Globally, the retention of skilled medical staff in health care sector has been a serious concern to management due to higher turnover of medics. The desired critical measures for retention strategies of medics need to be done to sustain competition among health care providers. The purpose of this study was to analyse of employee retention strategies on organizational performance of hospitals in Mombasa County. The study was guided by the following objectives; to analyse the relationship between recruitment strategies and organizational performance, to examine the extent to which supervision strategies affects organization performance,. The study employed descriptive correlational research design. Target populations of 102 respondents, the study had a sample size of 102 respondents all drawn from senior staff in the County’s ministry of health department. Sampling procedure will be census. Semi-structured Questionnaire will be used, Likert five point scale questionnaire will be used, factoring Strongly Agree to Strongly Disagree. Cronbach’s alpha coefficient was used to measure the reliability of the questionnaire. Data was analysed using descriptive statistics and regression analysis was used to measure the relationship between variables. Data was presented in cumulative frequency tables. The finding the study were The relationship between recruitment strategies and organization performance of public hospitals in Mombasa County was found to be positive and significant in that its R was 0.485 and had a p-value less than 0.05 (ε= 0.006). The regression results revealed that supervision strategies effect on performance was statistically significant (overall p-value = 0.036).The study concluded that all the employee retention strategies need to be improved because they have been found to have a positive and significant effect on organizational performance. The study recommended that the management of public hospitals in Mombasa County should improve on employee retention strategies because they have been found by this study to have a positive effect on the organizational performance
Factors Affecting Retention of Human Resources for Health in TRANS-NZOIA Coun...paperpublications3
Abstract: Retention possesses an essential spot and position inside the entire administration process. This component is utilized productively for swaying staff to make positive commitment for accomplishing organizational goals. Retention is vital, as individual temperament needs some kind of prompting, consolation or motivation to give higher execution. Over the past 5yrs, the rate of nursing staff leaving their jobs has been 40% annually and this has continued to be a problem affecting the delivery of health services. Motivation of employee's therefore, offers numerous edges to the Organization and also to the staff. Hence this study sought to establish the factors affecting retention of health workers in the health sector and especially nurses in the health department of Transnzoia County Government. The study was guided by the following objectives; - to determine the factors that affect nurse retention in the Health sector of Transnzoia County Government, to find out the effects of job satisfaction on nurse retention in the Health sector of Transnzoia County Government and to establish the effect of retention programs in the health sector of Transnzoia County Government. The design used for this study is the descriptive method. The targeted sample for this study comprised of senior management nurses as well as junior management nurses at the hospitals, health centers and dispensaries within Transnzoia County. The total population of nurses currently stands at three hundred and twenty. A sample size of one seventy five members was selected by using random sampling method. Both primary and secondary sources of data were used during the study. The procedures for collection of data for this study were basically questionnaires and interviews. Data collected using the questionnaires was edited for clarity and then frequency tables drawn to show the final results using Pearson product-Moment Coefficient correlation and Statistical Package for Social Science (SPSS) software. The SPSS was used to analyze the information gathered which was used in development of charts and graphs. It is therefore important to understand personal premises and key retention factors anchored on contemporary nursing management practices with identifiable indicators.
Problems Affecting Work Performance of Healthcare Practitioners in Jazan, Kin...iosrjce
This Study Aims To Provide Human Resource Management Framework To Address The Need Of
Improving Delivery Of Leadership And Management Skills To Promote The Quality Of Healthcare Practitioners
In Health Facilities In Jazan, Kingdom Of Saudi Arabia.
This Is A Cross-Sectional Study Involving 60 Health Workers And 40 Health Managers In Health Facilities
Operated By Moh. Questionnaire Was Used Supported By Unstructured Interview To Gather Data Which Were
Statistically Treated Through The Percentage And Weighted Mean.
Results Showed That A Typical Healthcare Practitioner In Jazan, Ksa Has A Mean Age Of 31.17 For Health
Workers And 28 For Health Managers; Mostly Females From Asian Countries With Diploma In
Nursing/Midwifery As Educational Qualification. Most Of The Health Workers Are Charge Nurses (41.67%).
Average Years Of Work Experience Are 6.92 Years For The Health Workers And 12.63 Years For The Health
Managers. The Health Workers Showed Agreement On The Utilization Of Performance Appraisal In Their Unit
(Mw=3.66). However, They Were Uncertain On Their Appraisal Regarding Remuneration, Benefits And
Recognition (Mw=3.30) As Well As On Staffing And Work Schedules (Mw=3.01) And Staff Development
(Mw=3.31). Problems Affecting Their Performance Was Generally Moderately Serious (Mw=2.39) But
Shortage Of Staff Specifically Was Very Serious (Mw=3.27). They Perceived The Strategies To Improve And
Maintain Excellent Performance As Moderately Needed (Mw-2.23). Health Managers Were Often Involved In
Management Tasks (Mw=2.89) And They Assessed Their Skills As Good (Mw=3.63).
In Conclusion, Many Of The Healthcare Practitioners Are Dominantly Female Expatriates From Asian
Countries Who Do Not Have The Current Educational Qualification Required In The Job. As A Consequence,
They Encounter Problems In Their Job Ad Management Affecting Their Work Performance. Addressing These
Problems Is Necessary To Improve The Work Performance And Management Skills Of The Healthcare
Practitioners.
Factors Affecting Retention of Human Resources for Health in TRANS-NZOIA Coun...paperpublications3
Abstract: Retention possesses an essential spot and position inside the entire administration process. This component is utilized productively for swaying staff to make positive commitment for accomplishing organizational goals. Retention is vital, as individual temperament needs some kind of prompting, consolation or motivation to give higher execution. Over the past 5yrs, the rate of nursing staff leaving their jobs has been 40% annually and this has continued to be a problem affecting the delivery of health services. Motivation of employee's therefore, offers numerous edges to the Organization and also to the staff. Hence this study sought to establish the factors affecting retention of health workers in the health sector and especially nurses in the health department of Transnzoia County Government. The study was guided by the following objectives; - to determine the factors that affect nurse retention in the Health sector of Transnzoia County Government, to find out the effects of job satisfaction on nurse retention in the Health sector of Transnzoia County Government and to establish the effect of retention programs in the health sector of Transnzoia County Government. The design used for this study is the descriptive method. The targeted sample for this study comprised of senior management nurses as well as junior management nurses at the hospitals, health centers and dispensaries within Transnzoia County. The total population of nurses currently stands at three hundred and twenty. A sample size of one seventy five members was selected by using random sampling method. Both primary and secondary sources of data were used during the study. The procedures for collection of data for this study were basically questionnaires and interviews. Data collected using the questionnaires was edited for clarity and then frequency tables drawn to show the final results using Pearson product-Moment Coefficient correlation and Statistical Package for Social Science (SPSS) software. The SPSS was used to analyze the information gathered which was used in development of charts and graphs. It is therefore important to understand personal premises and key retention factors anchored on contemporary nursing management practices with identifiable indicators.
Problems Affecting Work Performance of Healthcare Practitioners in Jazan, Kin...iosrjce
This Study Aims To Provide Human Resource Management Framework To Address The Need Of
Improving Delivery Of Leadership And Management Skills To Promote The Quality Of Healthcare Practitioners
In Health Facilities In Jazan, Kingdom Of Saudi Arabia.
This Is A Cross-Sectional Study Involving 60 Health Workers And 40 Health Managers In Health Facilities
Operated By Moh. Questionnaire Was Used Supported By Unstructured Interview To Gather Data Which Were
Statistically Treated Through The Percentage And Weighted Mean.
Results Showed That A Typical Healthcare Practitioner In Jazan, Ksa Has A Mean Age Of 31.17 For Health
Workers And 28 For Health Managers; Mostly Females From Asian Countries With Diploma In
Nursing/Midwifery As Educational Qualification. Most Of The Health Workers Are Charge Nurses (41.67%).
Average Years Of Work Experience Are 6.92 Years For The Health Workers And 12.63 Years For The Health
Managers. The Health Workers Showed Agreement On The Utilization Of Performance Appraisal In Their Unit
(Mw=3.66). However, They Were Uncertain On Their Appraisal Regarding Remuneration, Benefits And
Recognition (Mw=3.30) As Well As On Staffing And Work Schedules (Mw=3.01) And Staff Development
(Mw=3.31). Problems Affecting Their Performance Was Generally Moderately Serious (Mw=2.39) But
Shortage Of Staff Specifically Was Very Serious (Mw=3.27). They Perceived The Strategies To Improve And
Maintain Excellent Performance As Moderately Needed (Mw-2.23). Health Managers Were Often Involved In
Management Tasks (Mw=2.89) And They Assessed Their Skills As Good (Mw=3.63).
In Conclusion, Many Of The Healthcare Practitioners Are Dominantly Female Expatriates From Asian
Countries Who Do Not Have The Current Educational Qualification Required In The Job. As A Consequence,
They Encounter Problems In Their Job Ad Management Affecting Their Work Performance. Addressing These
Problems Is Necessary To Improve The Work Performance And Management Skills Of The Healthcare
Practitioners.
Trends shaping corporate health in the workplaceApollo Hospitals
The paradigm for corporate health is morphing from traditional curative services to health protection and promotion. An epidemic of “lifestyle diseases” has developed in the India which warrants an organized integration of company's health, safety and environment policy through a directed wellness program. The current study explored the burden and determinants of lifestyle diseases among an organization.
Background: Job satisfaction is a significant indicator of the way nurses feel about their profession, the efforts to perform their professional duties, or otherwise abandons it willingly. Method: cross-sectional research design approach was used to assess the job satisfaction and the associated factors among 300 hundred nurses. Data was analyzed using descriptive statistics and kruskal wallis test for association between the socio-demographic variables and job satisfaction at significance level of 0.05 Result: About 1/3 of the respondents (31%) reported gross dissatisfaction with their job, 0% reported being well satisfaction while (68.7%) respondents reported moderate satisfaction with their job. Across items on the scale, gross dissatisfaction was noted on key managerial factors and the salary of the workers. Job satisfaction was associated with specialty (p<0.018), gender (P<0.002) and age (P<0.000) of Nurses. Conclusion: majority of the respondents were moderately satisfied with their job but grossly dissatisfied with salary and administrative roles like communication flow.
Health workforce Statistics: Current Needs and Requirements
Introduction
Trained healthcare workforce is an important determinant of efficiency and outcomes of any health system as devised by WHO health systems approach. India one of the most populous country of the world has always felt a dire need of healthcare workforce even having one of the largest medical education and capacity building system. On the other hand we have a variety of health cadre namely from an ASHA to super specialized doctors. In our presentation we have critically analyzed the distribution of health workforce in India and its impacts on health and healthcare delivery for the mass of our society.
