scholarly journals Analysis of Discharge Planning Implementation at Siloam Hospitals Balikpapan

2021 ◽  
Vol 2 (2) ◽  
pp. 27-37
Author(s):  
Andi Batari Toja Michdar ◽  
Fridawaty Rivai ◽  
Yahya Thamrin ◽  
Syahrir Pasinringi ◽  
Alimin Maidin ◽  
...  
Keyword(s):  
Medical Record ◽  
Human Resource ◽  
Health Workers ◽  
Discharge Planning ◽  
Influential Factor ◽  
Causal Factors ◽  
Planning Cycle ◽  
Policy Objectives ◽  
Planning Implementation ◽  
Resource Factor

This study aims to analyze the implementation of discharge planning at Siloam Hospitals Balikpapan in 2018. The type of research conducted is a mix method research. The sample of this study was taken with a total sampling of patients in the Inpatient Installation which was then observed on 260 medical record documents to determine the percentage of completeness of filling items and the timeliness of returning medical record files, then 7 (seven) informants. The results showed that the results showed that the implementation of discharge planning at the Siloam Hospital Balikpapan inpatient had not been running according to the standards set by the hospital, namely 100%. In the discharge planning implementation, the most influential factor is the human resource factor, seen from the discharge planning cycle implementation from the initial HR involvement to the end. It is recommended for hospital management that the parts that are still not appropriate (14.5%) to be evaluated further, so that the causal factors can be immediately corrected. For the implementation of communication, it is necessary to convey clearly and accurately related to the information provided so that it is easy to understand and run in accordance with policy objectives such as holding regular socialization so that health workers understand the outline of the purpose of implementing this discharge planning.

scholarly journals Aspek Hukum Rekam Medis atau Rekam Medis Elektronik sebagai Alat Bukti Dalam Transaksi Teurapetik

2017 ◽  
Vol 3 (2) ◽  
pp. 359-383 ◽  
Author(s):  
Sudjana Sudjana
Keyword(s):  
Medical Record ◽  
Electronic Medical Record ◽  
Medical Records ◽  
Health Workers ◽  
Legal Aspects ◽  
Literature Study ◽  
Descriptive Research ◽  
Positive Law ◽  
Approach Method ◽  
Administrative Sanctions

This study aims to obtain information on: first, the obligation to create and conceal Electronic Medical Record and its juridical consequences; Secondly, due to the law of absence or error in the manufacture of Electronic Medical Records and the position of Electronic Medical Record as a tool in the theoretical transactions.The research method used is normative juridical approach method, analytical descriptive research specification, research phase is done through literature study to examine primary law material, secondary law material, and tertiary law material. Data collection techniques are conducted through document studies, conducted by reviewing documents on positive law. Furthermore, the method of data analysis is done through normative qualitative.The results of the study indicate: Legal aspects of Medical Record or Electronic Medical Record   in Teurapetik Transactions related to: first, the obligation of health workers in coaching and health services to make Medical Record or Electronic Medical Record correctly and responsible for secrecy because it is the opening of Medical Record or Electronic Medical Record without With the permission of the patient having the consequences of criminal law. The absence or misuse of the Medical Record or Electronic Medical Record means that health workers may be subject to criminal, civil and administrative sanctions. Second, the position of  Medical Record or Electronic Medical Record is evidence in the form of a letter (if given outside the court), and expert information (if delivered in court).

The Human Resource Factor in Small Business Decision Making

1985 ◽  
Vol 10 (2) ◽  
pp. 53-62 ◽  
Author(s):  
Joseph R. Rocha ◽  
M. Riaz Khan
Keyword(s):  
Decision Making ◽  
Resource Management ◽  
Small Business ◽  
Human Resource Management ◽  
Human Resource ◽  
Small Firms ◽  
Counseling Program ◽  
Business Decision ◽  
Functional Areas ◽  
Resource Factor

Activities of a group of small firms were studied over a six-year period to determine the manner In which their performance reflected the results of a counseling program. The effects of counseling In a number of functional areas were explored. Findings of the Investigation suggest that while adequate attention to marketing, financial, and technological matters Is essential, firms that Ignore the requirements of sound human resource management may fall to remain competitive.

