Status and trends of physical activity surveillance, policy, and research in 164 countries: Findings from the Global Observatory for Physical Activity—GoPA! 2015 and 2020 Surveys

BACKGROUND: Physical activity (PA) surveillance, policy, and research efforts need to be periodically appraised to gain insight into national and global capacities for PA promotion. The aim of this paper was to assess the status and trends in PA surveillance, policy, and research in 164 countries. METHODS: We used data from the Global Observatory for Physical Activity (GoPA!) 2015 and 2020 surveys. Comprehensive searches were performed for each country to determine the level of development of their PA surveillance, policy, and research, and the findings were verified by the GoPA! Country Contacts. Trends were analyzed based on the data available for both survey years. RESULTS: The global 5-year progress in all 3 indicators was modest, with most countries either improving or staying at the same level. PA surveillance, policy, and research improved or remained at a high level in 48.1%, 40.6%, and 42.1% of the countries, respectively. PA surveillance, policy, and research scores decreased or remained at a low level in 8.3%, 15.8%, and 28.6% of the countries, respectively. The highest capacity for PA promotion was found in Europe, the lowest in Africa and low- and lower-middle-income countries. Although a large percentage of the world's population benefit from at least some PA policy, surveillance, and research efforts in their countries, 49.6 million people are without PA surveillance, 629.4 million people are without PA policy, and 108.7 million live in countries without any PA research output. A total of 6.3 billion people or 88.2% of the world's population live in countries where PA promotion capacity should be significantly improved. CONCLUSION: Despite PA is essential for health, there are large inequalities between countries and world regions in their capacity to promote PA. Coordinated efforts are needed to reduce the inequalities and improve the global capacity for PA promotion

HUMAN RESOURCES DEVELOPMENT IN COMMUNITY HEALTH CENTRE LJUBLJANA

Skupaj z vodstvom Zdravstvenega doma Ljubljana (skrajšano ZDL) smo ugotovili potrebo po temeljiti analizi obstoječega sistema razvoja kadrov in njegovi primerjavi s trendi iz literature. Sistem razvoja kadrov je namreč ciljno usmerjen, dolgoročen sistematičen proces, ki prispeva k nenehnemu strokovnemu, delovnemu in osebnostnemu razvoju zaposlenih v zavodu. Zato so v začetem delu diplomske naloge naprej opisani posamezni elementi sistema razvoja kadrov in posamezni inštrumenti za razvoj kadrov iz literature, medtem ko so v nadaljevanju podrobneje opisani elementi sistema razvoja kadrov v ZDL in njihovi obstoječi inštrumenti. Namen diplomske naloge je bil podrobneje proučiti obstoječi sistem razvoja kadrov v javnem zavodu ZDL in predlagati konkretne izboljšave s pomočjo vodij v ZDL. Glavni cilj diplomske naloge je bil z raziskavo podrobneje ugotoviti stanje sistema razvoja kadrov v ZDL s strani vodij, oceniti njihovo mnenje glede uporabnosti predlaganih izboljšav in ugotoviti pripravljenost na njihovo implementacijo v prakso. Ocena obstoječega sistema razvoja kadrov v ZDL je bila najprej pridobljena na podlagi predštudije (rezultatov seminarske naloge) pri predmetu Projekt organizacije razvoja kadrov. V predštudiji so bili primerjani trendi iz sodobne literature z rezultati ankete o kadrovski, izobraževalni in informacijski dejavnosti v ZDL in z rezultati razgovorov s pristojnimi osebami na upravi ZDL. Podani so bili nekateri predlogi izboljšav. Nadalje je bila v okviru diplomske naloge kot predmet glavne študije izvedena anketna raziskava o razvoju kadrov v ZDL za vodje. Rezultati predštudije so močno vplivali na vsebino tega anketnega vprašalnika, ki je vseboval devetnajst vprašanj zaprtega tipa in eno vprašanje odprtega tipa. S pomočjo predštudije in glavne študije (anketne raziskave s strani vodij ZDL) smo dobili dejansko stanje kadrovske funcije in sistema razvoja kadrov v ZDL, ju primerjali s trendi in podali številne konkretne predloge za izboljšave. V raziskavi je sodeloval reprezentativen vzorec enaintridesetih vodij v ZDL, med katerimi jih je bilo enajst predstavnikov top managementa in dvajset predstavnikov srednjega managementa. Top managerji so v povprečju z višjimi ocenami ocenili posamezne vodstvene kompetence in elemente sistema razvoja kadrov v ZDL ter predloge izboljšav. Velika večina obeh managerskih skupin je pripisala predlaganim izboljšavam v anketni raziskavi uporabnost ali izjemno uporabnost ter navedla, da jih namerava popolnoma uvesti v prakso ali vsaj večinoma. Z rezultati anketne raziskave smo potrdili vseh šest raziskovalnih vprašanj. Tako predštudija kot glavna študija sta pokazali, da kadrovska funkcija in sistem razvoja kadrov v ZDL potrebujeta določeno prenovo ali vsaj predhodno dodatno in podrobnejšo raziskavo nekaterih elementov omenjenega sistema. Večino predlogov za izboljšave vodje dobro sprejemajo. Zato je smiselno, da ZDL nameni dovolj ustreznih resursov in izdela natančen strateški načrt za postopno implementacijo izboljšav.Together with the leadership staff of Community Health Centre Ljubljana (abbreviated ZDL) there was a need for a careful analysis of the condition of the existing human resource development system detected and a need for its comparison with trends from the literature. The human resource development system is a targeted, long-term systematic process that contributes to continuing professional, work and personal development of employees in the institution. Therefore, we initiated work in the thesis to describe the individual elements of human resource development system and individual instruments for the human resource development from the literature. Afterwords we described the elements of above mentioned system in the ZDL in more details and their existing instruments. The purpose of this study was to further examine the existing human resource development system in public institution ZDL and propose concrete improvements with the help of leaders/ managers in the ZDL. The main objective of this work was to investigate further in order to determine the state of human resource development system in the ZDL by their leaders and to assess their opinions about the usefulness of the proposed improvements and also to determine their readiness for implementation of these improvements into practice. Evaluation of the existing human resource development system in ZDL was first obtained on the basis of the preliminary study (the results of the seminar) through the subject called Organisation of Human Resource Development Project. In this pre-study trends from contemporary literature were compared with a questionnaire survey results regarding personnel-education-information activities in the ZDL and the results of interviews with relevant parties in the administration ZDL. Also some suggestions for improvements were given. Furthermore, as the subject of the major/ main study in the thesis a survey of human resource development was carried out for leaders/managers of the ZDL. The results of the preliminary study strongly influenced the content of a questionnaire in a main study, which included nineteen closed questions and one open-ended question. With the help of the preliminary study and the major study (questionnaire survey for the managers of ZDL), we got facts regarding human resource function and human resource development system in ZDL, compared them with trends and made a number of concrete suggestions for improvements. The questionnaire survey involved a representative sample of thirty-one leaders in the ZDL, among whom eleven of them were representatives of top management and twenty representatives of middle management. In average top managers assessed individual leadership skills, elements of human resource development system in the ZDL and also suggestions for improvements with higher grades. The vast majority of the both managerial groups attributed usability or exceptional usefulness to the proposed improvements in the survey, and indicated that they intend to fully implement them into practice or at least mostly. With the results of the questionnaire survey all six research questions we confirmed. Both preliminary and major study showed that the human resource function and the human resource development system in ZDL need a certain reform or at least a preliminary and further research of some elements in the mentioned system. Most proposals for improvements were well-accepted by leaders, therefore it makes sense that ZDL allocates sufficient and adequate resources in order to make a detailed strategic plan for the gradual implementation of improvements

