Issues with mobile money in developing countries

A major criterion is the reduction of snags in the management of mobile money systems. The study was prompted by the ongoing problems with mobile money management. Previous research in underdeveloped nations concentrated mostly on technology algorithms for mobile money systems, with little attention paid to managerial issues. The research aims to reduce hiccups in the management of mobile money systems. A qualitative investigation was carried out, which was supported by activity theory and directed by an interpretative paradigm. The major data tools were semi-structured interviews and an internal document review. Expert purposive sampling was used, and data was thematically evaluated and themes were mapped onto activity theory nodes. The study's key findings included inadequate monitoring of mobile money agents, insufficient confidentiality and privacy in financial transactions, the use of general accounts for financial transactions, the use of generic guidelines and policies, third-party involvement in sensitive mobile money activities, and weak staff recruitment policies. The study's managerial implications include online customer registration, the implementation of online transaction monitoring, the online categorization of mobile money accounts, digital financial crime checks, digital validation of customer identities, and the continuous review and updating of mobile money guidelines.

Organizational Communication During the COVID-19 Pandemic

This chapter presents the effects of the COVID-19 pandemic on the organizational communication at a global level. Thus, major issues faced by employees and organizations are approached: cybercrime, communication, selection and evaluation of staff under the impact of digitization, and artificial intelligence. The effects of working from home on interpersonal relationships are also mentioned, and recovery solutions are presented. This chapter addresses concepts such as teleworking, telecommuting and remote working, gamification, and crowdsourcing. Isolation and social anxiety are effects of the COVID-19 pandemic. Virtual robots that perform staff recruitment and virtual platforms are evidenced. The chapter underlines that work context has to be adapted for teleworking regarding all the challenges encountered.

Bringing Health Care to Appalachia: The Long-Run Impact of a Rural Health Care System

The U.S. government has supported rural hospitals through direct subsidies and staff recruitment programs. However, little is known about the long-run impact of large-scale changes to rural health care. The authors explore the long-run trajectory of Appalachian counties where a coal mining union introduced a pioneering rural health care program in the 1950s, anchored by a chain of high-quality hospitals. Hospital beds per capita in counties where the union built its hospitals are persistently high through 2006, even when compared to similar counties and accounting for a variety of supply- and demand-side factors. In particular, union counties defied a national hospital consolidation trend starting in the 1980s. Results are consistent with a supply-side explanation where the scale and/or innovation of the union's investment allowed hospital markets to thrive and attract patients from a broad geography.

Identifying Critical Requirements for Successful Recruitment Practices in Wellington’s Small IT Firms

<p>This paper explores the needs of small IT firms in Wellington related to staff recruitment and retention. It identifies the critical factors that influence the location, sourcing and matching of candidates’ and their skills and behavioural qualities to the strategic technical, business and human resource management needs of these firms. Successful recruitment into Wellington’s IT industry is a critical sustainable growth factor for many small IT firms. Wellington is considered to be a national hub for the IT services sector. Limits in small firms’ ability to spend for recruitment and salary hamper their productivity and growth due to competition for talent in the sector. Innovations to solve the shortage related problems are taking place. Three alternative approaches are proposed that could contribute to a more stable equilibrium between supply of and demand for skilled IT professionals in Wellington.</p>

Identifying Critical Requirements for Successful Recruitment Practices in Wellington’s Small IT Firms

<p>This paper explores the needs of small IT firms in Wellington related to staff recruitment and retention. It identifies the critical factors that influence the location, sourcing and matching of candidates’ and their skills and behavioural qualities to the strategic technical, business and human resource management needs of these firms. Successful recruitment into Wellington’s IT industry is a critical sustainable growth factor for many small IT firms. Wellington is considered to be a national hub for the IT services sector. Limits in small firms’ ability to spend for recruitment and salary hamper their productivity and growth due to competition for talent in the sector. Innovations to solve the shortage related problems are taking place. Three alternative approaches are proposed that could contribute to a more stable equilibrium between supply of and demand for skilled IT professionals in Wellington.</p>

Strategi Proses Recruitment PT Pelindo Daya Sejahtera Dalam Menghadapi Pandemic Covid-19

