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Health Labor Market Analyses in Low- and Middle-Income Countries: An Evidence-Based Approach

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為了解決Hire employ的問題，作者Scheffler, Richard M. (EDT)/ Herbst, Christopher H. (EDT)/ Lemie 這樣論述：

This book, produced jointly by the World Bank, the University of California, Berkeley, and the WHO, aims to provide decision-makers at sub-national, national, regional and global levels with additional insights into how to address their workforce challenges rather than describe them. In order to opt

imize and align HRH investments and develop targeted policy responses, a thorough understanding of unique, country-specific labor market dynamics and determinants of these dynamics is critical. Policies need to take into account the fact that workers are economic actors, responsive to different leve

ls of compensation and opportunities to generate revenue found in different sub-labor markets. Policies need to take into account the behavioral characteristics of the individuals who provide health care, but also the individuals who consume health care services and the institutions that employ heal

th personnel. In other words, it is necessary to understand the determinants of both the supply (numbers of health workers willing to work in the health sector) and the demand for health workers (resources available to hire health workers), how these interact, and how this interaction varies in diff

erent contexts. This interaction will determine the availability of health personnel, their distribution as well as their performance levels, thus ensuring stronger health systems capable to deliver universal health coverage. The book is structured to be of use to researchers, planners, and economis

ts who are tasked with analyzing key areas of health labor markets, including overall labor market assessments as well as and more narrow and targeted analyses of demand and supply (including production and migration), performance, and remuneration of health workers. The chapters, written by a numbe

r of internationally renowned experts on Human Resources for Health, discuss data sources and empirical tools that can be used to assess health labor markets across high-, middle- or low-income countries, but draws primarily from examples and case-studies in LMICs.

Hire employ進入發燒排行的影片

高階管理團隊人口特徵分析：英國證據

為了解決Hire employ的問題，作者羅子甯 這樣論述：

本研究主要探討將英國FTSE100公司之高階管理人口特徵於各環境下之變化。藉由管理階層特徵包含：人數、年資、女性管理者比例、擁有會計及其他相關證照、管理者過去管理與董事會經驗及其專業背景來將管理階層特徵進行衡量及分類，並結合六項財務變數以及近二十年內全球較具影響力之事件，包含：次級房屋借貸危機、歐洲債務危機及COVID-19，對於事件發生前後管理者特徵變化進行分析。結果以三個層面說明，(1)以全樣本結果分析顯示，整體女性比例低於男性且任職時間較短；所有經理人皆為學士以上並且學歷越高者其流動率越低；擁有會計師執照之比例大於擁有其他證照；超過半數以上管理者過去曾有管理及董事會經驗；專業同質性顯示

平均而言管理成員間存有兩種以上專業。(2)相關事件年度分析顯示，兩次金融風暴次貸及歐債後擁有其他證照之管理階層比例皆顯著上升；COVID-19發生後女性及擁有專業證照之比例皆顯著提升。(3)財務變數分析顯示，規模較大之公司可延長管理者於公司任職之意願，並積極提拔女性管理者，其專業同質性及擁有專業證照之比例皆較低；資產報酬率較高之公司可吸引擁有專業證照之人才長期留任；長期負債比率較高之公司需任用多樣背景之經理人來為企業衡量融資風險並降低償債壓力；高研發及高資本支出之公司對於特殊專業及高學歷人才需求較高；營運資金較高之公司為維持企業資金充足，將選擇任用擁有專業證照且多樣化之經理人以加速產品週轉率。

Eliminating Waste in Business: Run Lean, Boost Profitability

為了解決Hire employ的問題，作者Orr, Linda M./ Orr, Dave 這樣論述：

Redundant employees. Storerooms full of extra stock "in case we need it." Marketing money sprayed in all directions in the vain hope it will create customers. Duplicate IT systems. HR policies that fatten the corporate waistline rather than keeping it trim. Budgeting exercises that result in "more o

f the same, plus 2%." Nearly every corner of most established businesses harbors waste--wasted money, time, effort, or all three. As any runner can tell you, a lean body runs faster and wins races. The same goes when it comes to the competitive race all businesses engage in. Lean companies innovate

