Human Resource and Funding Constraints for Essential Surgery in District Hospitals in Africa: A Retrospective Cross-Sectional Survey

As competition rages on in the business environment, the demand for increased productivity, profitability with reduced cost and effective performance has put organizations under pressure to redirect their strategy towards outsourcing in order to develop and focus on their core competencies. The broad objective of this study is to examine the effect of Human Resources Outsourcing on organizational performance in Deposit Money Banks. The study made use of a sample of 260 staff from 10 money deposit banks in the Asaba metropolis of Delta State, Nigeria. The research instrument was a 25-item validated structured questionnaire of the likert type scale. A cross-sectional survey research design method was adopted, and the statistical techniques used are principle component factor analysis, correlation and multiple regression analysis. The findings showed that that there is a significant positive relationship between the variables of human resource outsourcing and organizational performance. This implies that its effect on organizational performance such as cost savings and productivity is as a result of outsourcing activities. The study therefore concludes that recruitment process outsourcing has significant relationship with organizational performance by moving the recruitment process to a recruitment agency, time is saved by the managers for more efficient planning. There is a need to adopt effective strategies when outsourcing recruitment process because human resource is the most vital asset of any organization. The study therefore recommends that Deposit Money Banks should engage in Human resource (HR) outsourcing practices, in order to get access to expert services as well as to take advantage of the excellent quality that external vendors provide and focus on their core competencies.

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The Biographical and Human Resource Management Predictors of Union Membership Engagement of Low- and Middle-Income Workers

Journal of Economics and Behavioral Studies ◽

10.22610/jebs.v10i1.2103 ◽

2018 ◽

Vol 10 (1) ◽

pp. 207

Author(s):

Molefe Jonathan Maleka

Keyword(s):

South Africa ◽

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Union Membership ◽

Quality Of Work Life ◽

Fringe Benefits ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Study Results

In this study, the researcher investigated the biographical and human resource management (HRM) predictors of union membership. The literature reviewed revealed that there is little research on this topic in the South African context. The literature reviewed also showed that males, permanent employees, employees who are less committed, who have a level of quality of work-life (QWL) and engagement, and those who are satisfied are more likely to be unionized. A cross-sectional survey design was used to address the research questions. One thousand questionnaires were distributed and 874 were completed by the respondents at Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM) in South Africa. The study results showed that employment status was the highest predictor ( = -1.782, p<0.05) of union membership, and gender and job satisfaction were not predictors of union members. This study had managerial implications, in the sense that when hiring employees on a part-time basis, having employees who are committed and offering employees QWL (i.e. excellent fringe benefits) will impact negatively on union membership. In terms of policymakers, the study revealed that developing remuneration policies that are pro-employee (i.e. offering excellent working conditions and fringe benefits) would make them satisfied, possibly be productive, and they would engage less in counterproductive industrial actions like strikes, which in South Africa are the amongst highest in the world.

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Conjoint moderate or high risk alcohol and tobacco use among male out-patients in Thailand

South African Journal of Psychiatry ◽

10.4102/sajpsychiatry.v22i1.763 ◽

2016 ◽

Vol 22 (1) ◽

pp. 5 ◽

Cited By ~ 3

Author(s):

Supa Pengpid ◽

Karl Peltzer ◽

Apa Puckpinyo ◽

Kriengsak Thammaaphiphol

Keyword(s):

High Risk ◽

Tobacco Use ◽

Depression Scale ◽

Health Seeking ◽

Cross Sectional Survey ◽

Cross Sectional ◽

District Hospitals ◽

Study Participants ◽

Substance Involvement ◽

Age Range

Objective: To better understand conjoint alcohol and tobacco use among male hospital out-patients, the purposes of this study were: (1) to assess the prevalence of conjoint use and (2) to determine the factors associated with the conjoint alcohol use and tobacco use.Methods: In a cross-sectional survey, consecutive male out-patients from four district hospitals in Nakhon Pathom province in Thailand were assessed with the Alcohol, Smoking and Substance Involvement Screening Test (ASSIST), Hospital Anxiety and Depression Scale (HADS), selfreported chronic conditions and health-seeking behaviour. The sample included 2208 study participants, with a mean age of 36.2 years (SD = 11.7) and an age range of 18–60 years.Results: Overall, 34.5% of the male hospital out-patients were conjoint moderate or high-risk alcohol and tobacco users, and 31.1% were moderate or high-risk alcohol or tobacco users. In multivariate analysis, younger age, having primary or less education, being separated, divorced or widowed, not having diabetes and not being obese were associated with conjoint moderate or high-risk alcohol and tobacco use. Conclusion: High prevalence and several risk factors of conjoint alcohol and tobacco use were found among hospital male out-patients. The findings of this study call for dual-intervention approaches for both alcohol and tobacco.

