scholarly journals Increasing The Efficiency And Effectiveness Of Government Organizations With The Contracts Of Salary Payment On The Basis Of Consequence And Outcome

2019 ◽  
Vol 8 (11) ◽  
pp. 2443-2445
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Resource Use ◽  
Management Practices ◽  
Government Agency ◽  
Government Agencies ◽  
Government Organizations ◽  
Staff Performance ◽  
Efficiency And Effectiveness ◽  
The Government

Nowadays, efficiency and effectiveness in government organizations are particularly most important. Whereas the performance of human resources is the most important factor in increasing and decreasing the efficiency and effectiveness of government agencies, government agencies and corporations are using tools to manage their workforce to increase their efficiency and effectiveness. But because of the features and complexities of government agencies, these tools do not produce the desired results and sometimes produce the opposite results. One of the most important reasons for the ineffectiveness of staff performance management practices is the type of contract between individuals and government agencies, which is mainly based on pay on the amount of effort regardless of the outcome. In this paper, given the opportunity provided by a government department to employee human resources based on pay results, The efficiency and effectiveness of the organization were compared with respect to two models of human resource use, salary payment on the basis of effort and consequence and outcome. And the tangible results of changing the approach of the government agency from the use of manpower based on copyright contracts to the outcome contracts. And the tangible results of changing the consider of the government agency from the use of manpower based on effort contracts to outcome contracts.

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

scholarly journals Health system gaps in cardiovascular disease prevention and management in Nepal

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Archana Shrestha ◽  
Rashmi Maharjan ◽  
Biraj Man Karmacharya ◽  
Swornim Bajracharya ◽  
Niharika Jha ◽  
...  
Keyword(s):  
Human Resources ◽  
Health System ◽  
Health Systems ◽  
National Health ◽  
Task Force ◽  
Health Spending ◽  
Building Blocks ◽  
Critical System ◽  
Government Organizations ◽  
The Government

Abstract Background Cardiovascular diseases (CVDs) are the leading cause of deaths and disability in Nepal. Health systems can improve CVD health outcomes even in resource-limited settings by directing efforts to meet critical system gaps. This study aimed to identify Nepal’s health systems gaps to prevent and manage CVDs. Methods We formed a task force composed of the government and non-government representatives and assessed health system performance across six building blocks: governance, service delivery, human resources, medical products, information system, and financing in terms of equity, access, coverage, efficiency, quality, safety and sustainability. We reviewed 125 national health policies, plans, strategies, guidelines, reports and websites and conducted 52 key informant interviews. We grouped notes from desk review and transcripts’ codes into equity, access, coverage, efficiency, quality, safety and sustainability of the health system. Results National health insurance covers less than 10% of the population; and more than 50% of the health spending is out of pocket. The efficiency of CVDs prevention and management programs in Nepal is affected by the shortage of human resources, weak monitoring and supervision, and inadequate engagement of stakeholders. There are policies and strategies in place to ensure quality of care, however their implementation and supervision is weak. The total budget on health has been increasing over the past five years. However, the funding on CVDs is negligible. Conclusion Governments at the federal, provincial and local levels should prioritize CVDs care and partner with non-government organizations to improve preventive and curative CVDs services.

Human Resources Management in Social Entrepreneurship

2022 ◽  
pp. 1524-1548
Author(s):  
Burcu Kümbül Güler
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Social Entrepreneurship ◽  
Management Practices ◽  
Human Resources Management ◽  
Social Economy ◽  
Management Training ◽  
Social Enterprises ◽  
Resources Management ◽  
And Performance

With the rise of social entrepreneurship, social enterprises have gained popularity as socially innovative organizations which try to balance their economic and social missions. In the competitive environment of social economy, good management and investment in human resources have become requirements of social enterprises for their survival. Among the management practices, human resources management acts as a tool for gaining competitive advantage and it builds mutual trust between the staff and the organization. Emphasizing the significance and challenges of human resources management, this chapter explains human resources main practices—recruitment, career management, training, and compensation and performance management—in social entrepreneurship.

