scholarly journals Human resources development in Vietnam’s health sector

2021 ◽  
Vol 5 (2) ◽  
pp. first
Author(s):  
Nam Ngoc Pham
Keyword(s):  
Health Care ◽  
Human Resources ◽  
Human Resources For Health ◽  
Health Sector ◽  
International Health ◽  
Developed Countries ◽  
Human Resources Development ◽  
Health Human Resources ◽  
Current Period ◽  
Resources Development

This paper addresses issues related to health, health care, human resources in the health sector, characteristics of human resources for health, the need to develop a health workforce, analyzing criteria for evaluating human resources for health in terms of both quantity and quality; the position and role of human resources in the health sector, the development of human resources in the health sector under the process of industrialization, modernization and socio-economic development of Vietnam in the current period, achievements and limitations in human resources development in Vietnam's health care sector. In addition, the study also highlights statistics, some works and reports on health, human resources for health, contents of health human resources development; allocation of health human resources, education and training of health human resources in the country and some developed countries such as India, China, and the situation of domestic and international health human resources to draw some recommendations for the development of health human resources in Vietnam afterwards.

scholarly journals Cross-national comparisons of human resources for health – what can we learn?

2005 ◽  
Vol 1 (1) ◽  
pp. 59-78 ◽  
Author(s):  
CARL-ARDY DUBOIS ◽  
MARTIN MCKEE
Keyword(s):  
Human Resources ◽  
Comparative Studies ◽  
Human Resources For Health ◽  
Health Sector ◽  
International Health ◽  
Comparative Approach ◽  
Generative Capacity ◽  
International Comparative ◽  
Context Specific ◽  
Cross National

After a long period of neglect, the issue of human resources for health (HRH) has recently emerged as a core component on the international health agenda, with policy makers increasingly eager to learn from experience elsewhere. This article investigates systematically the opportunities and challenges associated with the use of cross-national comparisons of HRH policies and practices. It reviews the evidence in favour of using international comparative studies on HRH, discusses emerging opportunities for developing a cross-national research agenda to guide HRH policies in Europe, and highlights obstacles which may hinder the implementation of comparative studies on HRH. While demonstrating many opportunities offered by the comparative approach to improve understanding of human resources processes in the health sector, this article also emphasizes the dangers of simplistic pleas for the transfer of human resource policies without taking into account the context-specific factors and the generative capacity of the social actors in the design and implementation of policy changes.

scholarly journals The Impact of Human Resources Development on Small and Medium Enterprises (SMEs) Performance

2019 ◽  
Vol 2 (2) ◽  
pp. p45
Author(s):  
Zeqir Voca ◽  
Ymer Havolli
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Small And Medium Enterprises ◽  
Developed Countries ◽  
Human Resources Development ◽  
The Developed Countries ◽  
Medium Enterprises ◽  
In Transit ◽  
The Impact ◽  
Resources Development

The purpose of this paper is to study the impact of the Human Resources Development (HRD) on the performance of small and medium enterprises (SMEs) in Kosovo. There is a large volume of research that support the positive relationship between HRD and the organizational performance. Most of such research was conducted in the developed countries and to a lesser extent in the developing countries (countries in transit). Through this study we confirmed the impact of the investments in various forms of HRD in the performance of the SMEs in Kosovo. This study provides empirical data that support the impact of training and development, career development and motivation of employees on organizational performance, but the results of this study do not support the impact of the education of entrepreneurs on the organizational performance.

scholarly journals Human Resource Development and Economic Growth in Nigeria

2021 ◽  
Vol 4 (3) ◽  
pp. 23-49
Author(s):  
Deinibiteim M.H. ◽  
Emeh E. O.
Keyword(s):  
Economic Growth ◽  
Human Resources ◽  
Human Development ◽  
Human Development Index ◽  
Government Expenditure ◽  
Health Sector ◽  
Human Resources Development ◽  
Development Index ◽  
The Real ◽  
Resources Development

This study examined the impact of human resources development on economic growth in Nigeria from 1980 to 2019. To achieve this objective, data were collected on the real gross domestic product, government expenditure on education, government expenditure on health and human development index from Central Bank of Nigeria Statistical bulletin, World Bank -World Development Indicator and UNDP. The study adopted the Augmented Dickey-Fuller unit root test, Johansen Co-integration test and Error Correction Mechanism (ECM) methods of econometric to analyse the collected data. Evidence from the findings revealed that all the variables were individually integrated of Order One and have a long-run relationship. The parsimonious ECM result revealed that an increase in government expenditure on education, government expenditure on health, as well as human development index, do not significantly increase economic growth in Nigeria during the period of study. The study concluded that human resources development via public spending in the education sector, health sector, as well as an increase in human development index remains crucial in the process of achieving sustainable economic growth in Nigeria. Based on these findings, the study recommended among others that crucial effort should be made by the government in channelling more funds to the health sector in order to improve health standards and reduce the mortality rate of the citizens since a healthy population and workforce is a major ingredient for rapid and sustainable productivity and growth. Enough funds should be allocated to education for proper utilization of potential productive and social benefits that will help to boost the real sector of the economy.

scholarly journals Human Resources Perspectives: Intercultural Competence Benefits In Learning English and Japanese Languages Simultaneously