Pandemi covid-19 semakin meluas di seluruh dunia. Secara tidak langsung wabah ini berdampak pada dunia usaha. Perusahaan dituntut inovatif dalam upaya melakukan pencegahan penyebaran virus covid-19. Oleh karena itu penting bagi PT PDS mencoba strategi baru dalam proses rekrutment dan seleksi untuk mencegah kerumunan. Penulis telah melakukan penelitian terkait strategi yang dilakukan oleh PT PDS. Tujuan penelitian ini adalah untuk menemukan strategi yang tepat untuk proses recruitment dan seleksi dalam menghadapi pandemic covid-19. Metode penelitian yang digunakan dalam penelitian ini adalah kualitatif dengan menggunakan metode deskriptif. Penelitian ini menyimpulkan bahwa inovasi e-recruitment tepat dilaksanakan untuk proses recruitment dan seleksi calon pegawai PT PDS dalam menghadapi pandemic covid-19. Dalam pelaksanaan e-recruitment di PT PDS sangat dibutuhkan ketrampilan staff recruitment dalam mengoperasikan penggunaan media teknologi informasi dan komunikasi.

Managerial challenges faced by Swedish nurse managers in perioperative settings– a qualitative study

Background Nurse managers need to create cultures that are worthy, not only of the commitment of everyone who comes to work but also of the trust of everyone who comes to be served. The aim of our study was to describe the challenges faced by Swedish nurse managers in a perioperative setting. Methods A qualitative study was conducted. The participants were chosen by convenience sampling, and individual in-depth interviews were conducted. Data were analysed by Systematic Text Condensation. The COREQ checklist was consulted throughout the study to optimise the quality. Results Nineteen nurse managers (all women) participated. Six themes were identified: “striving to treat employees with consideration and solicitude”; “the obligation to take care of each employee’s individual needs”; “convincing others was an uphill battle”, “finding solutions when things seem impossible”; “staff recruitment, allocation, and management”; “working with constantly changing planning”. Conclusions The nurse managers faced challenges because of the overwhelming amount of work tasks, with almost no time for reflection. Having carefully chosen tasks and a realistic time schedule for each work task, plus time to find one’s own path to inner peace, are essential for nurse managers. Organisations that provide these prerequisites show that they care about their nurse managers. The results of this study indicate the need for time to reflect, as well as support from superior managers and from the human resources department.

Professional activists? Party activism among political staffers in parliamentary democracies

Although the position of the party on the ground has been weakened by cartelization, grassroots activists remain an important recruitment pool for political professionals. Based on unique survey data collected among the staff of 14 Belgian and Dutch parties (N = 1009), this article offers an in-depth analysis of party activism among this under-researched population. Introducing a new supply and demand framework, I argue that staff recruitment is shaped by candidate preferences (supply) and party preferences (demand). The findings demonstrate that most political staffers are high-intensity activists with a strong commitment to their party. Moreover, the theoretical model accurately predicts that non-activists are more common among policy and communication experts, ministerial staff, and those working for ideologically moderate parties. These findings show that paid staffers do not necessarily widen the gap between parties and activists. They also raise normative questions about internal congruence within parties in coalition governments.

The effect of performance-oriented funding in higher education: evidence from the staff recruitment budget in Italian higher education

This study, which aims to investigate some potential effects derived from the adoption of performance-oriented funding in the higher education system, is focused on competitive allocative mechanism to provide universities with the staff recruitment budget in the Italian Higher Education System using panel data spanning the period 2012–2018 for 58 public universities. Results show that the geographical area in which universities operate influences their capacity to increase performance and thus financial resources. Indeed, universities located in Northern areas, the wealthier part of Italy, received a higher amount of resources than those located in the rest of the country. These findings reveal the key role played by external factors, which are beyond the control of management, in universities’ capacity to achieve better performance. Results also suggest that policy-makers should identify the correct trade-off between the quest for higher performance within the Italian Higher Education System and equity in resource allocation.

International Experience in Staff Management in the Process of Staff Recruitment for Vacant Positions with the Application of Social Networks in the Conditions of Digitalisation

The article researches the international practice of human resources management in the context of digitalisation. The method of expert assessments and analytical methods are used. The basic advantages of finding employees for vacant positions in social networks are revealed, which allowed the authors to propose the algorithm of an HR manager’s staff recruitment for an enterprise’s vacant position in social networks. In contrast to existing approaches, this methodology involves five basic steps. The usage of this algorithm will enable HR managers and executives to avoid the stage of work with staff agencies, will reduce the enterprise’s costs on staff recruitment for the vacant position, will form a staff reserve and, at the same time, will make the process of staff recruitment mobile in conditions of digital economy.