for mental health, particularly in low-income and middle-income countries, is well established. Here, we review the current state of human resources for mental health, needs, and strategies for action. At present, human resources for mental health in countries of low and middle income show a serious shortfall that is likely to grow unless effective steps are taken. Evidence suggests that mental health care can be delivered effectively in primary health-care settings, through community-based programmes and task-shifting approaches. Non-specialist health professionals, lay workers, affected individuals, and caregivers with brief training and appropriate supervision by mental health specialists are able to detect, diagnose, treat, and monitor individuals with mental disorders and reduce caregiver burden. We also discuss scale-up costs, human resources management, and leadership for mental health, particularly within the context of low-income and middle-income countries.

  16. A Competency-Based Human Resource Development Strategy

    ERIC Educational Resources Information Center

    Gangani, Noordeen; McLean, Gary N.; Braden, Richard A.

    2006-01-01

    This article explores some of the major issues in developing and implementing a competency-based human resource development strategy. The article summarizes a brief literature review on how competency models can be developed and implemented to improve employee performance. A case study is presented of American Medical Systems (AMS), a mid-sized…

  17. Human Resource Development: A Foundation for Participative Leadership.

    ERIC Educational Resources Information Center

    Appelbaum, Steven H.

    1979-01-01

    Discusses management theories and reports on a study establishing that, if managers are exposed to modern human resources management theories through a series of training programs, they will adopt a participative leadership style, and that this style will be reflected in their attitudes and the perceptions of their subordinates. (Author/IRT)

  18. The Internet Compendium: Subject Guides to Humanities Resources.

    ERIC Educational Resources Information Center

    Rosenfeld, Louis; And Others

    This guide describes and evaluates the Internet's humanities resources by subject. It offers information on a multitude of listservs; Usenet newsgroups; forums; electronic journals; topical mailing lists; text archives; Freenets; bulletin boards; FAQs; newsletters; real-time chats; databases; and library catalogs. Internet users can draw upon…

  19. Reflections and Future Prospects for Evaluation in Human Resource Development

    ERIC Educational Resources Information Center

    Han, Heeyoung; Boulay, David

    2013-01-01

    Human resource development (HRD) evaluation has often been criticized for its limited function in organizational decision making. This article reviews evaluation studies to uncover the current status of HRD evaluation literature. The authors further discuss general evaluation theories in terms of value, use, and evaluator role to extend the…

  20. DEVELOPING NEW YORK CITY'S HUMAN RESOURCES, VOLUME 1, JUNE, 1966.

    ERIC Educational Resources Information Center

    SVIRIDOFF, MITCHELL; AND OTHERS

    A HUMAN RESOURCES ADMINISTRATION (HRA) SHOULD BE CREATED TO PROVIDE EVERY LOW-INCOME RESIDENT WITH USEFUL EMPLOYMENT AT AN ADEQUATE INCOME, AN EDUCATION, AND AN OPPORTUNITY TO PARTICIPATE IN AND RECEIVE SERVICES FROM PROGRAMS ESTABLISHED TO HELP HIM. AN ADMINISTRATOR, RESPONSIBLE TO THE MAYOR, WOULD OVERSEE THE CREATION OF POLICY FOR THE PROGRAM…

  1. Alignment of Human Resource Practices and Teacher Performance Competency

    ERIC Educational Resources Information Center

    Heneman III, Herbert G.; Milanowski, Anthony T.

    2004-01-01

    In this article, we argue that human resource (HR) management practices are important components of strategies for improving student achievement in an accountability environment. We present a framework illustrating the alignment of educational HR management practices to a teacher performance competency model, which in turn is aligned with student…

  2. Promoting Instructional Improvement: A Strategic Human Resource Management Perspective

    ERIC Educational Resources Information Center

    Smylie, Mark A.; Wenzel, Stacy A.

