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Human Resource Issues (human + resource_issues)
Selected AbstractsNursing and midwifery: Millennium Development Goals and the global human resource crisis,INTERNATIONAL NURSING REVIEW, Issue 1 2006A. Green ba The World Health Organization Global Advisory Group for Nurses and Midwives and wider stakeholders met in May 2005 against a background of concern over the disappointing progress being made towards the Millennium Development Goals (MDGs). The meeting considered the urgent need to address human resource issues, particularly those related to nursing and midwifery, if the MDGs are to be achieved. [source] International Experts' Perspectives on the State of the Nurse Staffing and Patient Outcomes LiteratureJOURNAL OF NURSING SCHOLARSHIP, Issue 4 2007Koen Van den Heede Purpose: To assess the key variables used in research on nurse staffing and patient outcomes from the perspective of an international panel. Design: A Delphi survey (November 2005-February 2006) of a purposively-selected expert panel from 10 countries consisting of 24 researchers specializing in nurse staffing and quality of health care and 8 nurse administrators. Methods: Each participant was sent by e-mail an up-to-date review of all evidence related to 39 patient-outcome, 14 nurse-staffing and 31 background variables and asked to rate the importance/usefulness of each variable for research on nurse staffing and patient outcomes. In two subsequent rounds the group median, mode, frequencies, and earlier responses were sent to each respondent. Findings: Twenty-nine participants responded to the first round (90.6%), of whom 28 (87.5%) responded to the second round. The Delphi panel generated 7 patient-outcome, 2 nurse-staffing and 12 background variables in the first round, not well-investigated in previous research, to be added to the list. At the end of the second round the predefined level of consensus (85%) was reached for 32 patient outcomes, 10 nurse staffing measures and 29 background variables. The highest consensus levels regarding measure sensitivity to nurse staffing were found for nurse perceived quality of care, patient satisfaction and pain, and the lowest for renal failure, cardiac failure, and central nervous system complications. Nursing Hours per Patient Day received the highest consensus score as a valid measure of the number of nursing staff. As a skill mix variable the proportion of RNs to total nursing staff achieved the highest consensus level. Both age and comorbidities were rated as important background variables by all the respondents. Conclusions: These results provide a snapshot of the state of the science on nurse-staffing and patient-outcomes research as of 2005. The results portray an area of nursing science in evolution and an understanding of the connections between human resource issues and healthcare quality based on both empirical findings and opinion. [source] Issues in Growing a Family Business: A Strategic Human Resource ModelJOURNAL OF SMALL BUSINESS MANAGEMENT, Issue 1 2001Sandra W. King The conceptual literature on family businesses suggests that family businesses have difficulty managing their human resources, especially when it concerns a family member or the transition from the founder to the successor. The authors empirically examined the assumptions raised in the conceptual literature regarding whether family businesses were experiencing human resource problems in growing their business and what factors enabled or constrained the ability of their businesses to grow. The authors used in-depth interviewing to collect data in order to emphasize the depth of the issue. Using content analysis with subject matter experts coding the data, the authors sought to mine the richness of data. Finally, the authors analyzed the data using Elliot Jaques' Stratified Systems Theory as a model to examine the strategic human resource issues and to draw some tentative conclusions. [source] Factors that contribute to high turnover among residential child care staffCHILD & FAMILY SOCIAL WORK, Issue 2 2007Matthew Colton ABSTRACT In this paper we draw on our own empirical research and that of others to consider the factors that contribute to high staff turnover in residential child care. First, we focus on the problem of retaining staff in children's services. Second, we turn our attention to the factors that contribute to staff turnover in residential care: namely, perceptions of the service; of children and young people; and of human resource issues. Third, we attempt to draw out the implications of high turnover for policy and practice. The negative image of residential care has persisted in the wake of a plethora of abuse scandals. The increasing emotional and behavioural problems presented by the children cared for, and the violence and verbal abuse directed at staff are key retention issues. Moreover, poor conditions of employment contribute to staff perceptions of the work as a short-term career choice only. The potential means of resolving these problems are explored, and the future research agenda highlighted. [source] | ||||||||||