Academic literature on the topic 'Personnel management Hospitals'
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Journal articles on the topic "Personnel management Hospitals"
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Iltchev, Petre, Aleksandra Sierocka, Sebastian Gierczyński, and Michał Marczak. "The Knowledge of Medical Professionals from Selected Hospitals in the Lubelskie Province about Diagnosis-Related Groups Systems." Studies in Logic, Grammar and Rhetoric 35, no. 1 (December 1, 2013): 191–201. http://dx.doi.org/10.2478/slgr-2013-0044.
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Abstract Health information technology (IT) in hospitals can be approached as a tool to reduce health care costs and improve hospital efficiency and profitability, increase the quality of healthcare services, and make the transition to patient-centered healthcare. A hospital’s efficiency and profitability depends on linking IT with the knowledge and motivation of medical personnel. It is important to design and execute a knowledge management strategy as a part of the implementation of IT in hospital management. A Diagnosis-Related Groups (DRG) system was introduced in Poland in 2008 as a basis for settlements between hospitals and the National Health Fund (NHF). The importance and role of a DRG system in management of healthcare entities was emphasized based on a survey of medical professionals from two hospitals in the Lubelskie province. The goal of a survey is to assess the knowledge of medical professionals about the DRG system and how the medical personnel uses the DRG system in order to achieve the strategic goals of the organization. A newly developed survey was used to assess the medical personnel’s knowledge of DRG, using 12 closed and 5 open questions. The survey was conducted on 160 medical employees from two hospitals in the Lubelskie province. In conclusion, medical personnel’s DRG knowledge unambiguously contributes to reducing hospital costs and increasing profitability. The DRG related knowledge enables personnel to obtain value from data by applying DRG data-driven decisions.
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Deraman, Suriati, Lee Khai Loon, and Puteri Fadzline Muhamad Tamyez. "HOSPITAL WASTE MANAGEMENT PRACTICES: EXPLANATION FROM MEDICAL PERSONNEL." International Journal of Industrial Management 11 (August 31, 2021): 257–61. http://dx.doi.org/10.15282/ijim.11.1.2021.6419.
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Today, the healthcare industry has become more important with the increasing number of hospitals due to the rise of patients. This signifies the world is facing more critical issues towards hospital waste due to its impact on the environment. The increase of waste generation from the hospital is not only to the environment but to an organisation such as cost of disposal. Current research fails to provide a manager behaviour view on the solution to reduce waste from their organization. Thus, this study explores the current hospital waste practices at the hospital, to examine depth understanding of recycling factor behaviour among medical personnel and the impacts from recycling hospital waste. This study used the semi-structured interview with hospital managers to address The result shows, respondents are willing to recycle hospital waste with factors such as government support, top management involvement through providing training, awareness, knowledge, facilities and incentives. This study will contribute to both bodies of knowledge and practice among hospital managers.
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Reilly, Michael, and David S. Markenson. "Education and Training of Hospital Workers: Who Are Essential Personnel during a Disaster?" Prehospital and Disaster Medicine 24, no. 3 (June 2009): 239–45. http://dx.doi.org/10.1017/s1049023x00006877.
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AbstractHospital plans often vary when it comes to the specific functional roles that are included in emergency and incident management positions.Bioterrorism coordinators and emergency managers for 31 hospitals in a seven-county region outside of a major metropolitan area, with urban, suburban, and rural demographics were surveyed to determine which specific functional roles were considered “essential” to their hospital's emergency operations plans. Furthermore, they were asked to estimate the percentage of their “essential” staff trained to perform the functional roles delineated in the hospital's plan. Responses were entered into a database and descriptive statistical computations were performed. Only three categories of hospital personnel were reported to be “essential” by all hospitals to their emergency preparedness plans: emergency department physicians, nurse, and support staff. Training for overall “essential” staff ranged by hospital 73.6–83.3%. Some hospitals reported that these staff members have received no training in their anticipated role based on the hospital emergency response plan. Allied health professionals and emergency medical technicians/paramedics (that are employed by hospitals) had the least amount of training on their role in the hospital preparedness and response plan, 33.3% and 22.2% respectively.Without improved guidance on benchmarks for preparedness from regulators and professional organizations, hospitals will continue to lack the capacity to effectively respond to disasters and public health emergencies.
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AMIN, RAHEELAH, RUBINA GUL, and AMINA MEHRAB. "HOSPITAL WASTE MANAGEMENT;." Professional Medical Journal 20, no. 06 (December 15, 2013): 988–94. http://dx.doi.org/10.29309/tpmj/2013.20.06.1684.
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Introduction: Hospital waste is a special type of waste which carries high potential of infection and injury. Objectives: Thisstudy was conducted to examine Medical Waste Management Practices in different hospitals of Peshawar. Methodology: Simpleobservational, cross-sectional study. was conducted with a case study approach. Aug-Sep 2011, with selection of 15 hospitals. The datawas collected through a pre-designed questionnaire with a checklist. Results: The study showed that 80% of the hospital personnel knewhospital waste and its management. There was waste management plan present in 30% of hospitals. Although hospitals did not quantifiedwaste amounts but on average the amount of waste generated daily was 0.5-1 kg/bed/day. Segregation into risk and non risk waste wasdone in 93.3% of hospitals. For non risk waste, disposal through Municipal Corporation was conducted in 86.67% of the hospitals, whilein 13.3%, it was burnt. For risk waste, either it was buried or burnt. Proper incineration was carried out in only 33.3% of the hospitals.Discussion: Hospital waste generation, segregation, collection, transportation & disposal practices were not in accordance with standardguidelines. The average waste generation in most of the hospitals was almost equivalent to other under developed countries but less thanthat of developed countries. Conclusions: The hospital waste in the majority of hospitals of Peshawar was mismanaged. No properhospital waste management plan existed except at few hospitals.
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Rutayisire, Erigene, Jean Aime Nsabimana, and Michael Habtu. "Knowledge and Practice for Bio-Medical Waste Management among Healthcare Personnel at Kabgayi District Hospital, Rwanda." Journal of Public Health International 1, no. 4 (September 13, 2019): 36–44. http://dx.doi.org/10.14302/issn.2641-4538.jphi-19-3005.
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Background Globally, about 10 to 25% of the volume of bio-medical waste from hospitals and healthcare institutions presents a serious health risks to patients, healthcare personnel, and anybody who comes in contact with it. The waste management practices in Rwanda healthcare facilities are poor and need improvement. Objectives To assess the knowledge and practices regarding bio-medical waste management among healthcare personnel at Kabgayi district hospital in Southern Province of Rwanda. Materials and Methods A cross-sectional study design was conducted. A total of 200 healthcare personnel were selected randomly out of 400 target population including doctors, nurses, social workers, and cleaners. Structured questionnaire was used to collect data. Descriptive analysis using frequency and proportions were used. Chi-Square test was used to determine the association between the variables and level of significance was set at p ≤ 0.05. Results The study found that about half (49.0%) of healthcare personnel had good knowledge about waste management. We found that the majority of healthcare personel 133(66.5%) had poor practices towards bio-medical waste management. The factors associated with good practice were better knowledge on bio-medical waste management (p=0.013) and older age group (p=0.001). Conclusion/Recommendations The level of in both knowledge and practice towards bio-medical waste management among healthcare personnel was low. Continuing education and training programmes and short courses on bio-medical waste management should be carried out to improve the knowledge and practices towards bio-medical waste management among healthcare personnel.
