...Benchmarking Productivity in Nursing is Useful Benchmarking is a quality improvement tool that determines who the best is, who sets the standard, and what the standard is. There are two main purposes for benchmarking. The first is to identify best practices to be applied in measuring and improving performance in an organization. The second purpose is to seek ways to improve the delivery of service through the efficient use of staff. For health care managers who are responsible for a variable expense cost center or department, maintaining appropriate levels of productivity is one of the greatest and ongoing challenges of the management process and requires constant research and advice regarding relevant productivity standards. Comparing one’s departmental operations with other successful operations of another organization is a useful source of benchmarking data and many health care managers depend on associates or outside consultants to provide data to assist in implementing new and effective strategies to improve staff productivity. There are three sources of productivity standards. The first source is internally developed historical standards where standards are based on past performances but do not provide information about relative efficiency. The second source is engineered standards where internal staff or outside consultants conduct a study of the work environment and define normal standards of productivity. The third source is a comparative group standard...
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...Part 1 PA R T The Strategic Human Resource Management Model A human resource department helps organizations and their employees attain their goals. But it faces many challenges along the way. This chapter explores some of these challenges and outlines a strategic human resource management model upon which the rest of this book builds. The Strategic Human Resource Management Model Environmental Analysis Organizational Mission and Goals Analysis Analysis of Organizational Strengths and Culture Analysis of Organizational Strategies Choice and Implementation of Human Resource Strategies Planning Human Resources Attracting Human Resources Human Resource Tactical Plans Placing, Developing, and Evaluating Human Resources Maintaining High Performance Motivating and Rewarding Human Resources Human Resource Systems and Procedures Review and Evaluation of Human Resource Strategies CHAPTER ONE Strategic Importance of Human Resource Management The successful 21st-century organization will not take the loyalty of talented people for granted. It will constantly try to recruit and keep them. … The mutual commitment of an employer and an employee will be one of the most important factors for a 21st-century organization. Subhir Chowdhury1 One CHAPTER OBJECTIVES After studying this chapter, you should be able to: • List challenges facing Canadian organizations in the context of managing their workforce. • Discuss the objectives of human resource...
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...2011 Big data: The next frontier for innovation, competition, and productivity The McKinsey Global Institute The McKinsey Global Institute (MGI), established in 1990, is McKinsey & Company’s business and economics research arm. MGI’s mission is to help leaders in the commercial, public, and social sectors develop a deeper understanding of the evolution of the global economy and to provide a fact base that contributes to decision making on critical management and policy issues. MGI research combines two disciplines: economics and management. Economists often have limited access to the practical problems facing senior managers, while senior managers often lack the time and incentive to look beyond their own industry to the larger issues of the global economy. By integrating these perspectives, MGI is able to gain insights into the microeconomic underpinnings of the long-term macroeconomic trends affecting business strategy and policy making. For nearly two decades, MGI has utilized this “micro-to-macro” approach in research covering more than 20 countries and 30 industry sectors. MGI’s current research agenda focuses on three broad areas: productivity, competitiveness, and growth; the evolution of global financial markets; and the economic impact of technology. Recent research has examined a program of reform to bolster growth and renewal in Europe and the United States through accelerated productivity growth; Africa’s economic potential; debt and deleveraging and the end...
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...satisfied with their working conditions while aside them other employees were somehow/ averagely satisfied with their working conditions. Working conditions such as quietness of workplace, office arrangement, availability of working materials, salaries, bonuses and allowances and job security have an influence on the performance of employees. It was thus recommended that to ensure improvement in employee performance and productivity, measures should be put in place to establish a conducive working condition for employees. 1.1 INTRODUCTION Management’s new challenge is to form an environment that attracts, retain and motivate its workforce. The responsibility lies with managers and supervisors at all levels of the organization. Businesses must step outside their time-honored roles and comfort zones to look at new ways of working. They have to create a working environment where people enjoy what they do, feel like they have a purpose, have pride in what they do and can reach their potential. The work environment affects employee morale, productivity and engagement- both positively and...