The Health Workforce in Nutshell
India faces an acute shortage of trained health workforce. India has a large basket of interventions to improve the healthcare but they are adversely effected by shortage of trained, motivated and supported health workforce. The shortages and misdistribution of health workforce have a large contribution to inequities in health outcomes. India’s health workforce is a combination of both registered, formal health-care providers and informal medical practitioners. We have a very unique health system with a large public health system and a blanket of juxtaposed private health care system. Similar situation is also present in training and education of health workforce. There is also a lack of data on the exact number of health care providers.
Issues
Quite a percentage of Indian population is spread in the rural areas but on the other hand the concentration of health care is in the urban system. The health care providers are highly concentrated in the urban area. Health worker densities are very low in rural settings when compared with urban areas. The next issue is lack of support to the health care providers practicing in the rural area and attraction of high income, support and provisions in the urban settings for the highly specialized workforce which includes doctors, dentist etc. At the national level, the aggregate density of doctors, nurses and midwives was 2.08 per 1000 population, which was lower than WHO’s critical shortage threshold of 2.28 .
Conclusion
In a concluding remark the production of health workforce has increased too many folds which has cost increased privatization of health education. On the other hand the public medical education system has not expanded at the required level. There is need to tap the potential in the private players with keep in mind stringent control of quality and cost. The increase in production is not going to resolve the issues of health worker availability and distribution. The need of the hour is to find sustainable measures to target the acute shortfall in the trained health workforce in India.
For the last 10 years or more, the industry has been crying out loud for a major reform of the way medical education and supply side constraints of talent in India has been governed. The major constraints in
the implementation of government’s health programmes and schemes have been in the realm of physical infrastructure, manpower and other support facilities for an effective healthcare delivery system.
ACQUIRING EMPLOYEE ENGAGEMENT TO ACHIEVE HIGH QUALITY OF CARE IN PRIMARY HEAL...JIANGUANGLUNG DANGMEI
Quality of care in the primary health care system of India is poor that often leads to high infant mortality and maternal mortality rate in the rural areas. However, there are strong evidences that demonstrate the importance of employee engagement to quality of care and patient satisfaction in the health care industry. Many health care industries have adopted employee engagement as a strategy to enhance the quality of care. Engaging the employees effectively can overcome the challenges faced by the health care system of India in the years to come and will continue to improve quality of services towards the patients. This paper explores the importance and significances of employee engagement to enhance quality of care in the primary health care of India.
An Analysis of Impact of Human Capital Investment on Demographic Characterist...inventionjournals
The demographic features of the 2011census of India have revealed that India is the second largest country next to China in terms of working age population (25 - 50 years) in the world. It has been known that the country’s economic growth is based on both natural and human resources available in the country. Still, there are more avenues for effective and efficient use of labour-productivity in this age group. It is well conceived by the theory that the human resources are the biggest contributor of economic growth which is augmented by a process of human capital formation. Of late, health and education have been viewed as the two dimensions of human capital which are treated as an indicator of social welfare. The variations in health status of different age groups in market and non-market labour productivities are still prevalent in many developing countries. The low health status persons contribute less to human capital formation than of others (Behrman and Deolalikar, 1988). According to them, “Health is a state of complete physical, mental and social wellbeing and not merely the absence of disease or infirmity”. Therefore, it cannot be purchased by the consumers in the market as we do for other goods and services in the market. On the other hand, it can be produced by spending time upon health improving activities, as well as, purchasing medical inputs (Grossman M., 1972). Behrman has pointed out that there is an inverse relationship between low health status and human capital formation. Therefore, the economists have focused their attention to study the determinants and impact of health status on economic growth. The present study attempts to analyse the human capital investment and its impact of socio- economic status on human resources (HR) in Chennai district, Tamil Nadu. To aid our research effort, an extensive literature has also been reviewed in an attempt to answer various queries raised. On the basis of the statement of problems, the research questionnaires have been canvassed among the respondents to obtain the information. This study is based on databases obtained both from primary and secondary sources. The information through primary sources has been collected with the help of interview schedule. The secondary data on Human Capital Investment and the Impact of Socio- Economic Status on Human Resources have been collected from various sources in Chennai City. In the health sector, this study focuses its attention to reporting illness, amount spent, days lost. Some of the opted econometric techniques have been used to examine the objectives of the study. Our empirical strategy has applied the following tools of analysis. The statistical tools like OLS, PROBIT and LOGIT techniques are used to analyze the indicator ‘selfreported illnesses. And, ‘Health expenditure’ and ‘number of days lost’ are estimated by OLS and TOBIT techniques, besides by applying correlation, regression analysis.
Administrative Employees' Perception at Directorate of Health Affairs, Minist...iosrjce
Background: Many studies globally had studied employees' perception and its impact on job productivity.
Employees' perception is very crucial in evaluating performance improvement. The researchers in this study
tries to figure out factors that affect employees' performance and find out some solutions for existing problems.
Methods: This Study was conducted in Directorate of Health Affairs in Riyadh Region, KSA. A Simple random
sample was used to distribute 245 questionnaires. Questionnaire consisted of two parts, the study's statements
was measured using used five points Likart scale. The study was conducted from 15th Sep 2014 until 15th Nov
2014.
Results: The analysis of the data indicated that there was an overall satisfaction among employees with a
percentage of (62%). Financial factors were the most unsatisfactory aspects among employees followed by
training opportunities.
Conclusion: This study showed that there should be a full consideration to duties distribution and financial
incentives in addition to developmental initiatives in order to have very devoted employees.
Health sector is considered as one of the most important sectors in any economy because the
wellness of a country depends on the wellness of its citizens. This can be only achieved when there is an efficient
and effective health system in the country. Despite many government interventions to ensure that services are
not interrupted in public hospitals in Kenya, there are still many challenges as pertains to efficient stock
management leading to frequent stock outs
Service innovation involves internal processes and responding to external environmental changes.
However, most of the previous literature related to hospital evaluations has focused on the impact of hospital
evaluation systems on medical quality or business models
"Implementation Of The National Parliament" Lofap "To Improve Performance Of ...inventionjournals
Policy National Parliament "LOFAP" is legislation governing the administration of the General Secretariat of the National Parliament of East Timor aims to improve the performance of civil servants in the Secretariat General and the implementation of Law No. 15/2008 on Lei Organica de Funcionamento e administração Parlamentar provide motivation for civil servants in carrying out the work that improve employee performance and increase employee career, eventually will drive the achievement of organizational objectives, the implementation of Law No. 15/2008 on the General Secretariat because the civil servant status at the General Secretariat in contrast to civil servants in general in East Timor. The purpose of research, first: to describe and analyze the indicators of performance evaluation of civil servants in the Secretariat General under PP Regime 19/2011 on do Desempenho da Avaliação dos Trabalhadores da administração Pública. The second: to determine and analyze the efforts undertaken by the General Secretariat after the implementation of Law No. 15/2008 to improve the performance of civil servants and the third: to describe and analyze the factors supporting and hindering the implementation of Law No. 15 in 2015 to improve performance civil servants in the Secretariat General. This research used a qualitative research with descriptive approach. The data collection was done by using interviews, observation and documentation. Data validation was done based on four criteria, namely: 1) Credibility, 2) Keteralihan, 3) Addiction, and 4) Certainty. The process of the data analysis used a technical data analysis interactive model of Milles and Hubberman in Saldana. The results of this study revealed that in evaluating the performance of civil servants in the General Secretariat by PP. No. 19/2011, the General Secretariat can effort to improve the performance of civil servants such as Resources, Bureaucratic Structure, Training and Comparative Studies, and Financial Resources. Enabling and inhibiting factors, among others: supporting factors that Financial Resources and Infrastructures. While, some factor obstacle in improving the performance of civil servants, namely Communications, Disposition and time civil servants in the Secretariat General of Parliament.
Effect of Emotional Quotient, Servant Leadership, Complexity of Task, Cultura...inventionjournals
The purpose of this study is to analyze and examine the influence of emotional intelligence, servant leadership, the complexity of the task and organizational culture on work motivation Civil State Apparatus (ASN) in Wajo South Sulawesi province. To analyze and examine the effect of emotional intelligence, servant leadership, the complexity of the task, the organizational culture on the performance of the State Civil Apparatus (ASN) in Wajo South Sulawesi province. To implement this purpose we used data collection techniques through documentation and questionnaires, using data analysis techniques Structural Equation Modeling (SEM) using AMOS Software help release 21. The results showed that emotional intelligence is a positive and significant effect on work motivation, so in this study the hypothesis was accepted. Emotional intelligence on the performance of the civilian state apparatus and significant positive effect, so the hypothesis is accepted. Servant leadership and significant positive effect on work motivation, so the hypothesis is accepted. Servant leadership positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is rejected. The complexity of the task and a significant negative effect on work motivation, so the hypothesis is accepted. The complexity of the task and a significant negative effect on the performance of the civilian state apparatus, so the hypothesis is accepted. Organizational culture positive and significant effect on work motivation, so the hypothesis is accepted. Organizational culture positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is accepted. Work motivation positive and significant effect on the performance of the civilian state apparatus, so the hypothesis is accepted
Marketing Mix Effect on the Decision of Customers in The Matter In Choosing T...inventionjournals
The purpose of research is to analyze the extent of the influence of product to the customer's decision in choosing a house purchase loans at PT BNI Griya> BNI (Persero) Tbk Branch 46 Makassar, the study population of customers who took credit purchases (mortgages) on PT.BNI (Persero) Tbk Makassar branch numbering as many as 1,575 people customers, sample using the formula slovin so sampling is set at 94 Respondents., Methods of data analysis used is multiple regression analysis. Research results show that the marketing mix (product, promotion, location, employees, infrastructure and service processes) in regression positive and significant impact on the customer's decision, while variable rates negative and significant effect on the customer's decision, while seen from the test results either partially and simultaneously the marketing mix and significant effect simultaneously on the customer's decision in choosing a mortgage BNI Griya, dominant variable affecting customers in selecting the mortgages BNI Griya is a product, the reason being that the product has a regression coefficient greatest when compared regression coefficient of other variables in the marketing mix
Trends shaping corporate health in the workplaceApollo Hospitals
The paradigm for corporate health is morphing from traditional curative services to health protection and promotion. An epidemic of “lifestyle diseases” has developed in the India which warrants an organized integration of company's health, safety and environment policy through a directed wellness program. The current study explored the burden and determinants of lifestyle diseases among an organization.
Background: Job satisfaction is a significant indicator of the way nurses feel about their profession, the efforts to perform their professional duties, or otherwise abandons it willingly. Method: cross-sectional research design approach was used to assess the job satisfaction and the associated factors among 300 hundred nurses. Data was analyzed using descriptive statistics and kruskal wallis test for association between the socio-demographic variables and job satisfaction at significance level of 0.05 Result: About 1/3 of the respondents (31%) reported gross dissatisfaction with their job, 0% reported being well satisfaction while (68.7%) respondents reported moderate satisfaction with their job. Across items on the scale, gross dissatisfaction was noted on key managerial factors and the salary of the workers. Job satisfaction was associated with specialty (p<0.018), gender (P<0.002) and age (P<0.000) of Nurses. Conclusion: majority of the respondents were moderately satisfied with their job but grossly dissatisfied with salary and administrative roles like communication flow.