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Performance appraisal as an antecedent to innovation: An analysis of its importance relative to other human resource practices

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v17i0.1219 ◽

2019 ◽

Vol 17 ◽

Author(s):

Navin G. Matookchund ◽

Renier Steyn

Keyword(s):

Performance Appraisal ◽

Human Resource ◽

Survey Design ◽

Human Resource Practices ◽

Cross Sectional Survey ◽

Cross Sectional ◽

General Managers ◽

Managerial Implications ◽

Value Add ◽

Unique Predictor

Orientation: Innovation is essential to organisational survival, and several studies have shown that performance appraisals (PAs) contribute to innovation.Research purpose: The purpose of this study was to examine the importance of PA as an antecedent to innovation relative to other human resource practices (HRPs).Motivation for the study: The specific HRP drivers of innovation among employees and across organisations are not well specified, hindering appropriate resource allocation.Research approach/design and method: The PA–innovation link was investigated among 3180 employees across 53 South African organisations, utilising a cross-sectional survey design involving quantitative data, and focusing on correlation and regression analyses.Main findings: Human resource practices accounted for approximately 10% of the variance in innovation when considering individual employees. Performance appraisal was neither a common nor a unique predictor of innovation. When focusing on the link across organisations, a significant HRPs–innovation link was established in approximately 60% of organisations, with PA playing a significant role as the predictor of innovation in 10 (out of 53) organisations.Practical/managerial implications: Other HRPs, specifically supervisor support and staffing, played a much bigger role than PA in driving innovation of individuals, also across organisations. This specifies the relative importance of PA amongst other HRPs.Contribution/value-add: General managers, human resource practitioners and researchers can now use data-driven evidence to select specific HRPs which significantly enhance innovation among employees and across organisations.

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Quality of care during childbirth at public health facilities in Bangladesh: a cross-sectional study using WHO/UNICEF ‘Every Mother Every Newborn (EMEN)’ standards

BMJ Open Quality ◽

10.1136/bmjoq-2018-000596 ◽

2019 ◽

Vol 8 (3) ◽

pp. e000596

Author(s):

Sk Masum Billah ◽

Mohiuddin Ahsanul Kabir Chowdhury ◽

Abdullah Nurus Salam Khan ◽

Farhana Karim ◽

Aniqa Hassan ◽

...

Keyword(s):

Healthcare Providers ◽

Newborn Care ◽

Health Facilities ◽

Quality Improvement Initiative ◽

Care Providers ◽

Structured Interviews ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Experience Of Care ◽

District Hospitals

BackgroundThis manuscript presents findings from a baseline assessment of health facilities in Bangladesh prior to the implementation of the ‘Every Mother Every Newborn Quality Improvement’ initiative.MethodologyA cross-sectional survey was conducted between June and August 2016 in 15 government health facilities. Structural readiness was assessed by observing the physical environment, the availability of essential drugs and equipment, and the functionality of the referral system. Structured interviews were conducted with care providers and facility managers on human resource availability and training in the maternal and newborn care. Observation of births, reviews of patient records and exit interviews with women who were discharged from the selected health facilities were used to assess the provision and experience of care.ResultsOnly six (40%) facilities assessed had designated maternity wards and 11 had newborn care corners. There were stock-outs of emergency drugs including magnesium sulfate and oxytocin in nearly all facilities. Two-thirds of the positions for medical officers was vacant in district hospitals and half of the positions for nurses was vacant in subdistrict facilities. Only 60 (45%) healthcare providers interviewed received training on newborn complication management. No health facility used partograph for labour monitoring. Blood pressure was not measured in half (48%) and urine protein in 99% of pregnant women. Only 27% of babies were placed skin to skin with their mothers. Most mothers (97%) said that they were satisfied with the care received, however, only 46% intended on returning to the same facility for future deliveries.ConclusionsSystematic implementation of quality standards to mitigate these gaps in service readiness, provision and experience of care is the next step to accelerate the country’s progress in reducing the maternal and neonatal deaths.

