Nursing education in Argentina

There are 29 medical schools in Argentina (this number has increased rapidly in the last decade) offering a 6-year curriculum that usually consists of 3 years of basic science, 2 years of clinical sciences, and one internship year. Annually, 5,000 physicians graduate from these programs. Admission requirements vary depending on each university's policy. Some do not have entry requirements; others require a course, usually on the basics of mathematics, biology, chemistry or physics, and some introduction to social and humanistic studies. Each year, there are approximately 12,000 first-year medical students attending the 29 schools, which suffer a high dropout rate during the first years because of vocational problems or inability to adapt to university life. Some schools have massive classes (over 2,000 students), which makes it difficult for the schools to perfect their teaching. The number of full-time faculty members is low, and some of them have appointments at more than one medical school. Residency programs offer an insufficient number of places, and fewer than 50% of the graduates can obtain a residency position because of strict admission requirements. Coordination between the Ministry of Health, representing the health care system, and the Ministry of Education, representing the medical education system, needs to be improved. Despite the problems of medical education in Argentina, the movement to improve the education of health care workers is growing. The author offers two recommendations to help accomplish this goal.

For a long time, our country's human resource market and labor market have been in a decentralized state, which has seriously affected the enterprise's human resource allocation and management efficiency. With the adjustment and reform of the administrative management system of our party and the country, the initial human resource market and labor market were merged into the human resource market. How to improve the efficiency of the allocation of human resources and improve the service structure of human resources marketization is an important and urgent task of building the human resources market. This article is based on the analysis of the current situation of human resources development in my country under the background of network informationization and the future development prospects. First, the literature research method is used to explain the prevailing problems in the current human resource market in my country. The method and system of the talent market, and then use the questionnaire survey method to investigate the supply and demand sides of the talent market, and provide a basis for the future prediction and development of human resources through the analysis of the results. The survey results concluded that the floating population in the market is mainly well-educated talents. Employers’ demand for high school and high school students accounted for 67%, and job seekers accounted for 50% of high school and high school students. The supply of staff with university and university degrees exceeds the demand, while the market for master degrees or higher is insufficient.

"Kotsokoane, Hon. Joseph Riffat Larry, (19 Oct. 1922–25 July 2004), Commander, Order of Ramatseatsana, 1982; development consultant (agriculture and rural development, formerly human and natural resources), since 1986; Minister of Education, Sports and Culture, Lesotho, 1984–86" published on by Oxford University Press.

Mental Health Care Reforms in Latin America: Child and Adolescent Mental Health Services in Mexico

The authors present a proposal of process re-engineering methodology, showing the general scheme of the methodology through a parallel algorithm. The main topic of this article is software quality assurance when issues of software configuration management, using rapid evolutionary prototyping in parallel developments, have to be considered. This methodology — and its underlying algorithm — was used in a project financed by the World Bank and managed by the Federal Ministry of Culture and Education of Argentina. The main goal of the project is to reform and improve the management of educational human resources for the governments of the Argentinian provinces participating in the project. The proposed methodology helps us to shorten the development and release cycles. The need to deliver products in less time means that organizations must work more efficiently and effectively throughout the entire development process and that the efforts for paralleling and controlling (software configuration management) have to be optimized from a time and quality viewpoint (software quality assurance). In fact, this situation has occurred in our project. Applying the steps and criteria of the proposed methodology, our team has gained efficiency and time in obtaining the final product.

Objective: This research was conducted with the objective of pathologizing the human resource system of the country's long-term programs in a comparative study between the first and second plans based on operational factors. Methodology: This study was qualitative in approach and applied in objective. The statistical population included all effective managers in discussions related to the human resource management system in long-term national programs, members of parliament, heads of organizations, managers, and deputies of government agencies involved with the human resource management system. Interviews were used as the data collection tool. The obtained damages were analyzed using the one-variable T-test, and then the identified damages were analyzed and prioritized using the AHP method. Findings: The findings showed that the sub-criterion of the absence of a career advancement path in government organizations with an eigenvector of 0.692 was in the first priority; the sub-criterion of types of employment without examination in executive devices with an eigenvector of 0.64 was in the second priority; the sub-criterion of degree-orientation with an eigenvector of 0.63 was in the third priority; and the sub-criterion of inadequate direct financial compensation for employees with an eigenvector of 0.6 was in the fourth priority. Also, the inconsistency rate of the comparisons made was 0.042, which, being less than 0.1, indicates that the comparisons made can be trusted. Conclusion: It can be concluded that the lack of clarity in the career path is the most serious damage to the country's human resource system, which planners can mitigate by paying more attention to this challenge.

