The linkage between performance of healthcare professionals and management practices in health care organizations

2021 ◽  
pp. 1-11
Author(s):  
Munaza Bibi ◽  
Admin
Keyword(s):  
Health Care ◽  
Performance Appraisal ◽  
Management Practices ◽  
Healthcare Professionals ◽  
Health Care Organizations ◽  
Employee Performance ◽  
Health And Safety ◽  
Working Hours ◽  
Negative Influence ◽  
Flexible Working Hours

Abstract The performance of healthcare professionals is now become a great apprehension for health care organizations to deliver quality services. So, organizations nowadays considering management practices to effectively manage their human resource as they are an essential resource to deliver services through their performance. Besides, the objective of the current paper was to describe the link between management practices and the performance of healthcare professionals in healthcare setup. In addition, based on review it has been found that recruitment & selection, training & development, performance appraisal along with compensation, practices of health and safety as well as flexible working hours play a crucial role in the enhancement of employee performance whereas ineffective execution of these practices has negative influence on the performance of healthcare professionals. Continuous...

scholarly journals Impact of Talent Management Practices on Employee Performance

2018 ◽  
Vol 2 (1) ◽  
pp. 22-32 ◽  
Author(s):  
Munaza Bibi
Keyword(s):  
Health Care ◽  
Management Practices ◽  
Health Care Organizations ◽  
Employee Performance ◽  
Talent Management ◽  
Healthcare Organizations ◽  
Cross Sectional ◽  
Department Of Health ◽  
Cross Sectional Design ◽  
Recruitment And Selection

Purpose- The purpose of this study was to determine the effect of talent management practices on employee performance among employees working in healthcare organizations of Pakistan.  Design/Methodology- This study employed a cross-sectional design and quantitative approach. To select the sample from the population convenience sampling was utilized. The sample of the study was comprised of 364 employees working in healthcare organizations to determine the performance of employee because of talent management practices. Questionnaire was used for collection of data.  Findings- The outcomes of the study revealed a significantly positive effect of talent management practices i.e. recruitment and selection for talent attraction, coaching and mentoring for learning and development of talent, compensation for retention of talent on employee performance.  Practical Implications- The results of study might help human resource management department of health care organizations through executing practices to manage talented employees can help them to motivate employee to perform effectually to meet the organizational objectives. Health care organizations should develop strategies and practices to manage the talent to be able to embrace changes through attracting, developing and retaining the talented employees to tackle the current and future needs of organization.

Innovation Theory and its Applicability to Our Understanding of the Diffusion of New Management Practices in Health Care Organizations

1997 ◽  
Vol 10 (1) ◽  
pp. 35-38 ◽  
Author(s):  
Rhonda Cockerill ◽  
Jan Barnsley
Keyword(s):  
Health Care ◽  
Health Care System ◽  
Management Practices ◽  
Health Care Organizations ◽  
Organizational Structures ◽  
Active Role ◽  
New Developments ◽  
Innovation And Diffusion ◽  
And Diffusion ◽  
Insight Into

There has been a longstanding interest in understanding how new management practices and organizational structures are diffused through the health care system. This article reviews current literature on innovation and diffusion to provide insight into how new management practices and organizational structures are introduced into the system. Understanding the process may help in accommodating new developments and provide managerial opportunities to take a more active role in encouraging or discouraging their further evolution.

Managing gender diversity in healthcare: getting it right

2017 ◽  
Vol 30 (1) ◽  
pp. 92-100 ◽  
Author(s):  
Paul Vanderbroeck ◽  
Jean-Blaise Wasserfallen
Keyword(s):  
Health Care ◽  
Health Care Organizations ◽  
Gender Diversity ◽  
Negative Influence ◽  
Organizational Level ◽  
Team Leaders ◽  
Content Type ◽  
Maximum Benefit ◽  
Team Productivity ◽  
Published Research

Purpose Diversity, notably gender diversity, is growing in health care, both at the level of teams and the level of organizations. This paper aims to describe the challenges for team leaders and leaders of organizations to manage this diversity. The authors believe that more could be done to help leaders master these challenges in a way that makes diverse teams and organizations more productive. Design/methodology/approach Drawing on previously published research, using gender diversity as an example, the paper first describes how diversity can both have a positive and a negative influence on team productivity. Next, it describes the challenge of gender diversity at an organizational level, using Switzerland as an example. Findings The first part of the paper espouses the causes of gender diversity, undoes some of the myths surrounding diversity and presents a model for effective management of diversity in teams. The second part looks at gender diversity at an organizational level. Drawing from sources inside and outside healthcare, the effects of the “leaking pipeline”, “glass wall” and “glass ceiling” that prevent health-care organizations from leveraging the potential of female talent are discussed. Practical implications The authors propose a model developed for intercultural teamwork as a framework for leveraging gender diversity for better team productivity. Proposals are offered to health-care organizations on how they can tip the gender balance at senior levels into their favor, so as to get the maximum benefit from the available talent. Originality/value Applying the “how to” ideas and recommendations from this general review will help leaders of health-care organizations gain a better return on investment from their talent development as well as to increase the productivity of their workforce by a better use of diverse talent.

scholarly journals Role of Employee Engagement on Compensation System and Employee Performance Relationship among Telecommunication Service Providers in Bangladesh

2018 ◽  
Vol 8 (3) ◽  
pp. 19
Author(s):  
Abu Shams Mohammad Mahmudul Hoque ◽  
Zainudin Bin Awang ◽  
Benazir Ahmed Siddiqui ◽  
Malam Salihu Sabiu
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Service Providers ◽  
Employee Performance ◽  
Compensation System ◽  
Citizenship Behavior ◽  
Telecommunication Service ◽  
The Impact

