Pemanfaatan Teknologi Informasi dalam Praktik Keperawatan

This study aims to determine the use of information technology in nursing practices. The method used is a systematic review with the preferred reporting items for systematic review and meta-analysis (prism). The search uses the Boolean phrase "information," "Technology," "Nursing Care," and "Nursing Practice". Literature studies consider original articles, sources from journals, and articles in English. They are available as complete text from international databases, e.g., Science Direct, Scopus, Sage, PubMed, and Proquest. To analyze using Joanna Briggs Institute (JBI). The results showed that information technology can help nurses in increasing collaboration and clinical, supporting decisions in facilitating the integration of clinical workflow between nurses and other medical professionals, improving the quality and efficiency of medical and maintenance services, facilitating communication management in the technology environment, increasing information documentation, Management, and monitoring, improving resource management, improving performance and satisfaction management, policy making, and facilitating the path of organizational and professional growth. CONCLUSION: IT can help nurses increase collaboration and clinical decision support in promoting the integration of clinical workflows between nurses and other medical professionals, satisfaction management, policy making, and reducing the path of organizational and professional growth.   Keywords: Nursing Care, Information, Nursing Practices, Technolog

Logistics Management and the Performance of Manufacturing Firms in Selected States of Northern Nigeria

The study examined the role of logistics in manufacturing firms’ performance in some states in Northern Nigeria. A firm-level survey was conducted in a cross-sectional examination of members of the Manufacturers Association of Nigeria (MAN), with a sample of 144 firms. The study was underpinned by the resource-based theory, and data was analyzed using multiple regression analysis through the partial least squares structural equation modeling (PLS-SEM). It was discovered that both inbound and outbound logistics have positive relationships with performance. However, the relationship between outbound logistics and performance was not significant. The findings implies that managers of manufacturing firms cannot entirely rely on the contributions of logistics to enhance performance. It was therefore recommended that management in the manufacturing sector could find ways of improving those outbound activities they perform; contemplate involving drivers, such as information technology to boost performance; and consider outsourcing those outbound activities

Leadership and Capacity Building; The Construction of Madrasah Quality Improvement

This study aims to understand the construction of madrasah quality improvement through a leadership system in building human resource capacity building in one Madrasah Tsanawiyah in Bandung Regency. The researcher tries to understand the meaning behind school quality assurance activities by using a case study qualitative approach. Researchers conducted interviews, observations, and documentation to obtain accurate and valid information related to the research theme. Collecting, reducing, presenting data, and drawing conclusions are carried out in data analysis. The research results show that the construction of improving the quality of madrasas through a leadership system in building human resource capacity building in one Madrasah Tsanawiyah in Bandung Regency is carried out through policy analysis organizational commitment, management support system, workforce development, and continuous innovation improvement. This research has implications for the importance of leadership and capacity building that must be adequately managed to increase the competence and skills of existing personnel, thus giving birth to commitment, loyalty, and good performance quality

State updating and calibration period selection to improve dynamic monthly streamflow forecasts for an environmental flow management application

Monthly to seasonal streamflow forecasts provide useful information for a range of water resource management and planning applications. This work focuses on improving such forecasts by considering the following two aspects: (1) state updating to force the models to match observations from the start of the forecast period, and (2) selection of a shorter calibration period that is more representative of the forecast period, compared to a longer calibration period traditionally used. The analysis is undertaken in the context of using streamflow forecasts for environmental flow water management of an open channel drainage network in southern Australia. Forecasts of monthly streamflow are obtained using a conceptual rainfall–runoff model combined with a post-processor error model for uncertainty analysis. This model set-up is applied to two catchments, one with stronger evidence of non-stationarity than the other. A range of metrics are used to assess different aspects of predictive performance, including reliability, sharpness, bias and accuracy. The results indicate that, for most scenarios and metrics, state updating improves predictive performance for both observed rainfall and forecast rainfall sources. Using the shorter calibration period also improves predictive performance, particularly for the catchment with stronger evidence of non-stationarity. The results highlight that a traditional approach of using a long calibration period can degrade predictive performance when there is evidence of non-stationarity. The techniques presented can form the basis for operational monthly streamflow forecasting systems and provide support for environmental decision-making.Matthew S. Gibbs, David McInerney, Greer Humphrey, Mark A. Thyer, Holger R. Maier, Graeme C. Dandy and Dmitri Kavetsk

ANALISIS PENGARUH SISTEM INFORMASI MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN KINERJA MELALUI PELATIHAN DI YAYASAN ISTIQAMAH BANDUNG