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Provision of care for pregnant women with IBD in the UK: the current landscape

Frontline Gastroenterology ◽

10.1136/flgastro-2020-101546 ◽

2020 ◽

pp. flgastro-2020-101546

Author(s):

Sarah Wolloff ◽

Emma Moore ◽

Tracey Glanville ◽

Jimmy Limdi ◽

Klaartje B Kok ◽

...

Keyword(s):

Antenatal Care ◽

Pregnant Women ◽

Post Partum ◽

Mode Of Delivery ◽

Suboptimal Control ◽

Cross Sectional Survey ◽

Cross Sectional ◽

District Hospitals ◽

Adverse Pregnancy ◽

The Uk

IntroductionSuboptimal control of inflammatory bowel disease (IBD) can result in increased rates of adverse pregnancy-related outcomes. We aimed to describe the current landscape of provision of antenatal care for women with IBD in the UK.MethodsThis cross-sectional survey collected data on service setup; principles of care pre-conception, during pregnancy and post partum; and on perceived roles and responsibilities of relevant clinicians.ResultsData were provided for 97 IBD units. Prepregnancy counselling was offered mostly on request only (54%) and in an ad hoc manner. In 86% of units, IBD antenatal care was provided by the patient’s usual gastroenterologist, rather than a gastroenterologist with expertise in pregnancy (14%). Combined clinics with obstetricians and gastroenterologists were offered in 14% of units (24% academic vs 7% district hospitals; p=0.043). Communication with obstetrics was ‘as and when required’ in 51% and 30% of IBD units reviewed pregnant women with IBD ‘only when required’. The majority of respondents thought gastroenterologists should be involved in decisions regarding routine vaccinations (70%), breast feeding (80%), folic acid dosage (61%) and venous thromboembolism (VTE) prophylaxis (53%). Sixty-five per cent of respondents thought that gastroenterologists should be involved in decisions around mode of delivery and 30% recommended caesarean sections for previous but healed perianal disease.ConclusionsThis nationwide survey found considerable variation in IBD antenatal services. We identified deficiencies in service setup, care provided by IBD units and clinician knowledge. A basic framework to inform service setup, and better education on the available clinical guidance, is required to ensure consistent high-quality multidisciplinary care.

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The Biographical and Human Resource Management Predictors of Union Membership Engagement of Low- and Middle-Income Workers

Journal of Economics and Behavioral Studies ◽

10.22610/jebs.v10i1(j).2103 ◽

2018 ◽

Vol 10 (1(J)) ◽

pp. 207-216

Author(s):

Molefe Jonathan Maleka

Keyword(s):

South Africa ◽

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Union Membership ◽

Quality Of Work Life ◽

Fringe Benefits ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Study Results

In this study, the researcher investigated the biographical and human resource management (HRM) predictors of union membership. The literature reviewed revealed that there is little research on this topic in the South African context. The literature reviewed also showed that males, permanent employees, employees who are less committed, who have a level of quality of work-life (QWL) and engagement, and those who are satisfied are more likely to be unionized. A cross-sectional survey design was used to address the research questions. One thousand questionnaires were distributed and 874 were completed by the respondents at Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM) in South Africa. The study results showed that employment status was the highest predictor ( -1.782, p<0.05) of union membership, and gender and job satisfaction were not predictors of union members. This study had managerial implications, in the sense that when hiring employees on a part-time basis, having employees who are committed and offering employees QWL (i.e. excellent fringe benefits) will impact negatively on union membership. In terms of policymakers, the study revealed that developing remuneration policies that are pro-employee (i.e. offering excellent working conditions and fringe benefits) would make them satisfied, possibly be productive, and they would engage less in counterproductive industrial actions like strikes, which in South Africa are the amongst highest in the world.

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Human resource practices as predictors of engineering staff’s organisational commitment

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v12i1.604 ◽

2014 ◽

Vol 14 (1) ◽

Cited By ~ 2

Author(s):

Melinde Coetzee ◽

Jeremy Mitonga-Monga ◽

Benita Swart

Keyword(s):

Human Resource ◽

Training And Development ◽

Organisational Culture ◽

Early Career ◽

Human Resource Practices ◽

Organisational Commitment ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Human Resource Practitioners ◽