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Ojo, Adebowale I., and Ruth O. Owolabi. "Health Information Management Personnel Service Quality and Patient Satisfaction in Nigerian Tertiary Hospitals." Global Journal of Health Science 9, no. 10 (August 12, 2017): 25. http://dx.doi.org/10.5539/gjhs.v9n10p25.
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This study assessed the relationship between perceived service quality of health information management personnel and patient satisfaction in selected tertiary hospitals in Nigeria. A cross sectional survey was conducted with 280 patients from three tertiary hospitals in a Nigerian State. A self-administered questionnaire was distributed to outpatients who were literate, willing and attending the clinics for at least a second time. Perceived service quality was measured using a modified version of Service Quality (SERVQUAL) scale. Patient satisfaction was measured on a 4-point Likert-type scale developed by the researchers. Collected data were subjected to statistical analysis using mean, standard deviation and regression analysis. The surveyed patients were moderately satisfied with the services of the health information management personnel. Accordingly, patients’ perception of the health information management personnel service quality was found to be average. In addition, the research has shown that patients’ perception of health information management personnel service quality significantly influence their level of satisfaction in the studied tertiary hospitals (R = .62, F5,274 = 35.95, p = .000). Patient perceptions of service quality determine their overall satisfaction levels with the health information management personnel services. The tangible service quality dimension had more influence on patients’ satisfaction.
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Rajasulochana, S., and Umakant Dash. "Performance of CEmONC Centres in Public Hospitals of Tamil Nadu." Journal of Health Management 20, no. 3 (July 13, 2018): 363–77. http://dx.doi.org/10.1177/0972063418779914.
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This case study examines the performance of public hospitals in Tamil Nadu in delivering emergency obstetric care services over a period of 8 years as well as to investigate from provider’s perspective the issues and constraints that affect performance. A mixed method approach has been adopted, integrating the descriptive analysis of administrative data on performance reports (2006–2007 to 2013–2014) of emergency obstetric and newborn care services in 46 public hospitals, along with primary study comprising of semi-structured interviews of 27 health personnel across selected public hospitals. Examination of trends in selected performance indicators shows that utilization of public hospitals for emergency obstetric and newborn care services has improved; a number of complicated and critical cases revived in the comprehensive emergency obstetric and newborn care (CEmONC) centres of public hospitals have gone up. The capability to treat complicated maternal and neonatal cases, however, is limited by inadequacy of specialist doctors, equipment maintenance issue and lack of hospital management. This case study is of interest to both public hospital administrators and health care policymakers who want to improve and develop strategies for better management in public hospitals. Specifically, there is an urgent need to (a) readdress human resource policy for health care personnel, (b) devise appropriate mechanisms for periodic inspection and preventive maintenance of hospital equipment and (c) develop management capabilities and leadership skills within public health system.
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Banik, Shovon, Md Golam Rubby, Kala Chand Debnath, Farzana Tamanna Ummey Shaon, Farhana Parveen Tanaya, and Chidananda Banik Tuni. "Human Resource Management in Selected District Hospitals of Bangladesh- A Cross Sectional Study." Update Dental College Journal 7, no. 2 (April 1, 2018): 28–32. http://dx.doi.org/10.3329/updcj.v7i2.36210.
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Human resource management (HRM) is fundamental of any organization because of its utility. A cross-sectional was conducted from January to December, 2016 in two district hospitals named Gen- eral Hospital, Munshiganj and 100 Bedded District Hospital, Narsingdi with the objective to assess the status of HRM. Purposively 144 hospital staffs were selected and interviewed by using semi-struc- tured questionnaire and record review. The collected data were processed and analyzed meticulously with the help of SPSS (Version 21) software on the basis of different variables. The study revealed that the mean age was 36.6 ± 1.8 years, 71.5 % were clinical and nursing personnel, other category of respondents were support services and other personnel (22.2%), administrative personnel (6.3 %).Most (96.5 %) of the respondents were recruited by Government, after recruitment 52.1% hospital staffs mentioned scope of training facilities either work-based or instruction based exists in workplace, 63.9 % needed to be trained, 80.6% wished further career plan. Working environment found friendly by 39.6 % hospital staffs, where as average found by 50.0%. The recommendations for further improvement of HRM of their workplace was to increase training facilities by 31.9%, other recommen- dations were to increase manpower, improvement of monitoring and supervision. From this study some effort in the training, increase of manpower , performance appraisal can ensure better quality of service at district hospitals.Update Dent. Coll. j: 2017; 7 (2): 28-32
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Khan, Muhammad Naseem, Ikram Khan, Zia Ul-Haq, Mirwais Khan, Faryal Baddia, Fayaz Ahmad, and Salman Khan. "Managing violence against healthcare personnel in the emergency settings of Pakistan: a mixed methods study." BMJ Open 11, no. 6 (June 2021): e044213. http://dx.doi.org/10.1136/bmjopen-2020-044213.
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ObjectivesThe primary objective of this study was to evaluate the effectiveness of a half-day training on de-escalation of violence against healthcare personnel regarding prevention and management of violence incidents versus a similar tertiary-level hospital with no such training. Secondary objectives were to compare the overall satisfaction, burnout, fear of violence and confidence in coping with patients’ aggression of the healthcare personnel in the two hospitals.DesignMixed method design, with a comparative cross-sectional (quantitative) and focus group discussions (qualitative) components.SettingEmergency departments of the two tertiary care hospitals in district Peshawar over 6 months starting from May 2018.ParticipantsHealthcare personnel in the emergency departments of the two hospitals (trained vs untrained).Outcome measuresViolence exposure (experienced/witnessed) assessed through a previously validated tool in the past 5 months. Burnout, confidence in coping with patient aggression and overall job satisfaction were also assessed through validated tools. The qualitative component explored the perceptions of healthcare personnel regarding the management of violence and the importance of training on de-escalation of violence through focus group discussions in the two hospitals.ResultsThe demographic characteristics of the healthcare personnel within the two hospitals were quite similar. The de-escalation training did not lead to a reduction in the incidences of violence; however, confidence in coping with patient aggression and the overall satisfaction were significantly improved in the intervention hospital. The de-escalation training was lauded by the respondents as led to an improvement in communication skills, and the healthcare personnel suggested for scale-up to all the cadres and hospitals.ConclusionThe study found significant improvements in the confidence of healthcare personnel in coping with patient aggression, along with better job satisfaction and less burnout in the intervention hospital following the de-escalation training.
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Leiba, Adi, Issac Ashkenasi, Guy Nakash, Rami Pelts, Dagan Schwartz, Avishay Goldberg, Brig Gen Yeheskel Levi, and Yaron Bar-Dayan. "Response of Thai Hospitals to the Tsunami Disaster." Prehospital and Disaster Medicine 21, S1 (February 2006): S32—S37. http://dx.doi.org/10.1017/s1049023x00015855.
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AbstractThe disaster caused by the Tsunami of 26 December 2004 was one of the worst that medical systems have faced. The aim of this study was to learn about the medical response of the Thai hospitals to this disaster and to establish guidelines that will help hospitals prepare for future disasters.The Israeli Defense Forces (IDF) Home Front Command (HFC) Medical Department sent a research delegation to Thai hospitals to study: (1) pre-event hospital preparedness; (2) patient evacuation and triage; (3) personnel and equipment reinforcement; (4) modes used for alarm and recruitment of hospital personnel; (5) internal reorganization of hospitals; and (6) admission, discharge, and secondary transfer (forward management) of patients.Thai hospitals were prepared for and drilled for a general mass casualty incident (MCI) involving up to 50 casualties. However, a control system to measure the success of these drills was not identified, and Thai hospitals were not prepared to deal with the unique aspects of a tsunami or to receive thousands of victims.Modes of operation differed between provinces. In Phang Nga and Krabi, many patients were treated in the field. In Phuket, most patients were evacuated early to secondary (district) and tertiary (provincial) hospitals. Hospitals recalled staff rapidly and organized the emergency department for patient triage, treatment, and transfer if needed.Although preparedness was deficient, hospital systems performed well. Disaster management should focus on field-based first aid and triage, and rapid evacuation to secondary hospitals. Additionally, disaster management should reinforce and rely on the existing and well-trusted medical system.