Credibility of Sources of Communication on Products' Safety Hazards

1986 ◽  
Vol 58 (3) ◽  
pp. 707-718 ◽  
Author(s):  
Sidney I. Lirtzman ◽  
Avichai Shuv-Ami
Keyword(s):  
Attitude Change ◽  
Source Credibility ◽  
Government Agency ◽  
Government Agencies ◽  
Safety Hazards ◽  
Message Source ◽  
Potential Safety ◽  
Risk Research ◽  
The Government ◽  
Industrial Buying

Fear-inducing communications about actual or potential safety hazards of products, are increasingly encountered. These emanate mainly from government agencies and reflect the belief that rational consumers will act to minimize potential risk. Research has shown that credibility of a message source is directly related to effectiveness and persuasion of one message. Although observers have assumed that use of government sources would maximize source credibility in the case of communications about products' safety hazards, recent analyses suggest that this may not be the case. The present research tests two hypotheses with respect to communications of hazard, that government agencies will not necessarily achieve the source with highest credibility among consumers, and that attitude change will be greater among consumers perceiving a source other than the government to be the most credible. Findings are repotted for three studies of different samples of consumers. One involved an experiment in which consumers were exposed to safety warnings supposedly issued by a government agency about a common product. Two involved surveys, the first in the wake of the Tylenol poisonings and the second in the context of industrial buying practices in industrial settings. Results support the hypotheses. Theoretical bases for such findings are offered, and implications for public policy ate discussed.

Mexico’s brain drain to continue unabated

2018 ◽  
Keyword(s):  
United States ◽  
Human Resources ◽  
Brain Drain ◽  
The United States ◽  
Government Agency ◽  
National Council ◽  
Skilled Workers ◽  
Content Type ◽  
The Government ◽  
The University

Subject Mexico's brain drain. Significance Recent studies suggest increasing numbers of skilled professionals are emigrating from Mexico. A report by the University of Zacatecas (UAZ) published in March shows more than 1.4 million Mexicans with postgraduate degrees left the country between 1990 and 2015 due to a lack of professional development opportunities. According the National Council for Science and Technology (CONACYT), the government agency responsible for policy in this area, 46% of skilled emigrants live in Europe, 30% in the United States, 12% in Latin America and 7% in Canada. Impacts Emigration of skilled workers will be a fiscal burden as it annuls the benefits of investing in human resources. Policies to attract foreign talent could mitigate the problem, but there is no evidence that this is being considered. A contentious election outcome could trigger instability, further fuelling the outward flow of highly skilled Mexicans.

scholarly journals Analisis Tata Kelola Teknologi Informasi Untuk Meningkatkan Mutu Sumber Daya Manusia Pada Dinas Tenaga Kerja Dan Transmigrasi Provinsi Nusa Tenggara Barat Menggunakan Framework COBIT 5.0

2019 ◽  
Vol 3 (2) ◽  
Author(s):  
Azmi Yunda Chairani ◽  
Royana Afwani ◽  
Sri Endang Anjawarni
Keyword(s):  
Human Resources ◽  
It Governance ◽  
It Management ◽  
Organizational Goals ◽  
Government Organizations ◽  
The Government ◽  
Or Organization ◽  
A Company ◽  
Level 2 ◽  
Capability Level

The West Nusa Tenggara Department of Manpower and Transmigration (DISNAKERTRANS NTB) is one of the government organizations that assists the Governor of West Nusa Tenggara on labor and transmigration issues. IT governance in a company or organization is very necessary to harmonize organizational goals and strategies. With the problems found regarding to the resources both human resources and IT resources at DISNAKERTRANS NTB. Therefore, the purpose of this study is to determine the capability level of IT governance at DISNAKERTRANS NTB using the COBIT 5 framework by focusing on APO01 subdomains: Manage IT management frameworks, and APO07: Manage human resources. From the research results, the average capability level for the current conditions shows that APO01 and APO07 are at level 2. While the average capability level of the expected condition, shows that APO01 and APO07 are at level 4.to increase the current level, some recommendations are given to be considered by DISNAKERTRANS NTB in drafting the  policies relating to the APO01 and APO07 processes. Keywords: IT governance, capability level, COBIT 5.0, APO01, APO07.

