The application of different evaluation approaches in logistics requires considering many factors with different significance for making the final decision. Multi-criteria decision-making (MCDM) ...methods are often applied in logistics to create different strategies and evaluations. In this paper, research has been carried out in a transport system of an international transport company. An MCDM model has been created for the purpose of human resource evaluation, on which the overall efficiency of the company depends. A total of 23 drivers were evaluated on the basis of five crucial criteria in order to increase employees’ motivation through their periodic remuneration. The Full Consistency Method (FUCOM) was applied to determine the significance of the criteria, while the evaluation of potential solutions was performed using Measurement Alternatives and Ranking according to COmpromise Solution (MARCOS). After the results had been obtained, the created model was validated throughout comparisons with seven other MCDM methods.
Resumen La prestación de servicios para la atención integral de la salud requiere la participación de diversos profesionales con competencias específicas para brindar la mejor atención posible a la ...población. La inclusión del nutricionista en los diferentes niveles del sistema de salud es crucial para garantizar una atención integral en las diversas etapas de la vida. Una distribución inequitativa de nutricionistas en los niveles de atención puede conducir a una fragmentación de la atención y la pérdida de oportunidades para abordar los problemas relacionados con la alimentación y nutrición. Por ello, se desarrolló un estudio con el objetivo de describir la distribución de nutricionistas en los establecimientos de salud según el nivel de atención, y evaluar el cumplimiento de las recomendaciones de recursos humanos establecidas por la norma técnica de las UPSS de Nutrición y Dietética. Se desarrolló un estudio descriptivo y transversal, mediante el análisis de fuentes secundarias. Se utilizaron los datos de recursos humanos por IPRESS de SUSALUD, del año 2022. Se consideró la Norma técnica de UPSS de Nutrición y Dietética para evaluar el cumplimiento de las recomendaciones de recursos humanos. Entre los principales resultados, se identificó que el 7.93% de los establecimientos de salud del primer nivel de atención tienen al menos un nutricionista. En el segundo nivel de atención, el 96.35% de los establecimientos de salud no cumplen con las recomendaciones de recursos humanos de la norma técnica, y ningún establecimiento del tercer nivel de atención cumplió esta recomendación. La distribución de nutricionistas en los diversos niveles de atención del sistema de salud peruano es desigual. Es necesario mejorar la planificación de recursos humanos en el sistema de salud peruano para garantizar una atención integral de la salud a la población.
OBJECTIVE To systematize and analyze the evidence from qualitative studies that address the perception of Brazilian Community Health Agents about their work. METHODS This is a systematic review of ...the meta-synthesis type on the work of community health agents, carried out from the Virtual Health Library using the descriptors "Agente Comunitário de Saúde" and "Trabalho", in Portuguese. The strategy was constructed by crossing descriptors, using the Boolean operator "AND", and filtering Brazilian articles, published from 2004 to 2014, which resulted in 129 identified articles. We removed quantitative or quanti-qualitative research articles, essays, debates, literature reviews, reports of experiences, and research that did not include Brazilian Community Health Agents as subjects. Using these criteria, we selected and analyzed 33 studies that allowed us to identify common subjects and differences between them, to group the main conclusions, to classify subjects, and to interpret the content. RESULTS The analysis resulted in three thematic units: characteristics of the work of community health agents, problems related to the work of community health agents, and positive aspects of the work of community health agents. On the characteristics, we could see that the work of the community health agents is permeated by the political and social dimensions of the health work with predominant use of light technologies. The main input is the knowledge that this professional obtains with the contact with families, which is developed with home visits. On the problems in the work of community health agents, we could identify the lack of limits in their attributions, poor conditions, obstacles in the relationship with the community and teams, weak professional training, and bureaucracy. The positive aspects we identified were the recognition of the work by families, resolution, bonding, work with peers, and work close to home. CONCLUSIONS This review provided an overview of the difficulties and positive aspects that are present in the daily work of community health agents. Given this, we have raised two challenges. The first one refers to how public policy makers need to appropriation the research results and the second one refers to the need to invest in studies that are designed to generate solutions for the difficulties faced by community health agents in their work.
