scholarly journals The Exploration of Antenatal Education Method and its Problems in Denpasar Regency, Indonesia: A Qualitative Study

2021 ◽  
Vol 9 (E) ◽  
pp. 990-998
Author(s):  
Ariyani Wayan ◽  
I. Made Ady Wirawan ◽  
Gede Ngurah Indraguna Pinatih ◽  
Anak Agung Ngurah Jaya Kusuma
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Pregnant Women ◽  
Human Resource ◽  
Time Management ◽  
Limited Information ◽  
Antenatal Education ◽  
Face To Face ◽  
Health Care Clinics ◽  
Qualitative Exploration

BACKGROUND: Antenatal education is a process giving health information to pregnant women as a part of antenatal care. Antenatal education influences knowledge and behavior which indirectly give impact to the health of mothers and children. In implementing several antenatal education methods, several countries have experienced some obstacles. AIM: The present study aimed to explore the implementation and problems of antenatal education in Denpasar Bali. METHODS: Descriptive qualitative exploration design was used in the study. The respondents were ten midwives in primary health-care clinics and private midwifery clinics in all districts of Denpasar city. The sample was selected using purposive sampling. Data analysis was using thematic approach by QSR Nvivo 12 Plus. RESULTS: The result of this study found two main themes; those were maternity class method and individual/face to face method. Midwives reported that on maternity class method the delivered information was felt more complete since it was in accordance with curriculum, pregnant women could hare with each other, and they could integrate with other professions. However, its weakness was low participation of pregnant women due to busyness. Meanwhile, face-to-face method had advantages since pregnant women felt free to express their personal problems and midwives could offer solutions for the identified problems during antenatal visits. Nevertheless, it has many disadvantages such as, very limited information was provided, problem with human resource management, time management, and pregnant women visitation management. CONCLUSION: In conclusion, both of antenatal education methods have advantages and disadvantges. Maternity class method is considered as a better method yet pregnant women participation to the class is relatively low. Face-to-face method is considered not comprehensive in delivering antenatal information as its problem with time management, human resource management, and patient management.

scholarly journals Development of Telework and its Effects on Japan’s Human Resource Management: Artificial Sociality as a Focus

2021 ◽  
Author(s):  
Нобуко Хосогая
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Rural Areas ◽  
Japanese Government ◽  
Economic Activities ◽  
Face To Face ◽  
Hybrid Type ◽  
Research Outcomes ◽  
Japanese Corporations

This study explores social and economic activities that promote ‘telework’ and its impact on human resource management in Japan. Telework had not been common in Japan’s workplaces, but the situation suddenly changed when the COVID-19 pandemic began to spread in 2020. The Japanese government issued the declaration of emergency and encouraged the commerce, industry, and other enterprises associations to introduce telework as a ‘new way of working’. To emphasize the characteristics of telework in Japan, the article observers research outcomes published recently. We argue that there is a difference between companies’ size and location and the level of their employees’ skills: telework has already been implemented in some major companies, while there is a marginal development in online work in rural areas and in small and medium-sized enterprises. A hybrid type of face-to-face and online communications emerged as the result. The article finds out the domains where Japanese corporations adopted telework and shows some changes and effects caused by telework in work styles and human resource management. In conclusion, we systematize the data in a respective research realm and classify the elements associated with artificial sociality.

scholarly journals Role of Electronic Human Resources Management Systems in the Growth of Web Based Business

2019 ◽  
Vol 8 (2S11) ◽  
pp. 3814-3817 ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Dynamic Capabilities ◽  
Human Resources Management ◽  
Web Based ◽  
Resources Management ◽  
Face To Face ◽  
Business Applications

Activity of face to face human resource management is replacing with electronic human resource management (E-HRM) in many organizations. For creating operational and dynamic capabilities and on effectiveness of HRM contributes greatly the term E-HRM facilitates the functions of HRM. Within an organization it can consider that electronic human resource is the function of human resource that is focused with regulation, use and management of electronic processes and information. For web based business applications electronic human resource management plays an important role. As management is done through online is taking less resources and time.

scholarly journals COMPANY STRATEGY IN DEVELOPING HUMAN RESOURCE MANAGEMENT AND WORK MOTIVATION AS AN EFFORT TO IMPROVE AN EMPLOYEE PERFORMANCE (CASE STUDY OF TRAINING MANAGEMENT AT PT. SMF, WEST JAKARTA BRANCH)

2020 ◽  
Vol 2 (1) ◽  
pp. 91-100
Author(s):  
Siti Nuraini ◽  
Kasmir Kasmir
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Work Motivation ◽  
Employee Performance ◽  
Company Strategy ◽  
Face To Face ◽  
Performance Results

Those company's strategy in developing human resource management and work motivation as an effort to improve employee performance is absolutely needed at PT. SMF because as one of a company which engaged in financial . Its urges to have an employees who are competent on their fields so it would be able to improve those results which have been targeted and accordance to company's vision and mission. This research has purpose to explored the stages of human resource development strategies and work motivation for employees in delivered good performance results. This because most employees are working directly to the field and face to face with market conditions. Those analysis result shows that those strategy has been applied and implemented but still lowest in terms of work motivation because some employees who does not attend those  training management their career paths are still not widely open so motivation still relying on bonuses with same value for each division.

scholarly journals The Implementation of K-Means Algorithm to Analyse the Level of Employee Job Satisfaction Using Laravel Framework

