Performance Of Staff Members Research Articles

The Influence of Some Human Resource Management Practices on the Performance of Staff Members in the Faculty of Education University of Khartoum Sudan

The research objects to examine the influence of some human resource management practices on the performance of staff members in the faculty of education University of Khartoum Sudan and to test the stated hypotheses.

The Effect of Transformational Leadership and Empowerment on Employee Performance

The purpose of this study was to examine and formulate the influence of transformational leadership and empowerment on the performance of the social service in the Pangandaran Regency, which is located in the West Java Province. The total number of people that filled out the survey was 97. The methods of observation, interviews, documentation, reading, and questionnaires are utilized during the data collection process. Procedures for analyzing data include the instrument test, the classical assumption test, multiple linear regression analysis, multiple correlation, the t test (t test), the determination test, and the F test (F test). The findings of the study suggest that there is a favorable and statistically significant connection between transformative leadership and the level of performance achieved by employees working in the social service office for the Pangandaran region. At the social service office serving the Pangandaran district, there is a positive and significant correlation between empowerment and the performance of staff members. The performance of employees working in the social service sector of the Pangandaran Regency is significantly improved when they are provided with both transformational leadership and simultaneous empowerment. At the Pangandaran district social service office, the concurrent effect of transformational leadership (X1) and empowerment (X2) on performance (Y) is 58.2%.

Pay-for-performance incentive program in a large dental group practice

BackgroundDentists increasingly are employed in large group practices that use financial incentive systems to influence provider performance. The authors describe the design and initial implementation of a pay-for-performance (P4P) incentive program for a large capitated Oregon group dental practice that cares primarily for patients receiving Medicaid. The authors do not assess the effectiveness of the incentive system on provider and staff member performance. MethodsThe data come from use of care files and integrated electronic health records, provider and staff member surveys, and interviews and community surveys from 6 counties. Quarterly individual- and team-level incentives focused on 3 performance metrics. ResultsThe program was challenged by many complex administrative issues. The key issues included designing a P4P system for different types of providers and administrative staff members who were employed centrally and in different communities, setting realistic performance metrics, building information systems that provided timely information about performance, and educating and gaining the support of a diverse workforce. Adjustments are being made in the incentive scheme to meet these challenges. ConclusionsThis is the first report of a P4P compensation system for dental care providers and supporting staff members. The complex administrative challenges will require several years to address. Practical ImplicationsLarge, capitated dental practice organizations will employ more dental care providers and administrative staff members to care for patients who receive Medicaid and patients who are privately insured. It is critical to design and implement a P4P system that the workforce supports.

Analisis Kinerja Pegawai Di Kecamatan Margadana Kota Tegal

Human resources is driving organizations to connect all his energy, mind, talent, creativity and strive for the sake of the survival of the organization. Nowdays, One thing is often still a connection problem in the relationship between people and governments in the region is in the field of public services, especially in terms of quality or service quality of government officials to the public. This study aims to determine the dimensions of what drives performance and hinder the performance of employees in the District Margadana Tegal and to analyze and describe the performance of the Civil Service in the District Margadana Tegal. This study used a qualitative descriptive method Subdistrict Margadana locus and focus research on the performance of staff members. Instruments in this study is the researchers themselves, who act as planners, implementers in collecting data, analyzing, interpreting the data and writing research reports that assisted with the interview, the informant purposive sample selection techniques. Mechanical analysis is done through reduction, data presentation and conclusion by using taxonomic analysis. Based on the survey results revealed that the overall performance of employees is not good, there are still many things that need to be repaired it can be seen from many dimensions that hinder the performance of employees in the District Margadana. The dimensions that support the performance of employees in the District Margadana is the dimension of knowledge work, cooperation dimension, the dimension of personal qualities, while inhibiting dimension is the dimension of the quantity of work, dimensions quality of work, creativeness dimensions, the dimensions of dependability, and the dimensions of the initiative. Suggestions are presented in this study is the leader should implement the target time, and more emphasis to pay more attention to and comply with existing standards work system, the leader must be able to be more open so as to create conditions that can motivate subordinates and provide comfort to employees to submit ideas , there must be strict sanctions so that a deterrent effect, and requires the employee to make the planning work and individual work schedules.

