{"title":"人力资源。","authors":"G. Blaker","doi":"10.4324/9781315237947-12","DOIUrl":null,"url":null,"abstract":": The study’s purpose was to analyze the workload and tendency competency gaps in Faculty A of XYZ University, and to recommend HR planning of academic staff at Faculty A in XZY University. The workload analysis and competency gaps analysis used to determine the ideal number of academic staff that needed as well the competencies. The results were expected to be used in planning academic staff in Faculty A. The results showed that the released ideal number of academic staff by the Directorate of Human Resources of the University of XYZ in 2012 to 2030 was no longer relevant for use. Currently, there were 97 academic staff exist in Faculty A. It was higher than an ideal of 81 persons from the workload analysis findings. There were competency gaps in both core and managerial. The findings suggested policies to reduce academic staff, especially non-civil servants, by continuing to prioritize applicable regulations.","PeriodicalId":73253,"journal":{"name":"Hospitals","volume":"44 9 1","pages":"68-71"},"PeriodicalIF":0.0000,"publicationDate":"2019-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"330","resultStr":"{\"title\":\"Human resources.\",\"authors\":\"G. Blaker\",\"doi\":\"10.4324/9781315237947-12\",\"DOIUrl\":null,\"url\":null,\"abstract\":\": The study’s purpose was to analyze the workload and tendency competency gaps in Faculty A of XYZ University, and to recommend HR planning of academic staff at Faculty A in XZY University. The workload analysis and competency gaps analysis used to determine the ideal number of academic staff that needed as well the competencies. The results were expected to be used in planning academic staff in Faculty A. The results showed that the released ideal number of academic staff by the Directorate of Human Resources of the University of XYZ in 2012 to 2030 was no longer relevant for use. Currently, there were 97 academic staff exist in Faculty A. It was higher than an ideal of 81 persons from the workload analysis findings. There were competency gaps in both core and managerial. The findings suggested policies to reduce academic staff, especially non-civil servants, by continuing to prioritize applicable regulations.\",\"PeriodicalId\":73253,\"journal\":{\"name\":\"Hospitals\",\"volume\":\"44 9 1\",\"pages\":\"68-71\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2019-03-31\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"330\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Hospitals\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.4324/9781315237947-12\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Hospitals","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.4324/9781315237947-12","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
: The study’s purpose was to analyze the workload and tendency competency gaps in Faculty A of XYZ University, and to recommend HR planning of academic staff at Faculty A in XZY University. The workload analysis and competency gaps analysis used to determine the ideal number of academic staff that needed as well the competencies. The results were expected to be used in planning academic staff in Faculty A. The results showed that the released ideal number of academic staff by the Directorate of Human Resources of the University of XYZ in 2012 to 2030 was no longer relevant for use. Currently, there were 97 academic staff exist in Faculty A. It was higher than an ideal of 81 persons from the workload analysis findings. There were competency gaps in both core and managerial. The findings suggested policies to reduce academic staff, especially non-civil servants, by continuing to prioritize applicable regulations.
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