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1 – 10 of over 27000Manas Ranjan Behera, Chardsumon Prutipinyo, Nithat Sirichotiratana and Chukiat Viwatwongkasem
Retention of medical doctors and nurses in remote and rural areas is a key issue in India. The purpose of this paper is to assess the relevant policies and provisions with respect…
Abstract
Purpose
Retention of medical doctors and nurses in remote and rural areas is a key issue in India. The purpose of this paper is to assess the relevant policies and provisions with respect to health care professionals, aiming to develop feasible retention strategies in rural areas of Odisha state of India.
Design/methodology/approach
The study employed documentary review and key informant interviews with policy elites (health planners, policy maker, researchers, etc.). The document review included published and unpublished reports, policy notifications and articles on human resources for health (HRH) in Odisha and similar settings. Throughout the study, the authors adapted World Health Organization’s framework to study policies relevant to HRH retention in rural areas. The adapted framework comprised of the four policy domains, education, regulation, financial incentives, professional and personal support, and 16 recommendations.
Findings
In Odisha, the district quota system for admission is not practiced; however, students from special tribal and caste (Scheduled Tribe and Scheduled Caste) communities, Socially and Educationally Backward Classes of citizens, and Persons with Disabilities have some allocated quota to study medicine and nursing. Medical education has a provision of community placement in rural hospitals. In government jobs, the newly recruited medical doctors serve a minimum of three years in rural areas. Doctors are given with location-based incentives to work in remote and difficult areas. The government has career development, deployment, and promotion avenues for doctors and nurses; however, these provisions are not implemented effectively.
Originality/value
The government could address the rural retention problems, as illustrated in the study and put in place the most effective policies and provisions toward recruitment, deployment and attraction of HRH in remote and rural areas. At the same time, implementation HRH strategies and activities must be rigorously monitored and evaluated effectively.
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The purpose of this paper is to find out the effect of recruitment practices on the retention of commercial pilots by the airlines in India. Often it is found that trained pilots…
Abstract
Purpose
The purpose of this paper is to find out the effect of recruitment practices on the retention of commercial pilots by the airlines in India. Often it is found that trained pilots pilfered by other airlines within/outside of India and Indian aviation industry have to rely on expatriate pilots to fly the aircrafts. Newly appointed pilots are required to be trained due to the lack of experience, which is a huge investment by the airlines. Therefore, the recruitment and retention of the commercial pilots create challenges for aviation industry in India.
Design/methodology/approach
Research design of the present study was exploratory and descriptive to evaluate the effect of recruitment practices on the retention of commercial pilots by airlines in India. All together, 225 commercial pilots from different Indian airlines participated in the present study. Instruments were designed to understand the practices related to recruitment, selection and retention strategies of commercial pilots used by these airlines, and how pilots perceive about recruitment practices and its relevance for retention strategies in the organization. Data were analyzed using factor analysis, Pearson’s correlation and regression analysis
Findings
Results of data analysis have revealed five factors of retention and selection measures, which were encouraging and employee-friendly recruitment policy, impact of external factors, organizational internal factors, employment brand and organizational growth and self-advancement opportunities. Similarly, retention strategies measures had four factors, namely, positive work culture, opportunities for individual growth, development, and salary benefit package, and opportunity for self-achievement. Pearson product moment correlation coefficient result revealed significantly positive relationship between various dimensions of recruitment and selection to retention strategies. Further regression analysis revealed the effect of those recruitment policies on retention was positive.
Research limitations/implications
Findings of this study could be potential bias and prejudice of the people involved and responded. As information was collected only form Indian commercial pilots, the findings might have changed if study was to be applied to a different country or economy. Random sampling error could not be ruled out. Preferred, accepted and perceived recruitment strategies and retention polices of Indian aviation sectors might be different as compare to other countries aviation sectors policies. Influence of cultural, organizational internal and external factors result might be different as compared to result of present study.
Practical implications
This is an important study, which will help the aviation sector to design recruitment policies and retention strategies to retain pilots to deal with a high level of attrition. Furthermore, present study will help the aviation sector in designing their policies and strategies, which forces pilots to remain with particular air carrier for longer time. It will give the same direction to other organizations, in general.
