...INTERNATIONAL UNIVERSITY- BANGLADESH | FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT | Final Project Report | | Fall 2015-16 | 12/13/2015 | | Index Description | Page No | 1. Executive Summary (ALL) | 02 | 2. Business Information (ALL) | 03 | 3. Human Resource Policy & Practices (AK) | 04 | 4. Employee Recruitment (MR & AIZ) | 05 | 5. Employee Selection (AJA) | 06-07 | 6. Training & Developing Employees (AIZ & MR) | 08-09 | 7. Employee Benefits (RI) | 10 | 8. Epilogue (ALL) | 11 | 9. Acknowledgement (ALL) | 11 | N.B. The short form of the names are listed in the index who performed the activities- Mashfiqur Rahman (MR); Atkia Jahanara Alam (AJA); Anatoney Kelly (AK); Rakibul Islam (RI); Ahmed Ishtiaq Zadid (AIZ); All members participation (ALL) Executive Summary ‘beaumonde’ is an Imaginary Bangladeshi private limited company which manufactures women cosmetics and healthcare products. The company has total 800 employees in different levels according to work division & departments. In this report the human resource policy and practices of the company will be illustrated. The human resource functions will be presented & also the process of selection; recruit; training; development & employee benefits will be demonstrated...
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... and access to health care in relation to information technology. Data accuracy and safety Ensuring data quality and accuracy is the most important factor to guarantee that the use of health technology is successful. To have an optimal working system in an electronic record we should have the most accurate, up-to date, and complete database. Having accurate identification of the patient should be the first step when gathering patient information. This is a task that most times is initiated by triage or admission nurses. Nurses are knowledgeable workers who require the use of information and data to provide the most effective patient care (Yoder-Wise, 2011). When a patient enters the system ID cards are requested and an extensive interview of health history is performed. If the patient is already on the hospital database a review and update of the information is always necessary. In situations where the patient is not able to provide the information, we...
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...1.EXECUTIVE SUMMARY Executive summary: While studying the HR procedures it was conspicuous that the recruitment and selection procedures are of greater importance for any organization. As GlaxosmithKline Pharmaceuticals Ltd. is an esteemed organization in Nashik the response to recruitment advertisement was huge. During my training period I was a part of recruitment and selection procedure. My primary task was to screen the resumes of the applicants and thus to select the candidates for the interview sessions. The selection procedures included written tests and interviews. After every stage the selected candidates are moved to the next level while the rejected candidates are again called for the feedback. The objective with which the study was conducted are as follows, To understand: 1. The functioning of Recruitment and Selection. 2. To have exposure to recruitment process 3. Whether the recruitment process and selection process are satisfactory or not. The major findings about the recruitment and selection procedures are as follows, * The overall satisfaction level is high. * Job profile communication, evaluation of experience is the factors where Glaxosmithkline is scoring well. * The recruitment is mainly done through print media. * The selection procedures are having three phases. * The executives want the procedure to be future oriented. Following were the suggestions given for the improvement in the procedures. ...
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...Setting TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees of diversity management strategies...
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...Douglas TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees of diversity management strategies...
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...Setting TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees of diversity management strategies...
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...Setting TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees of diversity management strategies...
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...Accreditation Audit (AFT2) Task 2 Executive Summary: Root Cause Analysis Accreditation Audit (AFT2) Task 2 Executive Summary: Root Cause Analysis A. Aspects of Root Cause Analysis 1. Description of Sentinel Event Nightingale Community Hospital is conducting a root cause analysis of a pediatric abduction which occurred during a post-operative discharge process. “A sentinel event is an unexpected occurrence involving death or serious physical or psychological injury, or the risk thereof. Serious injury specifically includes loss of limb or function. Such events are called "sentinel" because they signal the need for immediate investigation and response.” (The Joint Commission, n.d.) In this event, a three year old child was admitted to Nightingale Community Hospital for a bilateral myringotomy. The mother of the child stepped out during the surgery in order to run an errand involving her other child. The mother was told the surgery would take about 45 minutes. The mother relayed that she should be back after the surgery to pick up her child. The mother did not respond after the recovery, even though the recovery nurse called out to the waiting area and paged for the mother. The patient was then transferred to the discharge nurse. The child was agitated waiting for her mother to return. Coincidentally, the father was at the desk and the nurse invited him to see his child. The nurse was relieved as the child changed her affect to one of excitement and called him daddy...
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...London: A National Healthcare Perspective Kaye Leonard Pfeiffer University MHA 776 Dr. James Leist Dr. Gwendolan Swain Abstract This paper provides an overall impression of the United Kingdom’s health service, inception of the National Health Service, challenges the NHS faces regarding financial sustainability, providing effective and efficient care, and the move towards more privatization . Comparisons are made between the National Health Service and heathcare in the United States across multiple sectors that include acute care settings, skilled nursing facilities, primary care providers and regualtions governing nursing practice and the challenges faced by both systems. Table of Contents Introduction 4 Background 4 Impression of the NHS 5 Mr. John Smith Director, Civil Eyes Research 7 Mr. Andrew Cheesbrough, CEO Orders of St. John Care Trust 8 Mr. Robert Creighton, Transition Director and Government Advisor on Public Health 9 Dr. Elizabeth Fellows-Smith. Senior Policy Advisor, Mental Health 10 Dr. Rodney Taylor, Former Medial Director NHS Hospital 12 Professor Simon de Lusignan, Primary Care 12 Mr. Bernell Bussue, Director of London Region,Royal College of Nursing 12 Mr. Paul Holdom, CEO The London Clinic 14 Professor Duncan Empy, Group Medical Director of BMI Healthcare 14 Shirley Kramer, Chief Executive Institute of Healthcare Management 16 Strengths and Weaknesses 16 Summary 17 References...