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...2011 Big data: The next frontier for innovation, competition, and productivity The McKinsey Global Institute The McKinsey Global Institute (MGI), established in 1990, is McKinsey & Company’s business and economics research arm. MGI’s mission is to help leaders in the commercial, public, and social sectors develop a deeper understanding of the evolution of the global economy and to provide a fact base that contributes to decision making on critical management and policy issues. MGI research combines two disciplines: economics and management. Economists often have limited access to the practical problems facing senior managers, while senior managers often lack the time and incentive to look beyond their own industry to the larger issues of the global economy. By integrating these perspectives, MGI is able to gain insights into the microeconomic underpinnings of the long-term macroeconomic trends affecting business strategy and policy making. For nearly two decades, MGI has utilized this “micro-to-macro” approach in research covering more than 20 countries and 30 industry sectors. MGI’s current research agenda focuses on three broad areas: productivity, competitiveness, and growth; the evolution of global financial markets; and the economic impact of technology. Recent research has examined a program of reform to bolster growth and renewal in Europe and the United States through accelerated productivity growth; Africa’s economic potential; debt and deleveraging and the end...
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...Part 1 PA R T The Strategic Human Resource Management Model A human resource department helps organizations and their employees attain their goals. But it faces many challenges along the way. This chapter explores some of these challenges and outlines a strategic human resource management model upon which the rest of this book builds. The Strategic Human Resource Management Model Environmental Analysis Organizational Mission and Goals Analysis Analysis of Organizational Strengths and Culture Analysis of Organizational Strategies Choice and Implementation of Human Resource Strategies Planning Human Resources Attracting Human Resources Human Resource Tactical Plans Placing, Developing, and Evaluating Human Resources Maintaining High Performance Motivating and Rewarding Human Resources Human Resource Systems and Procedures Review and Evaluation of Human Resource Strategies CHAPTER ONE Strategic Importance of Human Resource Management The successful 21st-century organization will not take the loyalty of talented people for granted. It will constantly try to recruit and keep them. … The mutual commitment of an employer and an employee will be one of the most important factors for a 21st-century organization. Subhir Chowdhury1 One CHAPTER OBJECTIVES After studying this chapter, you should be able to: • List challenges facing Canadian organizations in the context of managing their workforce. • Discuss the objectives of human resource...
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...have been duly acknowledged. I hereby verify this research has not been submitted in substance for any other degree. Signature:ــــــــــــــــــــــــــــــــــــــــــــــ Date: ـــــــــــــــــــــــــــــــــــــــــــ Supervisor Name: Mr. Iqbal Singh Kaundali Signature:ــــــــــــــــــــــــــــــــــــــــــــــ Date: ـــــــــــــــــــــــــــــــــــــــــــ iii APPLICATION TO CONDUCT RESEARCH PAPER PART A: STUDENT PARTICULAR 1. Name Student’s Number : Nowier Mohammed Al-Anzi : 51060418 PART B: PARTICULARS ABOUT THE PROJECT 1. Title of the project : Workplace Environment and Its Impact on Employee Performance : To determine the impact of work environment on employees’ productivity 2. Research Objective 3. Proposed Research Method Research Design : Questionnaire PART C: FUCULITY'S INPUTS 1. Topic chosen: Acceptable/Not acceptable: 2. Suggested supervisor for the student: Mr. Iqbal Singh iv Kaundali RESEARCH PROPOSAL SUBMISSION FORM Project Paper Title: Workplace Environment and Its Impact...
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...Organization Job Training and Development Crystal Conix HCS/341 Decemeber15, 2011 Tamara Hancock MBA, SPHR Organization Job Training and Development In this essay about training and development, facts provided about training and demonstrated in development for the employee in the health care system related to education that associated with planning and wealth. In today organizations, managers provide training resources and programs to create a stake in their employee’s performance. In different business managers guide, and strengthen their employees to get the best performance when come to their ability to do their job. However, training, and development for the employees, it usually associated with each component, and with the knowledge of physically training and development. When companies try, training, it is to develop and improve the skills of employees to perform his or her tasks and improve their understanding of the job (Industrial Relations Policy Statement 2008) Everyday health care technology improves and develops the employees with the ability to provide service for their customers. Training and development also plays a vital role in the health care system. Health care corporation; maintain awareness of an employee to identify their learning process by using the technology and resources to develop and understand the concept of his and her strength. In every aspect of education and training, it depends on how useful...
