Reduce Staff Costs Research Articles

Typification of Projects for the Transition to Cloud Services

Introduction. Digital solutions make the operation of the company clearer, reduce staff costs, and provide data security. Various aspects of automation, digitalization and cloud technologies are described in the literature. The question is raised about the quality of the methodological basis for such transformations. Global and narrow technical approaches are presented. As a rule, materials are presented from the perspective of experts in the implementation of digital technologies. In this paper, for the first time, the author's scheme is proposed that can allow not only providers, but also their customers to navigate the upcoming transition to the cloud. The latter will receive systematic information on how to select a contractor and the most economically feasible option of cooperation.Materials and Methods. The information model was based on the semantic network as a system of nodes, their characteristics and connections. Management of the cloud migration project and the migration itself were visualized. The contraction practice between providers and their customers was summarized. The specifics of the tasks of such projects were taken into account. The part of the subject area related to the implementation of a cloud service is algorithmic — a step-by-step transition to the cloud, a generalized scheme of the process taking into account the hierarchy of elements are presented.Results. For the first time, a method of self-preparation of a company for the implementation of cloud solutions is proposed. The algorithm systematizes the cloud migration processes. The activities related to goal setting, audit, selection of cloud environment and services, calculation of the economic efficiency of the project, planning and implementation of migration, technical support and scaling of processes are described. The possibilities of determining the economic feasibility of measures for the transition to the cloud are shown. The costs of equipment, data storage and processing, software licenses, salaries, information security, etc., are taken into account. The amount received is compared to the providers' offers. For the final decision, the costs of infrastructure support are taken into account — by the customer or the outsourcer. The best option is selected. As a result, the customer gets the opportunity to work with better profitability and scale the project. Feedback is provided, and processes are adjusted, starting with IT reaudit.Discussion and Conclusion. The proposed solution will give the customer's management a system view of the execution sequence when migrating to the cloud, the issues and tasks to discuss with a potential outsourcer. Providers can use the algorithm to typify and unify projects, which can eventually simplify the coordination of the list of services and the migration procedure with customers. In this way, the parties can free up significant resources in terms of time, labor and other costs. In addition, customers and providers can partially use the described semantic network to develop not only the organizational, but also the technical aspect of the project.

Vacation at your own expense

All employers face leave without pay, so in most cases, processing the provision of such leave is not a difficult process. However, when applying for a vacation at your own expense, there may be nuances. For example, is it legal to send workers on leave at your own expense due to the complication of the economic situation in order to reduce staff costs? In what situations can workers take leave without pay without coordinating such leave with the employer? How does non-pay leave affect seniority to calculate annual leave and leave compensation? How to properly arrange a vacation without pay? There are other issues surrounding the provision of leave without pay. Consider all these questions in the article.

The hidden power of language

Purpose Stakeholder theory research identifies changes in language as one possible mechanism to overcome the deficiencies of current accounting practices with regard to social aspects. This study aims to examine the effects of the terms used for specific accounts on company internal decision-making, drawing on the example of “value creation accounting”. Design/methodology/approach The study uses a survey based-experiment to analyze the effects of terms used for specific accounts on decision-making, with a focus on social aspects (in particular expenditures for staff) in cost reduction and expenditure decisions. Findings The findings indicate that wordings, which more closely relate to value creation than to costs, decrease cost reductions and increase the priority ascribed to the social aspect of reducing staff costs in times of financial shortage. The effects of terms used on cost reductions are stronger among female decision makers. Practical implications The analysis suggests that conventional accounting language best suits organizations that aim at incentivizing decision makers to primarily cut costs. By contrast, if an organization follows an approach that puts importance on social aspects in times of financial shortage and on not doing too sharp cost reductions, value creation-oriented language is the more effective approach. Social implications The study suggests that the specific terminology used for accounts should be chosen more carefully and with awareness for the possible effects on cost reduction decisions as well as on social consequences. Originality/value This study contributes to a better understanding of the relevance of language in accounting. It suggests that the terms used for accounts should be chosen purposefully because of their far-reaching potential consequences for stakeholders as well as for the organization.

