Workforce

About: Workforce is a research topic. Over the lifetime, 32140 publications have been published within this topic receiving 449850 citations. The topic is also known as: labour force & labor force.

Getting to know the Y generation

Abstract: The profile of the tourism industry is characterized by multigenerational visitors and a multigenerational workforce. A major shift in the balance of generational dominance is currently occurring, with the 'Baby Boomer' generation exiting the leadership roles in the workforce and the Y Generation dramatically entering, both in the workforce and as visitors. According to generational theory, each generation brings with them somewhat predictable traits, values and beliefs, along with skills, attributes, capacities, interests, expectations and preferred modus operandi directly attributable to their generational location. For the tourism industry, insights gained through the lens of generational theory has the potential to guide the incentives, the motivators, the leadership models and the overall culture of the profession to better connect with the Y Generation as the most recent members of the tourism workforce and as the current and future visitor market. This chapter sets out to provide some foundations around the concept of generations, discuss the demography and unique character traits of members of the Y Generation by drawing on a renowned generational theorist, and begin to consider this cohort as tourism, consumers. This chapter will thus serve as a platform for the following chapters in the book.

A generation at risk: Young investigators and the future of the biomedical workforce

Abstract: A number of distressing trends, including a decline in the share of key research grants going to younger scientists, as well as a steady rise in the age at which investigators receive their first funding, are now a decades-long feature of the US biomedical research workforce. Working committees have proposed recommendations, policy makers have implemented reforms, and yet the trajectory of our funding regime away from young scientists has only worsened. An investigation of some of the major factors and their geneses at play in explaining the increasing average age to first RO1 is presented. Recommendations related to funding, peer review, career paths, and the university–government partnership are provided.

Can the deployment of community health workers for the delivery of HIV services represent an effective and sustainable response to health workforce shortages? Results of a multicountry study

Abstract: In countries severely affected by HIV/AIDS, shortages of health workers present a major obstacle to scaling up HIV services. Adopting a task shifting approach for the deployment of community health workers (CHWs) represents one strategy for rapid expansion of the health workforce. This study aimed to evaluate the contribution of CHWs with a focus on identifying the critical elements of an enabling environment that can ensure they provide quality services in a manner that is sustainable. The method of work included a collection of primary data in five countries: Brazil, Ethiopia, Malawi, Namibia, and Uganda. The findings show that delegation of specific tasks to cadres of CHWs with limited training can increase access to HIV services, particularly in rural areas and among underserved communities, and can improve the quality of care for HIV. There is also evidence that CHWs can make a significant contribution to the delivery of a wide range of other health services. The findings also show that certain conditions must be observed if CHWs are to contribute to well-functioning and sustainable service delivery. These conditions involve adequate systems integration with significant attention to: political will and commitment; collaborative planning; definition of scope of practice; selection and educational requirements; registration, licensure and certification; recruitment and deployment; adequate and sustainable remuneration; mentoring and supervision including referral system; career path and continuous education; performance evaluation; supply of equipment and commodities. The study concludes that, where there is the necessary support, the potential contribution of CHWs can be optimized and represents a valuable addition to the urgent expansion of human resources for health, and to universal coverage of HIV services.

Compulsory service programmes for recruiting health workers in remote and rural areas: do they work?

Abstract: Compulsory service programmes have been used worldwide as a way to deploy and retain a professional health workforce within countries. Other names for these programmes include "obligatory", "mandatory", "required" and "requisite." All these different programme names refer to a country's law or policy that governs the mandatory deployment and retention of a heath worker in the underserved and/or rural areas of the country for a certain period of time. This study identified three different types of compulsory service programmes in 70 countries. These programmes are all governed by some type of regulation, ranging from a parliamentary law to a policy within the ministry of health. Depending on the country, doctors, nurses, midwives and all types of professional allied health workers are required to participate in the programme. Some of the compliance-enforcement measures include withholding full registration until obligations are completed, withholding degree and salary, or imposing large fines. This paper aims to explain these programmes more clearly, to identify countries that have or had such programmes, to develop a typology for the different kinds and to discuss the programmes in the light of important issues that are related to policy concepts and implementation. As governments consider the cost of investment in health professionals' education, the loss of health professionals to emigration and the lack of health workers in many geographic areas, they are using compulsory service requirements as a way to deploy and retain the health workforce.