Health workforce Statistics: Current Needs and Requirements
Introduction
Trained healthcare workforce is an important determinant of efficiency and outcomes of any health system as devised by WHO health systems approach. India one of the most populous country of the world has always felt a dire need of healthcare workforce even having one of the largest medical education and capacity building system. On the other hand we have a variety of health cadre namely from an ASHA to super specialized doctors. In our presentation we have critically analyzed the distribution of health workforce in India and its impacts on health and healthcare delivery for the mass of our society.
The Health Workforce in Nutshell
India faces an acute shortage of trained health workforce. India has a large basket of interventions to improve the healthcare but they are adversely effected by shortage of trained, motivated and supported health workforce. The shortages and misdistribution of health workforce have a large contribution to inequities in health outcomes. India’s health workforce is a combination of both registered, formal health-care providers and informal medical practitioners. We have a very unique health system with a large public health system and a blanket of juxtaposed private health care system. Similar situation is also present in training and education of health workforce. There is also a lack of data on the exact number of health care providers.
Issues
Quite a percentage of Indian population is spread in the rural areas but on the other hand the concentration of health care is in the urban system. The health care providers are highly concentrated in the urban area. Health worker densities are very low in rural settings when compared with urban areas. The next issue is lack of support to the health care providers practicing in the rural area and attraction of high income, support and provisions in the urban settings for the highly specialized workforce which includes doctors, dentist etc. At the national level, the aggregate density of doctors, nurses and midwives was 2.08 per 1000 population, which was lower than WHO’s critical shortage threshold of 2.28 .
Conclusion
In a concluding remark the production of health workforce has increased too many folds which has cost increased privatization of health education. On the other hand the public medical education system has not expanded at the required level. There is need to tap the potential in the private players with keep in mind stringent control of quality and cost. The increase in production is not going to resolve the issues of health worker availability and distribution. The need of the hour is to find sustainable measures to target the acute shortfall in the trained health workforce in India.
For the last 10 years or more, the industry has been crying out loud for a major reform of the way medical education and supply side constraints of talent in India has been governed. The major constraints in
the implementation of government’s health programmes and schemes have been in the realm of physical infrastructure, manpower and other support facilities for an effective healthcare delivery system.
ACQUIRING EMPLOYEE ENGAGEMENT TO ACHIEVE HIGH QUALITY OF CARE IN PRIMARY HEAL...JIANGUANGLUNG DANGMEI
Quality of care in the primary health care system of India is poor that often leads to high infant mortality and maternal mortality rate in the rural areas. However, there are strong evidences that demonstrate the importance of employee engagement to quality of care and patient satisfaction in the health care industry. Many health care industries have adopted employee engagement as a strategy to enhance the quality of care. Engaging the employees effectively can overcome the challenges faced by the health care system of India in the years to come and will continue to improve quality of services towards the patients. This paper explores the importance and significances of employee engagement to enhance quality of care in the primary health care of India.
An Analysis of Impact of Human Capital Investment on Demographic Characterist...inventionjournals
The demographic features of the 2011census of India have revealed that India is the second largest country next to China in terms of working age population (25 - 50 years) in the world. It has been known that the country’s economic growth is based on both natural and human resources available in the country. Still, there are more avenues for effective and efficient use of labour-productivity in this age group. It is well conceived by the theory that the human resources are the biggest contributor of economic growth which is augmented by a process of human capital formation. Of late, health and education have been viewed as the two dimensions of human capital which are treated as an indicator of social welfare. The variations in health status of different age groups in market and non-market labour productivities are still prevalent in many developing countries. The low health status persons contribute less to human capital formation than of others (Behrman and Deolalikar, 1988). According to them, “Health is a state of complete physical, mental and social wellbeing and not merely the absence of disease or infirmity”. Therefore, it cannot be purchased by the consumers in the market as we do for other goods and services in the market. On the other hand, it can be produced by spending time upon health improving activities, as well as, purchasing medical inputs (Grossman M., 1972). Behrman has pointed out that there is an inverse relationship between low health status and human capital formation. Therefore, the economists have focused their attention to study the determinants and impact of health status on economic growth. The present study attempts to analyse the human capital investment and its impact of socio- economic status on human resources (HR) in Chennai district, Tamil Nadu. To aid our research effort, an extensive literature has also been reviewed in an attempt to answer various queries raised. On the basis of the statement of problems, the research questionnaires have been canvassed among the respondents to obtain the information. This study is based on databases obtained both from primary and secondary sources. The information through primary sources has been collected with the help of interview schedule. The secondary data on Human Capital Investment and the Impact of Socio- Economic Status on Human Resources have been collected from various sources in Chennai City. In the health sector, this study focuses its attention to reporting illness, amount spent, days lost. Some of the opted econometric techniques have been used to examine the objectives of the study. Our empirical strategy has applied the following tools of analysis. The statistical tools like OLS, PROBIT and LOGIT techniques are used to analyze the indicator ‘selfreported illnesses. And, ‘Health expenditure’ and ‘number of days lost’ are estimated by OLS and TOBIT techniques, besides by applying correlation, regression analysis.
Administrative Employees' Perception at Directorate of Health Affairs, Minist...iosrjce
Background: Many studies globally had studied employees' perception and its impact on job productivity.
Employees' perception is very crucial in evaluating performance improvement. The researchers in this study
tries to figure out factors that affect employees' performance and find out some solutions for existing problems.
Methods: This Study was conducted in Directorate of Health Affairs in Riyadh Region, KSA. A Simple random
sample was used to distribute 245 questionnaires. Questionnaire consisted of two parts, the study's statements
was measured using used five points Likart scale. The study was conducted from 15th Sep 2014 until 15th Nov
2014.
Results: The analysis of the data indicated that there was an overall satisfaction among employees with a
percentage of (62%). Financial factors were the most unsatisfactory aspects among employees followed by
training opportunities.
Conclusion: This study showed that there should be a full consideration to duties distribution and financial
incentives in addition to developmental initiatives in order to have very devoted employees.
Health sector is considered as one of the most important sectors in any economy because the
wellness of a country depends on the wellness of its citizens. This can be only achieved when there is an efficient
and effective health system in the country. Despite many government interventions to ensure that services are
not interrupted in public hospitals in Kenya, there are still many challenges as pertains to efficient stock
management leading to frequent stock outs
Service innovation involves internal processes and responding to external environmental changes.
However, most of the previous literature related to hospital evaluations has focused on the impact of hospital
evaluation systems on medical quality or business models
"Implementation Of The National Parliament" Lofap "To Improve Performance Of ...inventionjournals
Policy National Parliament "LOFAP" is legislation governing the administration of the General Secretariat of the National Parliament of East Timor aims to improve the performance of civil servants in the Secretariat General and the implementation of Law No. 15/2008 on Lei Organica de Funcionamento e administração Parlamentar provide motivation for civil servants in carrying out the work that improve employee performance and increase employee career, eventually will drive the achievement of organizational objectives, the implementation of Law No. 15/2008 on the General Secretariat because the civil servant status at the General Secretariat in contrast to civil servants in general in East Timor. The purpose of research, first: to describe and analyze the indicators of performance evaluation of civil servants in the Secretariat General under PP Regime 19/2011 on do Desempenho da Avaliação dos Trabalhadores da administração Pública. The second: to determine and analyze the efforts undertaken by the General Secretariat after the implementation of Law No. 15/2008 to improve the performance of civil servants and the third: to describe and analyze the factors supporting and hindering the implementation of Law No. 15 in 2015 to improve performance civil servants in the Secretariat General. This research used a qualitative research with descriptive approach. The data collection was done by using interviews, observation and documentation. Data validation was done based on four criteria, namely: 1) Credibility, 2) Keteralihan, 3) Addiction, and 4) Certainty. The process of the data analysis used a technical data analysis interactive model of Milles and Hubberman in Saldana. The results of this study revealed that in evaluating the performance of civil servants in the General Secretariat by PP. No. 19/2011, the General Secretariat can effort to improve the performance of civil servants such as Resources, Bureaucratic Structure, Training and Comparative Studies, and Financial Resources. Enabling and inhibiting factors, among others: supporting factors that Financial Resources and Infrastructures. While, some factor obstacle in improving the performance of civil servants, namely Communications, Disposition and time civil servants in the Secretariat General of Parliament.
Effect of Emotional Quotient, Servant Leadership, Complexity of Task, Cultura...inventionjournals
The purpose of this study is to analyze and examine the influence of emotional intelligence, servant leadership, the complexity of the task and organizational culture on work motivation Civil State Apparatus (ASN) in Wajo South Sulawesi province. To analyze and examine the effect of emotional intelligence, servant leadership, the complexity of the task, the organizational culture on the performance of the State Civil Apparatus (ASN) in Wajo South Sulawesi province. To implement this purpose we used data collection techniques through documentation and questionnaires, using data analysis techniques Structural Equation Modeling (SEM) using AMOS Software help release 21. The results showed that emotional intelligence is a positive and significant effect on work motivation, so in this study the hypothesis was accepted. Emotional intelligence on the performance of the civilian state apparatus and significant positive effect, so the hypothesis is accepted. Servant leadership and significant positive effect on work motivation, so the hypothesis is accepted. Servant leadership positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is rejected. The complexity of the task and a significant negative effect on work motivation, so the hypothesis is accepted. The complexity of the task and a significant negative effect on the performance of the civilian state apparatus, so the hypothesis is accepted. Organizational culture positive and significant effect on work motivation, so the hypothesis is accepted. Organizational culture positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is accepted. Work motivation positive and significant effect on the performance of the civilian state apparatus, so the hypothesis is accepted
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Coordination Planning Needs of State Property in the Center Of Community Deve...inventionjournals
BBPMD Malang in its effort to achieve the goal is to be supported infrastructure that helped facilitate the activities of the office. The implementation of effective planning and coordinated rules are supported by clear goods in carrying out its duties and responsibilities will create jobs and better results. Given the importance of planning needs of state property for the government as well as the amount of state expenditures associated with these assets, it has become imperative for the government to coordinate the planning needs of state property in a professional, effective and forward the economic aspects that expenses to be precise goals, proper use, proper implementation and proper in accordance with the legislation in force. Of course, coordination is easier said than done. There are the obstacles or problems that arise in the implementation and coordination of those barriers must be minimized in order to coordinate the planning needs of property of the State could be going according to plan. This thesis research examines key issues regarding the coordination of: (1) How to coordination in the planning needs of the State Property conducted by the Center for PMD Malang? (2) What are the barriers - barriers faced in coordinating the planning needs of the State Property conducted by the Center for PMD Malang?This study aims to identify and analyze coordination in the planning needs of the State Property in the Great Hall of PMD Malang is already well established and know the obstacles - obstacles encountered in implementing the coordination of planning needs of the State Property conducted by the Center for PMD Malang. The data analysis technique used is the type of qualitative research with descriptive approach using analytical methods Milles, Huberman and Saldana. Data collection techniques in this study using: (1) interview, (2) observation, (3) documentation. Researcher as a instrument, then performs validation by understanding the research methods that will be using triangulation. The results showed that the coordination in the planning needs of state property cannot be up there are still many obstacles that exist. Vertical internal coordination has not gone well, horizontal internal coordination goes well, the internal coordination diagonal run well, and external coordination goes well. Barriers experienced by coordination are the lack of discipline of employees in completing the work, the lack of direct contact between agencies, implementation coordination meetings that are not scheduled. Based on the study results and conclusions can be submitted suggestions that should BBPMD Malang create Standard Operating Prosedures (SOP) and follow the training or training on planning BMN needs. Great Hall Malang PMD can also benefit from the coordination meeting for the determination of the proposed by plan needs of BMN
Competence Influence, Empowerment, Facilities Work Effectiveness against Huma...inventionjournals
Tourism is one of the leading sectors Indonesian government to generate foreign exchange, therefore development and management of tourist areas should receive serious attention from the government by involving the relevant stakeholders and participation of the whole society. This study aims to determine the effect of Competence, Empowerment, Effectiveness Against Facility Work Human Resources Tourism in South Sulawesi. The analytical method used is explanatory research with multiple regression analysis sample was 150 taken incidentally, among others: staff at the Department of Tourism of South Sulawesi province 40 people, employees of the hospitality 40 persons, local travelers (national) 30, witawan foreigners (foreign ) 40 people. The results showed that, either simultaneously or partially three independent variables significant positive effect on the effectiveness of HR Tourism. Thus competence, empowerment and work facilities needs serious attention.
