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Workforce scheduling em ambientes multiskilled

Godinho, Ana Raquel Duarte
Fonte: Universidade de Lisboa Publicador: Universidade de Lisboa
Tipo: Dissertação de Mestrado
Publicado em //2009 POR
Relevância na Pesquisa
37.13%
Tese de mestrado, Gestão de Informação (Gestão e Análise de Dados), Universidade de Lisboa, Faculdade de Ciências, 2009; Os processos de Workforce Scheduling têm uma importância elevada no contexto da gestão moderna de recursos humanos. A temática do Workforce Scheduling incorpora um conjunto vasto de subproblemas que surgem da necessidade dos responsáveis em dimensionar, ajustar e nivelar os seus recursos da forma mais adequada possível às realidades das suas operações. É fundamental articular previsões de necessidades com recrutamento e formação, bem como uma ajustada calendarização das tarefas. O Workforce Scheduling pode ter uma vertente operacional, ou uma componente estratégica, para a tomada de decisões. Para além da complexidade inerente à transversalidade do Workforce Scheduling, quando se trata de ambientes onde os recursos possuem capacidades para executar mais do que um serviçoo, a afectação de agentes a serviços ganha uma maior complexidade e importância. O facto de se tratar de ambientes multiskilled torna a possibilidade de combinações de tarefas vasta. Como forma de auxílio à tomada de decisões face aos horários dos agentes, é apresentado um modelo de resolução para problemas de calendarização de tarefas e recursos...

Towards a Regional Strategy to Strengthen the Nurse Workforce of the English-speaking CARICOM : International Legal Instruments, Agreements and Obligations

World Bank
Fonte: World Bank Publicador: World Bank
Relevância na Pesquisa
37.01%
The supply of nurses in the English-Speaking Caribbean is insufficient to meet the demand with growing shortages fuelled by the health needs of a rapidly aging population and tremendous losses of human capital occurring at multiple points in the markets. In defining the scope of commitments of a regional legal agreement, English-Speaking Caribbean Community (ES CARICOM) states will have to ascertain whether states would commit to actions to strengthen the nurse workforce or the health workforce more broadly. While the challenges of strengthening the nurse workforce have been systematically assessed, information about other groups of health professionals remains patchy. In 2008, at the request of the Ministers of Health, the World Bank initiated a stream of work to strengthen the nurse workforce in the English-speaking Caribbean. The study estimated the stock of nurses in the ES CARICOM at approximately 7,800 in 2007 with growing shortages under existing policies at 3,400 in 2007 increasing to 10,700 nurses in 2025 due to the health needs of a rapidly aging population. There are two types of international legal instruments: legally binding instruments or treaties; and non-legally binding instruments.

Towards a Regional Strategy to Strengthen the Nurse Workforce of the English-speaking CARICOM : International Legal Instruments, Agreements and Obligations

Kurowski, Christoph; Carpio, Carmen; Vujicic, Marko; Gostin, Lawrence O.; Baytor, Tanya
Fonte: World Bank, Washington, DC Publicador: World Bank, Washington, DC
EN_US
Relevância na Pesquisa
37.01%
The supply of nurses in the English-Speaking Caribbean is insufficient to meet the demand with growing shortages fuelled by the health needs of a rapidly aging population and tremendous losses of human capital occurring at multiple points in the markets. In defining the scope of commitments of a regional legal agreement, English-Speaking Caribbean Community (ES CARICOM) states will have to ascertain whether states would commit to actions to strengthen the nurse workforce or the health workforce more broadly. While the challenges of strengthening the nurse workforce have been systematically assessed, information about other groups of health professionals remains patchy. In 2008, at the request of the Ministers of Health, the World Bank initiated a stream of work to strengthen the nurse workforce in the English-speaking Caribbean. The study estimated the stock of nurses in the ES CARICOM at approximately 7,800 in 2007 with growing shortages under existing policies at 3,400 in 2007 increasing to 10,700 nurses in 2025 due to the health needs of a rapidly aging population. There are two types of international legal instruments: legally binding instruments or treaties; and non-legally binding instruments.