Introducing it into a Mature Production Related Work Environment: The Human Resource Factor

1994 ◽  
Vol 9 (1) ◽  
pp. 39-50 ◽  
Author(s):  
Jonathan Helliwell ◽  
Alan Fowler
Keyword(s):  
Human Resource ◽  
Positive Response ◽  
Resistance To Change ◽  
Process Industry ◽  
Change Resistance ◽  
It Implementation ◽  
Computer Based ◽  
Primary Focus ◽  
A Company ◽  
Resource Factor

The paper addresses the human resource issues associated with the implementation of IT into the Production facilities of a company operating in the process industry. The primary focus of the research is a field study based on a questionnaire issued to the process workers who would be most affected by the changes. Management was initially concerned that resistance to change could pose a significant problem. In this respect there was particular concern that the age and background profile of the workforce could exacerbate any underlying tendency to change resistance. This paper evaluates the background to these concerns and illustrates how this particular organization dealt with them. The questionnaire results indicated a very low level of initial familiarity with any form of computer based technology. Nonetheless the results indicated a very positive response to the IT implementation proposals with virtually no evidence of attitudinal rigidity. In this sense, the results broadly support many of the observations revealed in the literature.

Creative Discharge Planning Using the Electronic Medical Record

1995 ◽  
Vol 17 (2) ◽  
pp. 17-23
Author(s):  
Martha K. Stephan ◽  
Susan H. Taft ◽  
Joann Ruggeri ◽  
Jacqueline A. Morgan
Keyword(s):  
Medical Record ◽  
Electronic Medical Record ◽  
Discharge Planning

Brief Analysis of Human Resource Management in Project Management

2012 ◽  
Vol 174-177 ◽  
pp. 2840-2843
Author(s):  
Wei Mei Zhang ◽  
Cong Tian
Keyword(s):  
Project Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Important Resource ◽  
Personnel Recruitment ◽  
Set Up ◽  
Resource Factor

Project management calls for all kinds of resource factors, such as, manpower, equipment, technology and data, etc. It has been proved by practice that, manpower is the most important resource factor in project management. Thus, human resource management in project management seems especially important. For human resource management in project management, we should successful organizational programming and personnel recruitment,set up all kinds of rules,strengthen position training,facilitate communication among members, implemen performance management and effective incentive.

Health Manpower Planning

2017 ◽  
Vol 1 (1) ◽  
pp. 53-57
Author(s):  
Rajoo S Chhina ◽  
Rajdeep S Chhina ◽  
Ananat Sidhu ◽  
Amit Bansal
Keyword(s):  
Human Resource ◽  
Health Workers ◽  
Health Planning ◽  
Health Resources ◽  
Manpower Planning ◽  
Modern Medicine ◽  
Skewed Distribution ◽  
Health Manpower ◽  
Unequal Distribution ◽  
The Right

ABSTRACT Manpower is the most crucial resource toward delivery of health planning. Health manpower refers to people who are trained to promote health, to prevent and to cure diseases, and to rehabilitate the sick. The aim of manpower planning is to make available the right kind of personnel in the right number with appropriate skills at the right place at the right time doing the right job. Various types of health resources are doctors, nurses, pharmacists, lab technicians, radiographer health assistants, health workers, auxiliary nurse midwife (ANM), accredited social health activists (ASHAs), anganwadi workers, trained dais, and so on. Currently, developing countries including India lag behind suggested norms of required health manpower. Presently, India produces 30,000 doctors, 18,000 specialists, 30,000 Ayurveda, Yoga and naturopathy, Unani, Siddha, and Homeopathy (AYUSH) graduates, 54,000 nurses, 15,000 ANMs, and 36,000 pharmacists annually. This production is not equal across the states, leading to unequal distribution of doctors. Such a skewed distribution results in large gaps in demand and availability. Various reasons for this are skewed production of health manpower, uneven human resource deployment and distribution, disconnected education and training, lack of job satisfaction, professional isolation, and lack of rural experience. The 12th Plan should aim to expand facilities for medical, nursing, and paramedical education; create new skilled health worker categories; enable AYUSH graduates to provide essential health care by upgrading their skills in modern medicine through bridge courses; establish a management system for human resource in health to actualize improved methods for recruitment, retention, and performance; put in place incentive-based structures; create career tracks for professional advancement based on competence; and, finally, build an independent and professional regulatory environment. How to cite this article Chhina RS, Chhina RS, Sidhu A, Bansal A. Health Manpower Planning. Curr Trends Diagn Treat 2017;1(1):53-57.

scholarly journals Effect of Remuneration on Employees Performance in the Ministry of Internal Security: A Case of Kisii County