Life Insurance Company of Liability under Insured Fund Management Based On Go...inventionjournals
This important think for this research about the principles of Good Corporate Governance (GCG), which can serve as guidelines liability life insurance company and managing a fund. As we know that PT. Asuransi Jiwasraya (Persero) as one of the oldest companies in Indonesia who has experience with a range long enough, so that you have more opportunities to learn and make improvements in service quality improvement responsibilities in managing the funds of the insured. This research is supported by a variety of sources, both the primary and secondary as well as sociology of law, so that the journal presents about explanations and conclusions appropriate methodology and perspective of the data. GCG principles in life insurance companies studied in this journal aims to increase efficiencies, increase productivity, and improve the quality of care in the management of funds such as account for the insured. Business insurance is having great potential to support the national economy, a business that has managed by collect some premiums from public funds. In this case, legislation adequate and binding on Indonesia intended as optimal achievement in the field of supervision, resulting in the insurance business situation, especially the life insurance industry is transparent, healthy and able to do the best service to all stakeholders in the industry of life insurance business. But in reality, there are many insurance companies that fail in securing public funds that have been collected by the payment of premiums
The Relationship between Performance Measurement Systems and Corporate Strate...inventionjournals
The study identified the effect of performance measurement in corporate strategy formulation processes in Syrian banks. This has been done through a survey of the views of senior management in the banks of the study sample, the study aimed to identify the level of performance measurement and what is the style of measurement used in these banks, in addition to the identification of strategy formulation processes, and the role that provided performance measurement systems for strategy formulation processes in studied banks. In order to achieve these objectives the researcher prepared a questionnaire, has distributed questionnaires on the banks of the study sample, where the study examined two government banks and seven private banks. The distributed questionnaires has reached (147) form, and the recovered (116), which represented the percentage (78.91%) which is acceptable to represent the community of study. The researcher analyzed data using the Statistical Package for Social Sciences (SPSS) and to identify the descriptive statistics for the sample of the study and its characteristics, as well as to prove the validity of hypotheses.
Despite ranking and rating being greatly considered similar and being used and referred interchangeably ranking and rating have a severe distinction amongst them. Generally, rating and ranking measurements criterion and both have had numerous advocacies of different theories, views and proposals. This paper solely serves the purpose of considering the differentiation and distinction between Rankings and Ratings and furthermore concludes how one is superior to the other. Critics have presented the points that ratings are a drawback as they tend to consequent as generally appointing all subjects high rankings, and one ratings entail the factor of multicollinearity or the feasibility of predicting one rating from the other with a considerable extent of correctness
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The Impact of Industry 4.0 on Procurement and Supply Management: A Conceptual...inventionjournals
The ongoing discussions about a „digital revolution― and ―disruptive competitive advantages‖ have led to the creation of such a business vision as ―Industry 4.0‖. Yet, the term and even more its actual impact on businesses is still unclear.This paper addresses this gap and explores more specifically, the consequences and potentials of Industry 4.0 for the procurement, supply and distribution management functions. A blend of literature-based deductions and results from a qualitative study are used to explore the phenomenon.The findings indicate that technologies of Industry 4.0 legitimate the next level of maturity in procurement (Procurement &Supply Management 4.0). Empirical findings support these conceptual considerations, revealing the ambitious expectations.The sample comprises seven industries and the employed method is qualitative (telephone and face-to-face interviews). The empirical findings are only a basis for further quantitative investigation , however, they support the necessity and existence of the maturity level. The findings also reveal skepticism due to high investment costs but also very high expectations. As recent studies about digitalization are rather rare in the context of single company functions, this research work contributes to the understanding of digitalization and supply management
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: Political Advertising is a communication tool where parties and candidates spend most of the budget ofthe electoral campaigns. In the recent years, political advertising became the primary method by which candidates reach out voters in Albania.And the important question in the present case remains; does political advertising work or not work in countries defined as emerging democracies? The purpose of this paper is to illustrate the potential impact of political advertising on higher voters’ turnout and their political choice. To help fulfill this objective willbe summarizedbasic theory of political advertising impact on emerging democracy and its implications on voters’ choice. Understandingelectorate voting behavior before and after being exposed to different media advertisements is a key element for political actors. This paper will present a theoretical framework in which further researches describing Albanian case could be developed.
blic personnel administration, which is a significant aspect of public administration in the modern state, is rightly described by Herman Finer, a renowned British social scientist, as the sovereign factor in public administration. It is also called by such names as manpower management, personnel management, labour welfare management, and so on. The term personnel administration is known to have a wider connotation as it deals with numerous elements as classification is civil servants, recruitment, training, promotion, compensation, discipline and retirement benefits of the personnel in the government. All these aspects constitute the subject – subject of the article.
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Several alarming and largely ignored trends in the structure and size and of military spending of less developed countries (LDCs) have appeared during the past five decades. This study analyses the defensegrowth relationship for 54 developing economies by using cross-section data such as random effect, fixed effect and system GMM model. The empirical results, bearing in mind the possible inaccuracies of the data set and given the chosen model, suggest that defence spending has a positive relationship with both the rate of economic growth and population in the sample countries.
Impact of Sales Promotion’s advertised on TV on Buying Behavior. [With Specia...inventionjournals
: Companies and marketing practitioners are increasingly researching the buyer behavior of consumers to further understand what consumers buy, where they buy, how and how much they buy, when they buy and why they buy. These questions help companies with marketing strategies concerning their products, the price of their products, their channels of distribution and promotional elements used. Graduating to developing country status in 2014, Sāmoa imports most of its FMCG or Fast Moving Consumer Goods from countries such as New Zealand, China, Vietnam, Thailand and India. Wholesalers and supermarkets largely use Television Advertisements to communicate Sales Promotions of FMCG products. While research on Buyer Behavior is well documented in literature, studies on buyer behavior in Sāmoa are nonexistent. This paper presents the results of a study designed to compare the impact of Sales Promotion’s advertised on TV on buying behavior of women consumers’ in Sāmoa to Sonkusare (2013), and Mathew and Aswathy (2014) studies conducted in India. It was found that women consumers’ of FMCG products in Sāmoa were influenced by price and in-store sales promotions than quality or company image and also viewed Sales Promotion’s advertised on TV as an informative medium to raise consumer awareness of FMCG products rather than a medium that stimulates the desire to purchase FMCG products.
Pitfalls of Impulse Purchase Behavior (A Case Study in Saudi Arabian Context)inventionjournals
The present study about pitfalls of impulse purchase behavior has been carried out from customers‘ stand point of view. The study intends to educate and to create awareness among those class and category of customers who surreptitiously fall prey of lucrative packages and offers of products marketed and merchandised in super/hypermarket and malls. The present research intends to create awareness among customers who hardly give priority to the inherent worth and durability of goods and services provided by the dazzling and mind blowing slogans. There are certain class and category of buyers identified and located by the expert or analysts and managerial apparatus of impulse purchase - offer lucrative products and slogans in order to give boost and fulfill their sales target. Furthermore, the promises mentioned in products‘ features are just a violation of the basic agreement either partially: in quality or in other characteristics.There are certain economists and humanists as well who have exposed pitfalls of impulse purchase practiced in various forms of lucrative offer marketed and merchandised to a certain class of buyers like women, house-wives, adolescent and customers in general who are ignorant and unaware of the pitfalls of impulse purchase. The scholars like Mosa Al Omran, Director, Al Marai Operation, KSA & Mishal Al Kadeeb, Director Operation Aujan Soft Drink, KSA have particularly argued and shown their concern from the buyers stand point that buyers - buying certain commodities or services- are having every right to receive and get whatever consumers are promised in lucrative offer. Furthermore, the organization of consumer‘s protection association of KSA emphasized the consumer have rights That every person with a natural and legal status obtains a commodity or services paid or granted gratis in fulfilling personal need or the needs of others. Hopefully this research paper will be helpful for various types‘ retail stores, marketing managers and marketing graduates of kingdom of Saudi Arabia to understand the implementation of impulse purchasing
Application of Servqual Method in Providing Services of Two Private Education...inventionjournals
In The Course Of This Article We Will Be Treated To Quality Management In Providing Educational Services, Showing The Five Dimensions Of Parasuraman , Using The Servqual Method , Demonstrating The Expectations Of Customers Regarding The Services Of The Industry Social Service Schools - ( Sesi ) " Dr. Francisco Garcia "And" Dr. Adalberto Ferreira Do Vale , " Which Could Serve As A Model For Other Institutions In The Same Segment . By Following , It Was Also Treated The Tangibility Dimensions , Reliability, Promptness , Empathy And Security Among These 22 Questions To Indicate Customer Satisfaction As The Expectation That The Method Shows The Results .