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...International Review of Business Research Papers Vol.2. No.1 August 2006 pp.1-14 An Evaluation of SME Development in Malaysia Ali Salman Saleh∗ and Nelson Oly Ndubisi∗∗ Small and medium enterprises (SMEs) in play a vital role in the Malaysian economy and are considered to be the backbone of industrial development in the country. However, few studies examined their development, challenges and future prospects. Therefore, the aim of this paper is to examine and analyse the role of SMEs in different sectors as well as their major contribution to the economy. The paper goes further to review the existing literature as well as the empirical studies in order to identify the major challenges (domestically and globally) that face this sector. The key messages from the studies examined in this paper are that Malaysian SMEs still face many domestic and global challenges in achieving economies of scale and competing internationally. Among the challenges are the low level of technological capabilities and limited skilled human capital resources, a low level of technology and ICT penetration, low levels of research and development (R&D), a substantial orientation towards domestic markets, a high level of international competition (for example, from China and India), a high level of bureaucracy in government agencies, and internal sourcing of funds. These characteristics suggest that government programs and incentives are either insufficient or not delivered effectively enough to overcome...
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...Brussels and Bradshaw In response to the case study, Brussels and Bradshaw is a well-established financial institution that offers their clients competitive and innovative solutions for their community and work environments. The banking institution offers a summer internship to bright and driven individuals. The internship includes 14 weeks of very intense training and long hours. Interns are paid $20,000 for the contract. During the screening process, out of all the possible candidates Audrey Locke was selected. Audrey has some experience as an assistant, assurance analyst and financial planning analyst. Brussels and Bradshaw is operating in more than 25 countries globally; this case study takes place in Toronto. Many behavioral issues in the Brussels and Bradshaw institution are unprofessional and stressful. Job stress is defined as feeling one’s capabilities, resources, or needs that do not match the demands or requirements of the job (Hitt, Miller, & Colella, 2011 p. 249). Working 70 and 80 hours per week or possibly 120 hours will put a major burden on anyone, especially someone new to the working environment. Audrey is excited with her internship and very eager to learn. She is assigned a mentor and buddy by the business development manager, Kelly Richards. Kelly has 10 years of experience. Although associates consider her human resources, Kelly’s job is strictly administrative. Audrey is never introduced to her mentor and her buddy, Christine Page is very...
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...poor quality hire stem from poor productivity and a reduced quality of output. Poor quality hires may result in poor customer service, which leads to revenue loss and even loss of market share. A workforce with a lower overall quality of worker takes longer to bring products to market, resulting in lost competitive advantage. The cost of goods sold is also higher, as the company has to contend with lower productivity Having made the wrong hiring decision, a company may seek to cut its ongoing losses by replacing the worker. Replacement costs, including sourcing costs, administrative and processing costs, and lost productivity for the hiring manager, all become part of the cost of a bad hire. The cost of a bad hire for a software engineer can exceed mil- lions of dollars, while the wrong choice of a CEO may result in the loss of billions of dollars of shareholder value. Bad hires produce damaging results that can be calculated as the sum of these direct and indirect costs: Productivity loss Loss of customers Loss of brand equity Legal liability Separation costs Replacement costs How to measure QOH Measuring quality of hire amounts to measuring how the candidate varies from pre-hire requirements and expectations. The comparison between pre-hire requirements and the new hire’s actual performance on the job may be made in one of several ways: surveying the hiring manager; consulting annual performance reviews; or measuring worker productivity and tenure directly. Hiring Manager...
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...Retirement of Baby Boomers How Does It Affect Canadian Economy Table of Contents Introduction 3 1. Labor Market 3 1.1 Employment and unemployment rate 6 1.2 Employment rate and unemployment rate in long run 8 3. The Effects on Government’s Health Care Spending 14 4. Education 16 5. Standard of living 17 5.1 Increase productivity 19 6. Pension Plans 19 Conclusion 20 * Introduction The term baby-boomers refers to everyone who were born during the post-World War II, during the years 1947 to 1968, during which time there was a dramatic increase in the birth rate. It is estimated that 97% of the baby-boomers are still alive, which is about 8.5 million individuals. For a past decades, these baby-boomers have controlled and shaped many aspects of our economy, environment, and culture. But as this aging population is coming close to retirement, it could have serious impact on our society. In the coming years, there will be more retirees than worker, which could pose as a great issue in our economy. This paper will analyze the impact of this phenomenon on Canadian labor market and the level of investment, how this could reshape the government budget, and how it is going to affect the Canadian’s standard of living. 1. Labor Market It is quite clear that the retirement of baby-boomers has a big impact on the labor market. Some describes this as a “ demographic time bomb” for the nation’s labor force. Baby-boomers make up one-third of Canadian...