    2006-01-01

    This report argues that instructional improvement, which goes hand-in-hand with efforts at education reform, can be promoted through the strategic use of human resource management (HRM) practices at the school, district, and state levels. The authors present information from the organizational and management literatures on how firms in several…

  3. Human Resource Development in Mauritius: Context, Challenges and Opportunities

    ERIC Educational Resources Information Center

    Garavan, Thomas N.; Neeliah, Harris; Auckloo, Raj; Ragaven, Raj

    2016-01-01

    Purpose: The purpose of this paper is to explore human resource development (HRD) in Mauritius and the challenges and opportunities faced by organisations in different sectors in adopting HRD practices. Findings: This special issue presents four papers that explore dimensions of HRD in public sector, small- and medium-sized enterprises (SMEs) and…

  4. Integrating Workforce Planning, Human Resources, and Service Planning.

    ERIC Educational Resources Information Center

    O'Brien-Pallas, Linda; Birch, Stephen; Baumann, Andrea; Murphy, Gail Tomblin

    The feasibility of integrated health human resources planning (IHHRP) was examined. The analysis focused on the following topics: ways of integrating labor market indicators into service planning; whether planning is sufficiently responsive and flexible to retain relevance and validity in rapidly changing health systems; different models and…

  5. Human Resources Administration: A School-Based Perspective. Fourth Edition

    ERIC Educational Resources Information Center

    Smith, Richard

    2009-01-01

    Enhanced and updated, this Fourth Edition of Richard E. Smith's highly successful text examines the growing role of the principal in planning, hiring, staff development, supervision, and other human resource functions. The Fourth Edition includes new sections on ethics, induction, and the role of the mentor teacher. This edition also introduces…

  6. Human Resource Development. Trends and Issues Alert No. 25.

    ERIC Educational Resources Information Center

    Kerka, Sandra

    Because of its focus on improving work performance at the individual, group, organizational, and interorganizational levels, the field of human resource development (HRD) is affected by and responds to trends in work, organizations, and the global economy. A literature review reveals that the following themes recur throughout the HRD literature:…

  7. Human Resource Development in Mauritius: Context, Challenges and Opportunities

    ERIC Educational Resources Information Center

    Garavan, Thomas N.; Neeliah, Harris; Auckloo, Raj; Ragaven, Raj

    2016-01-01

    Purpose: The purpose of this paper is to explore human resource development (HRD) in Mauritius and the challenges and opportunities faced by organisations in different sectors in adopting HRD practices. Findings: This special issue presents four papers that explore dimensions of HRD in public sector, small- and medium-sized enterprises (SMEs) and…

  8. Toward a Theory of Human Resource Development Learning Participation

    ERIC Educational Resources Information Center

    Wang, Greg G.; Wang, Jia

    2004-01-01

    This article fills a theoretical gap by identifying an understudied subject area for human resource development (HRD) theory building, learning participation of HRD interventions in organizations. The topic has critical significance in current HRD practices, such as concerns on e-learning dropout rates and HRD measurement and evaluation. First, a…

  9. A Competency-Based Human Resource Development Strategy

    ERIC Educational Resources Information Center

    Gangani, Noordeen; McLean, Gary N.; Braden, Richard A.

    2006-01-01

    This article explores some of the major issues in developing and implementing a competency-based human resource development strategy. The article summarizes a brief literature review on how competency models can be developed and implemented to improve employee performance. A case study is presented of American Medical Systems (AMS), a mid-sized…

  10. Alignment of Human Resource Practices and Teacher Performance Competency

    ERIC Educational Resources Information Center

    Heneman III, Herbert G.; Milanowski, Anthony T.

    2004-01-01

    In this article, we argue that human resource (HR) management practices are important components of strategies for improving student achievement in an accountability environment. We present a framework illustrating the alignment of educational HR management practices to a teacher performance competency model, which in turn is aligned with student…

  11. Beginning Teachers' Perceptions of School Human Resource Practices

    ERIC Educational Resources Information Center

    Kwan, Paula

    2009-01-01

    Human resource (HR) management is defined as the sum of activities employed by an organization to attract, develop, and retain people with the appropriate knowledge and skills for effectively and efficiently achieving organizational goals. An understanding of the HR practices in schools is important, as the assembly of a team of qualified and…

  12. Driving Performance Improvements by Integrating Competencies with Human Resource Practices

    ERIC Educational Resources Information Center

    Lee, Jin Gu; Park, Yongho; Yang, Gi Hun

    2010-01-01

    This study explores the issues in the development and application of a competency model and provides implications for more precise integration of competencies into human resource (HR) functions driving performance improvement. This research is based on a case study from a Korean consumer corporation. This study employed document reviews,…