Dissertations / Theses on the topic "Personnel management Hospitals"
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Roberts, Angela K. "Factors involved in management decision-making : a study of Indiana hospital public relations directors' perceptions." Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941717.
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This study of Indiana hospital public relations professionals investigated factors predicting a person's participation in management decision-making. A telephone survey was conducted of professionals directing public relations activities in Indiana hospitals, yielding 55 usable responses.Each respondent was asked the likelihood he or she would be called on by top hospital management to help solve hospital problems, and the likelihood that his or her advice would be seriously considered when making major decisions about programs or policies. Each of the seven questions was answered using a Likert-type scale, with values assigned from 1.0 (highly unlikely) to 5.0 (highly likely). Values were averaged for a total "influence" score.A stepwise multiple regression measured the relationship between influence scores and eight variables: age, gender, salary, department size, education, manager score, technician score, and use of research and evaluation. Only the manager score, research score, and department size were found to be related to influence.Department of Journalism
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DeMartini, Mikaela. "Exploring Self Care Programs in Hospitals." Thesis, Mills College, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13426861.
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Self care is more than a requirement for life. Working in a high stress hospital environment lends itself to having many personal and professional stressors that go beyond medical professionals job requirements. The purpose of this study was to explore how hospitals support medical staff through self care programs. Data was collected through semi-structured interviews of five medical professionals who work in various specialties. Results of this study indicated that self care was represented in various unstructured formats. Additionally, this study demonstrates the need for more support in the medical field to allow for more opportunities for self care to take place. Furthermore, this analysis of self care explains the importance of this practice to be implemented by medical professionals as it helps to reduce the high rates of burnout and compassion fatigue.
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Fransson, Sellgren Stina. "Nursing management at a Swedish University hospital : leadership and staff turnover /." Stockholm : Karolinska institutet, 2007. http://diss.kib.ki.se/2007/978-91-7357-330-6/.
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Hodges, Nancy Davis. "Impact of Goal-setting on Motivation as Affected by the Joint Influence of the Attributional Dimensions of Causality, Stability, and Control." PDXScholar, 1994. https://pdxscholar.library.pdx.edu/open_access_etds/4859.
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A systematic, empirical study conducted in eight hospital operating rooms found that employees often select opportunity-dependent goals. These goals are self-set or chosen by the individual, but the opportunity to perform the goal chosen is dependent on others. For example, "learn to circulate on total joint surgeries" is a self-set, opportunity-dependent goal. The individual must be assigned to that job. It was found that when this type of goal is chosen and the individual is not given the opportunity to perform it, the individual attributes the failure to external causes. This failed opportunity-goal type was significantly related to lower motivation, whereas failed self-dependent goals (for example, "become more proficient on the computer") were related to higher motivation. It was found that the joint influence of the attributional dimensions of causality, stability, and control were affecting these differences for the two types of failed goal groups.
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Spagnol, Carla Aparecida. "A trama de conflitos vivenciada pela equipe de enfermagem no contexto da instituição hospitalar : como explicitar seus nos?" [s.n.], 2006. http://repositorio.unicamp.br/jspui/handle/REPOSIP/312132.
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Orientador: Solange L'AbbateTese (doutorado) - Universidade Estadual de Campinas, Faculdade de Ciencias Medicas
Made available in DSpace on 2018-08-09T01:40:40Z (GMT). No. of bitstreams: 1 Spagnol_CarlaAparecida_D.pdf: 6634502 bytes, checksum: 47034f29257b951227f80406fc8f54c2 (MD5) Previous issue date: 2006
Resumo: Nessa pesquisa, investiguei os conflitos vivenciados pela equipe de enfermagem do Hospital das Clínicas-UFMG, motivada pelo fato de o enfermeiro desempenhar atividade de gerência nos serviços de saúde e freqüentemente lidar com relações conflituosas. Os objetivos delineados foram: conhecer as diferentes percepções de conflito dos enfermeiros; identificar aqueles mais comuns e os principais fatores que geram esses conflitos; compreender como o enfermeiro lida com os conflitos no trabalho; levantar facilidades e dificuldades para lidar com os conflitos e propor aos enfermeiros a construção coletiva de um dispositivo socioanalítico, a ser utilizado como espaço de análise e reflexão da prática profissional, focalizando o objeto de estudo. Por se tratar de um fenômeno processual, optei pela abordagem qualitativa, desenvolvendo uma pesquisa-intervenção em duas fases. Na primeira, realizei uma pesquisa exploratória, com o objetivo de me aproximar dos sujeitos e do objeto de estudo, utilizando um questionário, que foi aplicado, em setembro de 2003, a cento e cinco enfermeiros (105), sendo que desses, trinta e sete (37), o devolveram. Na segunda, utilizei a perspectiva da socioanálise, para construir um dispositivo, visando a criação de um espaço que permitisse à pesquisadora e às pesquisadas realizarem, conjuntamente, análises e reflexões acerca da prática profissional, focalizando situações de conflito vivenciadas no trabalho. Foram realizados cinco encontros nos meses de setembro e outubro de 2005, com duração de duas horas cada, onde participaram seis enfermeiras que, no questionário, responderam afirmativamente quanto à sua continuidade no estudo. Nessa fase, as integrantes ao elaborarem a demanda de análise do grupo, expressaram vários motivos para participarem dessa investigação, dentre eles destaco suas implicações com a pesquisadora. Para as enfermeiras conflito é: diferença de pensamentos e de posições, coisa que incomoda e algo estressante. Apresentam uma visão bipolar desse fenômeno, pois, a princípio, são percebidos como negativos, mas dependendo do ângulo que se olha também o consideram como positivo, isso se forem discutidos com todos os envolvidos e conduzidos adequadamente. Identifiquei os seguintes tipos de conflitos: intrapessoal, interpessoal, intergrupal, de poder e de interesse. As principais causas que geram esses conflitos são: duplicidade de vínculo empregatício; deficiências na estrutura organizacional e no modelo de gerência implantado; escassez de recursos; centralização do trabalho; hierarquia; autoritarismo; imaturidade; escalas de serviço; falta de respeito e compromisso profissional, trazendo conseqüências para as relações interpessoais e para a assistência prestada. As enfermeiras lidam com situações de conflito, de forma racional, apresentando desejo de fuga, ao realizarem ações imediatistas, a fim de contornarem ou amenizarem a situação, assumindo que não são preparadas para conduzirem questões problemáticas ligadas ao comportamento e relacionamento interpessoal. Sendo assim, em determinadas situações, solicitam ajuda aos psicólogos da Diretoria de Recursos Humanos do hospital. O próprio dispostivo socioanalítico se constituiu em um analisador, permitindo explicitar instituídos e instituintes, implicações e transversalidades, presentes na organização hospital que é atravessada pelas 'instituições enfermagem e medicina¿. Diante das avaliações positivas relacionadas aos encontros grupais, sugiro desenvolvermos outros trabalhos tendo o dispositivo socioanalítico como um espaço coletivo de análise e reflexão das relações e práticas profissionais
