Suchergebnisse

Health and social care workforce planning and development (WP&D) is an area that concerns all healthcare managers and practitioners. Their services employ, directly and indirectly, up to one in ten working people. The English National Health Service (NHS) pay bill, for example, accounts for 60% (£65.4bn) of healthcare expenditure; significantly more if undergraduate and postgraduate health and social care education and training costs are included. Health and social care staffing can be historical and irrational; e.g., the NHS general practitioner (GP) to patient ratio (in populations with simi

Report of the Texas State Auditor's Office related to assisting agencies with their workforce planning processes and in developing their workforce plans.

Introduction: Imbalanced distribution of healthcare providers between urban and rural areas is one of the difficulties facing health service provision in Indonesia. Several regulations have been made by the governmentto solve the problem. The objective of this paper is to describe the provision of human resources for healthcare services in Indonesia. Methodology: A review of medical related electronic databases, CINAHL and Ovid MEDLINE, was undertaken from their commencement date until the end of January 2017. The grey literature from the Indonesian government, the World Health Organisation and the World Bank websites was also searched. Results: There were 92 articles identified from the CINAHL and 222 articles from the Ovid MEDLINE databases. Five articles were included from the two databases and five documents from grey literature with ten articles to be reviewed. Discussion: Nurses and midwives account for the largest proportion of healthcare providers in Indonesia. The ratio of healthcare providers in Indonesia is lower than the average of South-East Asian and other lower middle income countries. More than half of the healthcare providers in Indonesia provide care in community health centres. Several regulations have been proclaimed to improve the imbalanced proportion of healthcare providers across the country. Conclusion: Indonesia continues to develop strategies towards successful distribution of healthcare providers across the country. A study investigating the impact of the programs reducing the imbalanced distribution of healthcare providers on health outcomes is essential for Indonesia.

Increasing diversity in the workforce has several sources: (a) the changing demographic structure of the U.S., (b) the increased importance of globalization to profits and long term survival in many companies, and (c) changes in the structure of how work gets done. People bring with them into organizations the patterns of behavior and thinking, the networks, the social pressures, the habits, and strategies of action that they learned before joining the organization. Further, people are shaped by the perceptions, attitudes, and behaviors of others in regard to them. Although many organizations in the past have tried to homogenize behavior and attitudes by developing their own organizational cultures, the reality in most organizations is the existence of distinct subcultures and microcultures, as each group tries to find its own place, often in competition with others. This volume of the Sociology of Work addresses a number of issues that are brought to the fore because of diversity in the workforce: the structure, impact, and mechanisms of social networks; the policies and political dynamics around trying to redistribute benefits among social groups; issues regarding work and family, especially for professional workers in male dominated jobs; and the link between diversity in the workforce and broader issues of inequality. This set of papers address many of the emerging empirical and theoretical work in the study of diversity in the workforce and create an agenda for future work in the area.

Testimony issued by the Government Accountability Office with an abstract that begins "Since the Workforce Investment Act's (WIA) enactment in 1998, GAO has issued numerous reports that included recommendations regarding many aspects of WIA, including performance measures and accountability, funding formulas and spending, one-stop centers, and training, as well as services provided to specific populations, such as dislocated workers, youth, and employers. Collectively, these studies employed an array of data collection techniques, including surveys to state and local workforce officials and private sector employers; site visits; interviews with local, state, and Labor officials; and analysis of Labor data and documents. This testimony draws upon the results of these reports, issued between 2000 and 2007, as well as GAO's ongoing work on one-stop infrastructure, and discusses issues raised and recommendations made. Specifically, the testimony addresses (1) progress made by federal, state, and local officials in implementing key provisions of WIA; and (2) challenges that remain in implementing an integrated employment and training system."