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To determine the number of rheumatologists per 100,000 inhabitants working in public or private centres in Spain as a whole, and by Autonomous Community and their distribution by age and sex. Cross-sectional study based on the information contained in the database of the Spanish Society of Rheumatology. Quality control was performed by contact (e-mail and telephone call) with the heads of the clinical services of each of the hospitals (public and private). The information analysed was the age, sex and place of work of active rheumatologists in February 2020. The rates of rheumatologists per 100,000 inhabitants were calculated from population data from the National Institute of Statistics. The rate of rheumatology specialists per 100,000 inhabitants in Spain was estimated at 2.17. The percentage of women was 59.7%, with a higher female/male ratio at younger ages. The lowest proportion of specialists per 100,000 inhabitants was in the community of Valencia (1.6), and the highest in Cantabria (3.2). Variations were found in the rate of rheumatologists per 100,000 inhabitants among the Autonomous Communities. The distribution by age and sex showed a tendency towards female rheumatologists, especially in the younger age strata. [ABSTRACT FROM AUTHOR]

Copyright of ESIC Market. Economic & Business Journal is the property of ESIC Business & Marketing School and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The present article intends to study the profile of the most valued companies regarding their labour performance in Spain. It also tries to determine the influence that this profile’s characteristics have on the overall rating. For that purpose, we analyse the 100 companies, taken from the ranking published by the Journal of Actualidad Económica (RAE in Spanish), with the highest value every year between 2013 and 2016. As first step, a descriptive analysis of the averaged valuations of the companies is made, grouping them by their nationality, the regions where the companies have their headquarters, their economic sector, their size and their market/share price. Secondly, using multiple regression models, the influence of these characteristics (as independent variables) on the total value (as a dependent variable) will be analyzed and quantified. Despite the studies carried out by some authors, none of them has analyzed objective variables of the companies to know their profiles and their possible influence on the total value. The main findings show that the majority of the most attractive companies have an international character (17 countries); also, that the predominant sectors are the financial ones and those that develop professional and scientific activities, located in the capital of the country (76.8%) with a big size and listed on the market. It concludes that only the size and the market/share price could influence the total valuation of the companies. We highlight as main contributions the newness of this type of study using quantitative methods and a higher knowledge of the profile of the most attractive companies to work for in Spain. [ABSTRACT FROM AUTHOR]

Copyright of Contaduría y Administración is the property of Facultad de Contaduria y Administracion-Universidad Nacional Autonoma de Mexico and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Many national and international rankings select a subset of companies within a country or a set of worldwide international companies as the best to work for. Despite this homogenization, the scores they are assigned by these indexes and from which their positions in the rankings are established, are not equal. In this investigation, we try to establish whether the differences among the punctuations of the best companies to work for in Spain could be explained by certain contextual factors. An econometric model has been estimated in order to ascertain whether the nationality/economic-cultural area of origin, the autonomous community where the headquarters are based (for both factors, either through mechanisms of standardization or through local adjustment), the company size (either through structural flexibility or resources availability), stock exchange listing (through constraints forced on companies by both the property structure and the time-horizons derived from being listed), and the industry can all explain those differences. Results show that companies scores (1) tend to increase as a function of size and of stock exchange listing, (2) vary across autonomous communities, and (3) do not differ neither across nation/economic-cultural areas of incorporation nor across different sector of activity. [ABSTRACT FROM AUTHOR]

Many national and international rankings select a subset of companies within a country or a set of worldwide international companies as the best to work for. Despite this homogenization, the scores they are assigned by these indexes and from which their positions in the rankings are established, are not equal. In this investigation, we try to establish whether the differences among the punctuations of the best companies to work for in Spain could be explained by certain contextual factors. An econometric model has been estimated in order to ascertain whether the nationality/economic-cultural area of origin, the autonomous community where the headquarters are based (for both factors, either through mechanisms of standardization or through local adjustment), the company size (either through structural flexibility or resources availability), stock exchange listing (through constraints forced on companies by both the property structure and the time-horizons derived from being listed), and the industry can all explain those differences. Results show that companies scores (1) tend to increase as a function of size and of stock exchange listing, (2) vary across autonomous communities, and (3) do not differ neither across nation/economic-cultural areas of incorporation nor across different sector of activity. [ABSTRACT FROM AUTHOR]

Copyright of Inteligencia y Seguridad: Revista de Análisis y Prospectiva is the property of Plaza y Valdes and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Access to information on competencies demanded by companies may be performed by a prospective study of job offers posted by employers. But, these include a large amount of quantitative and qualitative but mainly textual data, so an appropriate approach should be chosen in order to obtain a detailed knowledge of competencies in certain areas and professional profiles. The aim of this paper is to provide empirical evidence of the competencies required to HR professionals both generally and in terms of different job profiles in this area. The identification of competencies is accomplished by the application of statistical methods to automatically processed texts, which dispenses with previous categorization of competences in order to preserve the texts in their native format. The research is based on a textual corpus on 'Soft Competencies', which has been built from hundreds of job offers for HR professionals, posted by either recruitment consultants or direct employers within the labor Spanish market. After a process of standardization and lemmatization of the textual corpus, the key terms on HR soft competencies has been drawn and thus the overall most requested competencies. Likewise, combining the textual information about competencies with qualitative data concerning job profiles, modal texts may be determined and different competency profiles can be outlined. Finally, the visualization of the associations between soft competencies and HR job profiles has been carried out by means of a Correspondence Analysis of an aggregated lexical table. [ABSTRACT FROM AUTHOR]