Objetivo.
Determinar existencia de desigualdad y gradiente en gastos de bolsillo, gasto público y gasto privado, entre países americanos estratificados según su densidad de recurso humano en salud ...(RHS).
Métodos.
Estudio analítico y transversal de desigualdades en salud para el gasto de bolsillo (porcentaje del gasto total en salud), el gasto público y el gasto privado (porcentaje del PIB), aplicando la densidad de recurso humano (medicina más enfermería) como estratificador. A partir de datos de la Organización Panamericana de la Salud y el Banco Mundial se categorizaron 32 países americanos según su densidad, se calcularon tasas ponderadas, descriptivos, diferencias, correlaciones, indicadores simples y complejos de desigualdad.
Resultados.
Hay alta variabilidad de densidad de RHS (3,8 a 171,3; media de 43,97, DS 37,08) con diferencias significativas entre las categorías de alta y baja densidad. El primer cuartil concentra el 9% de la población y 4,45% del RHS; los 3 primeros cuartiles concentran el 48,4% de la población y el 17% del RHS. Mediante estratificación, se evidenció un gradiente y desigualdades en indicadores de gastos, mayor en el gasto de bolsillo, con el cual también la densidad de RHS presentó una correlación negativa.
Conclusiones.
La densidad de RHS presenta alta variabilidad entre países y grupos categorizados; se concentra en forma desigual en la población, y es mayor en los países con mayor gasto público. Como estratificador de la muestra permitió evidenciar desigualdades y gradientes de gastos en salud; los estratos de menor densidad presentan mayor gasto de bolsillo, menor gasto público y mayor gasto privado.
The concurrent engineering design depends on the efficiency of communication between the actors in the design process, such as how effective communication between engineers and teams will have a ...direct effect on the design efficiency. Currently, the relationships among different actors in the project are shaped by many new challenges such as multiplication of data and information, mass customization, global collaboration, ageing societies, increasing urbanization, scarcity of resources, dynamic technology and innovation. When managers consider these factors, human resource evaluation becomes much more complex to grasp. In order to cope with adaption of product–process–organization model for industry of the future, it is necessary to have a methodology to approach the problem of human resource evaluation in the future organization structure.
To evaluate the Brazilian Family Health Support Centers focusing on the integration to supported teams.
This is an evaluation study in which we carried out a documentary analysis and modeling of the ...intervention focusing on the work integrated to the supported teams, which has allowed us to describe dimensions, objectives, and expected results. We defined the outcome indicators and their respective measures and sources of information. We used consensus techniques with key informants to validate the models and the matrix of indicators.
The evaluation study was appropriate, and it allowed a better definition and knowledge about the intervention.
There is coherence between the objectives of the Family Health Support Centers and their structure, although there are difficulties to operationalize them. We recommend a formative evaluation of the Family Health Support Centers focusing on the work integrated to the supported teams, seeking to strengthen them to achieve the expected results.
ABSTRACT Objective: to evaluate the psychometric qualities of the Portuguese version of the Organizational Commitment Questionnaire for the nursing context, through confirmatory analysis and ...invariance, aiming to evaluate the reliability, internal consistency, construct validity and external validity of the instrument. Method: confirmatory factor analysis of the Portuguese version of the questionnaire was carried out with a sample of 850 nurses, in hospital context. The analysis was complemented using specification search. Goodness of fit was evaluated through different indices. Reliability, internal consistency and construct validity were estimated. The invariance of the model was evaluated in two subsamples of the same sample, in order to confirm the external validity of the factorial solution. Results: the refined model demonstrated good overall fit (χ2/df=6.37; CFI=0.91; GFI=0.92; RMSEA=0.08; MECVI=0.62). The factorial structure was stable (λ:Δχ2(14)=18.31; p=0;193; Intercepts: Δχ2(14)=22.29; p=0.073; Covariance: Δχ2(3)=6.01; p=0.111; Residuals: Δχ2(15)=22.44; p=0.097). Conclusion: the simplified model of the questionnaire demonstrated adequate goodness of fit, representing a stable factorial solution. The instrument was fit to monitor and evaluate the organizational commitment of Portuguese nurses.