Sumber daya manusia merupakan aset penting bagi instansi sehingga kinerja dari sumber daya manusia harus ditingkatkan agar mengikuti sistem kinerja yang menjadi trend di era globalisasi yaitu sistem informasi. Tujuan penelitian ini antara lain untuk mengetahui analisis sistem informasi manajemen sumber daya manusia terhadap peningkatan kinerja karyawan di Yayasan Istiqamah Bandung, untuk mengetahui analisis pelatihan sistem manajemen SDM yang dijalankan di Yayasan Istiqamah dalam meningkatkan kinerja karyawannya dan untuk mengetahui analisis sistem informasi sumber daya manusia terhadap peningkatan kinerja karyawan melalui pelatihan di Yayasan Istiqamah Bandung. Metode yang digunakan jenis penelitian deskriptif kuantitatif dengan pendekatan asosiatif. Pengambilan sampel dalam penelitian menggunakan teknik nonprobability sample dengan menggunakan metode purposive sampling yang berjumlah 100 responden dengan menggunaankan alat analisis regresi linear berganda dan analisis jalur. Hasil penelitian menunjukkan secara parsial variabel (X1) sistem informasi manajemen SDM tidak berpengaruh positif terhadap kinerja karyawan (Y) dan variabel (X2) pelatihan memiliki pengaruh positif dan terhadap kinerja karyawan (Y). Secara simultan variabel SIM dan pelatihan mempunyai pengaruh positif dan signifikan terhadap kinerja karyawan, secara tidak langsung sistem informasi manajemen sumber daya manusia mempunyai pengaruh signifikan terhadap kinerja karyawan melalui pelatihan sistem informasi manajemen sumber daya manusia kepada karyawan Yayasan Istiqamah Bandung. Human resources are important assets for agencies so that the performance of human resources must be improved in order to follow the performance system that is becoming a trend in the era of globalization, namely information systems. The purpose of this study, among others, to determine the analysis of human resource management information systems to improve employee performance at the Bandung Istiqamah Foundation, to determine the analysis of HR management system training carried out at the Istiqamah Foundation in improving the performance of its employees and to determine the analysis of human resource information systems to increase employee performance through training at the Bandung Istiqamah Foundation. The method used is descriptive quantitative research with an associative approach. Sampling in the study used a non-probability sample using purposive sampling method, totaling 100 respondents using multiple linear regression analysis and path analysis. The results of the study partially show that the variable (X1) of the HR management information system has no positive and insignificant effect on employee performance (Y) and the variable (X2) of training has a positive and significant effect on employee performance (Y). Simultaneously, the SIM and training variables have a positive and significant impact on employee performance, indirectly the human resource management information system has a significant influence on employee performance through training in human resource management information systems to employees of the Bandung Istiqamah Foundation

Improving accounting information system performance and achieving competitive advantage through effective it governance

University of Technology Sydney. Faculty of Business.Accounting information systems (AIS) are a vital technology-based asset for all organisations. The accounting information that is generated and distributed by these systems is essential for effective strategic decision making and achieving ongoing organisational benefits. The quality of the accounting information used for these decisions is reliant on the performance capabilities of the AIS. Prior research has identified a number of direct organisational benefits that can be obtained through effective IT governance, including improvements in the performance of organisational information systems such as AIS. This thesis expands upon prior literature by utilising the resource based view of the firm (RBV) to examine how competitive advantage is achieved via complex interactions between IT governance, AIS and other technology related capabilities and resources. The three types of IT governance mechanism - structural, procedural and relational – are assessed from a theoretical perspective in regards to their suitability to act as RBV resources or capabilities. While only relational mechanisms are found to possess the characteristics required of an RBV resource or capability, a review of recent RBV-framed IT governance research finds that many studies give little consideration to relational mechanisms and rely predominately upon the presence of structural and procedural mechanisms to assess IT governance performance. To confirm the significance of relational mechanisms of IT governance, this thesis tests the capacity for relational mechanisms of IT governance to contribute to competitive advantage through improving the performance of IT management capabilities and organisational AIS. Observations were collected via a survey of senior finance executives in Australian organisations and analysed using partial least squares structural equation modelling (PLS SEM). The results indicate that, under the direction and control of effective IT governance, IT management capabilities are able to improve accounting information system (AIS) performance and thereby achieve competitive advantage. Moderation analysis reveals that the level of competitive and technological pressure (environmental dynamism) alters the relationship between IT governance and competitive advantage. This finding suggests that IT governance not only acts as a higher order capability by directing and controlling the use of other organisational resources and capabilities, but may also be capable of acting dynamically to achieve competitive advantage through exploiting opportunities created by competitive and environmental pressures

Performance evaluation systems and their role in raising the human resources efficiency in printing, publishing, and packaging firms

 Human resources management concerns with achieving many goals that seek to develop the skills of individuals continuously. Human resources goals are divided into: social goals, employees’ goals, firm goals. Human resources work depends on execution of many tasks; human resources planning- job analysis- employment- appraisal performance- training- support of career development- identification of employees’ wages- human resource management coordination.     Performance evaluation is one of the main tasks of human resources administration since it determines the real performance level for individuals in a precedent period of time.  It provides information that help managers in developing staff performance, and enable them in planning to performance improving. It also contributes in staff performance assessment, highlighting competencies, skills development, and improving the relationships between managers and staff. Research problem:  lack in the system - or the systems- used in performance evaluation in printing, publishing and packaging firms may negatively affects staff performance. Research aim: Using the convenient system – or systems- in performance evaluation in printing, publishing and packaging firms to improve the staff performance. The research includes the different systems used in performance evaluation and their application and how successful they are in printing, publishing and packaging firms. It shows the necessity of choosing the system – or systems- to ensure the staff performance improving

