Displaying all 12 publications

  1. Saad R, Ahmad MZ, Abu MS, Jusoh MS
    ScientificWorldJournal, 2014;2014:865495.
    PMID: 24782670 DOI: 10.1155/2014/865495
    Multicriteria decision making (MCDM) is one of the methods that popularly has been used in solving personnel selection problem. Alternatives, criteria, and weights are some of the fundamental aspects in MCDM that need to be defined clearly in order to achieve a good result. Apart from these aspects, fuzzy data has to take into consideration that it may arise from unobtainable and incomplete information. In this paper, we propose a new approach for personnel selection problem. The proposed approach is based on Hamming distance method with subjective and objective weights (HDMSOW's). In case of vagueness situation, fuzzy set theory is then incorporated onto the HDMSOW's. To determine the objective weight for each attribute, the fuzzy Shannon's entropy is considered. While for the subjective weight, it is aggregated into a comparable scale. A numerical example is presented to illustrate the HDMSOW's.
    Matched MeSH terms: Personnel Selection*
  2. Francis K, Chapman Y, Doolan G, Sellick K, Barnett T
    Aust J Rural Health, 2008 Jun;16(3):164-9.
    PMID: 18471187 DOI: 10.1111/j.1440-1584.2008.00967.x
    OBJECTIVE:This study sought to identify and evaluate approaches used to attract internationally trained nurses from traditional and non-traditional countries and incentives employed to retain them in small rural hospitals in Gippsland, Victoria.
    DESIGN: An exploratory descriptive design.
    SETTING: Small rural hospitals in Gippsland, Victoria.
    PARTICIPANTS: Hospital staff responsible for recruitment of nurses and overseas trained nurses from traditional and non-traditional sources (e.g. England, Scotland, India, Zimbabwe, Holland, Singapore, Malaysia).
    RESULTS AND CONCLUSION: Recruitment of married overseas trained nurses is more sustainable than that of single registered nurses, however, the process of recruitment for the hospital and potential employees is costly. Rural hospitality diffuses some of these expenses by the employing hospitals providing emergency accommodation and necessary furnishings. Cultural differences and dissonance regarding practice create barriers for some of the overseas trained nurses to move towards a more sanguine position. On the positive side, single overseas registered nurses use the opportunity to work in rural Australian hospitals as an effective working holiday that promotes employment in larger, more specialized hospitals. Overall both the registered nurses and the employees believe the experience to be beneficial rather than detrimental.
    Matched MeSH terms: Personnel Selection/economics; Personnel Selection/methods; Personnel Selection/organization & administration*; Personnel Selection/statistics & numerical data
  3. Norsyafiqah Mohamad, Masnita Misiran, Zahayu Md Yusof
    Businesses adopt queuing mechanism as it can improve efficiency and provide economic use of
    resources. Some business segment that normally adapted queuing theory include assessing staff
    scheduling, productivity, performance, and customers waiting time. This article will adopt queuing
    theory to current service provided by Department of Labour, Kuala Terengganu. As the department is
    committed to provide quality services to its customer, the level of satisfaction and current queueing
    time need to be investigated. To achieve this, four elements in queueing theory – arrival rate, the
    queuing discipline, the service and also the cost structure are utilized. Arrival rate is measured as way
    in which customer arrives at this department and entered for receiving a service. Single server queuing
    model is known as infinite queue length model (exponential service) was used in this study. This model
    is based on certain assumptions about queuing, as the arrivals are described by Poisson probability
    distribution and arrive from infinite population. This study has demonstrated that, majority of the
    customers are dissatisfied with services offered and the major cause of dissatisfaction is the long waiting
    time. Sunday shows the busiest day at Department of Labour, Kuala Terengganu when there are too
    many customers and duty officer faced a hectic day on Sunday, followed by Thursday and Wednesday.
    Department of Labour, Kuala Terengganu needed to do the other internal procedures for reducing
    waiting times and thus ensuring an effective services system. This study recommended of adding a new
    checkout counter and hiring another employee to help duty officer improve the operation at Department
    of Labour, Kuala Terengganu.
    Matched MeSH terms: Personnel Selection
  4. Noraini Noordin, Nurul Elfieqah Rostam, Nur Ariena Farhana Noor Hamizan
    ESTEEM Academic Journal, 2020;16(2):1-10.
    The Morning Shift (MS) flow of passengers on Thursday is similar to any other day in the week at an urban train station. However, passenger congestion occurring in the Evening Shift (ES) affects the system behaviour. The system has been showing this characteristic over the years. However,
    only one counter is opened. This counter also sells different types of tickets. Thus, the system is not cost-effective. The study aims to determine the optimal number of counters that should be opened on Thursday. In order to solve this problem, the study has applied Poisson Queuing Simulation (PQ) to the MS and ES data. Findings indicate that running one or two counters in MS
    maintains the mean of wait time in-queue and in-system at less than one minute, while the mean of in-queue and in-system passengers is also at one person. Extra cost has to be incurred to hire another teller; thus, one counter is optimal. For ES, the service rate was only slightly higher than the arrival rate. Based on the mean number of in-queue and in-system passengers, there was no way that one counter can efficiently service the queue that was formed. A simulation was done to determine if there was a need to set up a two-counter or a three-counter system. Although a two-counter system will be idle 47% of the time, it was not cost-effective for the management to two
    extra tellers for a three-counter system. The management must take future corrective measures. Based on the findings, one counter is optimal for MS, but cost-effectiveness tests must confirm that two counters are optimal for ES. Besides, the management should also identify actions that can be taken during the 47% idle system time in ES.
    Matched MeSH terms: Personnel Selection
  5. Thuraisingham C, Nalliah S
    Aust Fam Physician, 2013 Apr;42(4):249-51.
    PMID: 23550254
    In many workplaces, employment is conditional on a successful pre-employment medical examination. This examination is usually conducted by a general practitioner on the employers' panel of approved clinics or by an in-house company doctor.
    Matched MeSH terms: Personnel Selection/ethics*
  6. Gewin V
    Nature, 2018 06;558(7711):625-627.
    PMID: 29950636 DOI: 10.1038/d41586-018-05513-2
    Matched MeSH terms: Personnel Selection*
  7. Nature, 2005 Aug 11;436(7052):754.
    PMID: 16094324
    Matched MeSH terms: Personnel Selection
  8. Khoo S, Engelhorn R
    Adapt Phys Activ Q, 2011 Jan;28(1):27-39.
    PMID: 21282846
    Understanding the motivations for people to volunteer with the management and execution of major sporting events is important for the recruitment and retention of the volunteers. This research investigated volunteer motivations at the first National Special Olympics held in Ames, Iowa, USA in July 2006. A total of 289 participants completed the 28 item Special Event Volunteer Motivation Scale. The top motivations related to the purposive incentives of wanting to help make the event a success and to do something good for the community. Factor analysis revealed a five-factor model, with the altruistic factor (purposive) being the most important. A MANCOVA was also used to compare subjects using both gender and experience as independent variables. Small but significant differences in motivation were observed.
    Matched MeSH terms: Personnel Selection/methods
  9. Cyranoski D
    Nature, 2005 Aug 11;436(7052):884-5.
    PMID: 16136648
    Matched MeSH terms: Personnel Selection*
  10. Spaan E
    Int Migr Rev, 1994;28(1):93-113.
    PMID: 12287280
    "This article discusses international migration from Java in the past and present and the role brokers have played in stimulating this movement. It describes legal and clandestine labor migration to Singapore, Malaysia, and Saudi Arabia, the influence of employment brokers on the process, and the organization of the recruitment networks. The involvement of brokers is crucial but not always beneficial for the migrants. Migrants are dependent on the brokers and risk exploitation. In the case of movement to Saudi Arabia, there is a linkage with religious institutions and the Islamic pilgrimage."
    Matched MeSH terms: Personnel Selection*
  11. Cyranoski D
    Nature, 2005 Aug 4;436(7051):620-1.
    PMID: 16079812
    Matched MeSH terms: Personnel Selection
  12. Cheek C, Hays R, Allen P, Walker G, Shires L
    Rural Remote Health, 2017 Jul-Sep;17(3):4292.
    PMID: 28846850 DOI: 10.22605/RRH4292
    INTRODUCTION: Much of regional Australia continues to face challenges in recruitment and retention of medical practitioners, despite the apparently successful rural medical education initiatives funded by the Commonwealth Government. International fee-paying (IFP) medical students are a significant component of Australian medical education, contributing additional income and more diverse learning environments for universities. Their contribution to the Australian medical workforce is harder to determine. After obtaining registration, IFP graduates may apply to remain in Australia as skilled migrants. Since 1999 there has been a 325% increase in the number of international medical students in Australia, with approximately 73% of IFP graduates remaining in Australia for at least some postgraduate training. Recognising the potential contribution of IFP students to the Tasmanian medical workforce, the authors sought better understanding of the career intentions and work locations of IFP graduates from the medical program in Tasmania, Australia, through two studies. Firstly, a quantitative study was conducted of the locations of all IFP graduates from the Tasmanian medical program, and then a qualitative study exploring graduating students' intentions and factors that contribute to their decisions about work location choices.

