Important bioindicators for health management in Romania

Performance measurement is a coherent, robust, integrated, purposeful, comprehensive, efficient and transparent system. The evaluation of healthcare performance in Romania is based on four categories of bioindicators: human resources, use of services, economic and financial aspects, as well as quality. In this work, we were mainly interested in analyzing and describing these parameters. In order to illustrate the applicability of the hospital performance indicators, we considered the results obtained for these indices from the managers of three hospitals of the same level from Romania, the “Filişanilor” Hospital from Filiaşi, the Rovinari City Hospital and the Şegarcea City Hospital, and herein present them

Analysis Human Resource Performance with Balanced Scorecard Assessment

Competition between organizations, especially hospitals in each region, is getting tighter. Hospitals must be able to improve the performance of their organizations in order to remain competitive. People are the most important factor in helping an organization achieve its goals. With the right people and good performance, you can achieve your organization's goals. Analysis of personnel performance is certainly necessary for evaluation and evaluation. One method that can be used to assess the performance of human resources is to use the Balanced Scorecard. This research method uses a qualitative approach. The results showed that the job satisfaction of Dr. R. Goeteng Taroenadibrata Purbalingga Hospital and the general department was very good because they felt they were in a mutually supportive work environment and received fair compensation for the work done.Keywords: Performance appraisal, human resources, balanced scorecar

Performance Evaluation of the Operating Rooms in the Largest Teaching Hospital in South of Iran, before and after Implementation of the Health Care Reform Plan

Performance Evaluation of the Operating Rooms in the Largest Teaching Hospital in South of Iran, before and after Implementation of the Health Care Reform Plan Performance Evaluation of the Operating Rooms in the Largest Teaching Hospital in South of Iran, before and after Implementation of the Health Care Reform Plan Bastani Payvand1, Kavosi Zahra2, Ahmadzadeh Mahdieh Sadat3, Rezaee Zohreh4* Received: 20. 07. 2015 Revised: 07. 09. 2016 Accepted: 11. 09. 2016 Abstract Introduction: Surgical ward is one of the main wards of each hospital that its efficiency is a leading factor in determining the hospital costs. Health care reform plan has been implemented to increase the public satisfaction with health care system and reduce the hospital costs. The aim of this study was to evaluate performance of the operating rooms, before and after implementation of the health care reform plan. Methods: In this descriptive-analytical study, the extracted information from hospital records of all patients (64370 cases) who had undergone surgery from July 2013 to March 2015, were recorded in a researcher-made checklist. Data were statistically analyzed using paired t-test by SPSS 19. Results: The average number of surgical procedures performed in all wards of the teaching hospital was increased after implementation of the health care reform plan. There was also statistically significant difference between all the inpatient surgeries and all the scheduled and unscheduled ones (P<0.05). Conclusion: Health care reform plan had a significant effect on supply and demands for services in the teaching hospital that can be due to financing through the plan that increased the demand for surgical service delivery. Key¬words: Operating Room, Surgical Procedures, Teaching Hospital, Health Care Reform Plan ¬Citation: Bastani P, Kavosi Z, Ahmadzadeh M, Rezaee Z. Performance Evaluation of the Operating Rooms in the Largest Teaching Hospital in South of Iran, before and after Implementation of the Health Care Reform Plan. Journal of Health Based Research 2016; 2(2): 197-205. 1. Assistant Professor, Health Human Resources Research Center, School of Management and Medical Informatics, Shiraz University of Medical Sciences, Shiraz, Iran. 2. Associate Professor, Health Human Resources Research Center, School of Management and Medical Informatics, Shiraz University of Medical Sciences, Shiraz, Iran . 3. MSc Student, Health Human Resources Research Center, School of Management and Medical Informatics, Shiraz University of Medical Sciences, Shiraz, Iran 4. BSc Student, Health Human Resources Research Center, School of Management and Medical Informatics, Shiraz University of Medical Sciences, Shiraz, Iran *Correspondence: Health Care Management & Informatics School Almas Building, Alley 29, Qasrodasht Ave, Shiraz, Iran Tel: 07132340775 Email: [email protected]

Establishment of Individual Performance Evaluation System in a Health Business and a Pilot Practice

AbstractWhile the improvements in the field of management cause organizations to give importance to subjects like effectiveness and productivity, on the other hand it enables to determine the performance of the personnel, which is one of the determining factors in corporate success. In this study, 360 degree performance evaluation, which is one of the current and problematic subjects of the human resources applications, is analyzed and supported by an empirical research. At this study, in which the theoretical information is discussed, briefly includes the necessity of the performance evaluation in classical terms and its benefits to the organizations, 360 degree performance evaluation and feedback system; there is an empirical practice including the discussion of the views for creating a 360 degree performance evaluation criteria and feedback system to evaluate the performances of the nurses working in a training research hospital

THE EFFECT OF HOSPITAL ACCREDITATION TO EMPLOYEES CAREER IN DUTA MULYA HOSPITAL MAJENANG

Hospital accreditation is official recognition from the government to hospitals that already meet the standards of health care. To obtain the recognition, a hospital has to go through a sequential formal evaluation on compliance to the hospital quality standards. Post even, the accreditee shall receive feedback in the form of overview hospital performance in various aspects including human resources, facilities, funding and the organizational culture. On the top of all,  the accreditation system provides reassurance to customers and the public that the hospitals are providing high quality services according to standards. The research was done at hospitals Duta mulya Majenang. This study uses the same type of quantitative analysis methods descriptif analytic approach and cross sectional ,data analysis using SPSS. Samples were taken using the methodology of random probability sampling with simple random sampling. Sampling included the 15 doctors, pharmacists 3, 15 nurses, 16 midwives, nonmedical 30. In this study, using a questionnaire covering the career ladder, the addition of human resources, compliance with hospital facilities, remuneration system, an increasing of patients.Keywords: Accreditation, Career path, Fulfillment facilities, increase of patient