Analysis of The Influence Patient Safety, Service Quality, Marketing Mix, Tow...inventionjournals
This research includes studies explanation (explanatory research) is causality that explains a relationship between variables by testing the hypothesis that there is. The population of reseach was patients who had received inpatient health services with the unit of analysis is a private hospitals in Surabaya. This reseach use a sampling technique with accidential sampling method. Patient safety variable were measured through indicators of patient identification, effective communication, drug safety, assurance procedures, the risk of infection, the risk of patient falls. Marketing mix variable were measured through indicators of product, price, promotion, place, participant, process, physical evidence. Service quality variable were measured through indicators reliability, assurance, tangible, empathy, responsiveness. Patient satisfaction variable were measured through indicators, namely; suitability of hope, fulfillment, fulfillment of desires. Patient loyalty variable were measured through indicators repeat purchase, retention, referalls, Results of this reseach: 1) Patient safety have a significant effect on patient satisfaction for inpatient of private hospitals in Surabaya. 2) Marketing mix have a significant effect on patient satisfaction for inpatient of private hospital in Surabaya. 3) Service quality does not have a significant effect on patient satisfaction for inpatient of private hospitals in Surabaya. 4) Patient safety does not have a significant effect on patient loyalty for inpatient of private hospitals in Surabaya. 5) Servive quality have a significant effect on patient loyalty for inpatient of private hospitals in Surabaya. 6) Marketing mix have a significant effect on pateint loyalty for inpatient of private hospitals in Surabaya. 7) Patient satisfaction have a significant effect on patient loyalty for inpatient of private hospitals in Surabaya. 8) Patient safety have a significant effect on the service quality for inpatient of private hospitals in Surabaya
Prioritizing the Effecting Factors in Organisational Structure of the Iranian...inventionjournals
The purpose of this paper is to identify and investigate the relevant factors in organisational structure of the Iranian southern ports which are located at Khuzestan state such as Abadan, Khorramshahr and Imam Khomeini port. It should be noted that two stages have been carried out in terms of the required infrastructure for implementation of knowledge management. In the first stage by analyzing the research data from the questionnaire and by using the single-sample t-test the situation of the above mentioned ports in terms of the required infrastructure of knowledge management has been reviewed and the hypotheses were tested. To capitalize on knowledge management, an organization must be swift in balancing its knowledge management activities. The results of these research shows that the condition of the ports is not suitable in respect of the infrastructure to implement the knowledge management. In the second stage, by using the grey relational analysis the ports have been evaluated by considering the five effecting factors such as information technology, organisational culture, organisational structure, human resources and change management. By referring to the port grey relational factors the following ranking in organisational structure of knowledge management has been achieved for the ports: Imam Khomeini port as first rank, Khorramshahr port as second rank and finally Abadan port as third rank in this research.
Environmental Management System and Green Productivity (EMS_GP) Implementatio...inventionjournals
the cement plant has many environmental aspect that can lead to pollution. For managing this effects we must use of environmental and productivity technique to minimize this effects. In this study, the Kurdistan cement plant as a case study had studied by use of two important technique: green productivity and environmental management systems as ISO. For there more, this plant environmental aspect had identified by brainstorming and specialist opinion. Then those causes are specified and for each one proposed an option for controlling it. Finally in order to applying this options, these are prioritized by ranking them. The spraying water on dust from mining and transportation is first option to applying.
166 Economics, Management, and Financial Markets VoMargaritoWhitt221
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Economics, Management, and Financial Markets
Volume 8(4), 2013, pp. 166–171, ISSN 1842-3191
THE IMPORTANCE OF HUMAN RESOURCES MANAGEMENT
TO THE HEALTH CARE SYSTEM
ELVIRA NICA
[email protected]
Academy of Economic Studies, Bucharest
ABSTRACT. This paper discusses the major trends in scholarship about the role of
HRM in strategic management, the migration of health workers, human resource
professionals’ attempt to deliver high-quality health care to citizens, and the im-
portance of human resources in the health care industry. The purpose of this article
is to gain a deeper understanding of the impact of human resources on health sector
reform, the importance of HRM in all aspects of healthcare organizations, the positive
impact of increased job autonomy on employee outcomes, and the dynamics of
employee engagement in healthcare. The literature on the link between HR system
perceptions and civility towards patients, specific roles for HRM in building shared
values that can service both the care needs of patients and the business needs of
health organizations, the complex linkages between employees’ perceptions of human
resources systems and hospital performance, and the mechanisms through which
HRM can enhance patient satisfaction in health care organizations is relevant to this
discussion.
JEL Codes: E24, J24, O15
Keywords: HRM; health care system; hospital; employee; patient
1. Introduction
I am specifically interested in how previous research investigated the im-
portant roles that HRM can play in orchestrating organizational change, the
relationship between human resources and health care, the job satisfaction
of healthcare employees, and the impact of HRM in the health sector. This
paper aims to analyze and discuss the impact of human resources on the
health care system, information that human resource managers can apply to
the healthcare industry, the education and in-service training of health care
workers, and the impact of HRM practices on health sector outcomes. The
theory that I shall seek to elaborate here puts considerable emphasis on the
167
different types of employees in the healthcare industry, HRM’s significant
role in the distribution of health care workers, the importance of safety
climate in determining patient safety outcomes, and the use of HRM in the
health sector. The mainstay of the paper is formed by an analysis of the
impact of changes in HRM practice on employee and patient outcomes, the
role that HRM activities play in the operations of a healthcare organization,
the labor shortage in the healthcare industry, and the ability of public health
organizations to afford full-time human resources employees.
2. The Impact of HRM in the Health Sector
Human resources management (HRM) plays an essential role in the health
care system. The relationship between HRM and health care is complex. Both
the number and cost of health care consumables can ...
Among other resources of organizations, Human Resource is the most critical one that makes a difference in an organization’s performance. For employees to work for an organization with interest and commitment, it is true that organizations should place an effective Human Resource Management system in practice. Sound Human Resources Management practices are essential for retaining effective professionals in Hospitals. Given the recruitment and retention reality of health workers in the twenty-first century, the role of Human Resource Management in hospitals should not be underestimated. Health care is now an upcoming field. Modern hospitals, which provide the latest medical facilities, now employ thousands of personnel including medical, paramedical and support staff.
Running head ANALYSIS 1ANALYSIS6Pertinent Healthcar.docxhealdkathaleen
Running head: ANALYSIS
1
ANALYSIS
6
Pertinent Healthcare Issue
Student Name
University Name
August 27, 2019
Analysis of a Pertinent Healthcare Issue
This document discusses the critical care burnout for nurses and the correlation between them and bad patient care. A debate will be held on the burnout levels and rationale for nurses at the University of New Mexico Hospital (UNMH). The writer will show how self-care outside your workplace can decrease work tiredness and having adequate stress management organizations in the workplace. Two study papers related to the suggested modifications to reduce the burnout in infants will be analyzed. (Harkin, 2014).
Purpose of the change proposal
Increased workplace stress, lengthy hours and traumatic exposure in patient care are strong in acute care. This kind of setting may lead to enhanced work exhaustion and greater burnout levels on nurses. Employment fatigue is shown in patient care reduced and general compassion decreased (Cocker & Joss, 2016). With a healthy working and household with good self-care and good stress management, work fatigue can be avoided and high quality care is maintained in acute care environments. (Chilcoat, 2016).
University of New Mexico Hospital burnout rates
Care burnout remains one of the leading causes of UNMH turnover levels. In the last five years, the elevated burnout levels at UNMH studied reveal increased burnout. Research has demonstrated that burnout is immediately linked to the absence of social support, inadequacy in controlling schedules or tasks, a messy working situation and a work-life imbalance. UNMH is creating opportunities and programs aimed at reducing burnout prices. (University of New Mexico, 2016).
Nursing intervention
Educating nurses about the significance of beneficial self-care practices in acute care, for example meditation, treatment, physical exercise and spending time on working outdoors in order to enjoy life. In the workplace, the workforce can also interact, discussing severe stressors and communicating therapeutically to one another in order to decrease effective stress on the environment. (Wolf, Perhats, Delao, & Clark, 2017) — Working to offer worker self-programming, prevent compulsory overtime, monitor worker overtime, and create mentorship programs (University of New Mexico, 2016).
Evaluation of the literature
A study of comparative studies (2003) involves three-fold layout research involving quantity and qualitative techniques. This study will address the burnout among nursing workers in accidents and emergency and acute medicine. The aim of this research was to create stress and burnout variables, to determine the behaviors of the impacted nurses and to stress impacts on the care of the patient. Also to determine whether stress and burnout affect people outside of the clinical environment. The findings indicated that networks, interpersonal relationships and teamwork need to be made more effective as robuster means ...
Perceived Leadership Styles among Key Medical Staff Stakeholders at Two Hospi...DrToutouMoussaDiallo
The purpose of this research project is to examine if there are any differences in the perception of leadership styles in the two different hospitals and among medical hospital leaders versus subordinate medical staff in Mali because there is very little published research on the perception of leadership styles in hospital settings within the sub-Saharan country of Mali.
Health workforce is made up of health workers which include all people engaged in the promotion, protection or improvement of the health of the population and they play a critical role in achieving effective health care delivery. We sought to estimate the health workforce in Nigeria for 2016-2030 using the population growth rate from censuses and health workforce growth rate from data from the World health organization, World Health Organisation recommended doctors and nurses critical density and the Africa health workforce observatory database to estimate the potential supply gap. Nigeria’s population will increase from 178.5 million in 2014 to 272.5 million by 2030. We found the range of estimated doctors (physicians) and nurses & midwives required for 2016-2030 to be between 422,018 and 621,205 with mean of 515,668. The range for doctors is 101,803 to 149,862 with mean of 124,394. The range of estimated Nurses and Midwives requirement is 320,216 to 471,353 with a mean of 391,274. We found the range of deficit for doctors and nurses & midwifes to be 30.86-33.45% (average- 32.16%.) and 26.09-29.5% (average- 27.68%) respectively during the study period with actual figure for doctors ranging from 31,413-50,120 while nurses is estimated to be 83,548-137,859 if no effort is made to upscale the present supply. Nigeria needs to improve on the health workforce supply to tackle the supply deficit in order to solve the heavy disease burden and turn the tide of health indicators in the positive direction.
Health workforce is made up of health workers which include all people engaged in the promotion, protection or improvement of the health of the population and they play a critical role in achieving effective health care delivery. We sought to estimate the health workforce in Nigeria for 2016-2030 using the population growth rate from censuses and health workforce growth rate from data from the World health organization, World Health Organisation recommended doctors and nurses critical density and the Africa health workforce observatory database to estimate the potential supply gap. Nigeria’s population will increase from 178.5 million in 2014 to 272.5 million by 2030. We found the range of estimated doctors (physicians) and nurses & midwives required for 2016-2030 to be between 422,018 and 621,205 with mean of 515,668. The range for doctors is 101,803 to 149,862 with mean of 124,394. The range of estimated Nurses and Midwives requirement is 320,216 to 471,353 with a mean of 391,274. We found the range of deficit for doctors and nurses & midwifes to be 30.86-33.45% (average- 32.16%.) and 26.09-29.5% (average- 27.68%) respectively during the study period with actual figure for doctors ranging from 31,413-50,120 while nurses is estimated to be 83,548-137,859 if no effort is made to upscale the present supply. Nigeria needs to improve on the health workforce supply to tackle the supply deficit in order to solve the heavy disease burden and turn the tide of health indicators in the positive direction.