Turning the tide:national policy approaches to increasing physical activity in seven European countries

BACKGROUND: Physical inactivity is one of the four leading behavioural risk factors for non-communicable disease (NCD). Like tobacco control, increasing levels of health-enhancing physical activity (HEPA) will require a national policy framework providing direction and a clear set of actions. Despite frequent calls, there has been insufficient progress on policy development in the majority of countries around the world. This study sought and summarised national HEPA policy in seven European countries (Finland, Italy, the Netherlands, Norway, Portugal, Slovenia and Switzerland).  METHODS: Data collection used a policy audit tool (PAT), a 27-item instrument structured into four sections.  RESULTS: All countries reported some legislation or policy across the sectors of education, sport and health. Only some countries reported supportive policy in the transport and environment sectors. Five countries reported a stand-alone HEPA policy and six countries reported national recommendations. HEPA prevalence targets varied in magnitude and specificity and the presence of other relevant goals from different sectors highlighted the opportunity for joint action. Evaluation and the use of scientific evidence were endorsed but described as weak in practice. Only two countries reported a national multisector coordinating committee and most countries reported challenges with partnerships on different levels of policy implementation.  CONCLUSIONS: Bringing together the key components for success within a national HEPA policy framework is not simple. This in-depth policy audit and country comparison highlighted similarities and differences and revealed new opportunities for consideration by other countries. These examples can inform countries within and beyond Europe and guide the development of national HEPA policy within the NCD prevention agenda

Status and Trends of Physical Activity Surveillance, Policy, and Research in 164 Countries: Findings From the Global Observatory for Physical Activity—GoPA! 2015 and 2020 Surveys

Background: Physical activity (PA) surveillance, policy, and research efforts need to be periodically appraised to gain insight into national and global capacities for PA promotion. The aim of this paper was to assess the status and trends in PA surveillance, policy, and research in 164 countries. Methods: We used data from the Global Observatory for Physical Activity (GoPA!) 2015 and 2020 surveys. Comprehensive searches were performed for each country to determine the level of development of their PA surveillance, policy, and research, and the findings were verified by the GoPA! Country Contacts. Trends were analyzed based on the data available for both survey years. Results: The global 5-year progress in all 3 indicators was modest, with most countries either improving or staying at the same level. PA surveillance, policy, and research improved or remained at a high level in 48.1%, 40.6%, and 42.1% of the countries, respectively. PA surveillance, policy, and research scores decreased or remained at a low level in 8.3%, 15.8%, and 28.6% of the countries, respectively. The highest capacity for PA promotion was found in Europe, the lowest in Africa and low- and lower-middle-income countries. Although a large percentage of the world’s population benefit from at least some PA policy, surveillance, and research efforts in their countries, 49.6 million people are without PA surveillance, 629.4 million people are without PA policy, and 108.7 million live in countries without any PA research output. A total of 6.3 billion people or 88.2% of the world’s population live in countries where PA promotion capacity should be significantly improved. Conclusion: Despite PA is essential for health, there are large inequalities between countries and world regions in their capacity to promote PA. Coordinated efforts are needed to reduce the inequalities and improve the global capacity for PA promotion.</jats:p