Past studies endorsed that there is a quite number of factors have been considered as the influencing factors of employee performance in an organization. Some of these are selection, training and development, performance appraisal, promotion, job design, security, and satisfaction, compensation system, employee commitment, personality, emotional intelligence, organizational citizenship behavior among others. While several studies considered investigating the influence of human resource management practices on employee performance in different context such as America, Africa and Europe, but very little attention have given in South-Asian countries like Bangladesh.  Hence, this manuscript attempted to investigate the impact of compensation system on employee performance using quantitative analysis. To do so, survey was conducted as well as perceptions of 200 employees working in telecommunication service providers in Bangladesh were obtained to analyze the relationships. The data is analyzed and hypotheses were tested by using IBM-SPSS-AMOS package 25.0. The study found that employee engagement partially mediates the relationship between compensation system and employee performance by the data of this study. This research indorsed that there is a candid need to implement better compensation system by the entrepreneurs which will ensure better employee performance in line with consistent growth of firms as well as Bangladeshi GDP.

Information management practices in public tertiary health-care facilities: an empirical investigation from the state of Kuwait

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dari Alhuwail
Keyword(s):  
Health Care ◽  
Information Management ◽  
Management Practices ◽  
Health Care Organizations ◽  
Health Care Facilities ◽  
Care Organization ◽  
Data Set ◽  
Content Type ◽  
Management Standard ◽  
Care Facilities

Purpose This paper aims to gain insights about information management practices in public health-care organizations in Kuwait and offer recommendations to improve these practices. Design/methodology/approach This study involves secondary analysis of quantitative and qualitative accreditation-related data pertaining to the compliance with the Information Management standard at seven public tertiary health-care facilities over two accreditation cycles. Findings Overall, organizations improved their compliance with the Information Management standard. However, issues exist with effectively and efficiently transmitting data, aggregating clinical and administrative data and using the information for both strategic planning and quality improvement initiatives. Research limitations/implications The analysed data set does not provide information about the improvements done between the accreditation cycles. Caution should be applied before assuming generalizability of the results, considering the context and social constructs around the health-care system is essential. Practical implications Compliance with predetermined criteria through accreditation can improve information management practices. Without proper management of information at health-care facilities, achieving safe and effective patient care is futile. The role of health information technology (IT) should not be sidelined; robust health IT solutions can help support good information management practices thereby improving care quality and aiding health-care reform. Originality/value Concerning information management, health-care organizations providing focused services have clear advantages over organizations providing general care services. Considering the type of care organization (general vs specialized) can provide insights into how information management practices can affect the operations of the organization.

scholarly journals Stakeholders’ Perspectives on Strategies for the Recruitment and Retention of Primary Health Care Employees in Qatar: A Qualitative Approach

2017 ◽  
Vol 54 ◽  
pp. 004695801772494 ◽  
Author(s):  
Mohamad Alameddine ◽  
Rami Yassoub ◽  
Yara Mourad ◽  
Hiba Khodr
Keyword(s):  
Health Care ◽  
Primary Health Care ◽  
Human Resources ◽  
Performance Appraisal ◽  
Management Practices ◽  
Human Resources For Health ◽  
Snowball Sampling ◽  
Recruitment And Retention ◽  
Primary Health ◽  
Housing Services

This study explores the recruitment and retention conditions influencing primary health care (PHC) human resources for health (HRH) in Qatar and suggests strategies for their improvement. A qualitative design employing semistructured key informant interviews with PHC stakeholders in Qatar was utilized. Key interviewees were originally recognized, and snowball sampling was used to identify additional interviewees until reaching saturation point. Interview scripts were transcribed and then analyzed thematically using the Nvivo software package. Thematic analysis precipitated a number of themes. Under recruitment, the centrality of enhancing collaboration with academic institutions, enhancing extrinsic benefits, and strengthening human resources recruitment and management practices. Dedicated support needs to be provided to expatriate HRH especially in regard to housing services, children schooling, and streamlining administrative processes for relocation. Findings revealed that job security, continuous professional development, objective performance appraisal systems, enhanced job transparency, and remuneration are key retention concerns. The study provides a number of recommendations for the proper recruitment and retention of HRH. Health planners and decision makers must take these recommendations into consideration to ensure the presence of a competent and sustainable HRH in the PHC sector in the future.

scholarly journals Comparative Analysis of the HRM Practices between Hospitality and Healthcare Sectors in South Kerala

2016 ◽  
Vol 7 (2) ◽  
pp. 11
Author(s):  
R. Prakash Pillai ◽  
Christy Abraham
Keyword(s):  
Health Care ◽  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management Practices ◽  
Primary Data ◽  
Structured Interviews ◽  
Hrm Practices ◽  
Human Resource Management Practices

Hospitality and health care sectors have similarities due to service oriented and customer centric approach. The study is aimed to identify and understand the link between hospitality and health care sectors in terms of human resource management practices and how it enriches the business activities. The study is qualitative in nature and a case study was used. Purposive sampling method was used and primary data was collected through direct observation and semi-structured interviews with experts of the five star hotels and super specialty hospitals in South Kerala and secondary data was collected from journals, newspapers, books and internet, etc. Study analyzed that hospitality sector is having well functioned and polished HRM practices compared to health care sector. Each HRM practice is inter-connected and resulted into lower exit rate and better satisfaction of the staff. Proper execution of human resource management practices such as recruitment, selection, induction, training & development, performance appraisal, compensation, employee welfare, grievance mechanism and exit management has a significant role in satisfaction of the employees and performance of the organization. Well functioned HR department and HRM practices will enhance the effectiveness of the staff and that ultimately lead to the best quality service delivery.

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