KIRYOKU ◽  
2021 ◽  
Vol 5 (1) ◽  
pp. 80-86
Author(s):  
Girindra Putri Ardana Reswari ◽  
James Kalimanzila
Keyword(s):  
Human Resources ◽  
Multinational Corporations ◽  
Intercultural Competence ◽  
Developed Countries ◽  
The United States ◽  
Cross Cultural ◽  
Human Resources Development ◽  
Cultural Issues ◽  
Resources Development ◽  
Learning English

This research is aiming at discussing the benefits of learning English and Japanese languages simultaneously to cross-cultural competency. This article is also having a further discussion about the human resources development benefits gained from learning the two languages and cultures. English and Japanese are two languages that are famous as foreign languages for international business. It is because The United States, Japan, and the major economic forces of Western Europe are developed countries whose infrastructures and well-established financial markets are conducive to the operation and potential success of multinational corporations (MNCs). This study is a qualitative study with explanatory research as its method. The data gained by analyzing the perceptions drawn from the existing literature of various scholars documented in journals and books connected to Japanese and English languages, as well as human resources development issues. The results showed that learning Japanese and English simultaneously is also a good method in teaching the worker or students that will work in an international setting in having the comprehension of cross-cultural issues in general. The differences of those languages in terms of culture such as direct and indirect behavior in speaking, personal address system, and polite speech will become an example of understanding two different foreign language categories: high and low context cultures. 

scholarly journals ANALISIS PERENCANAAN SUMBER DAYA MANUSIA (SDM) KESEHATAN PUSKESMAS DENGAN METODE WORKLOAD INDICATORS OF STAFFING NEEDS (WISN) DI KABUPATEN LOMBOK BARAT

2017 ◽  
Vol 6 (2) ◽  
Author(s):  
Ni Wayan Sri wangi
Keyword(s):  
Human Resources ◽  
Health Center ◽  
Work Load ◽  
Health Centers ◽  
Human Resources Development ◽  
Health Staff ◽  
Health Human Resources ◽  
Work Units ◽  
Staffing Needs ◽  
Resources Development

            This research is aimed at analyzing health human resources in health centers by calculating the work load, need number and competence of each unit and category of health human resourcesof health centers and the need of the development in West Lombok. This research is descriptive study with quantitative and qualitative approach. Quantitative data are analyzed with Workload Indicators of Staffing Needs (WISN). Qualitative data are analyzed with Miles and Huberman through the analysis of organization, work, and personal needs. The sample of health center and informants were selected through purposive sampling method. The selected samples are Gunung Sari Health Center and Meninting Health Center. All 168 health staffs are respondents and 10 of which are the informants of this research. The data were collected through documentation, questionnaires, in-depth interview, and focus group discussion (FGD). The reseach showed that 8 work units and 8 categories of health staff in Gunung Sari Health Center and 7 work units and 7 categories of health staff in Meninting Health Center have the high ratio of work load (WISN ratio <1). Low work load ratio (WISN ratio >1) are in 4 categories of health staff in Gunung Sari Health Center and 1 unit and 4 categories of health staff in Meninting Health Center. Gunung Sari Health Center needs 114 staffs, and only 98 are alvailable, so it need 16 more additional staffs. Meninting Health Center needs 87 staffs, and only 70 are alvailable, so it need 17 more additional staffs. The analysis of human resource development showed that nurses need to be upgraded into Diploma III, training for emergency action, diagnostic test to support doctor. Management training is needed by trasurer and good procurement staff. Training of service administration is needed by all staffs of health center. This research recommend that health center make planning for staff recruitment, inter-unit rotation, and health human resources development as recommended by WISN analysis and health center development need in West Lombok. Keywords: workload, WISN, health human resources development need, health center

Pengarug Gaya Kepemimpinan, Budaya Organisasi, dan Kepercayaan Pegawai terhadap Komitmen Organisasi pada Suku Dinas Pendidikan Dasar Kota Administrasi Jakarta Barat

2015 ◽  
Vol 3 (3) ◽  
Author(s):  
Soeparlan Kasyadi
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Strategic Planning ◽  
Human Resources ◽  
Path Analysis ◽  
Leadership Style ◽  
Basic Education ◽  
Human Resources Development ◽  
Resources Development ◽  
Unit Analysis

<p>This research is aimed at obtaining information related to the affect of the <br />leadership style, organizational culture, and employees’ trust on organizational <br />commitment. Research has been implemented using path analysis after all variables put into a matrix of correlation. In this research, employees had been chosen as a unit analysis and 65 samples selected randomly. The results of research found out that: (1) there is direct affect of leadership style on employees’ trust; (2) there is direct affect of organizational culture on employees’ trust; (3) there is direct affect of leadership style on organizational commitment; (4) there is direct affect of organizational culture on organizational commitment; and (5) there is direct affect of employees’ trust on <br />organizational commitment. Based on those findings it could be concluded that any changing or variation which occurred to the organizational commitment of Basic Education Office in West Jakarta had been effected by leadership style, organizational culture, and trust to employees. Therefore, leadership style, organizational culture, and employees’ trust should be put into strategic planning of human resources development in increasing the organizational commitment of Basic Education Office in West Jakarta, however other variables are necessary to be taken into account properly. <br /> <br /><br /></p>

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