...Assessment Training in the health care industry involves a variety steps such as assessment, development and conduct of training and evaluations (Gómez, Balkin, & Cardy, 2012, p. 278). Training and assessment in the health care industry involves skills training, peer training, customer service training, creative training, crisis training and literacy training (Gómez, Balkin, & Cardy, 2012, p. 269). Employees in the health care industry require training and assessments on a daily basis to ensure they are properly functioning in a position. Training in the health care industry is essential for patients to receive excellent health care services and for the organization to be successful. Training helps staff members to provide a variety of care throughout different types of health care organizations, such as urgent care centers and neighborhood medical clinics (Mayhew, 2014). The overall process of training in the health care industry is to provide employees with specific skills needed to perform effectively in a position (Gómez, Balkin, & Cardy, 2012, p. 258). Importance of Training and Education in a Health Care Setting Training and education is important in a health care setting because it helps health care providers to protect and provide patients with proper health care services, which helps staff members to avoid making medical mistakes and helps the organization avoid any legal issues. Training also helps with proper diagnoses and treatment plans for patients...
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...Introduction – Rushell Baderman Island Resort ensures all guests enjoy a relaxed and care free stay. In doing so the interior of company must be structured to function at its highest level of performance. This essay will outline the general functions of the Food and Bar Management and Front Office Supervisor. It will focus on the performance management systems, discuss the advantage and disadvantage of two different job evaluations, compare and contrast compensation plans, and explain the importance of providing employee benefits plans. Each area is unique to this company and its success. Describe the general function of performance management systems. If your assigned company does not use a performance management system, would you recommend it use one? LISA Overall the success of our company in general is due to our commitment and dedication given to our employees. The company strives to ensure that every employee is given an equal opportunity, and it is our duty to embrace each employee to the fullness of their potential. The company accomplishes this task by the use of performance management systems. Performance management systems are used to sustaining and measuring an employee’s performance. These methods are the key to an organization success because an organization can assess individuals' performance and reward them appropriately. To do this successfully an organization needs to have a system that manages performance: not just for reward purposes but also to help...
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...COMPENSATION AND BENEFITS AUTHOUR: Joseph J. Martocchio PUBLISHER: Pearson Education International DATE: 2011 ISBN-13: 978-0-13-254706-2 1. Table of Content (Building Internally Consistent Compensation Systems) Introduction 124 Determinants of Internal Consistency 125 Job Analysis 125 Steps in the Job Analysis Process 126-129 Job Analysis Techniques 131 O*NET 131-137 Job Evaluation 137 Compensable Factors 137-139 Job Evaluation Process 139-140 Job Evaluation Techniques 140 The Point Method 141-143 Alternative Job-Content Evaluation Approaches 144-145 Alternatives to Job Evaluation 145-146 Limitations to Internally Consistent Compensation Systems 146 2. Why I selected this Book: HRMN 330 Course Requirement 3. Theme (Key Quote): “Internally consistent job structures formally recognize differences in the job characteristics that enable compensation managers to set pay accordingly.” 4. Abstract: The purpose of this book is to provide knowledge of the art and science of compensation practice and its role in promoting companies’ competitive advantage. Compensating employees represents a critical human resource management practice: without such companies cannot attract, retain nor motivate best qualified employees. 5. Introduction Internally Consistent Compensation Systems define the relative value of each job when compared with all jobs within the organisation...
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...WEEK 8 ASSIGNMENT 2 Creating Your Dream Job STUDENT: NDOWAR, TECUMSAY PROFESSOR: MCGRATH, CHRISTOPHER BUS310 DATE: DECEMBER 1, 2013 PAGE 1 Create a job description and specifications for your dream job. Research and Development Specialist Job Description: Execute and lead all product research and development activities for approved business initiatives in a cross-functional and collaborative manner in an effort to support in coordinating design, development, validation, and documentation of systems & components. Provide technical support in response to customer needs and typically interacting with engineers at commercial, industrial, and other establishments. Collaborate with other personnel throughout the organization. Assess customer needs and develop solutions utilizing company resources to meet those needs. Communicate project specifics with company’s operational personnel to ensure that the objective of the project is accomplished in accordance with the customers schedule and needs. Provide accurate and current progress reports to management on the status of work activities including critical customer-related activities, and other projects as assigned. Product development, product improvement and product testing. Lab and Field performance testing. Project specific performance improvements. Customer correspondence for all...
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...texts in a variety of forms. An important focus will be on using academic language coherently and confidently, selecting the reading strategies best suited to particular texts and particular purposes for reading, and developing greater control in writing. The course is intended to prepare students for university, college, or the workplace. Assessment and Evaluation To promote student success, ongoing formative assessment and feedback will be given to students. As required by the Ministry of Education, students will be assessed in the four areas of the achievement chart. The chart below provides percentages for each category. The chart below provides the strands under each assignment will be evaluated. All evaluations are expected on the due date, however, they will be also accepted up and until the ultimate due date at 11:59pm. Given the short timelines for e-Summer School, it is strongly recommended that students work to the original deadlines. Assignments will not be accepted after the ultimate due date and students will receive a grade of zero. Exceptions will be made if the instructor is provided with a medical certificate. Due to the condensed nature of e-Summer School, timing is crucial. Do not fall behind in your...
