Humanity and Talent Management: A Case Study on Healthcare Industry

2020 ◽  
Vol VII (1) ◽  
pp. 53
Author(s):  
Thejasvi Sheshadri ◽  
Aranganathan
Keyword(s):  
Talent Management ◽  
Healthcare Industry

scholarly journals Tacit knowledge, as a source of competitiveness: case study

2021 ◽  
pp. 27-33
Author(s):  
Patricia RIVERA-ACOSTA ◽  
Rosa Elia MARTÍNEZ-TORRES ◽  
Maricela OJEDA-GUTIÉRREZ
Keyword(s):  
Tacit Knowledge ◽  
Family Business ◽  
Raw Materials ◽  
Talent Management ◽  
Formal Training ◽  
Case Study Methodology ◽  
Knowledge Based ◽  
The Family ◽  
Study Methodology

In the society of the XXI century it is generally accepted that a new intangible resource of organizations is knowledge, in addition to the other existing resources: human, capital, raw materials and equipment. This is particularly true in a knowledge-based society and economy, where knowledge has become an invaluable medium for all organizations, particularly businesses. The objective of this paper is to make a diagnosis to describe how to apply knowledge management in the family business Campechanas la Escondida de la Trinidad. This project is based on a case study methodology, with a descriptive type of research; the collection of information uses as instruments with a qualitative approach, observation and interviewing. The results obtained show a dependence on the tacit knowledge possessed by bakers who apply in the artisanal process, in addition to family members, lack human talent management, formal training and innovation, which has limited their competitiveness.

A Case Study of the Health Cloud

2014 ◽  
pp. 272-283
Author(s):  
Roma Chauhan
Keyword(s):  
Technology Implementation ◽  
Software As A Service ◽  
Portable Devices ◽  
Healthcare Industry ◽  
Healthcare Data ◽  
Healthcare Process ◽  
Health Cloud ◽  
Healthcare Transformation ◽  
Technology Solution

Initiatives have recently been taken to facilitate effective sharing and collaboration of healthcare information. The process undertaken to manage healthcare data is always in debate. The healthcare industry is encouraged to leverage technology solution for providing improved services to patients and doctors. The chapter explains the need of the healthcare process re-engineering through the implementation of Software as a Service (SaaS). It also highlights the potential and challenges of integrating SaaS-based health cloud in the healthcare industry. This chapter explores the exciting journey of the Indian healthcare transformation through technology implementation. Moreover, the chapter discusses the different healthcare clouds and deployment models. It illustrates SaaS-based solutions for the healthcare segment and argues that cloud-based healthcare and mobile healthcare by use of portable devices can make health consultation convenient for patients across the world.

How Can Industrial Internet of Things (IIoT) Improve Enterprise Productivity?

2020 ◽  
pp. 112-133
Author(s):  
Erdinç Koç
Keyword(s):  
Internet Of Things ◽  
Smart Cities ◽  
Detailed Knowledge ◽  
Healthcare Industry ◽  
Industrial Internet Of Things ◽  
Time Consumption ◽  
Industrial Internet ◽  
Smart Cars ◽  
Industrial Part

This chapter gives brief information about internet of things (IoT) and then detailed knowledge of industrial internet of things (IIoT). Internet of things applications can be seen in different areas, such as smart cars, smart homes, smart cities, agriculture, healthcare, industry, etc. This study focuses on the industrial part. Industrial internet of things (IIoT) means internet of things (IoT) applications for industrial usage. IIoT give a chance to enterprise for tracking supply chains, monitoring production line operations, and real-time consumption of energy, managing stock, and transportation decisions. This study used case study method for developing theory about IIoT's contribution to enterprise productivity. IIoT applications can be adapted to which operations of the enterprise, and how it will contribute to enterprise productivity is explained in this chapter. The chapter discusses the projects that are within the vision of IIoT but not yet implemented and concludes with suggestions for future studies.

One finance: dealing with Nigeria’s highly-skilled talent constraints

2020 ◽  
Vol 10 (3) ◽  
pp. 1-20
Author(s):  
Mpho Dennis Magau ◽  
Jaco Maritz
Keyword(s):  
Financial Services ◽  
Talent Management ◽  
Short Supply ◽  
Content Type ◽  
Academic Level ◽  
Consumer Lending ◽  
Start Up ◽  
Highly Skilled ◽  
Software Engineers

Learning outcomes This case study aims to provide students with: an understanding of the unique challenges companies in Africa face in attracting and retaining highly-skilled human resources. The ability to critically evaluate various talent recruitment, development and retention options available to companies in Africa. Case overview/synopsis This case study examines the talent management challenges faced by Chijioke Dozie, CEO of Nigeria-based financial services company One Finance (OneFi). Under the brand name Carbon, OneFi operated a digital financial services app that offered loans, bill payments, an investment platform and an electronic wallet. However, Nigeria did not have many professionals with experience in consumer lending and certain technical skills, particularly data scientists and software engineers, was hard to find. Data scientists, for instance, were not only in short supply in Nigeria but also they were in high demand globally. OneFi, therefore, competed against top employers throughout the world, but with a start-up budget. OneFi’s talent management dilemma is a common challenge faced by companies operating within under-developed African economies. The insights and learnings from this case are, therefore, also applicable to other businesses on the continent. Complexity academic level MBA Post Grad. Supplementary materials Teaching notes are available for educators only. Subject code CSS 1: Accounting and Finance.