Abstract: In this research, I investigated the conflicts experienced by a nursing team at the Federal University of Minas Gerais Hospital, motivated by the fact that nurses manage health care and frequently face conflict situations. The aims of this research were: to learn about nurses different perceptions regarding conflict; to identify the most common conflicts and the main factors that generate these conflicts; to understand how nurses manage conflicts at work; to find out motivations and difficulties to manage conflicts and propose to nurses a collective construction of a socio-analytical instrument to be used as a space for analysis and reflection of professional practice, focusing on the study object. As it is a process phenomenon, I used a qualitative approach, developing an intervention research in two phases. In the first phase, I developed an exploratory research with the purpose to get closer to the subjects and study object, using a questionnaire that was applied in September 2003 to 105 nurses. Among them, 37 responded and sent it back. In the second phase, I used the socio-analysis perspective to build an instrument, aiming at creating a space that would allow the researcher and research to be developed as well as analyses and reflections regarding professional practice, focusing on conflict situations experienced at work. Five meetings happened in September and October 2005, of two hours each, with the participation of six nurses that manifested in the questionnaire their intention to continue the study. In this phase, the members of the group expressed their motivations to participate in the study, emphasized its implications regarding the researcher. According to these nurses, conflict is a difference of thoughts and positions, something that may impair the relationship. They present a bipolar view of this phenomenon as at first they are perceived as negative, but depending on the way they are seen they can be considered positive, if they are discussed with all the persons involved and managed adequately. The following types of conflict were identified: intrapersonal, interpersonal, intergroup, of power and of interest. The main causes that generate these conflicts are: work in more than one place, problems regarding the organizational structure and management, lack of resources, work centralization, hierarchy, authoritarianism, immaturity, work shifts, lack of respect and professional commitment that influence interpersonal relations and the care provided. Nurses manage conflict situations in a rational way, presenting their desire to run away when they implement immediate actions, in order to minimize the situation, assuming that they are not prepared to conduct problems related to behaviors and interpersonal relationships. Therefore, in some situations they ask for help to psychologists from the Hospital Human Resources Division. The socio-analytical instrument was a means to analyze it, enabling them to expose the situations, implications and transversal intersections that are present at the hospital organization that is crossed by other institutions such as ¿nursing and medicine¿. Considering the positive evaluation of the group meetings, I suggest the development of other works based on socio-analytical instruments as a collective space for the analysis and reflection of relationships and professional practices
Doutorado
Saude Coletiva
Doutor em Saude Coletiva
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Mdindela, Sindiswa Victoria. "Staff turnover at selected government hospitals." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1191.
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The purpose of this study was to identify factors that impact on staff turnover and strategies that organisations can use to curtail staff turnover. To achieve this goal the following procedure was followed. An overview of theories related to staff turnover was conducted to identify what staff turnover is. Also the consequences of staff turnover, the classification and measurement of staff turnover and the broad theoretical explanation of staff turnover were investigated. The current brain drain experienced in the medical field was explored. A literature study was also conducted focusing on individual, job, organisational and environmental factors that influence staff turnover and strategies that managers can utilise to reduce staff turnover. Interviews were conducted with the chief executive officer and one doctor at Hewu hospital. Interviews were also conducted among senior nurses. An empirical study was undertaken to determine individual, job, organisational and environmental factors that impacted on staff turnover among doctors and nurses at Bisho and Hewu Hospitals. The strategies that were utilised at these hospitals to retain doctors and nurses were also investigated. Suggestions were made for addressing factors that could impact on staff turnover among doctors and nurses and strategies that could be utilised to retain staff. These strategies include: Getting people off to a good start, Create a great environment with bosses whom people respect, Share information, Give people as much autonomy as they can handle and Challenge people to stretch. iii Staff turnover is an issue that many South African organisations are currently facing and an issue that is especially affecting the medical field. Various factors, especially job and organisational factors, are not adequately addressed and these could lead to a high rate of staff turnover. It is clear that organisations should have a human resource strategic plan in order for them to effectively select, retain, train and develop employees. Health Care organisation could use the strategies identified in this study as a mechanism to benchmark how well they manage staff turnover. It is therefore important that the management of hospitals should strive to identify the underlying causes of labour turnover in their organisations and formulate strategies to address the problem.
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Griffiths, Debra. "Agreeing on a way forward management of patient refusal of treatment decisions in Victorian hospitals /." full-text, 2008. http://eprints.vu.edu.au/2036/1/griffiths_debra_thesis.pdf.
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The purpose of this study is to investigate and develop a substantive theory, of the processes adopted by nurses and medical practitioners when patients with serious illness refuse medical treatment. The study seeks to identify the main constraints confronting nurses and medical practitioners and to explain the key factors that moderate the processes of dealing with refusal decisions. Using a grounded theory method, a sample of 18 nurses and 6 medical practitioners from two public hospitals in Melbourne were interviewed. In addition, observations and documentary evidence were utilised. The basic social psychological problem shared by nurses and medical practitioners is conceptualized as Competing Perspectives: Encountering Refusal of Treatment, which reflects the diverse perceptions and beliefs that confront participants when patients decide to forgo therapy. In utilizing the grounded theory method of analysis, it is recognised that participants deal with this problem through a basic social psychological process conceptualized as Endeavouring to Understand Refusal: Agreeing on a Way Forward. This core variable represents the manner in which participants, to varying extents, deal with the situations they face and it incorporates the various influences which moderate their activities. Endeavouring to Understand Refusal: Agreeing on a Way Forward comprises a series of three transitions. The first involves a struggle for participants to come to terms with, or even recognize that patients are rejecting treatment. The second transition illustrates the varied responses of participants as they interact with patients, relatives and each other, in order to clarify and validate decisions made during episodes of care. The third transition reflects the degree to which patients and family members are incorporated into treatment decisions, and highlights a shift in emphasis, from a focus on the disease state, to the patient as a person with individualistic thoughts and wishes. The remaining social processes evident in the study consist of four categories. The first, Seeking Clarification, embodies exploration undertaken by participants and their recognition that treatment is actually being refused. The second category, Responding to Patients and Families, demonstrates the level of expertise of participants communicating, and their ability to encourage reciprocity in the professional-patient relationship. The third category, Advocating, highlights the extent and manner in which patient and family wishes are promoted to members of the treating team. The fourth category, Influencing, reveals the ability of participants to utilize a degree of authority or power in order to shape particular outcomes. The findings also indicate that over arching the core variable and categories are various contextual determinants that moderate the way nurses and medical practitioners deal with patient refusal of treatment. These determinants are categorized into three main influences: The Context of Work, describes the of the environment and organisational factors pertinent to public hospitals; Beliefs and Behaviours, illustrates the perceptions of, and values held, by four key groups involved in decisions, namely, nurses, medical practitioners, patients, and family members; and Legal and Ethical Frameworks, examines the existing principles that support or guide professional practice in situations where patients with serious illness refuse medical treatment.
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Anthonie, Ramona F. G. "The experiences of critical nurses regarding staffing management in critical care units in private hospitals of the Cape Metropole." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/71776.