Identifying a guiding list of high involvement practices in human resource management

[EN] In today global competitiveness, it is becoming increasingly frequent, the introduction of new management practices to organizations, seeking to enhance performance as a form of Management Innovation (MI). This is so because such practices are usually difficult to replicate exactly from one company to another, provided they are well rooted in the daily work in the organization. The main purpose of this paper is, by reviewing the previous work done in this area, to present a general list of Human Resource Practices (HRM practices) geared towards improving organizational effectiveness and hence better performance outcomes. Many work has been done to date within this topic, but it is difficult to find a consensus about the best way to address to this practices, and this fact makes difficult to compare different studies and their results. We present a detailed but synthesized list of those HR practices to be used as a starting point in any sector whether industrial or servicesPerelló Marín, MR.; Ribes Giner, G. (2014). Identifying a guiding list of high involvement practices in human resource management. Working Papers on Operations Management. 5(1):31-47. doi:10.4995/wpom.v5i1.1495SWORD314751Adamides, E. D., & Pomonis, N. (2009). The co-evolution of product, production and supply chain decisions, and the emergence of manufacturing strategy. International Journal of Production Economics, 121(2), 301-312. doi:10.1016/j.ijpe.2006.11.025Ahmad, S., & Schroeder, R. G. (2002). The impact of human resource management practices on operational performance: recognizing country and industry differences. Journal of Operations Management, 21(1), 19-43. doi:10.1016/s0272-6963(02)00056-6Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). 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International Journal of Hospitality Management, 25(2), 262-277. doi:10.1016/j.ijhm.2005.04.001COLLINS, C. J., & CLARK, K. D. (2003). STRATEGIC HUMAN RESOURCE PRACTICES, TOP MANAGEMENT TEAM SOCIAL NETWORKS, AND FIRM PERFORMANCE: THE ROLE OF HUMAN RESOURCE PRACTICES IN CREATING ORGANIZATIONAL COMPETITIVE ADVANTAGE. Academy of Management Journal, 46(6), 740-751. doi:10.2307/30040665Collins, C. J., & Smith, K. G. (2006). Knowledge Exchange and Combination: The Role of Human Resource Practices in the Performance of High-Technology Firms. Academy of Management Journal, 49(3), 544-560. doi:10.5465/amj.2006.21794671COMBS, J., LIU, Y., HALL, A., & KETCHEN, D. (2006). HOW MUCH DO HIGH-PERFORMANCE WORK PRACTICES MATTER? A META-ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE. Personnel Psychology, 59(3), 501-528. doi:10.1111/j.1744-6570.2006.00045.xCox, A., Zagelmeyer, S., & Marchington, M. (2006). Embedding employee involvement and participation at work. 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(2010). Human resource management and firm performance in Europe through the lens of business systems: best fit, best practice or both? The International Journal of Human Resource Management, 21(7), 933-962. doi:10.1080/09585191003783371Tang, T.-W., & Tang, Y.-Y. (2012). Promoting service-oriented organizational citizenship behaviors in hotels: The role of high-performance human resource practices and organizational social climates. International Journal of Hospitality Management, 31(3), 885-895. doi:10.1016/j.ijhm.2011.10.007Tarí, J. J., Molina, J. F., & Castejón, J. L. (2007). The relationship between quality management practices and their effects on quality outcomes. European Journal of Operational Research, 183(2), 483-501. doi:10.1016/j.ejor.2006.10.016Thang, L. C., Rowley, C., Quang, T., & Warner, M. (2007). To what extent can management practices be transferred between countries? Journal of World Business, 42(1), 113-127. doi:10.1016/j.jwb.2006.11.005De Waal, A. A. (2007). 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SynergyChain: Blockchain-assisted Adaptive Cyberphysical P2P Energy Trading

IEEE Industrial investments into distributed energy resource technologies are increasing and playing a pivotal role in the global transactive energy, as part of a wider drive to provide a clean and stable source of energy. The management of prosumers, that consume and as well generate energy, with heterogeneous energy sources is critical for sustainable and efficient energy trading procedures. This paper is proposing a blockchain-assisted adaptive model, namely SynergyChain, for improving scalability and decentralization of the prosumer grouping mechanism in the context of Peer-to-Peer (P2P) energy trading. Smart contracts are used for storing transaction information and for the creation of the prosumer groups. SynergyChain integrates a reinforcement learning module to further improve the overall system performance and profitability by creating a self-adaptive grouping technique. The proposed SynergyChain is developed using Python and Solidity and has been tested using Ethereum test nets. The comprehensive analysis using the Hourly Energy Consumption data-set shows a 39.7% improvement in the performance and scalability of the system as compared to the centralized systems. The evaluation results confirm that SynergyChain can reduce request completion time along with an 18.3% improvement in the overall profitability of the system as compared to its counterparts