e. ehsani-chimeh

The distribution of causes of death indicates the distribution of risk factors for death, and is a basis of planning and intervention to reduce risk factors. The quality of the registered information has problems due to the weakness of the processes of completing and issuing the death certificate or the coding method. The purpose of this study was to explain the challenges of death registration and to provide a solution in this regard.

This qualitative study was conducted in the second half of 2019 in Guilan University of Medical Sciences. The target population was the directors and experts of the death registration program. Sampling was done purposefully by counting. Data was collected through in-depth interviews using a questionnaire and simultaneous contractual content analysis to identify key themes. To ensure the validity and acceptability of the data, the participants and two research colleagues reviewed the data frequently.

According to the content analysis of 24 interviews, the main challenges of death registration included manpower, organizing the death registration system in the country, and death registration software system and its implementation. These themes were abstracted from 45 subcategories and 13 main categories.

Considering the challenges described by death registration managers and experts, the main proposed interventions to improve the death registration system include recruiting appropriate staff, empowering and motivating various human resources departments, developing internal and external cooperation, increasing public participation, monitoring and continuous assessment to identify the strengths and weaknesses of the death registration system and adressing them, attention to the development of death registration software and its required infrastructure such as Internet access and equipment, attention to the multiplicity of systems, and efforts to integrate them.

Quantitative and qualitative improvement of human resources inequality have a significant effect on achievement to health system goals. The purpose of this study was to investigate the trend of geographic, supply, and gender distribution inequality of human resources of the Ministry of Health and Medical Education (MOHME) in Iran. In this descriptive study, the trend of human resources of the Ministry of Health during the years 2009-2015 was investigated based on gender, level of education, and type of employment. In order to study the inequality, Lorenz curve and Gini coefficient index were used. Data were collected from the Human Resources Office of the Deputy of Management Development and Resources of the MOHME and analyzed by Excel 2013 and Stata-14 software. In the present study, women had the highest portion with a growth rate of 6.66% in 2015 and a Gini coefficient of 0.29 except in 2011. The highest and lowest growth rate compared to the base year in 2010 was related to specialist doctors (83.12) and general practitioners (-19.61), respectively. The lowest and highest Gini coefficient was related to the associate degree (0.26) and subspecialty (0.45), respectively. The present study was the first study to investigate the trend of changes in the human resources characteristics of the MOHME at a national level. Since this study only considered the quantity of the trend of human resources changes, it is recommended that the quality of human resources be investigated in the future studies.

Teleworking is a kind of method in which works are performed utilizing telecommunicating tools time and location free. The current study aimed to have quick survey on merits and demerits of implementing teleworking project in Iran's governmental organizations. Furthermore, it intends to design a model for teleworking implementation in Ministry of Health and Medical Education (MoH&ME).

This is a descriptive and analytical study and its variables are also qualitative. Since in this study no occupation in MoH & ME couldnot (1000 percent) be purely teleworked, a teleworking applicant form was devised as the research to be filled by teleworking appliers. Afterwards, their teleworking applicant form was evaluated; having passed from the required filters, their teleworking would be accepted or rejected.

According to the duty description of MoH&ME's occupations, it was clarified that the only 78 out of 250 job positions could be done by teleworking provided the required conditions as well as the reconsideration of duty descriptions were satisfied. Indeed the study results regarding the job positions of Human Resource Management Office showed that from total of 46 job positions in this office, only 22% can be done through teleworking method. Regarding teleworking appliers charactristics in MoH&ME during 2 months period, 3% of MoH & ME personnel applied teleworking and within them, 27% were male and 77% were female.

Implementation of teleworking could increase productivity, quality of work life and decrease costs and personnel transportation bulk, however for effective implementation, first jobs should be reconsidered, then necessary technical capacity and also motivated human resources should be provided, otherwise a disorder might occur in performing the affairs.