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Thesis (MCurr)--Stellenbosch University, 2012.ENGLISH ABSTRACT: Nurse managers are responsible to staff different hospital units and departments with sufficient, trained and experienced personnel. Most critical care units in the private healthcare in South Africa are staffed below maximum workload levels and additional staff is supplemented when needed. Current staffing management strategies comprises the application of the patient acuity score, the utilisation of contracted agency staff and ward staff who assist occasionally in the critical care unit (CCU). The aim of the study was to explore the experiences of critical care nurses regarding staffing management within critical care units in private health care institutions in the Western Cape. The following objectives were set to: - explore the experiences of CCNs regarding staffing management strategies such as o the patient acuity score o the employment of ad hoc agency staff and o the utilization of ward staff A descriptive design with a qualitative approach was applied. A sample size of n=15 was drawn from a total population of N=377, using purposive sampling technique. A pilot-test was also completed. The trustworthiness of this study was assured with the use of Lincoln and Guba’s criteria of credibility, transferability, dependability and confirmability. All ethical principles were met. The findings of the study demonstrated that nurses perceive the workload in critical care units as heavy. The utilisation of the acuity score does not really assist in relieving the workload as managers tend not to consider the staffing requirements as predicted by the acuity score due to budget constraints. The enrolled nurses who assist occasionally in the critical care unit require supervision as well as ongoing development to ensure safe and quality patient care. Yet agency nurses were perceived as either extraordinary good or incompetent.
AFRIKAANSE OPSOMMING: Verpleegbestuurders het die verantwoordelik om verskillende hospitaaleenhede en departemente met voldoende opgeleide en ervare personeel te voorsien. Die meeste kritieke sorgeenhede in Suid-Afrika word met minder as dan die maksimum werkladingsvlak beman en addisionele personeel word aangevul wanneer nodig. Huidige personeelbestuurstrategieë behels die toepassing van die pasiënt akuïteit telling, die gebruik van ingekontrakteerde agentskap-personeel en saalpersoneel wat per geleentheid in die kritiekesorgeenheid help. Die doel van die studie was om die ervaringe van kritieke-sorgverpleegsters ten opsigte van personeel bestuur binne die kritiekesorgeenhede in die privaat gesondheidsorginstellings in die Weskaap, te ondersoek. Die volgende doelwitte is gestel: - Om die ervaringe van kritieke-sorgverpleegsters aangaande personeelbestuur-strategieë te ondersoek, soos: o die pasiënt akuïteit telling o die gebruik van agentskapverpleegpersoneel en o die gebruik van saal personeel, te ondersoek ’n Beskrywende kwalitatiewe studie is toegepas. ’n Steekproef van n=15 is uit ’n totale populasie van N=377 getrek deur die doelgerigte steekproeftegniek te gebruik. ’n Loodstoetsing van die semi-gestruktureerde vraelys is ook gedoen. Die betroubaarheid van hierdie studie was verseker deur van Lincoln en Guba se kriteria vir geloofwaardigheid, oordraagbaarheid, betroubaarheid en bevestigbaarheid gebruik te maak. Daar is aan alle etiese vereistes voldoen. Die bevindings van die studie toon dat die verpleegpersoneel die werklading in die kritiekesorgeenheid as veeleisend ervaar. Die aanwending van die pasiënt akuïteit-telling dra nie werklik by tot verligting van die werklading nie, aangesien bestuurders weens begrotingsbeperkings neig om nie die personeelbenodigdhede soos deur die akuïteit-telling voorspel in ag neem nie. Die ingeskrewe verpleegsters wat per geleentheid in die kritieke-sorgeenheid hulp verleen, benodig toesig asook volgehoue ontwikkeling ten einde veilige en kwaliteit pasiëntsorg te verseker. Die agentskapverpleegpersoneel is egter as baie bekwaam of onbevoeg beskou.
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Haines, Fiona Imelda. "Error management in nursing amongst registered nurses working in a tertiary hospital in Saudi Arabia." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80226.
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Thesis (MCurr)--Stellenbosch University, 2013.ENGLISH ABSTRACT: Healthcare organizations have implemented numerous safety initiatives to address errors due to the impact on the patient, families, healthcare provider and the organization as highlighted in the Institute of Medicine report. However, error identification, reporting and management remain a challenge. Nurses have been identified as the healthcare provider with the greatest potential for errors. Supportive work environments are needed to provide optimal care to the nurse who makes an error; which may be minor to severe repercussions. The patient is identified as the first victim and the nurse who makes the error as the second victim. How nurse errors are reported, managed and disclosed is dependent on the response of leaders and peers which may be in a shame and blame or just culture approach. The aim of the study was to assess error management in nursing amongst registered nurses working in a tertiary hospital in Saudi Arabia. The objectives were to identify the occurrence of nursing related errors, determine the current process of reporting nursing errors, describe the management of nursing errors and explore the factors impacting on the management of nursing errors. The research methodology for this study was a descriptive, quantitative approach which is applicable when exploring the unknown. Ethical approval was obtained from the Ethics Board, University of Stellenbosch and the Institutional Review Board, King Faisal Specialist Hospital and Research Centre (General Organization) -Jeddah (KFSH&RC-J). The population was registered nurses working in KFSH&RC-J and assigned to the job descriptions of Staff Nurse 1&2, Clinical Nurse Coordinators and Assistant/Head nurses. Sample was selected using proportional allocation for nationality and simple random selection for nursing specialty; 215 RNs from these three groups. Data was collected using a questionnaire developed by the researcher and analysis completed using SPSS and regression analysis to identify factors which influences the reporting and management of errors. Data was presented in the form of frequency tables and graphs using the EXCEL program to analyze the data. The main findings of the study; there was significant difference in nurse leaders and professional nurses ability to identify nursing errors; questioning of the practice of peers, views of a non-punitive environment and the ability to differentiate between error and negligence. The nurse executive was positively associated with the average positive responses received. RNs of Middle Eastern nationality and the Adult nursing division were found to be slightly more negative in their perceptions about error reporting and management than other respondents. Improvements are needed in the processes of error reporting and management which include education; leadership development, underreporting of errors, feedback and communication, nurse manager support and disclosure of errors. Recommendations are the implementation of the Just Culture principles within the organization and leadership development to address error reporting and management. The need to develop a national database for error reporting in Saudi Arabia is recommended. Nursing errors occurred in one tertiary hospital in Saudi Arabia and an on-line system is available to report errors. However, nurses do not report errors as they fear being blamed and shamed. The process of error management within the organization has not been clearly defined.