  13. Empowering the Human Resources and the Role of Distance Learning

    ERIC Educational Resources Information Center

    Lama, Sukmaya; Kashyap, Mridusmita

    2012-01-01

    As the world is invaded by technological inventions and wonders, life becoming more fast and crazy, yet there can be no doubt that the critical factor for the development of a nation or a state is its human resource. The productivity of a nation is influenced by the number of its skilled population. When we look into the problem of…

  14. Williamsburg County Human Resources Campus (WCHRC): Planning Report.

    ERIC Educational Resources Information Center

    Wynn, Eddie D.; And Others

    Investigating the feasibility of a human resources campus designed to locate all Williamsburg County (a rurally disadvantaged South Carolina county) health and social service agencies in one consolidated area, project objectives were to investigate: agency characteristics; ownership, management, and financing aspects of the campus concept;…

  15. New Technology and Human Resource Development in the Automobile Industry.

    ERIC Educational Resources Information Center

    Organisation for Economic Cooperation and Development, Paris (France). Centre for Educational Research and Innovation.

    This document contains five case studies of plants within large enterprises in the automobile industry (Ford, Toyota, Volkswagen, Renault, and Volvo), plus reports of each company's views on human resource development, new technology, and changes in work organization and skill formation. The document is composed of five narrative sections,…

  16. Human Resource Professionals' Report on Communication Practices in Their Organizations.

    ERIC Educational Resources Information Center

    Frank, Allan D.

    One hundred fifty human resource professionals responded to survey questions on communication effectiveness within their business organizations. Their responses on formal and informal communication patterns, communicating change, small group communication, and superior-subordinate communication were supplemented by interviews with 58…

  17. Human Resource Management in Higher and Further Education.

    ERIC Educational Resources Information Center

    Warner, David, Ed.; Crosthwaite, Elaine, Ed.

    This book presents 13 papers which address human resource management in universities and colleges of further education in the United Kingdom. A list of abbreviations precedes the papers. The papers are: (1) "Setting the Scene" (Elaine Crosthwaite and David Warner); (2) "Managing Change" (David House and David Watson); (3)…

  18. New Models and Metaphors for Human Resource Development.

    ERIC Educational Resources Information Center

    1999

    This document contains two reports from a poster session on new ideas and models in human resource development (HRD). The first presentation, "Two-way Customer-Service Provider Cycle" (Harriet V. Lawrence, Albert K. Wiswell), discusses a two-way supply cycle model that illustrates relational issues in customer service, including needs…

  19. Impact of Design Trade Studies on System Human Resources.

    ERIC Educational Resources Information Center

    Whalen, Gary V.; Askren, William B.

    This study focused on two objectives. The first objective was to identify and classify the characteristics of conceptual design trade studies that have high potential impact on human resource requirements of Air Force weapon systems. The approach used was a case history review and analysis of 129 F-15 aircraft design trade studies. The analysis…

  20. The Future Competencies of Department Chairs: A Human Resources Perspective

    ERIC Educational Resources Information Center

    Jones, Faye R.

    2011-01-01

    This exploratory study of department chairs, deans, and faculty at extensive research public universities in Florida resulted in the identification of 85 future competencies of department chairs using a human resources perspective. Results include a discussion of the top 20 most important competencies and the top 20 competencies anticipated to be…

  1. The Role of Education within National Human Resource Development Policy

    ERIC Educational Resources Information Center

    Schmidt, Kathleen V.

    2008-01-01

    Trade and economic viability are becoming increasingly important in all countries around the world. As a result, Human Resource Development (HRD) is becoming an integral part of a country's ability to sustain development and it is evident that many countries outside of the United States are integrating HRD as part of their national policy (NHRD).…

  2. The Future Competencies of Department Chairs: A Human Resources Perspective

    ERIC Educational Resources Information Center

    Jones, Faye R.