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...Workshop One: Productivity Juan Gonzalez Ana G. Mendez University MANA-340 Professor: Ramon Rondon 07/24/12 Table of Content: 1. Introduction. 2. Productivity definition. 3. How to measure productivity. 4. Labor productivity of employees vs. managerial productivity 5. Conclusion. Introduction: By way of introduction of this subject is to understand how we define productivity, how we measure it according to the efficiency in the making process, and factors which influence to increase it according to that goal that are pursue for its wide application spectrum. The objective of this research is focused on reaching an answer in which can be shown that labor productivity is essential, but productivity management is the key to the productive development of any industry. The concept of productivity is seem as a factor that determine the efficiency of an individual, equipment, industry, system, etc. to convert efforts and participation into useful amount produced. Productivity is measured dividing average of amount produced per period by the total costs of resources like capital, personal, materials and energy implemented in a period of time that determine the cost efficiency. We have to develop strategies that would improve productivity of the employees at the workplace. Some factors influence in the employee productivity which are: Accountability, which mean that each employee is responsible for their actions and decisions that either...
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...www.ccsenet.org/ijbm International Journal of Business and Management Vol. 7, No. 3; February 2012 Recent Unrest in the RMG Sector of Bangladesh: Is this an Outcome of Poor Labour Practices? Chowdhury Golam Hossan (Corresponding author) Assistant Professor of Management College of Business Administrations, Abu Dhabi University Abu Dhabi, UAE Tel: 972-501-5710 E-mail: Chowdhury.Hossan@adu.ac.ae Md. Atiqur Rahman Sarker (Lecturer) Department of Business Administration, East West University 43 Mohakhali, Dhaka 1212, Bangladesh Tel: 88-017-4427-0243 E-mail: mars@ewubd.edu Rumana Afroze (Lecturer) Department of Business Administration, East West University 43 Mohakhali, Dhaka 1212, Bangladesh Tel: 880-181-888-3767 Received: July 2, 2011 doi:10.5539/ijbm.v7n3p206 Abstract The RMG sector of Bangladesh has experienced disputes and violent protest by the workers in recent times. This study explores the reasons for recent unrest in the garment sector. Since managers are mainly responsible for applying human resource practices, this paper has given particular attention to their views on recent attitude changes of workers. Results show that mutual understanding among workers and managers is absent in the RMG sector. This study also states that high-work load, poor behaviour of line managers, low skills and low wage rates are the notable reasons for high job turnover and social unrest. Poor relationship between workers and supervisors is the main source of conflict. This study...
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...C H A P T E R Operations and Productivity 1 DISCUSSION QUESTIONS 1. The text suggests four reasons to study OM. We want to understand (1) how people organize themselves for productive enterprise, (2) how goods and services are produced, (3) what operations managers do, and (4) this costly part of our economy and most enterprises. 2. Possible responses include: Adam Smith (work specialization/ division of labor), Charles Babbage (work specialization/ division of labor), Frederick W. Taylor (scientific management), Walter Shewart (statistical sampling and quality control), Henry Ford (moving assembly line), Charles Sorensen (moving assembly line), Frank and Lillian Gilbreth (motion study), Eli Whitney (standardization). 3. See references in the answer to question 2. 4. The actual charts will differ, depending on the specific organization the student chooses to describe. The important thing is for students to recognize that all organizations require, to a greater or lesser extent, (a) the three primary functions of operations, finance/accounting, and marketing; and (b) that the emphasis or detailed breakdown of these functions is dependent on the specific competitive strategy employed by the firm. 5. The answer to this question may be similar to that for question 4. Here, however, the student should be encouraged to utilize a more detailed knowledge of a past employer and indicate on the chart additional information such as the number of persons employed to perform the...
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