PERCEIVE project - Deliverable D7.6 "Guidelines on Cohesion Policy Communication"

Mollona, Edoardo; Aivazidou, Eirini; Barberio, Vitaliano; Cunico, Giovanni; Pareschi, Luca

doi:10.6092/unibo/amsacta/6247

Cited by 4 publications

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“…Apesar de o trabalho na modalidade home office, integral e híbrido, ter ganhado extrema notoriedade nos anos 2020 e 2021 devido à pandemia de covid-19, sua adoção era bastante tímida antes da crise sanitária (Mollona et al, 2020). Os profissionais de recursos humanos, gestores de linha e empregados não tinham histórico, e o home office, quando utilizado, era fruto de acordos individuais, mesmo nas empresas onde havia políticas voltadas ao seu uso.…”

Section: Considerações Finaisunclassified

“…A despeito do crescente interesse de acadêmicos pela implementação de teletrabalho e da curva acentuada de crescimento de teletrabalhadores nas décadas anteriores, em 2018 no Brasil foram identificados somente 3,8 milhões de pessoas trabalhando no domicílio, sem especificações de atividade (Senado Federal, 2020). Já no início de 2020, um estudo divulgado pela Organização Internacional do Trabalho (OIT) demonstrou que 2,9% dos assalariados no mundo trabalhavam em casa, e entre eles, mais de 50% encontravam-se em países considerados de alta renda (Mollona et al, 2020). O crescimento expressivo da modalidade previsto por Nilles em 1997 foi retomado somente em março de 2020, quando a Organização Mundial de Saúde (OMS) decretou estado de pandemia de covid-19 (WHO Director-General's Opening Remarks at the Media Briefing on COVID-19 -11 March 2020.…”

Section: Introductionunclassified

“…Profissionais de RH, gerentes de linha e times de liderança em geral tiveram que tomar decisões imediatas sobre como seria a manutenção do trabalho (Collings et al, 2021). Empresas de 59 países transferiram seus trabalhadores para home office, desde que não atuassem em atividades essenciais 3 (Mollona et al, 2020), e aproximadamente 8 milhões de pessoas passaram a trabalhar remotamente no Brasil (PNAD COVID-19, 2020), dos quais 84,1% ocupavam empregos formais (Souza-Júnior, 2020). Entretanto, no mesmo período, foi constatado que somente 22,7% das ocupações no país podiam ser feitas em casa 4 , com diferenças consideráveis entre estados (Goes et al, 2020).…”

Section: Introductionunclassified

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Práticas de gestão de recursos humanos e o trabalho em home office e híbrido

Hartmann¹

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Telework has been practiced globally since the 70s, but barriers created by line managers and the lack of knowledge of human resources professionals have limited its adoption, and, until the beginning of 2020, less than 3% of employees worldwide worked from home. However, when the World Health Organization declared a pandemic state due to covid-19, thousands of knowledge workers started working from home, and consequently, human resources teams had to adapt their practices and revise their role to secure people's safety and business maintenance. Integrating insights from strategic human resources management and its connection to telework, this research investigated how human resources practices were adapted to the adoption of telework in companies operating in Brazil. Qualitative research was conducted through multiple case studies with large multinationals, one from the service sector, and two from the industry sector. Data were collected from interviews with 25 respondents: managers and human resources professionals, line managers and directors, and analysis of 20 documents. Results revealed the implementation of important changes in human resources practices. Practices related to talent acquisition and virtual interviews expanded the range of available talents and contributed positively to the diversity agenda; onboarding processes were adapted to encourage newcomers to collaborate with other professionals and amplify their understanding of the organizational culture; virtual training, performed synchronously or asynchronously, facilitated the transmission of knowledge, but discouraged exchanges; and the performance evaluation, previously based on biases focused on availability and presence, was changed towards management by results. These changes required employees to develop new competencies, such as self-management, autonomy, and collaboration. However, the proper implementation of human resources practices while teleworking depends on the preparation of line managers. The migration to working from home during the pandemic stimulated the establishment of more humanized relationships at work, highlighted the strategic nature of human resources activities and confirmed its relevance in the design of telework policies. Evidence from the study suggests that telework adoption requires the combination of both dimensions of flexibility, place, and time, which depends on a flexible organizational culture, one that encourages the balance between work and personal activities, and instill respectful relationships based on trust. Future studies can further investigate the effectiveness of telework after longer follow-up cycles, and the maintenance of the changes implemented at the human resources practices. Explore in more detail the extent to which the virtual manifestations of organizational culture promote a sense of belonging and stimulate collaboration in telework; and investigate the effects of this work arrangement on different groups, such as minorities, women, and young people at the beginning of their careers...

