Online ISSN: 2515-8260

Keywords : Recruitment


Farida Handayani; Ratna Dwi Wulandari

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 5, Pages 792-795

Introduction:Human resource planning is the primary function the organization shall carry out to provide workers to occupy appropriate positions and jobs. In health development, public health workers are a part ofa crucial human resource role to increase awareness of promotive and preventive health services. Aims:In general, this study aims to analyze the public health workers planning at the Health Office of Tulungagung District, Indonesia. Methods:Descriptive methods and literature studieswere used. Results: The results indicated that the appointment of civil servants or moratorium had not been held, including Public health workers from 2014 to 2017. Accordingly, there was a gap between the needs and the availability of Public health workers at the Health Office of Tulungagung District. Job enlargement occurred to overcome these problems; namely, additional tasks were given to other Public health workers leading to the workload that was increasingly high and incompatible with the main tasks and functions and educational background. It affected the performance of the Health Office of Tulungagung District, namely the coverage of households with Hygienic and Healthy Behavior.Conclusion:Therefore, an alternative provision of Public health workers through the process of recruitment, selection, and orientation, which will later become contract workers with honoraria sourced from the Health Operational Assistance (BOK) fund, was required. Public health workers planning at the Health Office of Tulungagung District was carried out annually based on Workload Analysis (ABK). The number of Public health workers needed by the Health Office of Tulungagung District is 16 people.

A Review of HR practices and Employee Retention in Hospitality Industry

Kiran Mayi Immaneni; Dr. Vedala Naga Sailaja

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 7, Pages 6698-6704

High Employee turnover is one of the major challenges facing the hotel industry and it rather seems to be a worldwide phenomenon. Indian hospitality industry is facing a continued shortage of trained and skilled employees. Turnover results in losses to the organisation in terms of recruitment and training costs, lost morale, low performance, inefficient service delivery and loss of revenue. HR practices contribute to organisational performance. Research has suggested that a combination of HR practices when well planned and implemented had a significant positive effect on employee turnover. By analyzing the domains of knowledge related to HR practices unique to hospitality industry with characteristics typical to the industry such as cyclical and seasonal demand, reliance on low skilled labour, international chains vs. domestic companies, ownership, heterogeneity of firm size, level of services provided, this paper attempts to present a clear cut path for researchers probing the depths of Human resource practices specific to the industry.