Copyright of Cuadernos de Información is the property of Pontificia Universidad Catolica de Chile, Facultad de Comunicaciones and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In the following paper some preliminary data is portrayed about the professional resources in adult mental health services (CSM) and the several services assisting severe mental health patients (TMG) collected by the AEN's Mental Health Observatory in 2010 in each autonomous region. Data displayed in the form of professional rates and positions in the assistance services allows being analised in connection with the estimation of quality criteria which, for these professionals and services, has been established by the same AEN. Presented data supports the statement that professional resources supply in mental health services for severe mental health patients is, generally, heterogeneous and insufficient in reaching minimum quality indicators. Both AEN's Mental Health Observatory, along with the AEN quality criteria assessment, are two mechanisms which in combination allow carrying out a follow up and evaluation of the assisting network in the National Health System. [ABSTRACT FROM AUTHOR]

Copyright of Papers: Revista de Sociologia is the property of Universitat Autonoma de Barcelona and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Estudios Gerenciales is the property of Universidad ICESI and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

During the last two decades the relationship between organizational strategy and human resources practices has been deeply analyzed. However, the mediator role of organizational structure in this relationship remains relatively uninvestigated. In this article we analyze a model of relationships among organizational strategy, organizational structure and human resources practices. Through a structural equation methodology applied to a sample of 183 Spanish companies, we will try to confirm that organizations with differentiation strategies are more likely to implement high involvement work practices. As a novelty we will introduce organizational structure as a mediator of this relationship. For that we will use the construct control mechanisms (centralization, formalization, and socialization). [ABSTRACT FROM AUTHOR]

At present, the environment is very changeable, so firms have to base their competitive advantages on intangible resources, and one of them human resources. As a result of this, training is receiving special attention on the part of the firms and, nowadays, many firms attach great importance to this practice within human resources management. The training must be planned to address the lack of skills of employees and the training plan must answer "who, when, where and how". In the present paper, we will analyze, in a qualitative and quantitative way, how the above mentioned training process is developed within the firms. With this purpose in mind we have used a data base of 572 companies from Castilla-La Mancha with at least 50 employees, from which we obtained 118 valid questionnaires (20,6%). [ABSTRACT FROM AUTHOR]

This work shows how the characteristics of the current business environment, in which knowledge and human resources are considered of high importance, should be propitious for implanting technologies like intranets. Nevertheless, this is not happening in Spain's small and medium-sized enterprises (SMEs). One of the causes of the low rate of adoption is the difficulty for managers to value and measure the benefits generated by intranets inside the organisations. With the traditional methods of economic valuation being questioned, we present the example of an analysis of benefits that intranets generated for 80 SMEs of the ICT sector, carried out by means of a methodology of measurement that combines qualitative and quantitative indicators. The results obtained show the positive contribution of intranets to these organisations. [ABSTRACT FROM AUTHOR]

Intensive cooperation in human resources has, as a great added value, its contribution to the understanding of the "other", both in origin and in destination, but, in order to be an effective instrument in development policies, some prior conditions are required. This article briefly reviews the International Development Agenda, which determines what people with what training, abilities and experience are needed in order to influence it through their daily work. Next, it analyses the type of cooperation that is carried out from Spain and its implications for human resource policy. Then it presents a categorisation of the elements which are considered to be essential in a professional in the field of cooperation for development. To conclude, it outlines some recommendations for organisations that carry out intensive cooperation in the use of people through concrete initiatives for a human resource policy, with special emphasis on the AECI. Finally, it suggests other general recommendations so that investment is made, also from the area of financial cooperation, both bilateral and multilateral, in the training of human resources in order to improve cooperation. [ABSTRACT FROM AUTHOR]

At the end of the last century, several Spanish doctors had to migrate overseas looking for a decent job. No decent jobs were offered by then in Spain. Last decade, the lack of doctors was a problem and a great social alarm was born. Mechanisms to attract doctors form overseas and medical training, both uncontrolled, were settled in, to get the numbers right. The result was a surplus of qualified health professionals. Today, overseas doctors who were invited to come and native doctors, both, trained for specific health situations have to leave the country. An extraordinary planning never heard of in neighbouring countries due to its "inefficiency". It was characteristic its lack of capability to take advantage of health professional's abilities - doctors and nurses-, its lack of population's health education, its waste of resources in training and its uncontrolled immigration., (Copyright © 2012 Elsevier España, S.L. All rights reserved.)