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...assimilating to this role will be provided. Introduction Leadership is an integral part of nursing. Grossman and Valiga suggest that leadership is not necessarily tied to a position of authority (Grossman & Valiga, 2005, p. 4). Also suggested by Grossman and Valiga, is that each professional nurse has the potential and the responsibility to provide leadership in each of our individual areas of practice, institutions, professional organizations, communities, and our profession as a whole (Grossman & Valiga, 2005, p. 4). Leadership is a course in undergraduate education and nurses in any role are leaders in many capacities. The purpose of this paper is to look at the nurse manager role: historical development, educational preparation, skill requirements, value requirements, role options, concerns, future projections, and my perspective. Historical Development of Nurse Manager Role The first nursing leader was Florence Nightingale and leadership was implicitly discussed in the scope and standards of nursing prior to 1996 revision when leadership appeared as an explicit standard. American Nurses Association (ANA) standard 15 states: “The registered nurse provides leadership in the professional practice setting and the profession” (American Nurses...
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...Developing an Effective Health Care Workforce Planning Model Contents Executive Summary...................................................................................................................1 Getting Started with a Workforce Planning Model .................................................................2 Data – Collecting, Understanding, and Using ........................................................................3 Strategy – Understanding and Addressing the Business Need .............................................9 Planning – How to be Prepared for the Future .....................................................................12 Evaluation – Understanding Success ..................................................................................21 Conclusion ...............................................................................................................................23 Literature Review ....................................................................................................................24 Acknowledgements.................................................................................................................26 Executive Summary is aging at a rapid rate; health care reform is expected to bring millions more patients into the system; and there are anticipated shortages in numbers of trained health care professionals to care for these patients. Therefore, the need to start now to develop more effective and efficient...
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...Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS 28 Business Ethics and Corporate Social Responsibility 29...
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...Physician Groups: A Changing Landscape Final Report Team Four: Fearless Leaders Leading Healthcare Organizations May 10, 2015 Rachel Gutman Josh Freeman Brad Mountcastle Alicia Spitznagel I. Executive Summary Physician care is the cornerstone of patient health and could possibly be the gateway to comprehensive wellness on a national scale. Research demonstrates that a monumental shift is underway in America’s physician industry as more and more doctors are “voting with their feet” and curtailing their practices by joining larger institutions, retiring early or joining concierge medicine (Rabin, 2014). Studies show that physicians are frustrated with our current ‘value by number’ system; they argue that they are overworked due to discounted insurance payments and increasing oversight. Our research foretells two alarming trends within the US physician landscape. The first concern is that there will be a shortage in primary-care physicians as early as the year 2020 and secondly, most medical practices will be owned by a hospital or affiliated with a large network within the next ten years (Kirchoff, 2013). The former concern places population health at risk and could reduce access to care while the latter has the potential to increase overall costs and reduce competition and innovation in the health care industry. The Affordable Care Act (ACA) marks a milestone in our nation’s history; it requires every U.S. citizen to obtain medical insurance or pay...
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...Business PlanKeval Shah | | * Executive Summary Business Overview PathWay is an innovative new start-up that has been formed with the intention of pioneering a new direction of pathology reporting which is faster and more accessible to healthcare professionals. The company has a great potential for growth and opportunity in the current evolving healthcare setting where digitalisation has become a key priority in the quest to improving healthcare outcomes for patients. Market Overview The importance of technology and information technology (IT) systems in meeting the challenges placed on the health care system is becoming increasingly apparent. The NHS is currently driving a technological revolution with the vision of becoming paperless by 2018. As a result, there is an increase in demand for SME’s like PathWay to contribute to increasing efficiency and working systems in the NHS by providing technological solutions. Our aim is to launch our product one hospital at a time, beginning with UCLH. PathWay will address the problems faced in monitoring patient’s results in a busy healthcare setting. It will improve efficacy and resolve dependability on having to log on at selected terminals to receive patient results. As a result, it will allow healthcare professionals to provide immediate and timely care to patients at risk. This concept will be of great benefit not only to the product users, but also to patients as it improves healthcare outcomes by improving efficiency in...
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...Factors That Contribute to Nurse Manager Retention Mickey L. Parsons, Jana Stonestreet Disclosures Nurs Econ. 2003;21(3) * Print * Email Introduction The purpose of this study was to describe factors that contribute to a health system's successful retention of nurse managers. This study is the first of a series that will provide the foundation for developing the nursing organization as a "health-promoting organization." The background and significance, theoretical framework, study findings, and executive strategies are discussed. The results and implications are intended to guide executive strategies, including organizational interventions, to build the nursing organization for quality patient care and positive working environments. Background and Significance The glue that holds the hospital together are the first-line managers. However, these managers are caught in a crossfire. Torn between multiple needs — patient, the staff, and the administration — nurse managers have been downsized and stretched over multiple units (Curtin, 2001). Nurse managers responsible for multiple units are severely challenged to maintain the needed blend and balance of clinical and business management, which is essential to staff nurse retention. Report after report identifies the importance of the nurse manager in retaining nursing staff (Boyle, Bott, Hansen, Woods, & Taunton, 1999; Corser, 1998; Cullen, 1999; Flannery & Grace, 1999; Fletcher, 2001; Kerfoot, 2000; Leveck...
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