Measuring Health Workforce Productivity : Application of a Simple Methodology in Ghana

Vujicic, Marko; Addai, Eddie; Bosomprah, Samuel
Fonte: World Bank, Washington, DC Publicador: World Bank, Washington, DC
EN_US
Relevância na Pesquisa
37.06%
In this report the authors apply a very simple analytic method to measure workforce productivity in the health sector at the district level in Ghana. The authors then describe how the productivity analysis can be potentially used to inform staffing decisions. Specifically, in this paper the authors: (i) develop an aggregate measure of workforce productivity that can be monitored regularly at the district level in Ghana and could be applied in other data constrained settings (ii) explore factors that are correlated with workforce productivity at the district level (iii) examine trends in workforce productivity over time; and (iv) provide recommendations on further work, particularly on improvements in data collection.

Health Workforce Policy in Turkey : Recent Reforms and Issues for the Future

Vujicic, Marko; Sparkes, Susan; Mollahaliloglu, Salih
Fonte: World Bank, Washington, DC Publicador: World Bank, Washington, DC
EN_US
Relevância na Pesquisa
37.1%
The health status of the Turkish population has improved significantly over the past few decades, accompanying improvements in the scale and functioning of the health-care system. Impressive progress has been made in expanding financial protection to the population through expansions in the breadth and depth of health insurance coverage combined with service delivery reforms to improve equity in access to health services. This note summarizes the main developments in the area of health workforce policy and how these have affected key health workforce performance outcomes. Specifically, the main objectives are to: (i) summarize trends in key health workforce outcomes; (ii) compare health workforce outcomes in Turkey to Organization for Economic Co-operation and Development (OECD) and other countries; (iii) discuss the impact of recent reforms in the health sector on health workforce outcomes; and (iv) highlight key health workforce policy issues for the future.

Singapore : Workforce Development

World Bank
Fonte: Washington, DC Publicador: Washington, DC
EN_US
Relevância na Pesquisa
37.01%
Singapore provides an example of a small nation in which Workforce Development (WfD) has been a primary component of economic development from the outset. WfD has received consistent support and advocacy as a result. WfD in this context refers to preparation of the future workforce via basic through to tertiary level education, and up-skilling of the existing workforce via continuing and professional education and training, covering a broad span of activities. As will be seen in the report, the early years of nationhood saw a much greater emphasis on basic, universal education and technical skills, to support the policy of growing jobs and reducing high unemployment. Whereas, from the 1980s, changing economic circumstances meant that upgrading the skills of the existing workforce took on increased importance. The tool is based on an analytical framework that identifies three functional dimensions of WfD policies and institutions: strategic framework, which refers to the praxis of advocacy, partnership...

Primary medical care workforce enumeration in rural and remote areas of Australia: Time for a new approach?

Pegram, R.; Humphreys, J.; Calcino, G.
Fonte: Blackwell Publishing Publicador: Blackwell Publishing
Tipo: Artigo de Revista Científica
Publicado em //2006 EN
Relevância na Pesquisa
37.01%
The rural and remote primary medical workforce continues to struggle to meet community needs. This paper looks at the strengths and weaknesses of the various datasets used to measure workforce. The analysis concludes that no current data set adequately describes workforce from a community need perspective. In particular, activity based data sets based on claims data do not capture issues such as service mix or the importance of issues outside activity collections, such as time on call. The paper calls for a new approach to workforce measurement based on a community needs model.; Robert W. Pegram, John S. Humphreys and Gordon Calcino

Specialist nursing framework for New Zealand: A missing link in workforce planning