    METHODS: This was a cohort study of IFP students who graduated from the University of Tasmania School of Medicine over the period 2000-2015. Work locations for 2016 were mapped to a Modified Monash rurality classification. Semi-structured interviews were held with 15 final year IFP medical students, exploring career intentions and location preferences.

    RESULTS: There were 261 IFP graduates, 54.4% male. The most common country of origin was Malaysia (55.2%). In 2016, 189 (72.4 %) were working in Australia, 42 (16.1%) in Tasmania and 126 (66.7%) in areas categorised as Modified Monash 1. Recent graduates in postgraduate year 1/2 (71.3%) were more likely to be working in Tasmania but most left for specialty training. All 15 interview participants intended to remain in Australia for at least their intern year, although at enrolment only six had planned to remain. Factors influencing workplace location decisions were (1) 'professional': greater appeal of Australian medical workplaces, intention to pursue a speciality, and to complete this at an Australian metropolitan hospital; (2) 'social': proximity to family/partner or opportunity to meet a prospective partner, family obligations, positive rural experiences; and (3) 'location': direct travel access to family.

    CONCLUSIONS: IFP graduates from the Tasmanian medical program make an important contribution to the Australian mainland metropolitan medical workforce, but play only a small role in workforce development for both Tasmania and the broader Australian rural and remote context. Most IFPs do not choose to work rurally. Rurally focused medical programs need to consider how they place IFP students to meet both the learning and career needs of IFP students and the goal of the rural medical programs in developing a rural workforce.
    Matched MeSH terms: Personnel Selection
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