Perceived Leadership Styles among Key Medical Staff Stakeholders at Two Hospi...DrToutouMoussaDiallo
Abstract
This research project used the Multifactor Leadership Questionnaire adopted from Avolio & Bass (1995, p.88-123). This instrument measures nine scales: five to capture transformational, three to measure transactional, and one to reflect laissez-faire leadership styles, as well as three to include leadership outcomes (Avolio & Bass 2004). It will help understand the impact of perceived leadership styles among key medical staff stakeholders at two hospital maternity units located in the country of Mali. Leaders were doctors, nurse practitioners, physicians assistants, and residents. Subordinates were midwives, registered nurses, nurses, interns, nurse aides. In Kayes, the number of leaders and subordinates were 6 and 29, respectively. Respective to Sikasso, leaders were 8 and subordinates were 33. The study on 76 respondents, it was found that perceptions of leadership from both leaders and subordinates were consistent with results confirmed by Avolio & Bass (2004) and several other studies. Their contributions to this research project played an important role in understanding the relationship between leadership perceptions and organizational outcomes from both sites.
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This paper aims to discuss a problem in the healthcare system and the possible solutions to solve the problem. Critical healthcare problems impact healthcare facilities in the United States, which stimulates procedures to please the contending necessity to provide reasonable standard care and nursing staff who offers the services. This paper aims to define the strategies and policies to discourse the contending necessity of providing safe and standard care to the sick and the needs of the workers who provide the services. The paper also outlines an issue in healthcare and any influence factors within the healthcare system.
Problem Identification
The healthcare institutions' major goal is to provide the target populations with standard, actual, and better patient care possible, but the healthcare providers scarcity impacts this aim's accomplishment. The rise of nurses’ scarcity influences medical care delivery to the sick and healthcare organizations' financial growth. Varying nurse-to-patient percentage compromises the provision of superior care, which impacts patients’ safety and outcomes.
Background
The nursing scarcity began in 1998 and not only continues but is to become worse. The root of the current shortage is three-fold; an inadequate supply of nurses, an elderly population, and an elderly employee. The baby boomers are going to their golden years. Between 2010 and 2030, one in every five individuals will be a pensioner. The internal sources of nursing scarcities comprise; increased obligation for unlicensed employees, long working periods, and remuneration problems.
Problem Analysis
The current research reveals that nursing shortage can be the contributing aspect that forces the medical providers to be allocated a large number of patients to a medical provider. The contending necessity of the medical care personnel is the main issue affecting the nursing shortage, which requires a practice set by the healthcare administrations while bearing in mind the inadequate resources to gratify the necessity (Friganović et al., 2019). Thus, there is a prerequisite for establishing a strategy that stabilizes medical care money-generating needs and the workforce's contending situations. Patients might benefit from the more outstanding care the nurses provide by achieving a balance of the necessities.
DMEP is a strategy that necessitates all medical care employees to report all errors planned at fostering comprehensive ethical procedures by having Medicare employees responsible for their operations for decreasing or eliminating clinical mistakes. Nurses’ shortage influences the effectiveness of DMEP because when the work of the nurse increases due to staff shortage, the risk of health blunders becomes inevitable, which often goes unreported.
Proposed Answers to Nursing Scarcity
Strategies to increase worker wellbeing include ...
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Due Date
Introduction
This paper aims to discuss a problem in the healthcare system and the possible solutions to solve the problem. Critical healthcare problems impact healthcare facilities in the United States, which stimulates procedures to please the contending necessity to provide reasonable standard care and nursing staff who offers the services. This paper aims to define the strategies and policies to discourse the contending necessity of providing safe and standard care to the sick and the needs of the workers who provide the services. The paper also outlines an issue in healthcare and any influence factors within the healthcare system.
Problem Identification
The healthcare institutions' major goal is to provide the target populations with standard, actual, and better patient care possible, but the healthcare providers scarcity impacts this aim's accomplishment. The rise of nurses’ scarcity influences medical care delivery to the sick and healthcare organizations' financial growth. Varying nurse-to-patient percentage compromises the provision of superior care, which impacts patients’ safety and outcomes.
Background
The nursing scarcity began in 1998 and not only continues but is to become worse. The root of the current shortage is three-fold; an inadequate supply of nurses, an elderly population, and an elderly employee. The baby boomers are going to their golden years. Between 2010 and 2030, one in every five individuals will be a pensioner. The internal sources of nursing scarcities comprise; increased obligation for unlicensed employees, long working periods, and remuneration problems.
Problem Analysis
The current research reveals that nursing shortage can be the contributing aspect that forces the medical providers to be allocated a large number of patients to a medical provider. The contending necessity of the medical care personnel is the main issue affecting the nursing shortage, which requires a practice set by the healthcare administrations while bearing in mind the inadequate resources to gratify the necessity (Friganović et al., 2019). Thus, there is a prerequisite for establishing a strategy that stabilizes medical care money-generating needs and the workforce's contending situations. Patients might benefit from the more outstanding care the nurses provide by achieving a balance of the necessities.
DMEP is a strategy that necessitates all medical care employees to report all errors planned at fostering comprehensive ethical procedures by having Medicare employees responsible for their operations for decreasing or eliminating clinical mistakes. Nurses’ shortage influences the effectiveness of DMEP because when the work of the nurse increases due to staff shortage, the risk of health blunders becomes inevitable, which often goes unreported.
Proposed Answers to Nursing Scarcity
Strategies to increase worker wellbeing include ...
4
CHANGE PROPOSALPRESENTATIONFORFACULTY REVIEW
Capstone Project Change Proposal Presentation for Faculty Review and Feedback
Name
Name of the institution
Date
Running head: ASSIGNMENT TITLE HERE
1Running head: CHANGE PROPOSAL PRESENTATION FOR FACULTY REVIEW
Intervention
The capstone change proposal is effects of disproportionate nurse to patient staffing ratios on the quality of patient care. Patients can be exposed to several safety issues if proper care is not given to them. These problems include falls, hospital-acquired infection due to poor hand hygiene by the healthcare workers, medication administration errors, poor health education to the patients, and negligence in attending to the spiritual needs of the patients. Interventions includes presenting the safety concerns to the management team of the facility to enable them to hire more nurses to deliver adequate care to the patients. In-service training of the nurses on fall prevention, proper application of fall precautions and identification of patients who are at risk of falls are another important intervention. Proper hand hygiene is an intervention that will prevent hospital-acquired infections and nurses should form the culture of doing it (Sands, & Aunger, 2020). Medication errors can lead to complications or death of patients. Nurses should check the medications properly and identify the patients before administration of the medications.
Evidence Based Literature
The articles reviewed have different research aims and questions, but they are all centered into the idea of the effects of nurse-to-patient ratios on patient outcomes. The research questions of these articles are divided into three categories: definition of nursing staffing, effects of nursing-to-patient ratio on patient outcomes and nursing characteristics that hinders the delivery of care. The study by (Cho et al., 2020), defines the term nursing staffing in terms of the nursing care needs of the patients.
Nurses are essential in the provision of quality care in acute units, and their staffing levels have an impact on patient outcomes. (Cho et al., 2015), examine the link between nursing staffing and patient outcomes, specifically the mortality rate. Comparing to (Driscoll et al., 2018) and (Shin et al., 2018), the articles examine the effects of nursing staffing ratios on the patient outcomes in acute specialist units. Besides, (Needleman, 2016) reviews the studies that examine the effects of nursing skill mix on the patient outcomes such as patient ratings of hospitals, mortality, adverse health outcomes, and nurse burnout and dissatisfaction.
Some of the factors such as nursing skills, staffing methods, and working environment affects the nursing staffing ratio, which hinders the quality of care. The article by (Bridges et al., 2019), explores the relationship between nursing staffing skills and the quality and quantity of their interactions with patients in hospital wards. (Olley et al., 2019) ...
4
CHANGE PROPOSALPRESENTATIONFORFACULTY REVIEW
Capstone Project Change Proposal Presentation for Faculty Review and Feedback
Name
Name of the institution
Date
Running head: ASSIGNMENT TITLE HERE
1Running head: CHANGE PROPOSAL PRESENTATION FOR FACULTY REVIEW
Intervention
The capstone change proposal is effects of disproportionate nurse to patient staffing ratios on the quality of patient care. Patients can be exposed to several safety issues if proper care is not given to them. These problems include falls, hospital-acquired infection due to poor hand hygiene by the healthcare workers, medication administration errors, poor health education to the patients, and negligence in attending to the spiritual needs of the patients. Interventions includes presenting the safety concerns to the management team of the facility to enable them to hire more nurses to deliver adequate care to the patients. In-service training of the nurses on fall prevention, proper application of fall precautions and identification of patients who are at risk of falls are another important intervention. Proper hand hygiene is an intervention that will prevent hospital-acquired infections and nurses should form the culture of doing it (Sands, & Aunger, 2020). Medication errors can lead to complications or death of patients. Nurses should check the medications properly and identify the patients before administration of the medications.
Evidence Based Literature
The articles reviewed have different research aims and questions, but they are all centered into the idea of the effects of nurse-to-patient ratios on patient outcomes. The research questions of these articles are divided into three categories: definition of nursing staffing, effects of nursing-to-patient ratio on patient outcomes and nursing characteristics that hinders the delivery of care. The study by (Cho et al., 2020), defines the term nursing staffing in terms of the nursing care needs of the patients.
Nurses are essential in the provision of quality care in acute units, and their staffing levels have an impact on patient outcomes. (Cho et al., 2015), examine the link between nursing staffing and patient outcomes, specifically the mortality rate. Comparing to (Driscoll et al., 2018) and (Shin et al., 2018), the articles examine the effects of nursing staffing ratios on the patient outcomes in acute specialist units. Besides, (Needleman, 2016) reviews the studies that examine the effects of nursing skill mix on the patient outcomes such as patient ratings of hospitals, mortality, adverse health outcomes, and nurse burnout and dissatisfaction.
Some of the factors such as nursing skills, staffing methods, and working environment affects the nursing staffing ratio, which hinders the quality of care. The article by (Bridges et al., 2019), explores the relationship between nursing staffing skills and the quality and quantity of their interactions with patients in hospital wards. (Olley et al., 2019).
Online aptitude test management system project report.pdfKamal Acharya
The purpose of on-line aptitude test system is to take online test in an efficient manner and no time wasting for checking the paper. The main objective of on-line aptitude test system is to efficiently evaluate the candidate thoroughly through a fully automated system that not only saves lot of time but also gives fast results. For students they give papers according to their convenience and time and there is no need of using extra thing like paper, pen etc. This can be used in educational institutions as well as in corporate world. Can be used anywhere any time as it is a web based application (user Location doesn’t matter). No restriction that examiner has to be present when the candidate takes the test.
Every time when lecturers/professors need to conduct examinations they have to sit down think about the questions and then create a whole new set of questions for each and every exam. In some cases the professor may want to give an open book online exam that is the student can take the exam any time anywhere, but the student might have to answer the questions in a limited time period. The professor may want to change the sequence of questions for every student. The problem that a student has is whenever a date for the exam is declared the student has to take it and there is no way he can take it at some other time. This project will create an interface for the examiner to create and store questions in a repository. It will also create an interface for the student to take examinations at his convenience and the questions and/or exams may be timed. Thereby creating an application which can be used by examiners and examinee’s simultaneously.