Holloway, K.; Baker, J.; Lumby, J.
Fonte: Sage Publications, Inc. Publicador: Sage Publications, Inc.
Tipo: Artigo de Revista Científica
Publicado em //2009 EN
Relevância na Pesquisa
36.95%
The current global nursing shortage challenges the provision of a well qualified and sustainable health workforce to meet future population health needs. An identified area of concern for New Zealand reaching health policy targets in chronic conditions management and primary health care is an adequate specialist nurse workforce supply. This article explores the New Zealand context underpinning this concern and contends that effective workforce planning would be supported by the development of a single unified framework for specialist nursing practice in New Zealand. A consistent national framework has the potential to support accurate data collection and enable service providers to identify and plan transparent and transferable pathways for specialist nursing service provision and development. Advanced practice nursing frameworks assist in increasing productivity through building an evidence base about advanced practice, enhancing consistency and equity of expertise; supporting a reduction in role duplication; and enabling succession planning and sustainability.; Kathy Holloway, Jacqueline Baker & Judy Lumby

Selected demographic, social and work characteristics of the Australian general medical practitioner workforce: Comparing capital cities with regional areas

Wilkinson, David
Fonte: Blackwell Science Asia Pty Ltd Publicador: Blackwell Science Asia Pty Ltd
Tipo: Artigo de Revista Científica
Publicado em //2000 EN
Relevância na Pesquisa
37.1%
The aim of the present study was to compare selected characteristics of the Australian general medical practitioner workforce in capital cities and regional areas. Data were derived from the 1996 Census of Population and Housing. Characteristics included age, sex, full- or part-time work, place of birth and change in residential address. Analyses were performed for each state and territory in Australia, the statistical division containing each capital city and all other statistical divisions in each state and territory. Of the 26,359 general medical practitioners identified, 68% were male. More female than male general medical practitioners were aged < 45 years (74 vs 52%, respectively; P < 0.0001). The proportion of general medical practitioners aged < 35 years was higher in capital cities (30%) than regional areas (24%; P < 0.0001). Overall, 32% of the general medical practitioner workforce was female and almost 50% of those aged < 35 years were female. The proportion of female general medical practitioners was higher in capital cities than regional areas, by up to 30%. While 13% of male general medical practitioners reported part-time work, 42% of females also reported part-time work and these figures were similar in capital cities and regional areas. Approximately 40% of the Australian general medical practitioner workforce was born outside Australia and while fewer migrants have entered in recent years they were more likely to be living in regional areas than the capitals. The census provides useful medical workforce data. The regional workforce tends to be made up of more males and is older than in capital cities. Monitoring trends in these characteristics could help to evaluate initiatives aimed at addressing regional workforce issues.

Shaping the Navy's Acquisition Workforce

Hogan, Brendan; Lockley, Louis; Thompson, Douglas
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado
Relevância na Pesquisa
37.01%
MBA Professional Report; Approved for public release, distribution unlimited; The Navy's acquisition workforce is at a crossroads. Force reductions caused the current problems of numerous personnel nearing retirement eligibility, insufficient end-strength to meet the current contracting landscape, and an overreliance on contractors. In response to these challenges, Congress enacted legislation increasing the size of the workforce and emphasizing strategic human capital planning. The present study seeks to determine how effectively the Navy's human capital initiatives provide the appropriate end-strength to accomplish the acquisition mission. Researchers utilized the Inventory Projection Model created by RAND to determine the potential effects of selected economic and policy factors on future workforce end-strength. The model relies on a scenario-based approach to predict the impact of such factors by varying input rates for hiring and attrition. Study results suggest that certain economic or policy changes could have a significant impact on personnel recruitment or attrition behaviors. The Navy's current initiatives are determined to be effective. However, increased personnel attrition, either through economic improvement or policy shifts...

Acquisition workforce strategy: the challenge Defense (DOD) faces to improve its acquisition workforce

Chapple, Christopher W.; Faire, Michel J.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Formato: xviii, 85 p. : chiefly col. ill. ; 28 cm.
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The objective of this project is to examine the Defense's (DoD's) FY 2010 Acquisition Workforce Improvement Strategy. The project will outline developments that generated the need for DoD's Acquisition Workforce Improvement Strategy and DoD's efforts to address its acquisition workforce's ability to manage and oversee its services contracts. This project will also examine the implementation and effectiveness of DoD's Acquisition Workforce improvement initiatives to see if plans will meet intended higher-level directives. The result of this project will enhance acquisition personnel's understanding of the DoD's Acquisition Workforce Improvement Strategy and the initiatives that impact acquisition workforce.