The Reality of Applying Human Resources Information Systems in Major Hospitals in the Southern Palestinian Governorates

The study aimed to study the reality of the application of human resource information systems in the major hospitals in the southern Palestinian governorates. Department directors, department heads, and computer engineers), totaling (320) male and female employees during the year (2022), where the researchers prepared a questionnaire to achieve the purpose of the study on human resource information systems (Individual Performance Assessment, Organizational Performance Assessment, Performance Management, Training Development, And Knowledge Management). The most important findings of the two researchers were that human resources management is more effective in the event of application of human resources information systems, and that applications of human resources information systems include individual performance evaluation, institutional performance evaluation, performance management, knowledge dissemination, training and development, decision-making, and appointment. Attraction, problem solving, team building, and quality team building. The study recommended making use of human resources information systems in providing periodic reports that include all activities in the hospital, and enhancing reliance on human resources information systems in building work teams and involving employees in setting the hospital's vision for change management and benefiting from various experiences in leading change

A Hospital Performance Assessment Model Using the IPOCC Approach

BACKGROUND፡ Developing a practical model to assess hospital performance improves the quality of services and leads to patient satisfaction. This study aims to develop and present such a model using the IPOCC (Input, Process, Output, Control and Context) approach.METHODS: This study used a mixed-method research. The statistical population of the qualitative part included 27 experts who were purposefully selected and the sampling process was continued by the snowball method until the data saturation was reached. The quantitative part included 334 managers at differentlevels within a hospital, who were selected by a random sampling method based on Cochran's formula.RESULTS: The hospital evaluation model has 5 dimensions with 20 factors: input (human, financial, physical, information and equipment), process (treatment, para-clinical, prevention, management, and leadership processes), outcome (patient, staff and community outcomes and key performance index), control (internal control, external control), context (hospital culture,hospital status, the role of evaluators and community conditions). The value of chi-square was 4689.154, the degree of freedom was 2385, and the ratio of chi-square to the degree of freedom in the model was 1.966, which is an acceptable value. The values obtained from CFI, GFI, and IFI fit indices were acceptable. The SRMR index was 0.1130.CONCLUSIONS: Using a performance assessment model along with the IPOCC approach evaluates hospital processes and the output obtained from the proper implementation of these processes in all areas. The areas include the hospital provided services like the control and context, or the traditional perspectives like physical, human, financial, and equipment resources

Challenges in the Optimal Management of Human Resources in Hospitals: A Qualitative Study

Introduction: Optimal management of human resources is considered as a basic and most fundamental principle of management of the health services because manpower is the most important organizational resources. The aim of this study was to identify the challenges in the optimal management of human resources in hospitals. Method: This qualitative study was conducted in hospitals affiliated to Tehran University of Medical Sciences and all experts who had sufficient knowledge of the human resources management programs were included. Nineteen participants were selected using non-probability purposive sampling. Data were collected through semi-structured interviews. Qualitative content analysis was used to analyze the data. Results: Three major themes emerged: organizational, motivational, and knowledge-related factors. Organizational factors included lack of up-to-date job descriptions, staff recruitment through university and hospital constraints in the selection of employees, lack of the culture of team working and process attitudes, incomplete establishment of occupational health and safety, and deficiencies in the evaluation system. Motivational factors included absence of a performance-based pay system, lack of communication between evaluation and incentive systems, and lack of motivation and confidence of the staff in solving problems. Knowledge-related factors included old human resources and resistance to change, lack of knowledge, and non-learner hospital environment. Conclusion: Clear job description, implementation of dynamic organizational culture, safe environmental conditions, performance-based pay system, and directing hospitals towards becoming learning organizations play an important role in reducing the challenges of human resources management. Keywords: Challenge, Management, Human resources, Hospita

Evaluation of impact of antimicrobial stewardship in limiting the spread of antimicrobial resistance in Gauteng Province

The threat of antimicrobial resistance particularly in the intensive care unit has become a global issue. This study aimed to evaluate the effectiveness of antimicrobial stewardship in limiting the spread of antimicrobial resistance in the hospital’s ICU. The study further determined the deficiencies of the ASP and recommended strategies to remedy the identified deficiencies. A quasi-experimental descriptive quantitative design was used in this study. The study was conducted at the intensive care unit of an academic hospital. A structured questionnaire was used to extract information from patients’ medical records. This evaluation showed that the antimicrobial stewardship program had a sufficient impact on the appropriate use of antimicrobials in the hospital’s ICU. While there were a small (19.05 %) number of patients inappropriately prescribed antimicrobials, a moderate (35.59%) number of patients developed hospital acquired infections during the study period. In addition, the results revealed a lack of the facility’s leadership commitment to antimicrobial stewardship, which is crucial for ensuring the availability of human, financial and information technology resources Through the evaluation of the program the deficiency in the program’s performance can be identified and optimised. For the studied facility, the performance of the program could be improved by gaining the support of the facility leadership. The present study endorses the evaluation of health promotion initiatives to improve patients’ safety and outcome in healthcare institutions. KeywordsHealth StudiesD. Litt. et Phil. (Health Studies