Social implications
The concept of recruitment and retention is applicable to each and every service sector. There could be different parameters for the same. Social implication of the present study is the same as it is for the aviation sectors. It is implied that service sectors must have appropriate recruitment policies, i.e. encouraging and employee friendly recruitment policy, conscious and continuous evaluation organizations’ external as well as internal factor, efforts shall be made to create employment branding, always focus on growth and advancement opportunities for the employees and organization. Positive work culture, opportunities for individual growth and development, salary benefit package and opportunity for self-achievement will help employees to remain with the organization for longer time.
Originality/value
This is an original research in the area of understanding recruitment policies and retention practices of commercial pilots in Indian aviation industry. This study is related to practical and genuine problem of attrition. Not many studies are found in this particular area.
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Ricardo Rocha de Azevedo, André Feliciano Lino, André Carlos Busanelli de Aquino and Túlio César Pereira Machado-Martins
The successful implementation of International Public Sector Accounting Standards (IPSAS) depends on the adoption and subsequent maintenance of accrual accounting policies…
Abstract
Purpose
The successful implementation of International Public Sector Accounting Standards (IPSAS) depends on the adoption and subsequent maintenance of accrual accounting policies. Moreover, Financial Management Information Systems (FMIS) are important drivers of reforms, and their replacement might disrupt the execution of accrual accounting policies. This paper aims to analyze the effects of FMIS replacement (or maintenance) on the retention of accrual accounting policies in Brazilian local governments.
Design/methodology/approach
The research adopts a sequential mixed-methods approach, starting with a quantitative analysis of the presence of accrual accounting policies in local governments and the effects of FMIS replacement. Next, a qualitative analysis is conducted with a survey, documents and interviews to observe the FMIS replacement process. Our analysis focuses on local governments from one state in Brazil, but the context is highly transferable to other states, as the same procurement law and accounting regulations apply.
Findings
FMIS replacement may reduce accounting policies retention; consequently, public procurement regulation may induce a public procurement context in which the IPSAS project would find more difficulties to prosper.
Research limitations/implications
This research contributes to the IPSAS literature by examining the phenomenon of accounting policies retention or persistence, as one should not take it for granted that an adopted accounting procedure will be sustained over time. The analysis argues that FMIS replacement due to compulsory rebidding should be carefully considered.
Practical implications
Promoters of accounting reforms may consider the regulation of contracting out for FMIS a relevant issue to the institutionalization of accounting policies.
Originality/value
The analysis innovates by linking IPSAS accounting reform to the contracting out of FMIS.
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Tahleho Tseole and Ngoako Solomon Marutha
The purpose of this study is to investigate a framework for knowledge retention to support business continuity in cross-border mergers of the telecommunications industry in…
Abstract
Purpose
The purpose of this study is to investigate a framework for knowledge retention to support business continuity in cross-border mergers of the telecommunications industry in Lesotho.
Design/methodology/approach
This study applied a qualitative case study, with data collected through interviews from a purposively selected sample of staff members who held managerial positions. Information in this study was partially extracted from the PhD thesis of Dr Tseole ET supervised by Prof Ngulube P at the University of South Africa completed in 2021.
Findings
The study discovered that a considerable amount of knowledge may have been lost because employees who either left the organisation or those who were apparently forced to resign during the process had left without any proper knowledge retention arrangements.
Research limitations/implications
The framework proposed in this study may be used in framing future studies as a theoretical framework. The study also provides new literature for review and discussion of background in future related studies.
Practical implications
The framework provided in the study may be used as a benchmark in the knowledge management industry and/or organisations for policy development or improvements and implementation of knowledge retention strategies.
Social implications
Through recommendations and framework provided by this study, organisations will be able to improve their services to their sphere of influence in the surrounding communities. So, community will be receiving an improved and good service at all the times.
Originality/value
A framework for facilitating knowledge retention in the cross-border mergers of the telecommunications industry is therefore proposed and the researchers believe it will be helpful to the organisation for improving knowledge retention going forward, particularly in the merger process.