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...Appendix A: A Sample Evaluation Plan TB Support Program Evaluation Plan for January – March 2004 Prepared by: Ana Garcia TB Nurse Department of Health and Human Service Division of TB Control & Prevention Lull County November 15, 2003 |Note: The scope of this evaluation plan is based on a small size program. TB program staff is encouraged to start their | |evaluation small, focusing on areas or program components where improvements may be needed most. | INTRODUCTION Tuberculosis was not a major concern in Lull County until in the recent years. According to the county report, an average of 3 cases was reported per year from 1995 to 2001. In 2002, six new cases of TB were identified within three month period. Unlike previous years, the infected suspects were new immigrant Salvadoran men rather than the predominant white population. In response to this epidemic, “TB Support Program” was implemented by the county health department director, Henry Evans, to control and prevent further transmission of TB in Lull County. Evaluation Goal The goal of this evaluation is to determine the effectiveness of “TB Support Program” in preventing transmission of TB among Salvadoran immigrants. This evaluation will investigate components of the TB Support Program that are performing optimally and should be expanded and replicated in future initiatives. In addition, this evaluation will help determine...
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...Evaluating Patient Fall in Hospitals 1 Evaluating Patient Falls in Hospitals Michael Carter Southern Illinois University August 12, 2012 Evaluating Patient Falls In Hospitals 2 Abstract Hospitalization represents a vulnerable time for elderly people. The presence of acute illness, an unfamiliar environment, and the frequent addition of new medications predispose an elderly patient to such iatrogenic hazards of hospitalization as falls, pressure ulcers, and delirium.1 A fall is a seminal event in the life of an elderly person. Even a fall without injury can initiate a vicious circle that begins with a fear of falling and is followed by a self-restriction of mobility, which commonly results in a decline in function.4 Functional decline in the elderly has been shown to predict mortality and nursing home placement.5 Inpatient falls are thought to occur via a complex interplay between medications, inherent patient susceptibilities, and hospital environmental hazards Falls are the leading cause of injury-related visits to emergency departments in the United States and the primary etiology of accidental deaths in persons over the age of 65 years. The mortality rate for falls increases dramatically with age in both sexes and in all racial and ethnic groups, with falls accounting for 70 percent of accidental deaths in persons 75 years of age and older. Falls can...
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...Running head: ASSOCIATED CATHOLIC CHARITIES CUSTOMER SATISFACTION The Customer Satisfaction of Associated Catholic Charities Of the Diocese of Galveston-Houston Jill Brasher Elizabeth Haberer Mini Joseph Reena Mathew Karen Villareal Kirk Workman Craig Wondergem University of Houston Abstract One hundred seventy four individuals participated in a study to measure satisfaction of services received. The study hypothesized that at least 80 percent of the clients surveyed would report satisfaction with the services they received from the Associated Catholic Charities of the Diocese of Galveston-Houston (ACC). The study also hypothesized that there would be no significant differences between gender and reported satisfaction. It was further hypothesized that there would be no significant differences between ethnicity and reported satisfaction. Moreover, it was hypothesized that there would be a positive correlation between age and reported satisfaction scores. A ten question three point Likert scale instrument to survey clients satisfaction with convenience, timeliness, language, treatment, and overall help received by worker, program, and agency. Data was collected through telephone and written survey format on an immediate feedback or mail-out basis. The results indicated that 89 percent of the clients surveyed were satisfied with the services they received from ACC. Furthermore, the...
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...Central Luzon Division of City Schools DAYOS COLLEGE OF SCIENCE AND TECHNOLOGY Makati City S.Y. 2014 – 2015 VISION/MISSION The institution aims to empower the students to become successful and productive individuals of the society by building programs that will help them further develop their skills and give them knowledge and values that they can use in the future. The institution is committed to provide activities and offering services that will hone them to become competent individuals in the future. GUIDANCE SERVICES/PROGRAMS | SPECIFIC OBJECTIVES | ACTIVITY/METHODS/STRATEGIES | TIME FRAME | MATERIALS | TARGET PARTICIPANTS | Testing Services * Entrance Examination * Personality Tests * Mental Ability * Aptitude Tests * Achievement tests * Assessment of Values and Habits * Emotional adjustment | * The students will be able to gain further knowledge about their strengths and weaknesses * The guidance counselor and teachers will be able to provide basis for research and information on other needs of the student * The students will be able to know their potentials | * Notification of applicants * Administration and scoring of tests * Interpretation of tests results * Dissemination of test results | * April to May 2014 * All year round | * Test papers * Folders | * Incoming First Year College Students * All Students | Information Services * EnrollmentOrientation * Consultation Information Forum | * To provide...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...this paper will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a probation officer. Probation Officer: Functional Job Analysis The selection method for probation officials utilizing the functional job evaluation is very important. The functional job evaluation consists of observation and selection interviews; it assists to set recommendations for the job outline. Rapport shared with probation/parole and a functional job evaluation is the least complicated. The job requirements for a probation officer candidate should satisfy the requirements. At the least a bachelor’s qualification in social work, criminal justice, psychology, or a relevant study is needed for certification (Education Portal. 2011). Nevertheless, much more information by way of functional job evaluation assists to decide eligibility needs to work for the Department of Corrections. In the state of Delaware I/O psychiatrists have evolved physical, psychological, medical, selection interviews, and track record inspections. The academy is fourteen weeks and includes areas of office and home visits, self-defense, and deadly force (MDOC, 2011). Functional job evaluation is an excellent technique used to get the most qualified candidates. This method can assist different people not suitable for the job, or need to make improvements in a few areas. A company such a...