RESUMEN Objetivo: evaluar las propiedades psicométricas de la versión portuguesa del Cuestionario de Compromiso Organizacional para el contexto de enfermería a través del análisis de confirmación e invarianza, para evaluar la fiabilidad, la consistencia interna, la validez de constructo y la validez externa del instrumento. Método: se procedió a un análisis factorial confirmatorio de la versión en portugués del cuestionario, con una muestra de 850 enfermeros en el ámbito hospitalario y se complementó el análisis con un recurso a la investigación de especificación. La calidad del ajuste se evaluó a través de diferentes índices. Se estimó la confiabilidad, la consistencia interna y la validez de constructo. La invarianza del modelo fue evaluada en dos sub-muestras de la muestra global, para confirmar la validez externa de la solución factorial. Resultados: el modelo obtenido tras el refinamiento demostró un buen ajuste global (χ2/df=6,37; CFI=0,91; GFI=0,92; RMSEA=0,08; MECVI=0,62). La estructura factorial reveló estable (λ:Δχ2(14)=18,31; p=0,193; Interceptos: Δχ2(14)=22,29; p=0,073; Covariancia: Δχ2(3)=6,01; p=0,111, Residuos: Δχ2(15)=22,44; p=0,097). Conclusión: el modelo simplificado del cuestionario demostró una buena calidad de ajuste, presentando una solución factorial estable. El instrumento resultó estar ajustado para monitorear y evaluar el compromiso de la organización de los enfermeros portugueses.
RESUMO Objetivo: avaliar as qualidades psicométricas da versão portuguesa do Questionário de Comprometimento Organizacional, para o contexto da enfermagem, através de análise confirmatória e de invariância, visando a confiabilidade, consistência interna, validade de construto e a validade externa do instrumento. Método: procedeu-se à análise fatorial confirmatória da versão portuguesa do questionário, numa amostra de 850 enfermeiros, em contexto hospitalar. Complementou-se a análise com recurso à pesquisa de especificação. A qualidade de ajustamento foi avaliada através de diferentes índices. Estimou-se a confiabilidade, consistência interna e validade de construto. A invariância do modelo foi avaliada em duas subamostras, da amostra global, por forma a confirmar a validade externa da solução fatorial. Resultados: O modelo obtido após refinamento demonstrou bom ajustamento global (χ2/df=6,37; CFI=0,91; GFI=0,92; RMSEA=0,08; MECVI=0,62). A estrutura fatorial revelou-se estável (λ:Δχ2(14)=18,31; p=0,193; Interceptos: Δχ2(14)=22,29; p=0,073; Covariância: Δχ2(3)=6,01; p=0,111; Resíduos: Δχ2(15)=22,44; p=0,097). Conclusão: o modelo simplificado do questionário revelou boa qualidade de ajustamento, apresentando uma solução fatorial estável. O instrumento revelou-se ajustado para monitorizar e avaliar o comprometimento organizacional dos enfermeiros portugueses.
Human resource management (HRM) is subject to a level of organizational improvement and strategic change. This study improves our understanding about processes of HRM within an organizational level. ...It contributes to the existing literature about processes and decision-making of HRM .It develops a theoretical model, which can evaluate the needs of all parties, relevant to HRM especially in mega size industrial projects. The model is an evaluation tool for employees responsible at both organizational and project level. This study has generated a new practical framework, which reveals the factors influencing HR indexes within the project-oriented firms.
PDF