AFRIKAANSE OPSOMMING: Gesondheidsorganisasies het talle veiligheids inisiatiewe geïmplementeer om foute aan te spreek weens die invloed wat dit het op die pasiënt, families, die gesondheidsverskaffer en die organisasie soos uitgelig in die Mediese Verslag van die Instituut. Nietemin, die identifisering van foute, verslaggewing en bestuur bly ’n uitdaging. Verpleegsters is geïdentifiseer as die gesondheidsverskaffers wat oor die grootste potensiaal beskik om foute te begaan. Ondersteunende werkomgewings word benodig om optimale sorg aan die verpleegster te verskaf wat ’n fout van ’n mindere aard tot die met ernstige gevolge begaan. Die pasiënt word geïdentifiseer as die eerste slagoffer en die verpleegster wat die fout begaan as die tweede slagoffer. Die manier hoedat verpleegfoute gerapporteer, bestuur en openbaar gemaak word, is afhanklik van die reaksies van leiers en portuurgroepe wat ’n skaamte- en blameerbenadering of “just culture”-benadering kan wees. Die doel van die studie was om die hantering van verpleegfoute tussen geregistreerde vepleegkundiges wat in n tersiêre hospital in Saudi werk te ondersoek. Die doelwitte is om die voorkoms van verpleegverwante foute te identifiseer, die huidige proses van verslaggewing van verpleegfoute te bepaal, die bestuur van verpleegfoute te beskryf en die faktore te ondersoek wat ’n impak het op die bestuur van verpleegfoute. Die navorsingsmetodologie vir hierdie studie is ’n beskrywende, kwantitatiewe benadering wat van toepassing is wanneer die onbekende ondersoek word. Etiese goedkeuring is verkry van die Etiese Raad aan die Universiteit Stellenbosch en die Institusionele Beoordelingsraad, King Faisal Specialist Hospitaal en Navorsingssentrum (Algemene Organisasie) – Jeddah (KFSH & RC-J). Die teikengroep is geregistreerde verpleegsters wat werk in KFSH & RC-J aan wie die posbeskrywing van stafverpleegster 1 & 2 toegeken is, Kliniese Verpleegkoördineerders en Assistent/Hoofverpleegsters. Die steekproef is geselekteer deur gebruik te maak van proporsionele toekenning vir nasionaliteit en ’n eenvoudige ewekansige steekproef vir verpleegspesialiteit; 215 geregistreerde verpleegsters van hierdie drie groepe. Data is gekollekteer deur gebruik te maak van ’n vraelys wat deur die navorser ontwikkel is en die analise is voltooi deur gebruik te maak van SPSS en regressie-analise om faktore te identifiseer wat verslaggewing en bestuur van foute beïnvloed. Data is aangebied in die vorm van frekwensie-tabelle en grafieke deur gebruik te maak van die EXCEL-program om die data te analiseer. Die vernaamste bevindinge van die studie is dat daar beduidende verskille tussen verpleegleiers en professionele verpleegsters se vermoë is om verpleegfoute te identifiseer; bevraagtekening van die praktyke van portuurgroepe; beskouinge van nie-strafgerigte omgewing en die vermoë om te onderskei tussen foute en nalatigheid. Die verpleegeksekuteur is positief geassosieer met die gemiddelde positiewe response wat ontvang is. Geregistreerde verpleegsters van Midde-Oostelike nasionaliteit en die Volwasse Verpleegafdeling is gevind om effens meer negatief te wees in hulle persepsies van fouteverslaggewing en bestuur, as ander respondente. Verbeterings is nodig in die prosesse van verslaggewing van foute en bestuur daarvan wat opvoeding daarvan insluit; leierskapontwikkeling, onderverslaggewing van foute, terugvoer en kommunikasie, ondersteuning van verpleegbestuur en bekendmaking van foute. Aanbevelings is die implementering van die “Just”-kultuur beginsels binne die organisasie en leierskap ontwikkeling om die verslag van foute en bestuur aan te spreek. Die behoefte om ’n nasionale databasis te ontwikkel vir die verslag van foute in Saoedi-Arabië word aanbeveel. Verpleegfoute het in een tersiêre hospitaal in Saoedi-Arabië plaasgevind en ’n aanlyn sisteem is beskikbaar gestel om foute te rapporteer. Nietemin, verpleegsters rapporteer nie foute nie, want hulle vrees om geblameer te word en beskaamd te staan. Hierdie proses van foutebestuur binne die organisasie is nog nie duidelik gedefinieer nie.
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Bush, Mary Ann. "Applying adult education principles in an interpersonal management skills training program for hospital operations managers." CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/704.
Full textBooks on the topic "Personnel management Hospitals"
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Cooney, Patricia A. The changing nature of personnel management in hospitals. Dublin: University College Dublin, 1989.
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1954-, Yu Jian'er, ed. Xian dai yi yuan ren li zi yuan. Guangzhou: Guangdong ren min chu ban she, 2002.
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Carvalho, Amílcar. Processo de contratualização de recursos humanos. Coimbra: Quarteto, 2002.
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Hospitalist recruitment and retention: Building a hospital medicine program. Hoboken, N.J: Wiley-Blackwell, 2010.
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Geraghty, John P. Personnel management in public voluntary hospitals, private hospitals and health boards in the Republic of Ireland: 1991. Dublin: College of Commerce Rathmines, 1992.
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Developing performance standards for hospital personnel. Chicago: ASCP Press, 1989.
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Uduji, Joseph I. Management of human resources for health: A study of motivation and productivity in federal teaching hospitals in Nigeria. Enugu, Southeast, Nigeria: New Generation Books, 2006.
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Human resources in patient financial services: The manager's guide to finding the right people and achieving high productivity. Chicago, Ill: Probus Pub. Co., 1993.
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Mathews, Kirk. Practical guide to hospitalist recruitment & retention. Marblehead, MA: HCPro, 2008.
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Brito, Jussara, and Ada Avila Assunção. Trabalhar na saúde: Experiências cotidianas e desafios para a gestão do trabalho e do emprego. Rio de Janeiro, RJ: Editora Fiocruz, 2011.
Find full textBook chapters on the topic "Personnel management Hospitals"
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Kedikli, Erman, Emre Yılmaz, Yeter Demir Uslu, and Pakize Yiğit. "Developing Strategies for Hospitals from Patient and Personnel Perspective with DEMATEL." In Contributions to Management Science, 1–15. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-72288-3_1.
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Talati, Jamsheer, and Salam Khan. "Protection of hospital personnel." In The Management of Lithiasis, 215–18. Dordrecht: Springer Netherlands, 1997. http://dx.doi.org/10.1007/978-94-011-5396-6_32.
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Kim, Soo-Jung, Sun K. Yoo, Hyun-Ok Kim, Ha-Suk Bae, Jung-Jin Park, Kuk-Jin Seo, and Byung-Chul Chang. "Smart Blood Bag Management System in a Hospital Environment." In Personal Wireless Communications, 506–17. Berlin, Heidelberg: Springer Berlin Heidelberg, 2006. http://dx.doi.org/10.1007/11872153_44.
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Bruce, Diane. "The Management of PoTS in a District General Hospital, A Personal View." In Postural Tachycardia Syndrome, 309–13. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54165-1_44.
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Huynh, Phuong, and Renza Monteleone. "Adverse Events and Corrective and Preventive Actions." In Quality Management and Accreditation in Hematopoietic Stem Cell Transplantation and Cellular Therapy, 89–97. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-64492-5_11.
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AbstractEverything that is not compliant with SOP, guidelines, national and international standards, and legal requirements could affect the quality and safety of the cellular products and all processes. To guarantee the safety of cellular products, to protect recipients, donors, and personnel, it is necessary to have in place a robust system for reporting, investigating, and resolving all occurrences: errors, accidents, adverse events, biological product deviations, and complaints.In some case, the management of adverse events and other type of deviations is included in hospital management, but even in this case, the transplant programme quality system should have specific SOP that includes a system to manage any issues, actions to prevent adverse events and deviations, and a description of the step to resolve them.
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Bertoni, Michele, Bruno De Rosa, Guido Grisi, and Alessio Rebelli. "Linking Cost Control to Cost Management in Healthcare Services." In Handbook of Research on Global Business Opportunities, 432–68. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-6551-4.ch021.
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The issue of healthcare costs has become increasingly problematic over the years. This chapter summarizes the problems faced by hospitals when measuring the costs of healthcare treatments, explaining how an Activity-Based Costing (ABC) framework can be successfully adopted in healthcare settings. After describing the theoretical foundations of cost control and cost management, the chapter continues with the analysis of three real-life applications of ABC in a hospital, drawn from the process analysis and activity-based costing experience developed at the Azienda Ospedaliero-Universitaria “Ospedali Riuniti” (Joint Hospitals) of Trieste, Italy. In particular, the cases are about cost measurement in cardiology, odontostomatology, and radiology, and describe the technical solutions applied for computing the costs of selected therapeutic and diagnostic treatments. A particular emphasis is placed on how these measures have been subsequently used by hospital managers and medical personnel in order to gain insights and to improve the efficiency of the processes developed within the organization.