2014 ◽  
Vol 4 (1) ◽  
pp. 223 ◽  
Author(s):  
Wilfred Nyanumba Onyancha ◽  
Charles Munene Elijah ◽  
Willy Muturi
Keyword(s):  
Empirical Study ◽  
Human Resource ◽  
Poor Performance ◽  
Cost Of Living ◽  
Internal Security ◽  
Reform Program ◽  
Long Time ◽  
The Government ◽  
The Cost ◽  
Resource Factor

Despite the fact that the Kenyan government had made efforts, achievements and remarkable developments in the Ministry of Internal Security for its success, the performance of the workforce was still poor and this could be due to poor remuneration of employees, whereby the salary scale had remained constant for a long time despite of the increasing cost of living in the country. And this had also demoralized the employees leading to poor performance in the Ministry which in the end could result into loss of the credibility of the government. When the cost-of-living rose, there was enormous pressure on employers to raise wages and salaries by the rate of inflation. The problem therefore was how to improve productivity of employees by providing the pay which could enable them to cope up with their purchasing power. It was therefore important for the organization to consider the salary system as a mechanism by which an organization could plan how to attract, retain, reward and motivate its salaried employees in order to enhance good performance in the Ministry. The human resource factor (particularly remuneration) lied at the very heart of the reform program. Subsequently, the need arose to undertake an empirical study to determine the effect of remuneration on employees’ performance at the Ministry of Internal Security.

scholarly journals Impact of human resource management on health workers during pandemics COVID-19: systematic review

2021 ◽  
Vol 4 (1) ◽  
Author(s):  
Gunawan Widjaja
Keyword(s):  
Health Services ◽  
Human Resource ◽  
Health Workers ◽  
Medical Personnel ◽  
Phenomenological Approach ◽  
Empirical Literature ◽  
Health Issues ◽  
Community Protests ◽  
The Impact

The HR crisis has affected the health system, but there is little research into how this HR disruption affects medical workers. Understanding the impact on the health of medical personnel is essential; the COVID-19 outbreak is still sweeping the world. With the empirical literature, we have succeeded in summarizing the impact of the HR crisis on the health of medical personnel. Exploratory systematic reviews have identified qualitative, theory-based empirical evidence against practitioners. We have searched a database of relevant HR crises and health issues. Then we analyzed it in depth with a phenomenological approach. A total of 40 peer-reviewed publications were reviewed, referring to the HR crisis and its impact on the health of medical personnel. Finally, this study confirms that the human resource crisis is transmitted to medical personnel through several models: (1) a decrease in the quality of health services; (2) the impact of inadequate service measures; and (3) increasing demands for health services from patients; (4) A wave of community protests for treatment; (5) service and budget inefficiency.

scholarly journals RELATIONSHIP between NURSE CHARACTERISTICS WITH DISCHARGE PLANNING IMPLEMENTATION

2017 ◽  
Vol 1 (2) ◽  
pp. 193-197
Author(s):  
Ana Zakiyah ◽  
Duwi Basuki ◽  
Windu Santoso
Keyword(s):  
Discharge Planning ◽  
Pearson Correlation ◽  
Sampling Technique ◽  
P Value ◽  
Chi Square ◽  
Cross Sectional ◽  
Planning Implementation ◽  
Relationship Of ◽  
The Relationship

Discharge planning is one of the activities in the provision of nursing care on patients in the hospital, it will have a shortening impact on patient care in the hospital and reduce the patient's recurrence rate, but the implementation is not appropriate. so far, implementation of Discharge planning is still to be done after the patient finished having treatment by making a summary of the recording of patients return. Various characteristic factors of nurses can influence the implementation of discharge planning in hospital. The research purpose was to know the relationship of factors that influence discharge planning with the implementation of discharge planning. The research design used was cross-sectional, the instrument used was the questionnaire about the characteristics of the nurses and the implementation of discharge planning. The population of research was nurses who served in the inpatient room RSI Sakinah Mojokerto number of 80 nurses and obtained the number of 67 samples with proportional random sampling technique. The result of analysis with pearson correlation for age, education, length of work and chi-square for marital status showed that the characteristics of nurses related to discharge planning implementation were educational factor with p-value 0,023. The higher the nurse education caused more critical, logical and systematic in thinking so as to improve the quality of its work and the greater the desire to utilize the knowledge and skills it possesses keywords        : discharge planning, nurses, education

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