scholarly journals Vietnam’s Development of Human Resources in Science and Technology

2021 ◽  
pp. 1-10
Author(s):  
M.A Kien ◽  
Tran Thi
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Knowledge Economy ◽  
Significant Contribution ◽  
Management Practices ◽  
Science And Technology ◽  
Key Factor ◽  
The Government

In the knowledge-economy era, the quality of human resources has become a key factor in determining a nation's future. Many people agree that improving not only the skill level of individuals but also management practices and the entire human resources system is the prerequisite for the long-term competitiveness and prosperity of a country. Recently, the Government of Vietnam has issued the number of policies to develop human resources in S&T. Although, Vietnam's human resource in science and technology has increased markedly, both in quality and quantity, making a significant contribution to the development and prosperity of the country, but these policies have not brought the expected results.

The dimensions and practices of talent management and its role in enhancing the efficiency and effectiveness of human resources management: A theoretical analytical study: أبعاد وممارسات إدارة المواهب ودورها في تعزيز كفاءة وفاعلية إدارة الموارد البشرية: دراسة تحليلية نظرية

2021 ◽  
Vol 5 (19) ◽  
pp. 175-156
Author(s):  
Fatima Mohammad Al- Rakhis, Maha Mohammad Al- Rakhis Fatima Mohammad Al- Rakhis, Maha Mohammad Al- Rakhis
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Analytical Study ◽  
Management Practices ◽  
Human Resources Management ◽  
Talent Management ◽  
Resources Management ◽  
Efficiency And Effectiveness

The study aimed to examine the dimensions and practices of talent management and its role in enhancing the efficiency and effectiveness of human resource management, a theoretical analytical study, and by attempting to answer the main question of the study and the sub- questions of the research problem, and by relying on the descriptive, analytical and theoretical approach of previous literature in this field through four hypotheses that were examined. The results of the study revealed that there is a relationship between talent management practices and the efficiency and effectiveness of human resources management, in addition to a relationship between talent management practices in terms of discovery, retention and development of talented people and the efficiency and effectiveness of human resources management and the validation of the four hypotheses. Talents according to a long- term strategic plan that focuses on performance indicators that increase added value and support institutional sustainability, while directing talent management practices to enhance the efficiency and effectiveness of human resource management performance.

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER CHANGES IN HUMAN RESOURCES MANAGEMENT WITHIN THE SCOPE OF KNOWLEDGE MANAGEMENT PRACTICES

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes ◽  
Knowledge Management Practices

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

scholarly journals Between Revenues and Public Service Delivery

2020 ◽  
Vol 176 (2-3) ◽  
pp. 304-337
Author(s):  
Shidarta ◽  
Stijn Cornelis van Huis
Keyword(s):  
Service Delivery ◽  
Public Service ◽  
Public Management ◽  
New Public Management ◽  
Government Agencies ◽  
Public Service Delivery ◽  
New Public ◽  
Efficiency And Effectiveness ◽  
The Government ◽  
Public Service Agencies

Abstract This article examines the development of policies regarding the state-owned enterprises (SOE s) and public service agencies (PSA s) in Indonesia. In 2004, the government of Indonesia introduced PSA s—government agencies that were given large autonomy to manage their financial affairs. The rationale behind this autonomy is consistent with the New Public Management ideal: the creation of more market-oriented government institutions with the objective of increasing the efficiency and effectiveness of public service delivery. The PSA policy has increased state revenues significantly, yet the quality of services and accountability has not improved accordingly. A comparison with SOE s reveals that the restructuring of government agencies and SOE s took place before a supportive framework was set in place. We argue that to tackle informality and to safeguard the social functions of public services, the spearheads of efficiency and revenues in Indonesian bureaucratic reform policies require a strong foundation, consisting of regulatory and ideological components.

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