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Patrick D. Robbins and Alicia G. Huffman
To provide guidance to investment companies on document retention policies based on Section 802 of the Sarbanes‐Oxley Act of 2002, codified as Section 1519 of the United States…
Abstract
Purpose
To provide guidance to investment companies on document retention policies based on Section 802 of the Sarbanes‐Oxley Act of 2002, codified as Section 1519 of the United States Code.
Design/methodology/approach
Reviews the conviction of Arthur Andersen for obstruction of justice based on the way the firm implemented its document retention/destruction policy as Enron was collapsing, and the Supreme Court reversal of that conviction. Explains why the Supreme Court decision should no longer guide an investment company's document retention/destruction policy in light of more recently enacted Section 1519, which imposes stiff penalties on anyone who knowingly alters, destroys, mutilates, conceals, or covers up any record or document with the intent to impede, obstruct, or influence any federal investigation, or in contemplation of such a proceeding.
Findings
Suggests a few straightforward rules for an investment company's document retention/destruction policy with a warning to err on the side of caution.
Originality/value
In light of Section 1519, every investment company needs to review its document retention/destruction policy. This article provides useful guidelines for doing so.
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Nkholedzeni Sidney Netshakhuma
The purpose of this paper is to assess records management components, such as record scheduled, records appraisal, destroyed/disposed, retained, training of staff on the…
Abstract
Purpose
The purpose of this paper is to assess records management components, such as record scheduled, records appraisal, destroyed/disposed, retained, training of staff on the management of the student affairs records (SARs), provided access, the challenges associated with efficient management of SARs and strategies for effective management of SARs, to determine the extent the Student Affairs Department (SAD) complies with the University of Mpumalanga (UMP) records management policy.
Design/methodology/approach
This paper uses qualitative methodology of a triangulation of data collection and this included interviews, document analysis and observation.
Findings
The literature review, as well as the interview, revealed that findings on the UMP records management policy are multi-layered. A number of participants mentioned lack of records centre, records retention and appraisal of records, records management training and managing access to information as a challenge to the management of SARs.
Research limitations/implications
The research was only limited to the UMP, Student Affairs Division, with a population of 15 staff members even though the findings can be applied to all the universities in South Africa.
Practical implications
SAD has a unique contribution to make to ensure that records created within their division are managed in terms of the UMP records management policy by ensuring that components such as records storage retention and appraisal of records management training and managing access to information are adhered to.
Social implications
Failure to comply with the UMP records management policy by the Student Affairs Division will contribute to the loss of institutional memories, non-compliance with legislations such as Promotion of Access to Information Act 2000, National Archives and Records Services Act 46 of 1996 and the Protection of Personal Information Act No 4. Of 2013.
Originality/value
The research appears to be the first of its kind, to the best of the authors’ knowledge, to assess SARs at the UMP, South Africa.
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This paper presents the approach being taken to appraisal and retention scheduling at the National Patient Safety Agency based on the principles of ISO 15489.
Abstract
Purpose
This paper presents the approach being taken to appraisal and retention scheduling at the National Patient Safety Agency based on the principles of ISO 15489.
Design/methodology/approach
The paper sets out the background to, and the factors affecting, the development of appraisal and scheduling practice. It then focuses on the use of a functional analysis approach to appraisal and scheduling within the context of a pilot project, describing the appraisal methodology, survey and scheduling techniques used within the pilot and evaluating their effectiveness in meeting relevant statutory and organisational requirements for records retention.
Findings
The pilot survey provided valuable learning. Functional appraisal and surveying techniques were found to be particularly effective for establishing the business context of records and identifying their primary values; that is the legal and organisational requirements governing their retention. However, they were less effective at recognising secondary values such as archival value or dealing with the legacy records.
Originality/value
Considers the lessons learned and how they are influencing the development of retention policy and practice.
Details
Keywords
This paper sets out to present the approach being taken to appraisal and retention scheduling at the National Patient Safety Agency based upon the principles of ISO 15489.
Abstract
Purpose
This paper sets out to present the approach being taken to appraisal and retention scheduling at the National Patient Safety Agency based upon the principles of ISO 15489.