Corporate employee health management system

As you know, the main goal of any organization is to make a profit, build financial capacity and maximize income. In this process, the work of the company’s management is important in finding any ways to reduce the company’s costs. But, nevertheless, the functioning of the organization is impossible without the use of human resources, their development in the future. Statistics show that often an ill employee costs the organization much more than the savings on working conditions that many organizations are trying to realize in order to reduce staff costs. The article emphasizes the need to implement a corporate employee health management system, discloses how it can be cost-effective for organizations and useful for employees. In Russian companies, caring for employees, developing corporate policy as a strategy for the future has not yet become widespread. Many are looking for benefits in reducing the number of employees, in reducing wages, in making temporary employees, in the effectiveness of managerial decisions. Objectively, companies want instant results without long-term and mixed investments. According to Rosstat, in Russia, about 30% of the employees of all the companies surveyed work in conditions that simply do not meet sanitary and hygienic requirements. Meanwhile, in foreign countries, health management programs are reaching a new, progressive level, which includes not only improving working conditions, but also holding Health Days, changing the lifestyle of employees (promoting a healthy lifestyle, adjusting nutrition programs, increasing physical activity, etc.), as well as regular monitoring and health monitoring of employees. The main research methods were: review method, which allows to obtain accessible and complete information on the topic of the article; cross-cultural analysis used to compare the attitude of employers to the health of employees in Russia and abroad and to identify the degree of similarity and difference in the modality of health values in different countries, as well as a method of secondary analysis of the results of sociological studies on the topic of research.

Многокритериальная модель оценки и выбора автоматически управляемых транспортных средств (AGV) для складов

A set of tools, devices, applications aimed at facilitating the handling of material and products in a warehouse, but also between, for example, a warehouse and a plant, represent Material Handling Equipment. The important type of material handling equipment is automatic guided vehicles (AGV) which play a key role in warehouse automation. The advantages set by AGVs in the warehouse automation process are reducing staff costs and labor costs, increased reliability and productivity, reduced damage of goods, improved security, managing and controlling a complete system, etc. In the paper, a hybrid FUCOM-EDAS model is applied to select an AGV vehicle. The FUCOM method is used to determine weight coefficients, and EDAS to obtain the best solution. The selection is based on nine AGV vehicles and seven criteria. To evaluate the stability of the obtained results and the applied model, the assessment and ranking of alternatives is performed by WASPAS, SAW, MABAC and ARAS methods. Preliminary results show that two alternatives are best, since the same results were obtained by all four methods, with priority given to the alternative A5.

Evaluation of Clinical Use and Cost-Effectiveness of a Flexible Cystoscope System with a Disposable Sheath: A Randomized Clinical Trial.

Flexible cystoscopy is routinely performed as an outpatient procedure. The use of disposable sheaths can increase cystoscope life span and reduce staff costs. The primary end point of this study was to evaluate procedure related discomfort and pain, physician maneuverability, residual bioburden and reprocessing time. The secondary end point was to analyze the cost-effectiveness of a flexible cystoscope with a disposable sheath compared to a standard flexible cystoscope. This randomized clinical trial was performed with women older than 18 years, with intact cognition and 7 days antibiotic-free who were referred to outpatient clinic for cystoscopy. Patients underwent cystoscopy with a standard flexible cystoscope or flexible cystoscope with disposable sheath. Urinalysis and culture were performed before and 14 days after cystoscopy. Patients filled out a pain/discomfort visual analog scale. Physicians filled out a 5-point Likert scale for the elements of ease of insertion, manipulation, optical quality and overall use. Reprocessing time and costs were compared between both cystoscopes. A total of 60 patients were included in the study, comprised of 30 who underwent standard flexible cystoscopy and 30 who underwent flexible cystoscopy with a protective sheath. Patient discomfort/pain was equivalent in both groups. The Likert scores were similar except for ease of insertion, which was higher with protective sheaths (p <0.02). Protective sheaths were associated with lower reprocessing time and costs (p <0.001). The use of protective sheaths effectively reduced procedure and staff related costs without causing any additional patient discomfort or pain. The learning curve of the sheathed scope may explain the difference reported by physicians regarding the ease of insertion.

Исследование российского рынка труда и корректировка кадровой стратегии организаций

This article examines the current state, working conditions and forecasts for the development of the Russian labor market. It is revealed that, despite a number of positive trends in the economy, global problems remain in the development of economic mechanisms. It is noted that increasing efficiency and labor productivity while reducing staff costs remains the main way to survive the organization. Frightened by the cuts of 2014–2015, workers try to stay in the workplace, even if they are not satisfied with working conditions. Employers, in turn, having a certain need for staff, cannot offer either existing or new employees improvements in terms of pay and social package, so the motivation to change the company-employer from working employees is minimized. At the same time the head of the organization agrees to pay high wages for commensurate result of labor activity. It was noted that in the personnel management system, the following areas will come to the forefront: the evaluation of the results of staff work, the calculation of the ratio of price and quality of staff training, the development and implementation of key performance indicators.

