جستجوی مقالات مرتبط با کلیدواژه « مدیریت نیروی انسانی » در نشریات گروه « پزشکی »

This study was conducted with the aim of presenting an architectural model of human resources based on the Islamic-Iranian model in the health network of Ardabil province.

Since one of the ways to extract the attitudes, views and experiences of people is to use the qualitative method, in this study, the data theory of the foundation has been used. Semi-structured interviews were also used to collect data.

After the interview and theoretical saturation in the interview, the recorded data were implemented for analysis and coded. The obtained data were organized in the form of 219 open codes, 58 concepts, 14 categories and 6 categories after a continuous process of open, axial and selective coding.

The findings actually show the criteria of human resource architecture in the health care network and state that human resource architecture should not be based solely on degree but on ethical criteria such as piety and faith and work conscience, expertise and proficiency in the job. The tenure must be considered. Also, the disadvantages and interfering factors in human resource architecture, causal conditions and consequences of human resource architecture based on current criteria and after comparing these criteria in the country and western countries, the importance of human resource architecture based on Islamic-Iranian model and then a new model. It was presented accordingly.

human resource management is an important part of an emergency plan in the face of major events such as the outbreak of an infectious disease that has become a pandemic. Proper employment of nurses is essential to ensure the continuity of work and guarantee adequate human resource in response to increasing demand.  The purpose of this study was to identify the actions and experiences of different countries focusing on the East Asian region in nursing human resource management facing Covid-19.

The study was an integrated review consisted of five steps, including specifying the review purpose, searching the literature, evaluating data from primary sources, analyzing data, and presenting the results suggested by Knafl & Whittemore. Databases like SID, Iran DOC, Scopus, CINAHL, PubMed, Google Scholar and Science Direct were searched using the words of Covid-19, Coronavirus, SARS-CoV-2, Human Resource Management and nursing. The initial comprehensive search result consisted of 87 articles. After applying inclusion criteria and assessing the articles using the Bowling's Quality Assessment Tool, finally 7 studies were included.

Findings were classified into four main categories as follows: 1.Preparation including management and planning, development of standards and instructions, evaluation and organization of personnel 2.Response including allocation and optimization of personnel, implementation of strategy, centralized Services, monitoring and control, optimization of departments and workflow, participation and communication 3.Empowerment including continuous training and evaluation  4.Support including staff welfare and incentive activities, using mass media and psychological support.

The topic of human resource management has always been noticed of health care system managers and it's doubly important in situations such as the outbreak of an epidemic. Proper planning and preparation is the key to management, which can be achieved by forming a leadership team with the management of the nursing department. The most important part of the response phase is the proper use of human resources. The two stages of preparation and response will be more effective when they are accompanied by empowerment and support of employees. The results can help in better preparedness and response to public health emergencies in the future and to develop an appropriate plan in response to increased demand and proper nurses' management.

The challenges in government organizations and centers, including medical universities in the country, indicate the existence of several organizational problems, and without a doubt, the existence of these problems will reduce the effectiveness, efficiency and productivity of the organization. A significant part of these problems is related to the staff recruitment process. Improper selection of these staffs will impose irreparable damage on organizations and consequently on public health. Therefore, the purpose of this study was to investigate the process of manpower selection in Iran and other countries, since the process of human resources recruitment in Iran and the world is different.

The present study is a descriptive study. The statistical population includes all universities in the world that work in the field of medical services delivery. Information about the process of selecting and employing human resources was collected by searching valid Persian and English sources using the keywords Human Resources Selection, Human Resources Management, Selection Patterns. Also, reference books on manpower management from different parts of the world were collected and reviewed separately.

The review of the human resources selection in Iran and different parts of the world indicates that there are a number of criteria due to the many cultural, social and economic differences between countries in accordance with the prevailing conditions in those countries. However, criteria such as expertise, proficiency, work experience, personal interest and the spirit of participation are common in all these countries and should be considered in the selection of human resources.

According to the studies conducted in each country, the patterns of manpower selection should be done within a logical framework according to the prevailing conditions of that country.

Background and Various factors are involved in proper waste management. One of the most important and effective components is the scientific and specialized capability of experts and managers working in the waste management field. This research was conducted to investigate the education level and specialty of managers and experts of waste management in cities of Iran. In order to conduct this research, a special checklist was developed and sent to waste management organizations in 31 provinces of Iran in an official letter. Data were collected from 15 waste management organizations of different provinces of Iran and they were analyzed using SPSS software. The research results revealed that there are about 29 unrelated fields of education, 6 semi-related fields of education, and 2 completely related fields of education) including environmental health engineering and environmental engineering( at various positions in waste management organizations. Only 8.14% of managers and experts had a specialty in completely related fields of study and 33.22% of them were graduates of semi-related fields of study and 58.64% of them graduates of completely unrelated fields of study, working in waste management organizations in the studied provinces. Based on the research results and also Clause 28 of Waste Management Legislation, reviewing and modifying the process of personnel recruitment and using managers and experts with a relevant specialty in waste management organizations as one of the most effective factors in enhancing the current undesirable condition of waste management seems to be essential.