Compensation, Culture and Contracts: The Realities of the DoD's Blended Workforce

Kathy Loudin
Fonte: Escola de Pós-Graduação Naval Publicador: Escola de Pós-Graduação Naval
Relevância na Pesquisa
36.95%
Proceedings Paper (for Acquisition Research Program); The Obama Administration March 2009 mandate that the federal government rebuild its organic acquisition workforce, coupled with the recent repeal of the National Security Personnel System (NSPS), opens the curtain for a fresh look at Department of Defense (DoD) human capital management practices, particularly for employees in critical acquisition positions. Common perceptions hold that the DoD, given its relatively weak ability to provide economic rewards, sacrifices much of its best talent to private-sector employers. Driven in large part by this revolving door phenomenon, the DoD''s acquisition workforce now consists of a rich blend of military, civilian, and contractor personnel, who deliver many basic acquisition competencies. This study synthesizes three quantitative analyses of compensation packages available to military, civilian and contractor personnel, with qualitative research on the less-tangible incentives offered in each sector, to explore the DoD''s competitive position in the recruitment and retention of high-caliber acquisition professionals. It finds that, although high-performing DoD civilians are at slight financial disadvantage, they can be motivated to stay in organizations in which a positive...

Shaping the Navy's Acquisition Workforce

Brendan Hogan; Louis Lockley; Douglas Thompson
Fonte: Escola de Pós-Graduação Naval Publicador: Escola de Pós-Graduação Naval
Relevância na Pesquisa
37.06%
Sponsored Report (for Acquisition Research Program); The Navy''s acquisition workforce is at a crossroads. Force reductions caused the current problems of numerous personnel nearing retirement eligibility, insufficient end strength to meet the current contracting landscape, and an overreliance on contractors. In response to these challenges, Congress enacted legislation increasing the size of the workforce and emphasizing strategic human capital planning. The present study seeks to determine how effectively the Navy''s human capital initiatives provide the appropriate end strength to accomplish the acquisition mission. Researchers utilized the Inventory Projection Model created by RAND to determine the potential effects of selected economic and policy factors on future workforce end strength. The model relies on a scenario-based approach to predict the impact of such factors by varying input rates for hiring and attrition. Study results suggest that certain economic or policy changes could have a significant impact on personnel recruitment or attrition behaviors. The Navy''s current initiatives are determined to be effective. However, increased personnel attrition, either through economic improvement or policy shifts, could cause an end-strength shortfall. Expanded use of the model is recommended to assist in estimating the potential effects of various economic and policy factors on the future shape of the acquisition workforce.; Acquisition Research Program

How evidence-based workforce planning in Australia is informing policy development in the retention and distribution of the health workforce

Crettenden, I.F.; McCarty, M.V.; Fenech, B.J.; Heywood, T.; Taitz, M.C.; Tudman, S.
Fonte: BioMed Central Publicador: BioMed Central
Tipo: Artigo de Revista Científica
Publicado em //2014 EN
Relevância na Pesquisa
37.29%
BACKGROUND: Australia's health workforce is facing significant challenges now and into the future. Health Workforce Australia (HWA) was established by the Council of Australian Governments as the national agency to progress health workforce reform to address the challenges of providing a skilled, innovative and flexible health workforce in Australia. HWA developed Australia's first major, long-term national workforce projections for doctors, nurses and midwives over a planning horizon to 2025 (called Health Workforce 2025; HW 2025), which provided a national platform for developing policies to help ensure Australia's health workforce meets the community's needs. METHODS: A review of existing workforce planning methodologies, in concert with the project brief and an examination of data availability, identified that the best fit-for-purpose workforce planning methodology was the stock and flow model for estimating workforce supply and the utilisation method for estimating workforce demand. Scenario modelling was conducted to explore the implications of possible alternative futures, and to demonstrate the sensitivity of the model to various input parameters. Extensive consultation was conducted to test the methodology, data and assumptions used...

