Articles

An Audit to Compare the Availability and Distribution of Human Resources for Eye Care in Orlu and Owerri Metropolis in South-Eastern Nigeria Using Vision 2020 Standards as Benchmarks and Literature Review

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AIM: The purpose of this study was to compare the availability and distribution of the various cadres of eye care workforce in Orlu, a sub-urban setting and Owerri metropolis, an urban setting in Imo State, in South Eastern Nigeria, using Vision 2020 standards as benchmarks with Literature review.

Methodology: Two areas in Imo State, namely Orlu and Owerri metropolis were used in this study. This was both a quantitative and qualitative cross-sectional survey. The quantitative data was assessed by distributing interviewer-administered questionnaires to the different categories of eye care workers (ECWs) in the various public health care facilities used in the study. The questionnaires contained sub-sections on the subjects’ sex, age, religion, marital status, level of education, years in service, location of residence, and training in eye care. The qualitative research covered training in eye careappropriateness to job postings as well as sponsorship to updates and workshops/refresher courses  by the various cadres  of eye care workers in the health care facilities under study, using focus group discussions (FGDs) and in-depth interviews (IDIs) .The qualitative interviews of the participants covered the state of study, the study area, type of health facility, sex, type of interview and the category of eye care worker (ECW) and the serial number of the interviewed participant.

Results: The results of the study showed that the eye care workers (n=271) working in 28 public health care Institutions included 45(16.6%) males and 226(83.4%) females with age range of 20-65years, and modal age range of 30-39years, with a mean age of 42.23±11.0 S.D. years. A large proportion 216(79.7%) of ECWs were married and most 206(76.0%) of the workers had tertiary education. A large proportion 170(62.7%) of the ECWs live in Owerri and the same number(62.7%) also work in Owerri, and 102(37.6%)were integrated eye care workers(IECWs). The qualitative survey also showed that some of the workers were not appropriately posted to their areas of specialization, not trained in eye care and were not sponsored to updates, workshops/ refresher courses and seminars.

Conclusion: The results of the study showed a skewed distribution of ophthalmic nurses, optometrists and ophthalmologists in favour of the urban, Owerri . However, the eye care personnel to population ratio could not be fully ascertained in this study due to non-contribution from privately-owned clinics which were not  included in this study. The obvious health care manpower mal-distribution gap could be urgently addressed through adequate provision of social amenities like safe water/electricity, recreational facilities, establishment of industrial estates in Orlu and other rural areas Imo State to generate employment opportunities to minimize the prevailing rural-urban drift of health care manpower. Training of eye health personnel (human resource development), one of the key goals of Vision 2020 was not met, but can be improved through re-training and in-service training with motivations and inducements in form of sponsorships to updates, workshops and refresher courses.  Additionally, the integration of primary eye care into the health care system of the state will go a long way in closing the existing health care gaps and by extension, the socio-economic gaps that exist between the more economically endowed Owerri and the rural population in Orlu, as it is popularly said that “health is wealth”.

Human Resource Needs Planning in the Technical Implementation Unit Health Laboratory Kendari City

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Introduction: Human Resource Planning Is A Structured Process Used To Predict Future Workforce Needs And Availability. Analysis Of Workforce Needs Is A Logical And Planned Step In Evaluating The Number And Competency Of Employees Required In An Organizational Unit. To Overcome The Problem Of Health Human Resource Needs, Laboratory Management Capabilities Are Needed To Accurately Plan Health Human Resource Needs In Accordance With Existing Service Requirements In Each Laboratory Unit. .

Method: This Research Aims To Carry Out An Analysis Of Health Human Resource Needs Planning At The Kendari City Health Laboratory Service Technical Implementation Unit. This Type Of Research Is Qualitative Descriptive Research With A Case Study Approach. The Informants In This Study Were 6 People, 2 Informants At The Service Technical Implementation Unit Health Laboratory And 4 Informants At The Kendari City Health Service. Data Collection Was Obtained From Primary Data And Secondary Data Through In-Depth Interviews, Document Review And Literature Review. Data Analysis Techniques Include Data Reduction, Data Presentation And Drawing Conclusions.

