Mahmoud Nekoei Moghadam; Hadis Arabpour; Aliakbar Majidi; Hamidreza Molaei
Volume 8, Issue 5 , November and December 2011
Abstract
Introduction: In today's world which is full of competition and technological progress, employees should be encouraged to improve their skills in order to prevent personal drawbacks and to survive and promote their organization. Therefore, a plan called "The path for job promotion among nurses and health ...
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Introduction: In today's world which is full of competition and technological progress, employees should be encouraged to improve their skills in order to prevent personal drawbacks and to survive and promote their organization. Therefore, a plan called "The path for job promotion among nurses and health care professionals" was approved and executed in hospitals. In the present study, the relationship between implementation of this plan and hospital performance indicators was examined. Methods: The present descriptive-analytical research was implemented in hospitals affiliated to Kerman University of Medical Sciences in the summer of 2009. The scores of various titles and indicators obtained by people liable to the abovementioned plan (approved by the Ministry of Health, Treatment and Medical Education) in 2008 were calculated and their relationship with hospital performance indicators (percentage of occupied beds, average hospital stay of the patients and bed rotation) in the same year was evaluated. To analyze the data, Kendal correlation coefficient was used in SPSS11. Results: The plan consists of three general titles including factors related to personal skills and abilities (training courses, education, experience and responsibility), factors related to the individual's performance (clients' satisfaction, quality of services, establishment of health principles, presenting recommendations, and training colleagues), and other factors (presenting books and articles, researches, services in rural areas, encouragement and appreciation). Among these titles and indicators, there were only significant relationships only between clients' satisfaction and the percentage of occupied beds (P = 0.02), establishment of health principles and bed rotation (P = 0.04), services in rural areas and the percentage of occupied beds (P = 0.01) as well as average hospital stay of the patients (P = 0.02). Conclusion: Based on our results, the plan could not achieve its main objective, i.e. improving individual and thus organizational performance. Therefore, its design and execution need to be reviewed and evaluated again. It is recommended to provide scores based on valid principles and documents. In addition, to promote competitiveness, 65% of the scores should be allocated to nurses and other health positions that gained higher scores. Keywords: Performance; Hospitals; Medicine.
Mahmood Nekouei-Moghadam; Nahid Mirrezaei
Volume 2, Issue 1 , March 2005
Abstract
Introduction : Implementation of training programs can help an organization to supply the required specialist manpower and to solve personnel productivity problems. Therefore, the implementation of training programs will increase the effectiveness and productivity of personnel services in an organization. ...
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Introduction : Implementation of training programs can help an organization to supply the required specialist manpower and to solve personnel productivity problems. Therefore, the implementation of training programs will increase the effectiveness and productivity of personnel services in an organization. To better implement and improve the quality of training programs some necessary conditions should exist in an organization . Materials and Methods : This descriptive and cross-sectional study was performed on 65 personnel of Kerman University of Medical Sciences main office. They were selected by systematic sampling method. To collect data, a questionnaire was used and descriptive statistical method was used for analyzing data. Results: The results showed that in-service training courses had been effective to solve workplace problems and improve employees' decision-making (p=0.000) ability and their ability on job analysis (P=0.013). Also in-service training courses enabled employees to refer less frequently (0.003) and increased the employees' interest for better work conditions (p=0.007). In-service training courses also improved planning and work quality (p=0.004). Finally , employees expressed that in-service training courses are very necessary for an organization (P=0.000). Conclusion: The development of human resources is considered one of the effective approaches in the stability and productivity of human resources. Optimal use of human resources and facilities and more effechve administration are the results of employees' training programs . Key words: inservice training – efficiency, organizational – health personnel