A gendered approach to workforce participation patterns over the life course for an Australian baby boom cohort

Majeed, Tazeen; Forder, Peta; Mishra, Gita; Kendig, Hal; Byles, Julie
Fonte: Elsevier Publicador: Elsevier
Tipo: Artigo de Revista Científica Formato: 15 pages
Relevância na Pesquisa
37.06%
Population ageing and its future implications for governments and individuals have been central to much policy debate and research targeted to retain older people in the workforce. This study identified workforce participation patterns across the adult life course for women and men entering later life, and explored the influences of various early and adult life socio-demographic circumstances. Data were collected from 1261 men and women aged 60 to 64 years in the Life History and Health (LHH) Survey (a sub-study of the Sax Institute's 45 and Up Study, Australia) in 2010–11. LHH provides detailed information on personal histories of paid work, socio-economic resources from childhood (number of books and father's occupation) and adult life factors such as educational attainment, marital histories, childcare and informal caring. Latent class analysis (LCA) was undertaken to identify patterns of workforce participation for participants across their adult life. Significant gender differences were confirmed. Further analysis (LCA with covariates) showed that women who reported having books during childhood, and those who had post-school qualification, were more likely to have mostly been in paid work and less likely to have not been in paid work; while ever partnered women had significantly higher odds of increasing part time work over time. Men who had reported ever having had informal caring activities were likely to have had decreasing participation in paid work over time...

Making Disability Work: Increasing Workforce Participation of People with Disabilities

Gunasegaran, Sivaranjaniy
Fonte: Universidade Nacional da Austrália Publicador: Universidade Nacional da Austrália
Tipo: Relatório
Relevância na Pesquisa
37.01%
This report is primarily focused with the low employment rates of people with a disability in Australia. According to latest available data from the Australian Bureau of Statistics, only 54 per cent of people with a disability are in the workforce compared to 83 per cent of people with no disabilities.1 Amongst the Organisation for Economic Cooperation and Development (OECD) countries too, Australia has performed poorly in terms of employment rates for people with disabilities. In 2010, it was ranked 21 out of 29 countries for employment rates for people with a disability. These data are causes for concern. With Australia's ratification of United Nation's Convention on the Rights of Persons with Disabilities in 2008, there is now a heightened responsibility for it to ensure employment and equal participation of people with a disability in the labour force. Moreover, employment of people with disabilities ensures their social inclusion and economic independence in society. Australia as a whole would benefit from increasing the employment rates of people with disabilities economically. This report began with an analysis of current policies and programs in place to increase the employment rates of people with disabilities. While the Disability Employment Services and reforms to Disability Support Pension are a welcome move to get more people with disabilities into the workforce...

The effectiveness of an aged care specific leadership and management program on workforce, work environment, and care quality outcomes: design of a cluster randomised controlled trial

Jeon, Yun-Hee; Simpson, Judy M; Chenoweth, Lynn; Cunich, Michelle; Kendig, Hal
Fonte: BioMed Central Publicador: BioMed Central
Tipo: Artigo de Revista Científica Formato: 10 pages
Relevância na Pesquisa
37.01%
BACKGROUND: A plethora of observational evidence exists concerning the impact of management and leadership on workforce, work environment, and care quality. Yet, no randomised controlled trial has been conducted to test the effectiveness of leadership and management interventions in aged care. An innovative aged care clinical leadership program (Clinical Leadership in Aged Care − CLiAC) was developed to improve managers’ leadership capacities to support the delivery of quality care in Australia. This paper describes the study design of the cluster randomised controlled trial testing the effectiveness of the program. METHODS: Twenty-four residential and community aged care sites were recruited as managers at each site agreed in writing to participate in the study and ensure that leaders allocated to the control arm would not be offered the intervention program. Sites undergoing major managerial or structural changes were excluded. The 24 sites were randomly allocated to receive the CLiAC program (intervention) or usual care (control), stratified by type (residential vs. community, six each for each arm). Treatment allocation was masked to assessors and staff of all participating sites. The objective is to establish the effectiveness of the CLiAC program in improving work environment...