The world of education is growing according to the times and its demands. One of the factors is the emergence of the industrial revolution era 4.0 which is the background for the emergence of the 21st century skill formulation in the field of education. This study aims to examine and compare teaching materials with the content of 21st century skills with descriptive analysis methods. The teaching materials used are 2 pieces published by the Ministry of Education and Culture for the odd semester grade VIII SMP on the material of the human circulatory system. Furthermore, it is compared with the component formula in 21st century skills which is determined by the literature study method. Comparison of skill components with teaching materials is used to analyze the data so that the suitability criteria emerge. This study produces data in the form of percentage intervals, suitability analysis, and data criteria. The teaching materials published by the Ministry of Education and Culture in the 2017 revised edition have a score of 100% on critical thinking skills, 100% on creative thinking skills, 75% on communication skills, and 100% on collaboration skills. The second teaching material, published by the Ministry of Education and Culture in 2018, scored 60% on critical thinking skills, 66.67% on creative thinking skills, 50% on communication skills, and 100% on collaboration skills. In general, the two teaching materials on the material of the human circulatory system are said to be feasible as learning media for students. Keywords: 21st century skills, criteria for conformity, teaching materials, skills component Abstrak Dunia pendidikan semakin berkembang menyesuaikan dengan perkembangan zaman dan tuntutannya. Salah satu faktornya ialah munculnya era revolusi industri 4.0 yang menjadi latar belakang munculnya rumusan keterampilan abad 21 dibidang pendidikan. Penelitian ini bertujuan untuk menelaah dan membandingkan bahan ajar dengan muatan keterampilan abad 21 dengan metode analisis deskriptif. Bahan ajar yang digunakan sejumlah 2 buah yang diterbitkan oleh Kemendikbud tingakt SMP kelas VIII semester ganjil pada materi sistem peredaran darah manusia. Selanjutnya dibandingkan dengan rumusan komponen pada keterampilan abad 21 yang ditetapkan dengan metode studi pustaka. Perbandingan komponen keterampilan dengan bahan ajar digunakan untuk menganalisis data sehingga muncul kriteria kesesuaian. Penelitian ini menghasilkan data berupa interval persentase, analisis kesesuaian, dan kriteria data. Pada bahan ajar terbitan Kemendikbud edisi revisi tahun 2017 memiliki nilai 100% pada keterampilan berpikir, kritis, 100% pada keterampialn berpikir kreatif, 75% pada keterampilan komunikasi, dan 100% pada keterampilan kerjasama. Pada bahan ajar kedua yaitu terbitan kemendikbud tahun 2018 mendapatkan nilai 60% pada keterampilan berpikir kritis, 66,67% pada keterampilan berpikir kreatif, 50% pada keterampilan komunikasi, dan 100% pada keterampilan kerjasama. Secara umum kedua bahan ajar pada materi sistem peredaran darah manusia tersebut dikatakan layak sebagai media pembelajaran bagi peserta didik. Kata kunci: keterampilan abad 21, kriteria kesesuaian, bahan ajar, komponen keterampilan