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...a) My interpretation of “A,” “B,” and “C” players For “A” positions, “A” players’ performance evaluation scores should at least have three “5” and PXT scores should at least have three items no less than 80. There are two exceptions: William Myers (Medical director) and Louis Tragone (Medical director). Although they have four “4” and one “5” in performance evaluation, their PXT scores are all above 85. This indicates that they are suitable for the position in reality. “B” players include people whose performance evaluation scores range from “2” (appear in Perf Eval People, Perf Eval Relationship, and Perf Eval Self-development) to “5” and people who may have high scores in performance evaluation but low scores in PXT. “C” players are people who has very low scores in both evaluation and PXT. For “B” and “C” positions, “A” players are people who have at least three “5” in performance evaluation scores and PXT scores are above 85. “B” players’ performance evaluation scores range from “2” to “4”. “C” players are people whose performance evaluation scores are “1” and “2”. Thus we can see the percentage of “A,” “B,” and “C” players in “A,” “B,” and “C,” positions shown in Table 1. Table 1 According to Table 1, there are 49% “A” players, 66% “B” players, and 79% “C” players in “A” position. “C” players’ percentage in “A” position is much larger than “A” players’. But in “C” position, “A” players’ percentage is larger than “C” players. Thus, KGW’s weakness is that there...
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...health care, some has reduced the cost of care, and some has improved the outcome of care (45). Health care costs are escalating rapidly. The expanded use of medical technologies is an important factor in the rising costs, imposing economic burdens which cause problems for patients, for their families, and for society. Medical technologies contribute to medical care costs in various ways: Some have large capital investments, some require the use of costly supportive services, some present the possibility or requirement of costly followup care, some establish the need for continued use, some are overused after initial proof of reliability of efficacy (particularly diagnostic technologies), and some are used for inappropriate purposes. (Technology Transfer at the National Institutes of Health, 1982) Discuss the evaluation of medical technologies. Clearly, some evaluation criteria pertain only to “product” technologies, such as devices or drugs. Other evaluation criteria pertain to the medical purpose for which the technology is used. Efficacy and safety, however, are the basic starting points in evaluating the overall utility of a technology. Other criteria, such as legal concerns, are rarely needed if the technology is shown to be inefficacious or unsafe. And, efficacy and safety information is often needed for evaluations of cost...
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...necessary for a treatment plan that will meet the individual needs of the female. There are standardized instruments and interview protocols available to help counselors preform appropriate screening and assessment for females. ”ncbi.nlm.nih.gov” With Screening there involves asking questions carefully designed to determine whether a more thorough evaluation for a particular problem or disorder is warranted. Screening instruments require little or no special training to administer. And they differ from assessment in the following ways: • The process for evaluating the possible presence of a particular problem the outcome is normally a simple yes or no • The assessment is a process for defining the nature of the problem to determine a diagnosis and developing a treatment plan to address the problem. There are lists of tools or questions that for the most part have been found valid and reliable with to populations of females. Caucasians and African Americans. Along with some instruments for non-English-speaking populations have been made. They are not always documented. There are many immigrant females that have little to no experience with Medical car in America and don’t fully understand the process. Even some females may have had a bad experience with human service agencies or other treatment problems and they felt they were treated with disrespect and even stereotyped. The most important information that is needed when working with females on screening is: • What substance they are...
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...there are no explicit federal "privacy rights" beyond "reproduction, contraception, abortion, marriage and childrearing", and so the notion of a constitutional right to privacy has little bearing on employment law. b. What privacy rights are afforded to public and private sector employees? The restrictions on employer inquiries of applicants at hiring are based mainly on prohibitions against discrimination, rather than on privacy rights. Pre-employment privacy rights for both public and private sector employees are very limited beyond this. Post-employment privacy rights are also often the ancillary effect of discrimination laws. For example, the Americans with the Disabilities Act of 1990 (ADA) specifically prohibits the disclosure of medical information relating to disabled. In the public sector, two factors govern the permissible extent of intrusion into an individual's affairs, that is, the relation of the subject's job to the line of inquiry, and secondly, the subject's consent. It follows that public sector employees having more sensitive or responsible positions will have proportionately less protection of their privacy. The Fourth Amendment’s prohibition of unreasonable government searches affords some protection for federal employees, on the basis that the public need to investigate, in comparison to the privacy needs of the individual, must be...
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