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Bertoni, Michele, Bruno De Rosa, Guido Grisi, and Alessio Rebelli. "Linking Cost Control to Cost Management in Healthcare Services." In Health Economics and Healthcare Reform, 185–219. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3168-5.ch012.
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The issue of healthcare costs has become increasingly problematic over the years. This chapter summarizes the problems faced by hospitals when measuring the costs of healthcare treatments, explaining how an Activity-Based Costing (ABC) framework can be successfully adopted in healthcare settings. After describing the theoretical foundations of cost control and cost management, the chapter continues with the analysis of three real-life applications of ABC in a hospital, drawn from the process analysis and activity-based costing experience developed at the Azienda Ospedaliero-Universitaria “Ospedali Riuniti” (Joint Hospitals) of Trieste, Italy. In particular, the cases are about cost measurement in cardiology, odontostomatology, and radiology, and describe the technical solutions applied for computing the costs of selected therapeutic and diagnostic treatments. A particular emphasis is placed on how these measures have been subsequently used by hospital managers and medical personnel in order to gain insights and to improve the efficiency of the processes developed within the organization.
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Dinçer, Hasan, Serhat Yüksel, Yaşar Gökalp, and Serkan Eti. "SERVQUAL-Based Evaluation of Service Quality in Turkish Health Industry With Fuzzy Logic." In Interdisciplinary Perspectives on Operations Management and Service Evaluation, 213–33. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-5442-5.ch011.
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The aim of this study is to analyze the service quality in the Turkish health sector. In this context, a literature review is conducted, and 16 different criteria based on SERVQUAL are determined. Fuzzy DEMATEL method is used to determine which of these criteria are more important. The findings indicate that operating hours and quality of equipment have the highest weights. In addition to these items, experience of personnel and individual attention to patient are other important factors with respect to the service quality in Turkish health industry. Hence, it is strongly recommended that hospitals in Turkey should operate in an extended time because Turkish people prefer to go to the hospitals after working hours. It is also obvious that Turkish hospitals should make investment to quality equipment. Finally, it is a good idea for new hospitals to have qualified employee. This situation has a positive contribution to the service quality of these hospitals.
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Puerzer, Richard J. "Applying Automatic Data Collection Tools for Real-Time Patient Management." In Creating Knowledge-Based Healthcare Organizations, 65–77. IGI Global, 2005. http://dx.doi.org/10.4018/978-1-59140-459-0.ch006.
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The management of patients in healthcare facilities, such as outpatient clinics and hospital emergency departments, is a significant hospital management problem. In an effort to deal with the volume of patients who visit an emergency department, hospitals often haphazardly add more resources to their emergency department, such as hiring more personnel or adding more treatment rooms, without proper analysis of the impact of the additional resources on the system. These solutions can be quite expensive and yet their effect on improving problems in the system is often negligible. Knowledge management can make these challenges tractable and lead to more effective solutions. For example, through the application of an automated patient management system that collects and utilizes information concerning the status of patients, the flow of patients can be better managed. Hospitals can effectively deal with many of the problems associated with scheduling and overcrowding, and improve the quality of care provided by their institution. To accurately capture and provide access to the volume of precise information required to effectively manage a healthcare facility, an extensive information acquisition system must be created. The information collected can then be used for both real-time and long-term management decisions. These ideas are discussed and elaborated upon in this chapter.
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Bal, Canan Gamze, and Serkan Ada. "ICT Supplier Evaluation Criteria in Large University Hospitals." In Handbook of Research on ICTs and Management Systems for Improving Efficiency in Healthcare and Social Care, 1208–23. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-3990-4.ch063.
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Supplier evaluation of Information and Communication Technologies (ICTs) in healthcare institutions is a crucial problem, and the success of the healthcare system is significantly affected by this decision. In this chapter, several criteria, such as physical characteristics, cost, efficiency, speed, security, productivity, providing advanced technology, technical service and warranty, capable personnel, and in-service training, have been examined in the context of healthcare ICT supplier evaluation. These criteria are evaluated by both medical and administrative executives (N = 48) in 26 university hospitals operating in various provinces in Turkey. Findings show that medical and administrative executives and female and male executives in hospitals differ in terms of their evaluation of ICT suppliers. Overall, this study proposes to contribute to the relevant literature and practice, and reflects the perspective of a developing country, Turkey.
Conference papers on the topic "Personnel management Hospitals"
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Herdhianta, Dhimas, and Hanifa Maher Denny. "Implementation of Hospital Safety and Health Management System: Resource, Organization, and Policy Aspects." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.09.
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ABSTRACT Background: Hospital occupational health and safety is all activities to ensure and protect the safety and health of hospital human resources, patients, patient companions, visitors, and the hospital environment through efforts to prevent occupational accident and occupational disease in the hospital. It is necessary to support resources, organization, and policies in the implementation of occupational safety and health in hospitals in order to create a safe, secure and comfortable hospital condition. This study aimed to analyze the implementation of occupational safety and health at Hospital X Semarang, Central Java. Subjects and Method: This was a qualitative study conducted at Hospital X Semarang, Central Java. A total of 6 informants consisting of the main informants (members of the hospital occupational health and safety team) and triangulation informants (head of the hospital occupational health and safety team) were enrolled in this study. The data were obtained from in-depth interview method. The data were analyzed descriptively. Results: The hospital already had and provided the special budget needed in the field of hospital occupational health and safety, such as 1) Activity and provision of hospital occupational health and safety infrastructure; 2) Human Resources (HR) and assigns personnel who have clear responsibilities, authorities, and obligations in handling hospital occupational health and safety; 3) Hospital occupational health and safety official team but with double work burden; and 4) Policies were owned and compiled in written form, dated, and endorsed by the main director as well as commitment from the top leadership. Conclusion: The implementation of occupational safety and health in hospital X is quite good. Meanwhile, there is still a double work burden and have no independent hospital occupational health and safety team. Keyword: resources, organization, policy, work safety, occupational health, hospital Correspondence: Dhimas Herdhianta, Masters Program of Health Promotion, Faculty of Public Health, Universitas Diponegoro. Email: herdhianta@gmail.com. Mobile: 085749312412 DOI: https://doi.org/10.26911/the7thicph.04.09
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Lestari, Marselli Widya, and Dewi Puspitosari H.D. "Problems at a Hospital Concerning Covid-19 Pandemic." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.28.
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ABSTRACT Background: Many hospitals are challenged with various problems regarding infrastructure and management in providing services during COVID-19 pandemic. Effective hospital management strategy plays an important role in confronting COVID-19. This study aimed to determine the problems faced by a hospital in the time of COVID-19. Subjects and Method: This was a qualitative study conducted at second-line COVID-19 referral hospital, Central Java from May to July 2020. Several health professionals and staff were selected as informants of the study. The data were collected by in-depth interview and document review. The data were analyzed using urgency, seriousness, and growth (USG) method to determine the priority of the problems. Root cause of the problems was analyzed with the aspects of man, method, and material using fishbone diagram. Results: The priority problem in the hospital under study was some of the staff infected with COVID-19. The possible root causes were (1) man: staff behaviors; (2) method: loss to follow-up patients to uptake screening and lack of personal protective equipment (PPE) doffing procedure; and (3) material: lack of disinfectant chambers. Conclusion: Some of the staff infected with COVID-19 is the main problem affecting the hospital under study. Comprehensive and responsiveness of hospital strategic management in line with WHO and CDC guidelines are required to contain the disease transmission. Keywords: hospital problems, COVID-19, strategic management Correspondence: Marselli Widya Lestari. Universitas Nahdlatul Ulama Surabaya. Jl. Raya Jemursari No. 57, Surabaya, East Java, 60237. Email: marselliwidya@gmail.com. Mobile: +6281703341579. DOI: https://doi.org/10.26911/the7thicph.04.28
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"The Design and Application of Hospital Personnel Salary and Performance System." In 2019 International Conference on Arts, Management, Education and Innovation. Clausius Scientific Press, 2019. http://dx.doi.org/10.23977/icamei.2019.002.