Design/methodology/approach
The paper sets out the background to, and the factors affecting, the development of appraisal and scheduling practice. It then focuses on the use of a functional analysis approach to appraisal and scheduling within the context of a pilot project, describing the appraisal methodology, survey and scheduling techniques used within the pilot and evaluating their effectiveness in meeting relevant statutory and organisational requirements for records retention.
Findings
The pilot survey provided valuable learning. Functional appraisal and surveying techniques were found to be particularly effective for establishing the business context of records and identifying their primary values; that is the legal and organisational requirements governing their retention. However, they were less effective at recognising secondary values such as archival value or dealing with the legacy records.
Originality/value
The paper concludes by considering the lessons learned and how they are influencing the development of retention policy and practice.
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Mohamed-Osman Shereif Mahdi Abaker, Omar Ahmad Khalid Al-Titi and Natheer Shawqi Al-Nasr
The purpose of this paper is to report empirical research conducted in Saudi Arabia on the impacts of organizational policies and practices on the diversity management of the…
Abstract
Purpose
The purpose of this paper is to report empirical research conducted in Saudi Arabia on the impacts of organizational policies and practices on the diversity management of the Saudi private sector. To this end, the Saudization policy and views of key respondents have been tested and discussed.
Design/methodology/approach
Primary data were collected through questionnaire surveys from the largest 11 private sector organizations listed on the Saudi Stock Market in the financial/banking, oil and gas, petrochemical, private higher education and private health service sectors. Statistical tools such as means and standard deviations and one-sample t-tests were used for analysis.
Findings
The findings suggest that Saudization, retention, pay with benefits and health insurance policies significantly affect the diversity management in the Saudi private sector. Therefore, there is a need to develop organizational policies that support the existence of foreign employees for private businesses in Saudi Arabia. Considering differences as strengths that can be utilized to enhance performance, a diverse workforce might better be able to serve diverse markets.
Research limitations/implications
Collecting data from a closed environment such as Saudi Arabia is constrained by access difficulties, as well as inadequate literature on relevant diversity issues. However, the convenience sampling method and snowballing approach adopted in this study generated reliable data. As a result, this study has implications for both the multinational corporations operating in Saudi Arabia and Saudi owned companies operating in the West and intending to adopt and implement diversity management initiatives for branches in different countries. As such, further research on the gulf countries’ diversity management issues would be critical.
Originality/value
The current study is a first survey-based research endeavor on the topic of diversity management in the Saudi context. The findings contribute to the limited knowledge base on middle eastern countries, thus presenting new empirical evidence on the organizational policies and practices of Saudization, retention, pay and benefits and health insurance policies. The study of the Saudi case, thus adds value to the existing knowledge on diversity management.
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Linda Clarke and Georg Herrmann
The purpose of this paper is to show how internal and external labour markets operate in the construction sector, associated with different strategies taken by firms in recruiting…
Abstract
Purpose
The purpose of this paper is to show how internal and external labour markets operate in the construction sector, associated with different strategies taken by firms in recruiting and retaining particular groups of employees. It draws on research of the house building sector which aims to discover how far firms develop human resource policies, recruitment and retention strategies, and training and development activities in response to skill shortages.
Design/methodology/approach
The paper is based on a questionnaire survey of skills shortages, recruitment and retention in house building firms, drawn from databases of social and private housebuilders and a detailed investigation of firms.
Findings
The results show worsening skill shortages and hard‐to‐fill vacancies, particularly for site managers and tradespersons. These shortages are especially bad for house building firms, above all those with higher levels of direct employment in the social housing sector. Despite this, firms rely for operative recruitment on traditional and informal methods and procedures, on experience – not qualifications – as the main criterion, and on “poaching” – all symptomatic of a craft labour market. For managers, there is some evidence of retention measures, in particular through training and promotion, implying the development of internal labour markets. And for professionals there are indications of occupational labour markets with their dependence on institutionalised systems of training and qualifications.
Originality/value
The paper shows that firms take little responsibility themselves for resolving skill shortages and establishing training needs, though national training policy is reactive and driven by employer demand. Obligatory skills certification and an institutionalised industrial training system would facilitate a move from this deadlocked situation, from craft to occupational labour markets.
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