2020 ◽  
pp. 152-158
Author(s):  
Harni Kusniyati
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
Face To Face ◽  
Employee Job Satisfaction ◽  
Calculation Process ◽  
Top Manager

Every company needs to know the level of job satisfaction of their employees that can be used as suggestion and critics to help consider the way to manage their human resources. It aims to encourage their employees to work optimally. One of the ways to find out the level of employee job satisfaction is by conducting one on one (face-to-face meeting between boss and employee) to get information about job satisfaction in terms of workload, work environment, team relationship, and other aspects. The information given to HRD and top manager is then used as consideration for the company to increase the human resource management. For time efficiency, it is made an application using Laravel framework that implements K-Means algorithm. In this case, the implementation of K-Means algorithm becomes a solution by analyzing data of employee job satisfaction in the company. The result of calculation process of K-Means algorithm forms a cluster used to obtain the description of the level of employee job satisfaction toward policies in the company.

INNOVATION IN TRAINING AND DEVELOPMENT PROGRAMS OF UZBEKSITAN BANKS

2021 ◽  
Vol 4 (8) ◽  
pp. 46-53
Author(s):  
Azamat Nurmatov ◽  
Keyword(s):  
Emotional Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Communication Skills ◽  
Time Management ◽  
Soft Skills ◽  
Training And Development ◽  
Hard Skills ◽  
The Impact

Recently, the importance of training and development as a part of Human Resource Management has developed significantly. Numerous companies concur that training and development is fundamental to organizational improvement and success cycle. On the other hand, the impact of training and development is thought little of in Central-Asian countries.Many companies in Uzbekistan have been putting center on hard skills of workers amid training and development sessions and dismissing the significance of soft skills. This article finds the value of soft skills of bank supervisors and officers and endeavors to suggest the usage of soft skills such as communication skills, emotional intelligence, time management and teamwork. Keywords: Human resource management, training and development, soft skills, hard skills, as communication skills, emotional intelligence, time management, teamwork, banks

Developing Workforce Planning Skills in Human Resource Management Courses: A Data-Driven Exercise

2021 ◽  
pp. 237929812110572
Author(s):  
Jessica L. Doll
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Students ◽  
Workforce Planning ◽  
Online Classroom ◽  
Face To Face ◽  
Talent Acquisition ◽  
Planning Concepts ◽  
Employment Data

Workforce planning is prevalent and recognized as a good strategic practice in many organizations. However, business students may have little experience with workforce planning or workforce analytics. The purpose of this article is to present a workforce planning exercise for use in a face-to-face or online classroom setting. In this exercise, students practice applying workforce planning concepts to calculate internal employment data, find and collect external employment data, and combine multiple, sometimes conflicting, data to make workforce predictions and recommendations for a hypothetical organization. This exercise is designed to help students develop career-relevant skills and is intended for use in human resource management, talent acquisition, talent management, staffing, and/or selection classes.

scholarly journals A Comparison Of Student Outcomes And Student Satisfaction In Three MBA Human Resource Management Classes Based On Traditional Vs. Online Learning

2011 ◽  
Vol 5 (8) ◽  
Author(s):  
Jane Whitney Gibson
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Student Satisfaction ◽  
Student Performance ◽  
Human Resource ◽  
Private University ◽  
Discussion Boards ◽  
Face To Face ◽  
The Face ◽  
Online Format

The author taught three MBA Human Resource Management classes in the spring term of              2007 at a large private university in Florida. Two of the classes were taught in a 100% online format while the third was taught off campus in a university-owned building in Orlando where students met in a face-to-face, weekend setting. This traditional class was augmented by a WebCT classroom where students posted assignments, did exams, and communicated via email and discussion boards in the interims between classes. Comparisons were made regarding student performance and student satisfaction. In both areas, students in the face-to-face class scored just slightly better than their online counterparts.

scholarly journals Performance Efficiency Evaluation of Information and Communication Technology (ICT) Application in Human Resource Management during COVID-19 Pandemic: A Study on Banking Industry of Bangladesh

2020 ◽  
pp. 46-56
Author(s):  
Md. Habibur Rahman ◽  
Prantika Mutsuddi ◽  
Sanjoy Kumar Roy ◽  
Md. Al- Amin ◽  
Fatema Jannat
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Information And Communication Technology ◽  
Communication Technology ◽  
Principal Component ◽  
Face To Face ◽  
Independent Variables ◽  
Information And Communication ◽  
And Performance

With the things that go towards the efficiency of ICT usage in HRM, measuring and evaluating have become one of the key goals for researchers and practitioners. When it is related to crisis moments like the COVID-19 pandemic whereas considering the performance of organizations it becomes practically important to examine the level of performance efficiency in HRM. Therefore, in this study, some aspects are explored to know the efficiency of HRM performance with the application of Information and Communication Technology (ICT) in its functions maintaining social distance during the COVID-19 pandemic. While using the regression model, people management, regular HR activities, HR payroll and rewards, and performance evaluation and promotion are taken as independent variables while the HR performance efficiency is taken as a dependent variable. Correlation and regression analyses were conducted to examine the efficiency of HR functions during the pandemic following principal component analysis. The use of ICT assures Human resource management performance efficiency without taking face-to-face interaction during the pandemic. Further, the findings will help practitioners to adopt ICT in the HRM perspective of all organizations and to make the decision about how much modification needs to be done to maximize overall efficiency within the limited resources during any pandemic.

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