Results And Conclusions: The Research Results Show That In Planning Health Human Resources Needs There Is No Standard Operating Procedure, There Is No Policy In The Form Of A Planning Team Decree, There Is No Budget In Human Resources Planning, The Availability Of Data And Information Systems In The Form Of The Human Resources Application And The Renbut Application, And Using The Workload Analysis Method In Calculating Human Resources Needs.

Proposed Business Strategy and Optimization in the Creative Business Industry (Case Study: CV. Natural House)

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Creative business industry and along with the digital transformation in Indonesia needs to be explored and expanded further to enable Small Medium Entreprises (SMEs) for it to grow exponentially and effectively since currently, Indonesia is going onto the digital era. Especially after the pandemic, many SMEs in Indonesia have been affected. CV. Natural House is no exception, as transformation and changes are currently taking place in their business system. Natural House is a company that was first established in Yogyakarta operating in the creative business sector and specializing in creative furniture and home decor using recycled materials and upcycle concepts. The drastic changes in the industry have caused the company to have difficulty in several management areas. This research aims to identify those difficulties in the areas that Natural House is currently facing using several analyses for the internal and external ones, such as Root Cause Analysis, Internal Resources Analysis, Value Chain Analysis, Porter’s Five Analysis, McKinsey 7S Model, and 7P Marketing Mix. The purpose of conducting the analysis using the models or framework that were mentioned and finding the problems is to find solutions and business strategies that could be implemented in the company. The findings suggest that Natural House is lacking, not only in its human resources and capital areas but also in its marketing management. Furthermore, Natural House is not considered an ideal company’s structure as of right now. Because of that, five solutions were proposed by the author to Natural House, namely hiring new employees and talent acquisition, skill training and mentoring employees, marketing optimization through the global marketplace, improving their offline platforms such as joining creative exhibitions/fairs and revamping their showroom or office area, the last is apply scheduled evaluation meeting. By this means, this research offered to achieve business solutions and objectives that Natural House might be considered and found useful for further research and business development.

Proposed Solutions Regarding Work Overload for the Marketing Division of PT. Persib Bandung Bermartabat

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Football is a sport that is very popular in every level of Indonesian society. Indonesia is known as a country with a very large number of soccer fans. Indonesia has the fourth largest population in the world with 265 million people, and according to Nielsen Sport, 77% of Indonesia’s population has an interest in football. This fact makes Indonesia the country with the third largest number of football fans. The Indonesian soccer market is huge, and soccer is a big business opportunity in Indonesia. PT Persib Bandung Bermatabat oversees the Persib Bandung football club which is one of the Indonesian teams. PT. Persib Bandung Bermartabat located at Graha Persib Floor 3 Jalan Sulanjana No 17 Bandung. In managing a company, of course, requires human resources who have high ability to help achieve company goals. In addition, to be able to form a good performing club, of course, you must have a healthy management ecosystem as well. This study uses a mixed method qualitative and quantitative research model. In quantitative research, the authors distribute questionnaires in the form of g-forms to marketing department employees using the National Aeronautics and Space Administration Task Load Index (NASA – TLX) method to measure the workload experienced by employees. In the qualitative method the author conducted interviews with observations of the organizational structure and job descriptions of employees in the marketing department of PT. Persib Bandung Bermartabat using Semi- Structural Interviews. In finding the root of the problem the author uses CRT (Current Reality Tree). The results of this study are the organizational structure and job descriptions that are made based on benchmark results with 3 football club management. The author proposes a new organizational structure and job descriptions which in the end can be adapted to the needs of the marketing division of PT. Persib Bandung Bermartabat to be able to help realize strategic initiatives and solve problems experienced.

Determining Criteria and Their Weights for Evaluating the Capability of Gen-Z Human Resources Meeting Japanese Labour Market Expectations- A Case Study in Binh Dinh

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The objective of this study is to determine the criteria and their weights for evaluate the quality of gen-z human resources in Binh Dinh province and their capability of satisfying the requirements of working in Japan and/or working for Japanese enterprises located in the province, using the expert method and the Analytic Hierarchy Process (AHP) method. The results showed that the satisfying capability of human resources should be evaluated under 12 criteria: Physical health, Life skills, Occupational competence, Education attainment, Foreign language literacy, Computer literacy, Self-discipline and self-organization, Work attitude, Problem-solving skills, Independent working skills, Teamwork skills, and Learning skills.