The Adult Skills Development for Self-employment in the Ministry of Education, Arts and Culture is a partnership venture between the Directorate of Adult Education and the First National Bank of Namibia, which provides a Credit Guarantee Scheme as the common element of contract between these institutions. The aim of this paper is to report on the participating entrepreneurs’ views regarding the effectiveness of the Adult Skills Development for Self-employment in the National Literacy Programme in the Khomas Education Region of Namibia. The results show that the project held some benefits for these entrepreneurs in terms of profits generated as well as enabling them to meet living expenses. The training enabled them to record income and calculate expenditure on rent, telephone, water and electricity bills, savings, loan payments, salaries and other cost-related issues. However, knowledge pertaining to how to write a business proposal and conduct market research was still lacking as these issues were not addressed during the training provided. The challenges hampering the effectiveness of the self-employment project are the existence of red-tape; poor communication between the Ministry of Education and First National Bank of Namibia; the long route taken to process loans; screening procedures and delays caused by the bank. The possible support measures proposed to improve the effectiveness of the Adult Skills Development for Self-employment relate to the Ministry of Education, Arts and Culture, Ministry of Gender and Child Welfare and the possible involvement of other financial institutions. The recommendations to improve the project’s effectiveness involve the Ministry of Education, Arts and Culture, the Directorate of Adult Education and First National Bank of Namibia. These entities need to revisit some of their strategies taking into account the views outlined in this paper.

Education is one of the main pillars in the development of a country's human resources. The integration of education with industry is one of the crucial aspects to be considered. This study aims to explore and analyse the impact of marketing education integration with industry in improving students' career readiness. This research is a literature review that uses a qualitative method approach, which means it will analyse and interpret data by relying on information and text from various sources. The study results show that the integration of marketing education with industry has a significant positive impact in improving students' career readiness. These measures include practical skills development, soft skills enhancement, professional network building, and maintaining curriculum relevance to the dynamic world of work. The importance of this integration cannot be overlooked in the effort to prepare students to compete in the competitive marketing industry.

Education is an essential requirement for every individual to develop a country's human resources. The national education law emphasizes the importance of equal access, improving quality, and efficient education management to face global challenges. However, the equitable distribution of education in Indonesia, particularly through the zoning system, still faces significant challenges in major cities like Surabaya due to unequal distribution of educational access and facilities. This study compares the effectiveness of three non-hierarchical clustering analysis methods on Surabaya City's education data for 2022-2023. The data used was obtained from the latest publication of BPS Surabaya titled "Surabaya Municipality in Figures 2024". The data includes education data from 31 sub-districts in Surabaya, including the number of schools, students, and teachers at each level of education, namely elementary school, junior high school, and senior high school. The results of this research indicate that the K-Means method has the highest average coefficient value, with an average Silhouette Coefficient of 0.592. Therefore, the K-Means method has the most optimal cluster accuracy compared to other methods. These findings emphasize the need for more attention to sub-districts with low educational conditions to ensure equal access to education throughout the city of Surabaya.

Schemes for managing the career break will not only assist women in long‐term career planning but will also ensure that the employer retains a group of trained people who will be returning to work, whether full‐ or part‐time or with flexible working arrangements. A review of the appropriate legislation, and some workable examples provided by National Westminster Bank, F International, ICL, and Rank Xerox, indicate a range of alternatives open to employers. A complete programme should include such main elements as equal opportunity measures; remedial measures (e.g. induction courses emphasising women's career opportunities, special re‐training for those returning to work); and support measures (day‐care provision, flexible hours, paternity leave, extended maternity leave). It is vital that employers do not ignore the 50 per cent of the country's human resources which happen to be female; schemes for managing the career break, within the framework of a comprehensive programme of positive action, will provide a strategy for ensuring that this does not happen.

Education plays an important role in improving the quality of a country's human resources. In Indonesia, teacher quality is a major concern, as seen from the results of the Teacher Competency Test (UKG) in 2012 to 2015. Of the 1.6 million participants, 1.3 million teachers did not meet the minimum competency standards, which of course has an impact on the quality of education. To overcome this problem, attention must be focused on improving the quality of teachers, not just on changing the curriculum. Another challenge is the low level of active participation of teachers in school activities and technology adaptation during the COVID-19 pandemic. Many teachers lack enthusiasm and innovation in implementing online learning. In this context, organizational commitment becomes important which is influenced by factors such as leadership style. This study examines the relationship between transformational leadership and organizational commitment among junior high school teachers in Padang City, West Sumatra. Using a quantitative approach, data from 159 teachers in six schools were analyzed using SPSS version 26.0. The results showed that transformational leadership significantly influenced organizational commitment. This study emphasizes the importance of enhancing transformational leadership in strengthening teachers' organizational commitment. Educational organizations are expected to utilize these findings to improve teacher quality and support national education goals. This research also contributes knowledge to the world of education, especially for educational organizations in Indonesia.