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Section: Considerações Finaisunclassified

Section: Introductionunclassified

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Práticas de gestão de recursos humanos e o trabalho em home office e híbrido

Hartmann¹

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Analisis Situasi Masalah Kesehatan Penyakit Menular di Provinsi Kalimantan Barat

Luqman

Sudaryo

Suprayogi³

2022

Comm. Health. Epid. J

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Background: Health problems in West Kalimantan are dominated by infectious diseases based on health data showing that the list of the top 10 diseases is dominated by infectious diseases, the CFR rate is still quite high and outbreaks routinely occur due to infectious diseases. The purpose of the situation analysis is to determine priorities for infectious disease problems in West Kalimantan in 2019.Methods: This research was conducted from December 2020 to February 2021 in West Kalimantan Province. The research method used is an assessment method whose results will be presented descriptively with quantitative and qualitative approaches. Determining the priority of the problem using the PAHO-Adapted Hanlon method with assessment criteria based on the size of the problem, seriousness of the problem, intervention effectiveness, inequity and institutional factors by means of interviews with related parties within the West Kalimantan Provincial Health Office.Result: The results of the analysis of infectious disease problems in West Kalimantan Province show that the top 10 diseases are still dominated by infectious diseases such as diarrhea, TB and DHF. The CFR figure which is still quite high is contributed by TB, HIV/AIDS, diphtheria and DHF. In this study, TB was selected as a priority health problem because it obtained the highest PAHO score of 25.16. TB is still a major problem because case finding has not reached the national target of 80%, there is still transmission in the community and cases of TB in children are still quite high.Conclusion: Tuberculosis is a priority infectious disease problem in West Kalimantan. TB is the first priority problem in this study because case finding is not optimal, there is transmission in the community and there are still cases of TB in children. It is hoped that with monitoring and evaluation of training for cadres and health workers, screening of TB patients can be more massive and sensitive for providing complete TB treatment.

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Hubungan Kehamilan Tidak Diinginkan dengan Kejadian Berat Bayi Lahir Rendah di Pedesaan Pulau Jawa (Analisis Data SDKI 2017)

Putri

Ronoatmodjo

2022

Comm. Health. Epid. J

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Background: There was an increase in the proportion of birth weight less than 2500 grams from 5.7 in 2013 to 6.2 in 2018. Several provinces in Java Island also still have the proportion of LBW above the average proportion of LBW in Indonesia (> 6.2 %) such as Banten, West Java, Yogyakarta Special Region, and East Java. Maternal characteristics such as rural residence and unwanted pregnancy status are related to low birth weight. This study aims to determine the relationship between unwanted pregnancy and LBW events in rural areas in Java Island.Methods: This study was conducted by analysing secondary data from the results of the 2017 Indonesian Demographic and Health Survey (IDHS). The sample in this study consists of all live births in the last 5 years prior to the survey with reports of birth weight less than 2500 grams born to women aged 15- 49 years in rural Java Island when the survey took place and was successfully interviewed, and has a complete answer (no answer missing).Result: After weighting, 1821 samples were obtained. The result found that the proportion of LBW events in rural areas in Java Island is 6.3%. Meanwhile, of all pregnancies during the study period, 13.5% were unwanted pregnancies. The results of the multivariate analysis showed that there was no significant relationship between unwanted pregnancy status and LBW in rural areas in Java Island after adjusted by maternal age, mother's education level, maternal employment status, economic level, problems in getting health care/treatment, ANC, and parity (POR = 1.31, 95% CI = 0.72-2.38).Conclusion: It is necessary to measure variables more accurately in the questionnaire and carry out further research by including other risk factors.

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PERCEIVE project - Deliverable D7.6 "Guidelines on Cohesion Policy Communication"

Cited by 4 publications

References 0 publications

Práticas de gestão de recursos humanos e o trabalho em home office e híbrido

Práticas de gestão de recursos humanos e o trabalho em home office e híbrido

Analisis Situasi Masalah Kesehatan Penyakit Menular di Provinsi Kalimantan Barat

Hubungan Kehamilan Tidak Diinginkan dengan Kejadian Berat Bayi Lahir Rendah di Pedesaan Pulau Jawa (Analisis Data SDKI 2017)

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