The Process of Strategic, Agile, Innovation Development

2020 ◽  
pp. 370-394
Author(s):  
Say Yen Teoh ◽  
Shun Cai
Keyword(s):  
Process Model ◽  
Quality Of Healthcare ◽  
Healthcare Services ◽  
Innovation Strategy ◽  
Healthcare Industry ◽  
Innovation Development ◽  
Healthcare Information ◽  
Medical Practitioners

Despite many attempts to introduce computerization in the healthcare industry, the majority of the current healthcare information systems still fail to meet the rising expectations of patients for service. This study aims to understand how agility and innovation capabilities can be strategically nurtured, developed, and managed to upgrade the quality of healthcare services. Based on a case study, a process model is developed to explain that an agile innovation strategy is a complex helix process involving a firm's sensitivity and responsiveness to integrating and reconfiguring its resources to cope with innovative change. Three key managerial contributions for IT and medical practitioners are presented.

High Attrition Rate Determinants: Case Study of the Malaysian ICT Sector

2017 ◽  
Vol 16 (03) ◽  
pp. 1750030
Author(s):  
Elsadig Musa Ahmed ◽  
Tan Khai Yang
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Talent Management ◽  
Attrition Rate ◽  
Job Stability ◽  
Managerial Support ◽  
Job Opportunity ◽  
Ict Companies ◽  
High Attrition Rate

This study attempts to establish the factors determining high attrition rate for Information and Commiunication Technology (ICT) sector in Malaysia. The high attrition rate determinants include job opportunity, job stability, job satisfaction, managerial support and talent management. The sampling techniques for this study are based on purposive and non-probability approach where the sampling process only involved employees from ICT companies with Multimedia Supercorridor (MSC) status in Malaysia. The questionnaire has been delivered to 300 employees from local and multinational ICT companies with MCS status in Malaysia via email. Out of 300 questionnaires sent out, 115 questionnaires were received and 8 were not completed, thus the overall response rate for the study is 35.67%. Based on the result, four determinants (job opportunity, job stability, managerial support and talent management) were found having positive relationship with attrition rate for ICT sector in Malaysia. However, job satisfaction was found to be having a negative relationship with the attrition rate for ICT sector in Malaysia. This study identified the most important determinants that cause high attrition rate for ICT sectors in Malaysia. The findings of this study expected to help organisations in ICT sectors to have better guidance and clearer direction while implementing employee retention strategies to reduce the attrition rate.

scholarly journals Talent Management for Shariah Auditors: Case Study Evidence From the Practitioners

2019 ◽  
Vol 10 (3) ◽  
pp. 252
Author(s):  
Nor Aishah Mohd Ali ◽  
Nawal Kasim
Keyword(s):  
Financial Institutions ◽  
Group Discussion ◽  
Internal Audit ◽  
Talent Management ◽  
Islamic Banking ◽  
Complex Dynamic ◽  
Islamic Financial Institutions ◽  
To Come ◽  
Audit Team

The environment for most financial institutions today is complex, dynamic, highly competitive, and extremely volatile, and such condition is likely to remain for years to come. In addition to these external situations, most financial institutions also faced the challenge to manage talents flow in particular, a shortage of needed competencies. One measure to overcome this condition is to be systematic in managing their human capital if they wish to gain and sustain a competitive advantage in years ahead. This paper postulates to explore the competency criteria as one of talent management for shariah auditors in the Islamic Financial Institutions (IFIs) in Malaysia. A qualitative design was adopted by conducting interviews with 30 practitioners consisting of the Heads of Shariah audit departments (HSA) and shariah auditors (SAR) from the IFIs and the Head of Islamic banking department from the Central Bank of Malaysia. This is followed by a focus group discussion to validate the findings. The study found that there was mixed practices on talent management in terms of competency aspect required for shariah auditors. Generally, participants agreed that certain skills, knowledge and characteristics added with years of experience in the field, are pre-requisite to become competent shariah auditors. This study is unique as it explores the case from the qualitative stance. Opinions were elicited from the parties directly involved in preparing guidelines to the IFIs as well as those practitioners executing the shariah audit function within their institutions. IFIs will have better guideline on recruiting competent future shariah auditors, as part of their internal audit team to uphold the shariah precept.

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