Examination System is very useful for Teachers/Professors. As in the teaching profession, you are responsible for writing question papers. In the conventional method, you write the question paper on paper, keep question papers separate from answers and all this information you have to keep in a locker to avoid unauthorized access. Using the Examination System you can create a question paper and everything will be written to a single exam file in encrypted format. You can set the General and Administrator password to avoid unauthorized access to your question paper. Every time you start the examination, the program shuffles all the questions and selects them randomly from the database, which reduces the chances of memorizing the questions.
KuberTENes Birthday Bash Guadalajara - K8sGPT first impressionsVictor Morales
K8sGPT is a tool that analyzes and diagnoses Kubernetes clusters. This presentation was used to share the requirements and dependencies to deploy K8sGPT in a local environment.
Low power architecture of logic gates using adiabatic techniquesnooriasukmaningtyas
The growing significance of portable systems to limit power consumption in ultra-large-scale-integration chips of very high density, has recently led to rapid and inventive progresses in low-power design. The most effective technique is adiabatic logic circuit design in energy-efficient hardware. This paper presents two adiabatic approaches for the design of low power circuits, modified positive feedback adiabatic logic (modified PFAL) and the other is direct current diode based positive feedback adiabatic logic (DC-DB PFAL). Logic gates are the preliminary components in any digital circuit design. By improving the performance of basic gates, one can improvise the whole system performance. In this paper proposed circuit design of the low power architecture of OR/NOR, AND/NAND, and XOR/XNOR gates are presented using the said approaches and their results are analyzed for powerdissipation, delay, power-delay-product and rise time and compared with the other adiabatic techniques along with the conventional complementary metal oxide semiconductor (CMOS) designs reported in the literature. It has been found that the designs with DC-DB PFAL technique outperform with the percentage improvement of 65% for NOR gate and 7% for NAND gate and 34% for XNOR gate over the modified PFAL techniques at 10 MHz respectively.
HEAP SORT ILLUSTRATED WITH HEAPIFY, BUILD HEAP FOR DYNAMIC ARRAYS.
Heap sort is a comparison-based sorting technique based on Binary Heap data structure. It is similar to the selection sort where we first find the minimum element and place the minimum element at the beginning. Repeat the same process for the remaining elements.
Analysis of Employee Retention Strategies on Organizational Performance of Hospitals in Mombasa County
1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org || Volume 5 Issue 6 || June. 2016 || PP— 40-45
www.ijbmi.org 40 | Page
Analysis of Employee Retention Strategies on Organizational
Performance of Hospitals in Mombasa County
*Ngaira Peggy & **Oyagi Bernard
*Peggy Ngaira, Human Resource Officer.Mombasa.
**Oyagi N. Benard, Lecturer, Department of Management, School of Business & Economics Mount Kenya
University, Thika.
ABSTRACT : Globally, the retention of skilled medical staff in health care sector has been a serious concern
to management due to higher turnover of medics. The desired critical measures for retention strategies of
medics need to be done to sustain competition among health care providers. The purpose of this study was to
analyse of employee retention strategies on organizational performance of hospitals in Mombasa County. The
study was guided by the following objectives; to analyse the relationship between recruitment strategies and
organizational performance, to examine the extent to which supervision strategies affects organization
performance,. The study employed descriptive correlational research design. Target populations of 102
respondents, the study had a sample size of 102 respondents all drawn from senior staff in the County’s ministry
of health department. Sampling procedure will be census. Semi-structured Questionnaire will be used, Likert
five point scale questionnaire will be used, factoring Strongly Agree to Strongly Disagree. Cronbach’s alpha
coefficient was used to measure the reliability of the questionnaire. Data was analysed using descriptive
statistics and regression analysis was used to measure the relationship between variables. Data was presented
in cumulative frequency tables. The finding the study were The relationship between recruitment strategies and
organization performance of public hospitals in Mombasa County was found to be positive and significant in
that its R was 0.485 and had a p-value less than 0.05 (ε= 0.006). The regression results revealed that
supervision strategies effect on performance was statistically significant (overall p-value = 0.036).The study
concluded that all the employee retention strategies need to be improved because they have been found to have
a positive and significant effect on organizational performance. The study recommended that the management of
public hospitals in Mombasa County should improve on employee retention strategies because they have been
found by this study to have a positive effect on the organizational performance.
Keywords: Retention, Training, Strategies, Organizational Performance and Employees.
I. Introduction
1.1 Background to the Study
Today's business environment considers the role of human resource as a strategic partner instead of supporting
administrative tasks because greatest assets of the organization are its people. It is an organization‟s
responsibility to effectively manage the talent of its workforce to achieve business objectives. Industries are
witnessing embracing of talent management processes by various players. Talent refers to the ability of learning
and its expansion to face and cope with the new challenges of the dynamic environment. Talent management is
of core to the vitality of the business to meet and exceed current as well as future business strategies and goals
(Gupta et al. 2011)
Employees today are different and dynamic in nature. They are not the ones who don‟t have good opportunities
at hand. As soon as they feel dissatisfied with the current employer or the job, they switch over to the next job. It
is the responsibility of the employer to retain their best employees. If they don‟t, they would be left with no
good employees at all. A good employer should know how to attract and retain its employees. Employee
Retention involves taking measures to encourage employees to remain in the organization for the maximum
period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable
people for the job is essential for an employer. But retention is even more important than hiring. There is no
dearth of opportunities for a talented person. There are many organizations which are looking for such
employees, Fahad, (2011):
Globally, the retention of skilled medical staff in health care sector has been a serious concern to management.
The desired critical measures for retention of medics have therefore become strategic to sustainable competition
among health care providers. This development has dramatically changed human resource practice in the area of
attracting skilled employees into organizations and most importantly are the strategies for retaining them
(Nwokocha, 2012) According to the 2006 World Health Organization (WHO) report, there is a serious human
resource crisis in the health sector in developing countries, particularly in Africa. The total health workforce in
Africa is estimated at 1,640,000, with an average of 2.3 health workers per 1,000 people. Of the total health
2. Analysis Of Employee Retention Strategies On Organizational Performance Of Hospitals In…
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workers in Africa, 83% (1,360,000) are health service providers and 17% (280,000) are health management and
support workers (World Health report 2006).
In the USA, the current health staffs have evolved over the past 30 years. Staff shortages were present in 1990
with a USA vacancy rate of 11% and settled down in 1992 (Abrahamson, 2009). After 1992, adequate numbers
of staff were present in the healthcare system for approximately 5 years. In 1997, the demand for staff started to
out space the supply in the workforce and by 2001; the US vacancy rate had reached 13% (Abrahamson 2009).
It steadily increased in the current global turnover rate reaching as high as 21% (Hayhurst et al 2005). Buchan
&Aiken (2008) asserts that the staff shortage both in the public and private healthcare sectors is a global
phenomenon that needs to be in check for better health service provision. A more recent report by the HSM
group (2002) indicated a nurse turnover rate in the united states of 21%.
On the other hand, in Australia, approximately one quarter of nurses are currently working in other occupations
(ABS, 2005), women tend to retire early (on average aged 48 years) (ABS 2009) and two thirds of Australian
nurses are currently aged between mid-40s
and 65 years (Bell & Narz, 2007). There is a serious human resource
crisis in the health sector in developing countries, particularly in Africa. The World Health Report (2006: xviii)
estimates that there are 57 countries with critical shortages equivalent to a global deficit of 2.4 million doctors,
nurses and midwives. The shortfalls are greatest in sub-Sahara Africa. The World Health Organization (WHO)
estimates that out of a total of 59.2 million fulltime paid health workers worldwide, 67% (39,470,000) are health
service providers and 33% (19,750,000) are health management and support workers. On average there are 9.3
health workers per 1,000 people worldwide.
In recent years, the situation of human resources for health in many sub-Saharan African countries has been
commonly described as "the crisis in human resources for health" A key contributor to the crisis is attrition of
the health workforce, measured by the number of health workers who permanently leave their posts. Due to
retirement, death, dismissal and voluntary resignation by health workers who leave the public health sector to
work in the private sector, for more attractive occupations in the home country, or to emigrate to work in health
facilities in richer countries, in search of better pay and working conditions (Thwala et al, 2012).
Employee turnover is one of the most serious issues in current scenario. Educational growth, rapid technology
and economical changes and cultural variations have influenced in all occupations. Turnover of medical staff is
seen almost in all hospitals. The wide scope of employment opportunities for health workers has increased the
demand for nurses in Kenya in foreign countries as created the situation to be worse than before,(Human
Resources for Health 2009)
Although the government‟s Economic Survey of 2007 shows greatly increased spending on public health, the
sector remains severely under-funded and migration to urban areas in Kenya and overseas continues unabated.
Turnover has a significant impact on patient satisfaction and treatment outcomes and affects staff productivity;
the stakes can seem higher in healthcare where organizations work to provide deeply personal service while
trying to keep an eye on the bottom line. Taylor, 2008 states that high turnover can be harmful to a hospital's
services, if skilled nurses and doctors are often leaving and the medics‟ population contains a high percentage of
novice workers. According to the 2006 World Health Organization report, there is a serious human resource
crisis in the health sector in developing countries, particularly in Africa. The total health workforce in Africa is
estimated at 1,640,000, with an average of 2.3 health workers per 1,000 people of the total health workers in
Africa, 83% (1,360,000) are health service providers and 17% (280,000) are health management and support
workers (WHO 2006).
1.2 Theoretical reviews
Equity theory of motivation, developed in the early 1960‟s by John Stacey Adams, recognizes that motivation
can be affected through individuals‟ perceptions of nurses and doctors of fair treatment in social exchanges of
their services compared to other health workers, in the world. Expectancy theory is applicable to my study in the
sense that nurses expect some outcome from the job, but when the expected is not met, dissatisfaction arises.
(Effort equal to performance will lead to rewarding and then satisfaction/dissatisfaction). Douglas McGregor
proposed two theories to view employee motivation. He avoided descriptive labels and simply called the
theories Theory X and Theory Y. Theory X managers believe workers are lazy and uninterested in their work,
and therefore have to be highly controlled and offered incentives to get them work harder. In contrast, theory Y
managers believe workers can be motivated by goals of self-esteem and the desire to do a good job; this
determines the supervisory type that the manager uses; consequently management‟s role is to facilitate this.
Essentially, Theory X assumes that people work only for money and security.
1.3 Statement of the Problem
Globally, the retention of skilled medical staff in health care sector has been a serious concern to management.