Skills Shortages

Orientation: Human resource practices are an important means of retaining professionally qualified employees and improving and increasing their future level of organisational performance in today’s turbulent and perpetually competitive world of business.Research purpose: This study examined whether human resource practices (as a core aspect of organisational culture) positively predict organisational commitment. Motivation for the study: In South Africa, high voluntary turnover and skills shortages of professionally qualified people such as engineers are a major obstacle to economic growth and job creation.Research design, approach and method: A cross-sectional survey and quantitative design were used with a non-probability purposive sample of 284 early career professionally qualified engineers from a South African engineering organisation. Correlational statistical techniques were employed to achieve the research objective.Main findings: Job satisfaction, training and development and rewards and remuneration positively predicted affective commitment. Leadership, rewards and remuneration and training and development also positively predicted normative commitment. Human resources policies and procedures positively predicted continuance commitment.Practical/managerial implications: Managers and human resource practitioners need to take a proactive approach in facilitating an organisational culture that reflects the practices embodied by the variables measured in this study in order to increase organisational commitment.Contribution: The findings add new knowledge that may be used to help managers and human resource practitioners understand how these human resource practices may guide retention strategies in the engineering environment

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Motivation and Job Satisfaction of Tutors in Colleges of Education in the Central Region of Ghana

International Journal of Scientific Research and Management ◽

10.18535/ijsrm/v8i09.el03 ◽

2020 ◽

Vol 8 (09) ◽

pp. 1643-1648

Author(s):

Charles Agyei Amoah ◽

Josephine Aba Entsiwah

Keyword(s):

Human Resource ◽

Central Region ◽

Survey Design ◽

Academic Staff ◽

Sampling Technique ◽

College Of Education ◽

Colleges Of Education ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Human Resource Policies

The study sought to examine the present disposition of the tutors of the colleges of education, with regard to their present and future job motivation and satisfaction. The research design for the study is a cross-sectional survey design. The population of the study was all the academic staff of three Colleges of Education namely, OLA College of Education, Fosu College of Education and Komenda College of Education. OLA College of Education has 58 tutors, Komenda College of Education has 42 tutors and Fosu College of Education has 52 tutors. The total population of all the three colleges summed up to 152 tutors. The sample for the study was made up of all the 152 tutors in the three colleges of education. The sampling technique used was census. The main data collection instrument was questionnaire and interview. The results of the study indicate that tutors of colleges of education in the central region had high career expectations. The study also revealed that human resource policies, reward systems, incentives available to tutors and the roles played by tutor associations do exist in colleges of education in the central region of Ghana. The human resource policies ensured staff welfare, job security, promote opportunities for training and ensure good working conditions. This policy has however not generally been able to provide tutors with the required motivation they need to effectively carry out their duties. It was recommended that tutor associations should work more assiduously to ensure that the welfare of the members are respected and taken into due consideration by the college administration to ensure that tutors are motivated well enough to carry out their responsibilities.Motivation

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Influence of human resource planning on performance of firms listed in the Nairobi Securities Exchange in Kenya

International Journal of Research in Business and Social Science (2147-4478) ◽

10.20525/ijrbs.v8i5.310 ◽

2019 ◽

Vol 8 (5) ◽

pp. 54-61

Author(s):

Dorcas Kiai ◽

Peter Lewa ◽

James Karimi

Keyword(s):

Firm Performance ◽

Human Resource ◽

Stock Exchange ◽

Resource Planning ◽

Target Population ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Capital Theory ◽

Human Resource Planning ◽

Listed Firms

The study sought to determine the influence of human resource planning on firm performance of firms listed in the Nairobi Securities Exchange in Kenya. The study was anchored on human capital theory and shareholder value maximization theory. The research design used was a cross-sectional survey while the study population constituted all the 68 listed firms at the Nairobi Stock Exchange (NSE) as in May 2017. The target population included the head of human resources and finance directors in all the listed firms. The sample size comprised of 136 respondents, and data was collected through structured questionnaires to meet the objectives of the study. Responses were tabulated, coded, and processed by the use of a computer Statistical Package for Social Science (SPSS) to analyze the data. Both descriptive and inferential statistical techniques were used to analyze the data. To test hypotheses, a simple linear model was used to test significance between the independent and dependent variable. The study findings revealed that the relationship between human resource planning and firm performance was positive and statistically significant and hence rejected the null hypothesis. The study concluded that the type and strategy of the firm, succession planning, matching skills with jobs and skills inventory are human resource planning indicators influencing the performance of firms listed in the NSE. It is therefore recommended that firms should continue to practice and maintain adequate human resource planning as it plays a fundamental role in achieving the objectives of the organizations.

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