faster, market more effectively, operate more smoothly, and achieve greater profitability. Eliminating Waste in Business: Run Lean, Boost Profitability highlights common ways that businesses across all industries waste money without realizing it. Taking an analytical, hands-on view, this book challe

nges universally accepted business practices--some even taught in business schools--by pointing out how these practices drive waste, and then showing how to eliminate it and reap the benefits. In eight meaty chapters, operations expert Dave J. Orr, and sales and marketing authority Linda M. Orr, tac

kle some of the obvious and easy-to-get-rid-of organizational fat and time wasters (meetings, anyone?) that for whatever reason many managers are blind to. They'll also show you how to employ lean six sigma and other methods to improve operational processes, inventory management, and more. But this

book goes beyond these things and covers such areas as marketing and advertising spending, headcount and personnel administration, finance, and the many categories that make up what is in many companies a bloated monster: overhead. With an emphasis on employing technology and smart management to dri

ve down costs, this book will take a comprehensive view of the broad spectrum of money and time wasters and show you how to get rid of them once and for all. Linda M. Orr, Ph.D., is an Associate Professor of Marketing at the University of Akron. Her specialties are teaching, research, and consulti

ng in sales sales management. She is the author or co-author of two books: When to Hire--or Not Hire--a Consultant: Getting Your Money’s Worth from Consulting Relationships, and Advanced Sales Management Handbook and Cases: Analytical, Applied, and Relevant. She is also co-editor of two other books:

Direct Marketing in Action: Cutting Edge Strategies for Finding and Keeping your Best Customers, finalist for the American Marketing Association’s Berry Book Prize for the Best Book in Marketing (2009), and Marketing in the 21st Century: Volume 3: Company and Customer Relations. Dr. Orr has also pu

blished in several refereed journals. In addition, she served as assistant marketing director for Warner Bros. Records in Nashville, and in a variety of managerial capacities in the restaurant and finance industries. She has served as a consultant in numerous Fortune 500 companies and smaller compan

ies in many industries.

論國家對勞動條件管制之鬆綁

為了解決Hire employ的問題，作者黃秀惠 這樣論述：

勞工權益應予保護，但國家若對於勞動條件之管制太過嚴格，則可能造成適得其反的效果。為因應產業多樣化、勞工談判能力不同、勞務給付多樣性之新工作型態，我國基於早期工廠法思維所制定的勞基法，早已太過僵固而不合時宜，應加以鬆綁之。司法對於勞動契約之控制，應就當事人是否真正自主協商、當事人地位是否對等，就「契約約定本身之合法性」作衡平性的控制，除非是極端不合理的案例，否則法院應尊重當事人之契約自由。而就勞動契約從屬性之認定，應以勞務債務人得否自由決定勞務給付之方式、自行負擔業務風險等，依從屬性之高低，以為判斷。我國法院為讓勞工適用勞基法之保障，對於勞動關係之認定，採取相當嚴格的審查態度，嚴重限制勞雇雙方

契約自由，以及企業經營判斷之權限，實有不妥。對於勞動條件之鬆綁，本文提出以下建議:一、勞務契約自由之控制與鬆綁:基於勞工保障之必要性，除非勞雇雙方簽訂之勞務給付契約違反公平合理，否則應該尊重勞雇雙方對於勞務契約形式選擇的自由。二、工資議定自由之控制與鬆綁:為免雇主基於談判之優勢地位剝削勞工，制定最低工資有其必要，但為免對於邊際勞工產生失業的衝擊，我國宜引進 “次最低工資”制度，以增加雇主對於邊際勞工的僱用意願。三、工時議定自由之控制與鬆綁:我國為落實週休二日，嚴格管控勞工加班時數且缺乏彈性，我國宜仿效德、英、美等國規定，除非勞工從事特別危害身體健康或是與公眾安全有關的工作，或者勞工係孕婦、未成

年人等應受特別保護之族群，否則應尊重勞雇雙方工時議定之自由。四、解僱自由之控制與鬆綁:為尊重企業解僱自由，應避免強迫公司留用不適合的勞工，倘員工對於解僱並無過失或雇主乃惡意解僱，應使雇主以金錢補償被解僱之勞工，取代僱傭關係的維繫，此除了能補償被解僱勞工另覓工作之損失外，亦能兼顧企業之人事任用權，以提升企業競爭力，促進經濟發展。