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Hoornaert, C. "NP-009 Patients’ personal treatment management in a university hospital." In 24th EAHP Congress, 27th–29th March 2019, Barcelona, Spain. British Medical Journal Publishing Group, 2019. http://dx.doi.org/10.1136/ejhpharm-2019-eahpconf.634.
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Yu-tao, Zhang, Feng Jun-wen, and Wang Xiu-lai. "Research on the Incentive Combination of Core Technical Personnel in the Hospital." In 2014 International Conference on Management of e-Commerce and e-Government (ICMeCG). IEEE, 2014. http://dx.doi.org/10.1109/icmecg.2014.43.
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Bons, C., H. Roux, MP Ponrouch, N. Deshormiere, C. Breuker, and A. Jalabert. "2SPD-018 Audit on the management of personal treatment of patients at the hospital." In 24th EAHP Congress, 27th–29th March 2019, Barcelona, Spain. British Medical Journal Publishing Group, 2019. http://dx.doi.org/10.1136/ejhpharm-2019-eahpconf.58.
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Petroni, M., C. Collet, N. Fumai, K. Roger, C. Yien, A. Lam, A. S. Malowany, F. A. Carnevale, and R. D. Gottesman. "An Automatic Speech Recognition System for Bedside Data Entry in an Intensive Care Unit." In ASME 1991 International Computers in Engineering Conference and Exposition. American Society of Mechanical Engineers, 1991. http://dx.doi.org/10.1115/cie1991-0173.
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Abstract An automatic speech recognition system is being developed for a patient data management system (PDMS) for the pediatric intensive care unit (ICU) at the Montreal Children’s Hospital. Here, fourteen bedside monitors are linked by a local area network to a personal computer for real-time acquisition of vital sign data and the graphical display of trends. The PDMS also allows for the manual input of data, such as fluid balance data, by means of a keyboard and a pointing device. This paper presents a description of the multimodal human-computer interface of the bedside data entry system, focusing on the speech recognition and generation sub-systems and their integration in the OS/2 Presentation Manager environment.
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Yuliana, Nur Aida, Pawito Pawito, and Bhisma Murti. "Personal and Social Factors Affecting the Preventive Behavior among Patients with Type II Diabetes Mellitus in Ponorogo, East Java, Indonesia." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.02.57.
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Background: Self-management of diabetes mellitus (DM)) is critical in preventing long-term complications. It includes proper medication use, diet, physical activity, blood glucose monitoring, foot care, and periodic health checkups. The purpose of this study was to examine personal and social factors affecting the preventive behavior among patients with type II DM. Subjects and Method: A cross-sectional study was carried out at Regional Hospital in Ponorogo, East Java, Indonesia, from January to February 2020. A sample of 200 patients with type 2 DM was selected randomly. The dependent variable was preventive behavior toward type 2 DM. The independent variables were observational learning, vicarious learning, imitation, attitude, knowledge, self-efficacy, and self-management. The data were collected by questionnaire anad analyzed by a multiple logistic regression run on Stata 13. Results: Tertiary preventive behavior toward type 2 DM increased with good observational learning (b= 1.55; 95% CI= 0.59 to 2.51; p= 0.002), strong vicarious learning (b= 1.15; 95% CI= 0.17 to 2.13; p= 0.021), strong imitation (b= 1.55; 95% CI= 0.58 to 2.52; p= 0.002), positive attitude (b= 1.28; 95% CI= 0.35 to 2.22; p= 0.007), good knowledge (b= 1.10; 95% CI= 0.14 to 2.06; p= 0.024), strong self-efficacy (b= 1.06; 95% CI= 0.11 to 2.02; p= 0.029), and self-management (b= 2.26; 95% CI= 1.24 to 3.29; p<0.001). Conclusion: Tertiary preventive behavior toward type 2 DM increases with good observational learning, strong vicarious learning, strong imitation, positive attitude, good knowledge, strong self-efficacy, and self-management. Keywords: social cognitive theory, type 2 Diabetes Mellitus Correspondence: Nur Aida Yuliana. Masters Program in Public Health, Universitas Sebelas Maret. Jl. Ir. Sutami 36A, Surakarta 57126, Central Java, Indonesia. Email: Aidayuliana17@gmail.com. Mobile: +6285790767582. DOI: https://doi.org/10.26911/the7thicph.02.57
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Chinen, T., T. Fukuda, H. Sekiguchi, A. Matusudaira, H. Kaneshima, and I. Kukita. "Association of Prehospital Advanced Airway Management by Physician or Emergency Medical Service Personnel with Return of Spontaneous Circulation After Out-of-Hospital Cardiac Arrest Due to Drowning." In American Thoracic Society 2021 International Conference, May 14-19, 2021 - San Diego, CA. American Thoracic Society, 2021. http://dx.doi.org/10.1164/ajrccm-conference.2021.203.1_meetingabstracts.a1707.
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Anifowose, Titilayo. "Significance of cultural heritage assets in the definition of urban morphology. A case of Egba-Ake in South-West Nigeria." In Post-Oil City Planning for Urban Green Deals Virtual Congress. ISOCARP, 2020. http://dx.doi.org/10.47472/fxzs7229.
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This study defined morphological importance of cultural heritage assets and formation of Egba-Ake town. Cultural heritages include man’s physical imaginative products which can be touched and seen include buildings, crafts, tools, ivory, cowries, paintings, textiles, pestles, mortars, food, wooden objects, tombs & grave goods, temples, dresses, pottery & potsherd pavements, monuments, books and artifacts. Morphology are factors that influence city/community formation which are determined by synthetic and natural determinants. Cultural heritage assets are whatever is valued by people today that was also cherished by former generations. This research explored the importance of cultural heritage assets in relation to urban fabrics formation of Egba-Ake. Qualitative method was adopted in this study, in-depth interviews and personal observation was used for data collection while Nvivo words tree and satellite imagery was used to analyze collected data. Ake’s palace and Itoku market is located at the center around which the Egba-Ake evolved. Ake’s Palace (political and cultural hub of the town) and Itoku market (the economic heritage of the town) was used to preserve various aspects of Egba-Ake cultural heritage. Ela festival (new yam festival) is annually celebrated cultural activity in Egba-Ake. This finding is relevant to policy makers as it allows the support of potential common structures for heritage administration in Egba-Ake. Effect of heritage in EgbaAke morphology is the new palace of Alake (the cultural ruler) of Egba-Ake were renovated and new once built a few years ago with modern architectural designs, furniture and fittings. This has made the Alake’s Palace to meet ‘international standards’. Social amenities and infrastructures like electricity supply, water systems, hospitals, good roads, administrative offices, schools; communication networks, etc. are now a major feature in Egba-Ake town. Further studies will enhance the implementation issues which may arise from the creation of a framework for cultural heritage management, with emphasis on risk management and risk reduction of cultural heritage.