Despite the large inflows of FDI into Indonesia's manufacturing sector during the past three decades, Indonesia has in general not been very successful in taking full advantage of the presence of FDI projects to promote the development of its indigenous industrial technological capabilities, at least compared to its East Asian neighbours. This lack of success has been attributed to the high facilitation payments required to realise an FDI project and the relatively high costs of infrastructure services and leasing land, the lack of transparency and cumbersome licensing procedures and, at least until the important foreign investment deregulation package of June 1994, the requirement for foreign investors to divest their equity ownership to a minority position of maximum 49%; within a specified period of time. In order to obtain greater technological benefits from FDI in the near future, the new Indonesian government will henceforth, aside from pursuing sound macroeconomic policies and pro-competition policies to ensure a competitive business environment, have to pursue a consistent and transparent foreign investment policy to attract the FDI it needs for Indonesia's economic recovery and for sustaining its economic growth and export-oriented industrialisation. To achieve this, the Indonesian government needs to continue dismantling its still cumbersome regulatory framework in order to reduce the still high facilitation costs associated with setting up a new FDI project. In addition, the Indonesian government will have to put a high priority on developing and upgrading the country's human resources in order to raise their capacity to absorb, assimilate, modify, and improve the imported technologies, whether transferred through FDI or purchased through technical licensing agreements with transnational corporations (TNCs).

Social media is a label for many new Internet technologies that are used for sharing information (pictures, movies, music, and/or expertise) with other people. Examples are Linked-in, Twitter, Yammer, and blogs. Social media can gap the distance between governments and citizens. However, individuals and small groups can also use social media as a powerful mobilization tool for protesting against government policies. In 2007, Dutch students used social media to protest against the so-called 1040-hour norm. This norm refers to the total amount of teaching hours that students are required to follow each year during the first and second years of secondary education. Although required by education inspectors to comply with this norm, many schools were unable to do so, because of teacher shortages. Students complained that they were forced to be at school without taking classes and used social media to mobilize each other for mass demonstrations. At the ministry of Education, Culture and Science policy makers and the Deputy Minister in charge were completely surprised by the scale of the protests and the speed of organization of the protest actions and the mobilization force the Internet provided to the protesting students. As a result of these experiences the ministry of Education, Culture, and Science has developed an online early warning system to signalize relevant discussions about education topics on the Internet. This ‘webmonitoring’ strategy is aimed at reducing ‘strategic surprises’. This chapter analyzes the mobilization process of student protests against the 1040-hour norm in the Netherlands and the communication- and online strategy that the Ministry of Education, Culture, and Science has developed since then.

The aim of this research is to determine and analyze the role of leaders in shaping organizational culture within the Directorate General of Teachers and Education Personnel of the Ministry of Education, Culture, Research and Technology and to look at supporting and inhibiting factors as well as strategies for improving organizational culture within the Directorate General of Teachers. and Education Personnel from the Ministry of Education, Culture, Research and Technology. This research was conducted using a descriptive qualitative approach method. Primary data sources (data that can be obtained from interviews) and secondary (data obtained and reading sources). The results of the research are that the role of leaders in forming an organizational culture which is measured through being innovative, results-oriented, oriented to all employee interests and detail-oriented in tasks is running according to the rules set in the organization and each employee carries out individual performance indicators as the output of their routine work. Supporting factors include a disciplined attitude that each employee has, understanding the action program and vision and mission of the organization, good communication between leaders and work partners in achieving results, building motivation of leaders and subordinates, administrative processes as performance assessments for each employee. However, the inhibiting factors are that there is no awareness regarding work discipline, there is no employee commitment in carrying out their duties and functions, not all employees fully understand the vision and mission of the organization, there are still high school education so that a work system has not been developed systematically and there is a lack of employee motivation. in increasing competence. The strategy used to improve organizational culture is to create a uniform understanding of the organization's vision and mission using activities such as training or workshops, building training to improve employee competency, building a measurable and transparent reward and punishment system and evaluating the results of employee performance and output. which is done.