The desired critical measures for retention of medics have therefore become strategic to sustainable competition
among health care providers. This development has dramatically changed human resource training practice in
the area of attracting skilled medics into organizations and most importantly are the strategies for retaining them
3. Analysis Of Employee Retention Strategies On Organizational Performance Of Hospitals In…
www.ijbmi.org 42 | Page
(Nwokocha, 2012). In pursuit to achieve organizational performance, hospitals in Mombasa County have
resulted in using various forms of employee training and development and recruitment strategies to help them
improve the organizational performance as well as improving their service delivery. In the same vein, little is
known on the effect of employee retention strategies on the organizational performance of hospitals in Mombasa
County. It is against this background that this study seeks to investigate the effect of employee retention
strategies on organization performance of public hospitals in Mombasa County.
1.4 Objectives of the study are:
To ascertain the role of recruitment strategies and to examine the extent of supervision strategies on
organizational performance of public hospitals in Mombasa County. Research questions are: What is the
relationship between recruitment strategies, to what extent does supervision strategies affects organizational
performance of public hospitals in Mombasa County?
1.5 Research Methodology
The study used a mixed method of research. Both the qualitative and quantitative methods were used in this
study. Qualitative methods were used to collect qualitative data, more specifically the data which cannot be
measured using scientific methods. Quantitative method was used to collect primary data which was analyzed
using both the descriptive and inferential statistics
The study was conducted through descriptive correlational research design. Descriptive design fit my research
because it describes the phenomenon or situation and correlates the study. The study was carried out in selected
Hospitals in Mombasa County namely; Coast General hospital (Makadara), Portreiz District Hospital, Tudor
District Hospital and Likoni District Hospital. The Target Population of the study is 102 respondents. No
sampling procedure. Census was the most appropriate method of collecting information. Semi structured
questionnaires was used to collect primary data from the respondents and were designed to address the specific
research objectives. The questionnaires were administered using a drop and pick later method to the
respondents. The data collection instrument (questionnaire) was pre-tested on a pilot set of respondent managers
for comprehension, logic and relevance. The validity and reliability of the study was measured and were found
to be reliable for the study with a coefficient of 0.70. The data collected were then analyzed mainly by use of
descriptive statistic (t-test), and regression to measure the relationship between employee retention strategies
and organizational performance
1.6 Data Analysis and Presentation
The study collected data from 102 respondents; the data was coded and cleaned through extensive checks and
consistency.
Table 1.6.1 Position of the Officers
Frequency Percent Cumulative percent
Medical Officers 22 22.2 22.2
Senior Officers 22 22.2 44.4
Others 58 55.6 100.0
Total 102 100.0
Source: Research data (2016)
From table 1.6.1 above, the finding reveal that 22.2 percent of the respondents were medical officers, 22.2
percent were senior officers and 55.6 percent were of other lower levels in the hospital management. This means
that majority of the respondents were of other lower level of management, its normal to have majority of the
employee to be from medics in coast are of lower level of management.
1.6.2 Work Experience
Frequency Percent Cumulative Percent
Over 10 years 34 33.3 33.3
5-10 22 22.2 55.6
Less than 5 years 46 44.4 100.0
Total 102 100.0
Source: Research data (2016)
As shown in the table 1.6.2. Above, majority of respondents that is 33.3 percent of the respondents had worked
in the hospitals for more than 10 years while 22.2 percent had worked between 5 and10 years and majority of
the respondent had worked for less than 5 years (44.4%). This reveal dispersed opinion on experience of medics
in most of the coast hospitals in Kenya
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Table 1.6.3.: Level of Education
Frequency Percent Cumulative percent
Degree level 22 22.2 22.2
Diploma level 22 22.2 44.4
Others 58 55.6 100.0
Total 102 100.0
Source: Research data (2016)
From the table 1.6.3 above, reveal that majority of the respondents 55.6 percent had other level of qualification,
while 22.2 percent of the respondents had acquired degree level of education, 22.2 percent. This means that
majority of the respondents had other qualifications apart from the degree and diploma.
Recruitment Strategies
To assess the role of recruitment strategies on employee retention, the respondents were asked to fill in
questionnaires indicating their view on how recruitment strategies affect the employee retention of hospitals in
Mombasa County. The findings were as shown on Table.1.6.5.(where 5= the Strongly Agree and 1 is the
Strongly Disagree).
Table 1.6.6.Recruitment Strategies
Recruitment Strategies Measures Mean t-value Sig.
(p-value)
Management are making plans to ensure that
there are enough medical personnel
employed at the hospital
2.42 52.654 0.000
Management tries their best to ensure that
employees will not want to leave the
organisation
2.02 49.814 0.000
Management actively addresses the shortage
of nurses and doctors
2.08 43.452 0.000
Management carefully select and employ
people who are well suited for the job
2.39 36.291 0.000
Only medical personnel who have the
necessary skills are employed
2.02 34.891 0.000
Well qualified staff tend to stay longer in the
organization
2.17 27.372 0.000
Overall mean score=2.16
Source: primary data (2016)
From table 1.6.6. above the findings reveal that “Management are making plans to ensure that there are enough
medical personnel employed at the hospital” had the highest mean score of 2.42, which means that the majority
of the respondents Disagree to some extent with the statement feel that management are making plans to ensure
that there are enough medical personnel employed at the hospital in order to retain more employees,. Regarding
the statement” Management actively addresses the shortage of nurses and doctors”. The overall score 2.08
meaning that majority of the respondents disagree that management are not taking any step curtain shortage of
doctors and nurses in their respective hospitals. Regarding the statement” Management carefully select and
employ people who are well suited for the job” scored a mean score of 2.39, which indicate that strategic
recruitment is not followed in medic‟s recruitment, that corruption has affected recruitment procedure in medics
on selected hospitals. regarding the question “qualified staff tend to stay longer in the organization” most
respondents were for the views that they disagree with the statement, meaning that qualified medics have a
higher chance of leaving the organizations cause they are green pasture outside Kenya and which recognised
their talent and pay them fairly good compared to what they get in Kenya.
On the other hand, the question that management tries their best to ensure that employees will not want to leave
the organisation had the lowest mean score which shows that respondents had the opinion that management was
not doing their best to ensure that employees will not want to leave the organisation. Overall, the intensity of
recruitment strategies on employee retention in the hospitals is considerably low with the mean of 2.16. This is
because the overall score is less than 2.5 which is the half of the maximum score of 5.
Supervision Strategies
To assess the role of supervision strategies on the employees retention of hospitals in Mombasa County, the
respondents were asked to fill in questionnaires indicating their view on how supervision strategies affects the
employees retention. The findings were as shown on table 1.6.7.
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Table 1.6.7.Supervision Strategies
Supervision Strategies Measures Mean t-value Sig.
(p-value)
A culture of participation in decision making is
created
2.13 42.35 0.000
Flexible working arrangements are offered to attract
and retain medical personnel
2.06 39.83 0.000
The hospital management addresses the work related
issues of dissatisfied staff
2.08 33.45 0.000
My manager discusses my performance with me 3.30 36.29 0.000
I get recognition for my performance 3.02 34.89 0.000
A professional climate is created where respect is
shown to medical personnel
3.01 30.53 0.000
My needs are taken into consideration at work 2.21 33.24 0.000
Overall mean score = 2.52
Source: primary data (2016)
From table 1.6.7, reveal that regarding the question that my manager discusses my performance with me had
the highest mean score (3.301), this means that respondents are in agreement with the statement that managers
usually discusses their employee performance with them. On the other hand the statement that flexible working
arrangements are offered to attract and retain medical personnel had the lowest mean of 2.064 which means that
respondents did not agree with the statement. The summary of that had dispersed opinion ranging from 3.30
highest mean score to 2.02 mean score that majority of the questions asked regarding supervisions strategies
used were not in line with the perception of majority of the medics. Supervisor should think otherwise if they
want the medics to stay longer in their hospital. More so the governors who are in control with sector of health
service should retain their staffs to avoid strike which is common in Kenya medic‟s staffs. Overall, the relevant
result shows that on the scale of 1 to 5 (where 5= the greatest extent and 1is the lowest extent), the supervision
strategies had a mean score of 2.52. This means that the intensity of the effect of supervision strategies on
employees‟ retention was moderate
1.7. Findings and Recommendations
The study had its first objective to analyse the relationship between recruitment strategies and organizational
performances of public hospitals in Mombasa County. The relationship between recruitment strategies and
organizational performances of public hospitals in Mombasa County was found to positive and significant in
that its R was 0.485 and had a p-value less than 0.05 (ε = 0.006). The regression results on the other hand shows
that forty eight percent of the organizational performances of public hospitals in Mombasa County be
accounted for by recruitment strategies (R squared = 0.482). From the above regression analysis, the study
found out that there is a significant relationship between recruitment strategies and organizational performances
of public hospitals. but the county government should a lot to recruit the right medics free of biasness and
corruption which is surrounding the recruitment process in Kenya. This is in agreement with Taylor (2008)
argues that there is some potentially positive effects of a continuous transfusion of fresh blood into the
organization. This means some employee turnover positively benefits organizations.
The second objective was to examine the extent of supervision strategies on organizational performance of
public hospitals in Mombasa County. The study found out that organizational performance depended on the
supervision strategies with 24.6 percent of organizational performance of public hospitals in Mombasa County
was explained by supervision strategies (R squared = 0.246). This concurs with Wan (2007) in a study of
human capital development policies; supervision meaning employee relationship enhancing employees‟
satisfaction, he argues that the only strategy for organizations to radically improve workforce productivity and
enhance retention is to seek to optimize good relationship with the workforce through comprehensive
supervision strategies. Based on the study findings in chapter four, where forty eight point two percent of the
organizational performances of public hospitals in Mombasa County be accounted for by recruitment strategies
(R squared = 0.482), the study can conclude that recruitment strategies within the public hospitals helped them
improve on their performance. Therefore public hospitals in Mombasa County should stiff to improve on their
recruitment strategies because it has been found by this study to have a positive effect on the organizational
performance. The study found out that organizational performance depended on the training strategies with 24.6
percent of organizational performance of public hospitals in Mombasa County was explained by supervision
strategies (R squared = 0.246). Based on the study findings therefore, the study can therefore conclude that the
extent to which supervision strategies affect organizational performance of public hospitals in Mombasa County
was significant. That governor should stop harassing the medics in their respective county by threatening of
layoff.
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Based on the findings and conclusions of the study, the following recommendations were made; the study
recommends that the management of public hospitals in Mombasa County should improve on recruitment
strategies because it has been found by this study to have a positive effect on the organizational performance.
Since the study found out that organizational performance depended largely on recruitment strategies and
supervision strategies to a great extent. The study recommends that public hospitals in Mombasa County should
work towards enhancing proper supervision strategies in their institutions. To enhance good treatment of the
medics to enable them deliver good service to the patients in their respective areas.
1.8. Limitations and Delimitations of the Study
The process of collecting the questionnaire was challenging because some respondents fail to complete the
questionnaire on time and the researcher spent a considerable amount of time visiting their offices to follow up.
The study was limited to Mombasa County and therefore the findings cannot be generalized to entire Kenya
public hospital. We have other Counties in the region who were not take part which have their own unique
challenges that lead to attrition of medical staff within their hospital.
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