    2011-01-01

    This exploratory study of department chairs, deans, and faculty at extensive research public universities in Florida resulted in the identification of 85 future competencies of department chairs using a human resources perspective. Results include a discussion of the top 20 most important competencies and the top 20 competencies anticipated to be…

  3. Human Resource Development and Manpower Training. Paper Presentations: Session B.

    ERIC Educational Resources Information Center

    2000

    This document contains 18 papers from the human resource development and manpower training section of an international conference on vocational education and training (VET) for lifelong learning in the information era. The following papers are included: "Use of Social and Economic Modeling to Plan Vocational Education and Training"…

  4. Beginning Teachers' Perceptions of School Human Resource Practices

    ERIC Educational Resources Information Center

    Kwan, Paula

    2009-01-01

    Human resource (HR) management is defined as the sum of activities employed by an organization to attract, develop, and retain people with the appropriate knowledge and skills for effectively and efficiently achieving organizational goals. An understanding of the HR practices in schools is important, as the assembly of a team of qualified and…

  5. Driving Performance Improvements by Integrating Competencies with Human Resource Practices

    ERIC Educational Resources Information Center

    Lee, Jin Gu; Park, Yongho; Yang, Gi Hun

    2010-01-01

    This study explores the issues in the development and application of a competency model and provides implications for more precise integration of competencies into human resource (HR) functions driving performance improvement. This research is based on a case study from a Korean consumer corporation. This study employed document reviews,…

  6. National Human Resource Development: A Multi-Level Perspective

    ERIC Educational Resources Information Center

    Nair, Prakash Krishnan; Ke, Jie; Al-Emadi, Mohammed A. S.; Coningham, Beatriz; Conser, Jessica; Cornachione, Edgar; Devassy, Seeja Mary; Dhirani, Khalil

    2007-01-01

    Although there are have been some studies on National Human Resource Development and HRD practices in certain countries, literature shows that we have just scratched the surface in terms of the number of countries we know about. This exploratory study reviews research associated with HRD policies and practices in Brazil, China, India, Italy,…

  7. FEDERAL-STATE PROGRAMS FOR DEVELOPING HUMAN RESOURCES.

    ERIC Educational Resources Information Center

    Federal Extension Service (USDA), Washington, DC.

    COUNTY AND STATE EXTENSION WORKERS MAY USE THESE FACT SHEETS FOR 35 FEDERAL-STATE PROGRAMS IN SIX MAJOR AREAS OF HUMAN RESOURCES DEVELOPMENT TO ACQUAINT THEMSELVES AND THEIR COMMUNITIES WITH PROGRAM PROVISIONS AND ELIGIBILITY REQUIREMENTS. THE PROGRAMS ARE CLASSIFIED AS (1) COMMUNITY PLANNING AND DEVELOPMENT WHICH INCLUDE ADVANCES FOR PUBLIC WORKS…

  8. Human Resources, Education, and Economic Development in Peru.

    ERIC Educational Resources Information Center

    Organisation for Economic Cooperation and Development, Paris (France).

    The present report is the result of the study on human resources and educational planning carried out in 1964 by the National Planning Institute (INP) in co-operation with the Organization for Economic Co-operation and Development. The main purpose of the report is to help integrate Peru's educational development and process of general…

  9. The Process Approach to Management of Enterprise Human Resources

    NASA Astrophysics Data System (ADS)

    Gorlenko, O.; Mozhayeva, T.

    2016-04-01

    The paper describes the approach to human resources management in the quality management system of an enterprise on the basis of their dual nature. The expediency of this approach application is analysed to ensure harmony between the interests of the company and its personnel and to improve the quality of labour.

  10. Personnel vs. Strategic Human Resource Management in Public Education

    ERIC Educational Resources Information Center

    Tran, Henry

    2015-01-01

    Education human resources (HR) professionals have often been neglected in education research. This study seeks to better understand their role in the American school industry, by first examining how districts conceptualize the position of HR professionals and then exploring how the professionals themselves understand their role in school business.…

  11. New Technology and Human Resource Development in the Automobile Industry.

    ERIC Educational Resources Information Center

    Organisation for Economic Cooperation and Development, Paris (France). Centre for Educational Research and Innovation.

    This document contains five case studies of plants within large enterprises in the automobile industry (Ford, Toyota, Volkswagen, Renault, and Volvo), plus reports of each company's views on human resource development, new technology, and changes in work organization and skill formation. The document is composed of five narrative sections,…

  12. Human Resource Architectures for New Teachers in Flemish Primary Education

    ERIC Educational Resources Information Center

    Vekeman, Eva; Devos, Geert; Valcke, Martin

    2016-01-01

    Since research shows that the quality of a school's teaching force is related to its personnel practices, there is a growing interest in human resource management (HRM) in education. Existing research has generated insights into the differences, constraints and effects of single and isolated HR practices. Yet, little research is available…

  13. Coordination and Human Resource Planning in the Hawaii Visitor Industry.

    ERIC Educational Resources Information Center

    Hawaii State Commission on Manpower and Full Employment, Honolulu.