Shift Change Handovers and Subsequent Interruptions

Two statistical surveys in France revealed both widespread dissatisfaction about shift change handovers and the feeling of being frequently disturbed by interruptions. Shift change handovers (SCHs) are being reduced or eliminated in France to reduce staff costs. The objective of our study is to clarify the consequences of short SCHs on efficiency, team function, and quality of care. Real-time task ergonomic analysis of 29 state-registered nurses (RNs), 18 nursing aides (NAs), and 14 full-time physicians was conducted in various departments of general and university hospitals. The average time available to RNs for sharing information during SCHs was 15 minutes at the beginning of the work session and 13 minutes at the end. There were, on average, 50 interruptions of activity, and these interruptions occupied 16% of the working time. Consequently, less time was available for direct care, although the number of such acts was increased. Periods for preparation of care, writing, seeking information, or equipment were very numerous. The mean number of changes of activity was very large: 260 per work session. For NAs, SCHs were similar to those for RNs at the beginning of the work session (mean = 18 minutes) but shorter at the end (10 minutes). The mean number of interruptions was 30 and caused 10.3% of the working time to be lost with 164 changes of activity. For physicians, SCHs were even shorter and, in many cases, nonexistent. The mean number of interruptions was 30 (11.4% of their working time, 153 changes of activity). Shift change handovers were mostly conducted separately for RNs, NAs, and physicians. A better sharing of knowledge between the different health-care workers, and especially at the beginning of the work session, could reduce interruptions and potentially improve quality of care.

Direct mailing of faecal occult blood tests for colorectal cancer screening: a randomized population study from Central Italy

Sending faecal occult blood tests (FOBT) by mail has been proposed both as a method to increase participation and a way to reduce staff costs in colorectal cancer screening. Two multicentre randomized controlled trials (ISRCTN10351276) were performed: one randomly assigned 3196 individuals who had previously participated in colorectal screening to receive a FOBT kit at home or a standard invitation; in the second, 4219 people aged 50-69 years who did not respond to a screening invitation were either sent a FOBT or a standard recall letter. The cost per returned kit was calculated in each arm. Participation was higher with direct FOBT mailing in both trials: relative risk 1.11 (95% CI 1.06-1.17) and 1.36 (95% CI 1.16-1.60) for previous responders and non-responders, respectively. The cost per returned kit for previous responders ranged from 4.24€ to 16.10€, and from 3.29€ to 7.36€ with FOBT mailing and standard invitation, respectively, not including staff costs; for non-responders it ranged from 17.13€ to 46.80€, and from 7.36€ to 18.30€ with FOBT mailing and standard recall, respectively. The FOBT mailing strategy modestly increased participation. This method can be used on a population of previous responders to reduce personnel costs and workload. When used as a reminder to non-responders, this method increases costs.

Reducing staff costs.

The National Audit Office (NAO) has published a framework for managing staff-cost reduction that sets out how organisations should deliver these savings in a way that minimises risk and maximises benefit to taxpayers. The framework also includes the NAO's expectations for effective ongoing management of staff costs.

Job Sharing in Australia: Possibilities, Problems and Strategies

AbstractThis paper defines job sharing and explores its potential benefits. An overview of its origins and growth in Australia and overseas is followed by discussion of management issues. Organisational issues concern aspects of planning, implementation and operation. Issues for job sharers include finding an appropriate job share partner, maintenance of the job sharing relationship, protection of voluntary participation and preservation of pro rata benefits and other working conditions. A process for facilitating effective liaison between management, job sharers and trade unions is proposed. Job sharing is uncommon in Australia but may assist workers to balance work and family responsibilities or pursue interests outside work while avoiding many disadvantages of precarious work. For employers, it may facilitate retention of valued staff, reduce turnover, enhance recruiting or reduce staff costs. These propositions have not been rigorously tested, however, and avenues for future research are therefore explored.

Can organised dental care for children be both good and cheap?

Children's dental services evolved from emergency, pain-relieving and later amalgam-based care systems of the early and middle 20th century. The pattern of occurrence of dental caries is different today and young teenagers have very few teeth affected by caries. Restoration of lesions in permanent teeth, typically on occlusal or buccal/lingual surfaces, is technically simple. Paradoxically, dental students today are expected to master a vast amount of knowledge, including information on new dental materials and techniques. New dentists who choose to provide dental care for children as a career will spend most of their days placing fissure sealants, applying topical fluorides and inserting predominantly single-surface restorations. Because of their expensive training, new dentists will nevertheless expect high earnings, and this results in a high cost for children's dental care. The opportunity cost is other health services foregone. In developing countries where there are few dentists, they are almost not available for children at all. Costs could be reduced by reducing the number of interventions, and by reducing staff costs. Fewer interventions could be achieved by longer recall intervals: several studies and experience from places where this has been implemented indicate that is safe and effective. Widespread delegation of operative work to appropriately trained dental hygienists or therapists would reduce staff costs. Dental therapists are better substitutes for dentists in children's care because they are trained to do most of the clinical procedures that are necessary in children's dentistry. In Western Australia and South Australia, most dental care for children is provided by dental therapists. The costs of care are much lower and the outcome, as measured by caries experience and numbers of treated patients, is equivalent to or even better than European dentist-based services. Already, in some places, politicians and others are querying the need for organised children's dental care. Increased effectiveness will make continuation of children's dental services easier to sustain.