Human resource management in Hong Kong preschools: the impact of falling rolls on staffing

PurposeThe purpose of this paper is to discuss the impact of falling rolls on human resource management in local preschools in Hong Kong. It aims to argue that the developing role of leadership in creating a culture and procedures for collective participation in staff appraisal is important for human resource management in preschool settings.Design/methodologies/approachWith the aid of a case study, the paper illustrates and analyzes the policies and practices presently adopted by many preschool heads in the process of personnel management that may potentially affect the quality of education service.FindingsThis paper focuses on discussing the common practices used by many preschool heads in the field to handle staffing reduction. In particular, voluntary redundancy is perceived as an effective strategy to solve the problems of budget deficit. From the quality perspective, the strategy is based on individual decision but not on the teaching performance of staff members. This may have a negative impact on the quality of teaching and service.Originality/valueRelatively little research on human resource management in preschools has been conducted in Hong Kong. The illustration of this case study follows other studies in the literature in revealing the important links between human resource management and school development. It is proposed that the management of professional knowledge embedded in teaching practices should be connected to the policy of staff appraisal in order to achieve better quality of service. Thus, the introduction of staff appraisal and collective participation in such processes is, by its nature, a political process. This paradigm shift creates a new agenda for leadership roles and requires a cultural change in preschool settings.

Perils of Simplistic Classifications of Universities: A Preliminary Case Study of Economics Departments

Universities represent a highly complex organizational structure that is beset with serious informational problems. A simplistic allocation rule based on university rankings is sometimes applied to fund disciplines/departments in order to promote efficiency. This study shows the pitfalls of using university rankings to glean information on rankings of disciplines, or departments, across universities. We offer a new measure to quantify the mismatch between university rankings and department rankings, and stress the need for using the rankings of departments for allocating research funds. We marshal evidence from Europe, USA and also from the global rankings of universities and departments of economics to argue that rankings of universities do not statistically explain the rankings of economics departments. Therefore, in order to foster competition and promote efficiency, it is mandatory to develop classifications/rankings of departments, reward good performance and publicise discipline-based research and teaching performance. This study then examines the research performance of staff members of departments of economics in New South Wales of Australia that homes some of World

Pain Relieving Measures for Prosedural Pain in Premature Babies. An Observational Study

The data for this study were collected in autumn 1995 at Kuopio University Hospital in Finland. During a period of three weeks, nursing procedures and examinations carried out on premature babies were videotaped at the hospital's neonatal intensive care unit. Material covers 30 different procedures and runs up to 60 hours in total. The observations focused on the actions of the premature babies' practical children's nurses, medical laboratory technologists and registered nurses (N=70) representing different nursing fields. The main concern was with the methods used by different professional groups to help alleviate pain in various procedures, such as taking blood samples. Interpretation was based on the method of qualitative content analysis. The results showed that the technical performance of staff members was quite adequate, but efforts invested in human interaction and pain alleviation were quite scarce.

Ongoing consultation as a method of improving performance of staff members in a group home.

A model of ongoing consultation was implemented in a community group home for 8 adults with severe and profound mental retardation. Two consultants, highly experienced in working with people with mental retardation and in the procedures used in group homes, taught staff members to use a token reinforcement system, to engage the adults in a variety of activities, and to improve the content and style of the staff members' interactions with the adults. The consultants taught skills to 9 staff members through brief mini-workshops, direct observation of the staff members' use of the skills during regular activities in the group home, and individual verbal feedback regarding a staff member's performance of the skills. Evaluation of the ongoing consultation process by the 2 consultants showed it to be effective in improving the performance of the staff members and in changing the behaviors of the adults who lived in the home. Continued implementation of the process, however, appeared to be necessary for the behavior changes of staff members to be maintained at high levels.