Skilling Up Vietnam : Preparing the Workforce for a Modern Market Economy

Bodewig, Christian; Badiani-Magnusson, Reena; Macdonald, Kevin; Newhouse, David; Rutkowski, Jan
Fonte: Washington, DC: World Bank Publicador: Washington, DC: World Bank
Tipo: Publications & Research :: Publication
ENGLISH; EN_US
Relevância na Pesquisa
37.13%
Education has played an important role in making Vietnam a development success story over the last 20 years. In the 1990s and early 2000s Vietnam experienced rapid economic growth. The accelerated growth was driven predominantly by productivity increases that came in the wake of a rapid shift of employment from low-productivity agriculture to higher-productivity nonfarm jobs. Vietnam's economy began to industrialize and modernize. Poverty fell dramatically. And education played an enabling role. Vietnam's committed effort to promote access to primary education for all and to ensure its quality through centrally set minimum quality standards has contributed to the country's reputation for having a young, well-educated workforce. Results from the 2012 Program for International Student Assessment (PISA) and new evidence from an adult skills survey presented in this book show that literacy and numeracy among Vietnam's youth and young urban adult workforce are strong and exceed those of even some wealthier countries. Despite its clear progress...

Workforce planning and facility utilization using a two-stage stochastic recourse approach

Kulkarni, Anirudha
Fonte: Rochester Instituto de Tecnologia Publicador: Rochester Instituto de Tecnologia
Tipo: Tese de Doutorado
EN_US
Relevância na Pesquisa
37.01%
Hi-tech manufacturing uses sophisticated and capital intensive processes that require a highly skilled workforce. Fluctuating demand leads to either a shortage of skilled workers that causes unmet demand or an excess of skilled labor that causes worker idleness. This mismatch in the available and required skillsets is a source of potential loss for the organization. This thesis formulates an industry-motivated workforce planning and facility utilization problem as a two-stage stochastic recourse program that considers fluctuating demand over a long planning horizon and includes business and labor rules, e.g., hiring, firing, overtime, cross-training, and shift swapping, that govern the structure of the workforce. Solutions to this problem are computed using a scenario-based approach and indicate that the cost of workforce formation can be significantly reduced by using the recourse problem.

Trends in the specialist workforce in paediatrics in Australia, 1981-1997

Goulston, K; Dent, Owen
Fonte: Blackwell Publishing Ltd Publicador: Blackwell Publishing Ltd
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
37.1%
Objective: The Royal Australasian College of Physicians has conducted periodic workforce censuses of Fellows practising paediatric medicine in Australia since 1981. The aim of this study was to document trends in the supply of paediatricians and project these trends into the early 21st century. Methodology: Time series analysis using least squares regression. Result: The peadiatric consultant workforce in Australia increased in a linear manner from 374 in 1981 to 777 in 1997. If this trend persists, the number of paediatricians will grow by 62% to 1255 in 2016. The ratio of population aged 0.-14 years per paediatrician fell from 9960:1 in 1981 to 5040:1 in 1997. The projected national decline in the child population will result in a ratio of 3050 children per paediatrician in the year 2016. The proportion of women in the paediatric workforce was 22.4% in 1997 and is projected to rise to at least 36% by 2016. The proportion aged 50 years and older rose from 22% in 1981 to 33.6% in 1997 and is projected to be 45% by the year 2016. The average total weekly working hours fell from 58.2 in 1984 to 53.4 in 1997. The proportion practising in regional centres rose from 12 to 17.9%. Conclusions: The paediatric workforce in Australia has grown rapidly over the past 16 years. If this trend continues the ratio of child population per paediatrician will continue to fall...