    This report was undertaken in response to a request by the Sixth Legislature, which expressed its concern with the lack of coordination and overall human resource planning in the visitor industry and that the findings of the January 6-7, 1970 Travel Industry Congress had not been fully implemented. The State Commission on Manpower and Full…

  14. Human Resource Development and Manpower Training. Paper Presentations: Session B.

    ERIC Educational Resources Information Center

    2000

    This document contains 18 papers from the human resource development and manpower training section of an international conference on vocational education and training (VET) for lifelong learning in the information era. The following papers are included: "Use of Social and Economic Modeling to Plan Vocational Education and Training"…

  15. Human Resources for Health Challenges in Nigeria and Nurse Migration.

    PubMed

    Salami, Bukola; Dada, Foluke O; Adelakun, Folake E

    2016-05-01

    The emigration of sub-Saharan African health professionals to developed Western nations is an aspect of increasing global mobility. This article focuses on the human resources for health challenges in Nigeria and the emigration of nurses from Nigeria as the country faces mounting human resources for health challenges. Human resources for health issues in Nigeria contribute to poor population health in the country, alongside threats from terrorism, infectious disease outbreaks, and political corruption. Health inequities within Nigeria mirror the geographical disparities in human resources for health distribution and are worsened by the emigration of Nigerian nurses to developed countries such as the United States and the United Kingdom. Nigerian nurses are motivated to emigrate to work in healthier work environments, improve their economic prospects, and advance their careers. Like other migrant African nurses, they experience barriers to integration, including racism and discrimination, in receiving countries. We explore the factors and processes that shape this migration. Given the forces of globalization, source countries and destination countries must implement policies to more responsibly manage migration of nurses. This can be done by implementing measures to retain nurses, promote the return migration of expatriate nurses, and ensure the integration of migrant nurses upon arrival in destination countries. © The Author(s) 2016.

  16. New Models and Metaphors for Human Resource Development.

    ERIC Educational Resources Information Center

    1999

    This document contains two reports from a poster session on new ideas and models in human resource development (HRD). The first presentation, "Two-way Customer-Service Provider Cycle" (Harriet V. Lawrence, Albert K. Wiswell), discusses a two-way supply cycle model that illustrates relational issues in customer service, including needs…

  17. Human Resource Management in Australian Registered Training Organisations

    ERIC Educational Resources Information Center

    Smith, Andrew; Hawke Geof

    2008-01-01

    This report forms part of a comprehensive research program that has examined issues related to building the organisational capability of vocational education and training providers. In particular, this report focuses on the current state of human resource management practice in both technical and further education and private registered training…

  18. Human Resources Administration: A School-Based Perspective. Fourth Edition

    ERIC Educational Resources Information Center

    Smith, Richard

    2009-01-01

    Enhanced and updated, this Fourth Edition of Richard E. Smith's highly successful text examines the growing role of the principal in planning, hiring, staff development, supervision, and other human resource functions. The Fourth Edition includes new sections on ethics, induction, and the role of the mentor teacher. This edition also introduces…

  19. Attitudes of Prospective Human Resource Personnel towards Distance Learning Degrees

    ERIC Educational Resources Information Center

    Udegbe, I. Bola

    2012-01-01

    This study investigated the attitudes of Prospective Human Resource Personnel toward degrees obtained by distance learning in comparison to those obtained through conventional degree program. Using a cross-sectional survey design, a total of 215 postgraduate students who had been or had potential to be involved in the hiring process in their…

  20. Quantification of the Impact of Technological Changes on Human Resources.

    ERIC Educational Resources Information Center

    Potter, Norman R.; And Others

    The capability to predict human resource requirements based on the introduction of new technology has long been a research objective within psychology. The purpose of this study was to develop a procedure for quantifying the effects of incoming technology. A five-step approach was taken and included critical analysis of the recent literature to…