Showing 7 results for Resources
F Eghbal, Mh Yarmaohammadian, Sh Siadat,
Volume 11, Issue 34 (1-2009)
Abstract
Introduction: An assess performance is a systematic and comprehensive process about comparing organizations activities and process with achieved results based on EFQM model. Assessing performance process allows organization to identify clearly strength points and designing plans for improvement. Hence, the purpose of the present research was to compare self assessment results based on European Foundation for Quality Management with two approaches of questionnaire and Performa on human resources management at Isfahan University of Medical Sciences (IUMS).
Methods:This research was descriptive - cross sectional study, carried out at human resource management of (IUMS) in academic year 2006-2007. Study population is 32 staff managers and their deputies selected by census sampling. Data collecting are a standard questionnaire and a designed Performa based on EFQM model, and collected data were analyzed using SPSS and EFQM software.
Results: Total score of assessment human resource management(IUMS) based on questionnaire and Performa were 550and 516 respectively and scores percentage for each nine factors were as follows : Leadership 65 and 61 , Policy 80 and 75, employees results 50 and 43 , employees results 30 and 29 , community results 60 and 55, and key performance results 50 and 52 percent.
Conclusion: Through EFQM model, we can identify strength points and area for improvement that help organization and activities to focus on most benefits area for organization and intervention and changes are followed.
H Beydokhti, M Haji Zeinolabedini,
Volume 14, Issue 44 (7-2011)
Abstract
Introduction: This study was to identify the best accessible electronic information resources for finding answers to clinical questions in Iranian National Medical Digital Library.
Methods: 20 clinical questions were randomly selected from four areas: prevention and treatment, diagnosis, etiology and prognosis from American National Library of Medicine (NLM). The keywords were searched in information resources such as Cochrane Database of Systematic Review (CDSR), ACP Journal Club (Ovid EBMR), Up to Date, and BMJ Clinical Evidence. Descriptive statistics was used for data analysis.
Results: The answering capability of these resources to clinical questions was different. Up To Date provided answers to %85, BMJ to %35, CDSR to %30, and ACP to %15 of the questions, respectively. Precision of retrieved information by these systems was 0.29 for CDSR, 0.24 for BMJ, 0.06 for ACP, and 0.02 for Up To Date. The highest number of answers to questions categorized in the aforementioned sections was provided by Up To Date whose low precision led to the retrieval of irrelevant information (%97). ACP showed less capability in answering to questions and could reply to questions about treatment and prognosis more than other areas.
Conclusion: Up To Date was the best source in answering the clinical questions however, when considering the quality of information, further research in this field is suggested.
S Emamgholipour, M Tavakkoli,
Volume 19, Issue 65 (10-2016)
Abstract
A Review of "Level of Access to Health Care Resources"
Elyas Sanaeifar, Javad Moghri, Bahram Mohaghegh, Saeed Tabatabaee,
Volume 22, Issue 4 (12-2019)
Abstract
Introduction: Human resources, as the most important resources in health systems, account for nearly three-quarters of current expenditures. Therefore, it is necessary to determine the optimal level of human resources in healthcare facilities. This study aimed to use workload indicators of staffing need to estimate the required human resources in medical physics department at Reza Radiotherapy-Oncology Center.
Methods: This descriptive cross-sectional study was conducted in 2019. Data were collected through different means. Experts’ opinions on the components of workload and activity standard were collected during several meetings. Moreover, interviews with the managers of radiotherapy center manager and human resources, and exploration of rules and regulations and personnel systems were conducted to extract factors related to available working time. Finally, the annual workload was determined by searching the hospital management system and the activity logs. Data were analyzed by using Excel and SPSS version 19 software.
Results: The results demonstrated seven factors related to staff annual available working time, that is, 1069 hours for medical physics. In this study, treatment planning, treatment recheck, mosaic and manual data entry were determined as the main activities of the medical physics department. Furthermore, the workload indicators of staffing need calculation showed that the medical physics department needs four more staff.
Conclusion: The results of the study showed a shortage of workforce in medical physics department at Reza Medical Center. The workload indicators of staffing need clearly identify the components of the workload and are recommended to be used for estimating human resources and professionals in specialized occupations associated with cancer treatment.
Elaheh Ebrahimi, Amir Ghafourian Shagerdi, Saied Aibaghi Isfahani, Mohammad Sajjad Ghafourian Shagerdi,
Volume 23, Issue 3 (10-2020)
Abstract
Introduction: Considering that competitive advantage is the basis of strategic management, the purpose of this study is to determine the relationship between electronic human resource management, competitive advantage, and human resource flexibility.
Methods: The present applied and descriptive research was done in the 2020. The statistical population of this research was the employees of the Isfahan government hospitals. Using Cochran formula, 341 people were taken as the final sample. The data collection tool in this study was a standard questionnaire whose validity and reliability had been confirmed in previous studies. The data were then analyzed by SPSS and LISREL software.
Results: The results of the tests showed that electronic human resource management with 0/76 impact factor had a positive and significant effect on the competitive advantage, and the one with 0/66 impact factor had a positive and significant effect on flexibility of human resources. Also, human resource flexibility with 0/35 impact factor had a positive and significant impact on competitive advantage.
Conclusion: Considering the mediating role of the human resources flexibility in the relationship between electronic human resources with competitive advantage, we need to invest in the electronic system related sectors to improve strategic decision-making procedures in the field of appropriate investment in human resources and increased competitive advantage.
Elyas Sanaeifar, Bahram Mohaghegh, Javad Moghri, Seyed Saeed Tabatabaee,
Volume 24, Issue 1 (3-2021)
Abstract
Introduction: Human resources play a highly important role in providing health services. The aim of this study was to determine the human resources required for the linear accelerator sector at Reza Radiotherapy-Oncology Center.
Methods: This applied analytical-descriptive study utilized human resources determination method based on workload indicator of staffing needs. Expert meetings were held to determine the components of workload and standard time. A survey was used to confirm the standard time of main activities, and interviews and personnel information system were used to determine the amount and factors related to available working time. Furthermore, management system and registries were used to determine the annual workload. The data were analyzed using the Excel and SPSS software version 19.
Results: Seven factors related to the annually available working time of employees were identified. Annually available working time for employees was set at 806 hours. Patient preparation, treatment, surgery, and case completion were identified as the main activities. The results of workload index calculations showed that the accelerator sector had a shortage of three people.
Conclusion: The results of this study showed that Reza Radiotherapy-Oncology Center is experiencing a shortage of professional staff in the linear accelerator sector. It seems that using the workload indicator of staffing needs method to determine and distribute the required human recourses is a necessary step for the optimal management of human recourses in specialized sectors.
Dr Farzaneh Mohammadi-Sefiddashti, Hemen Mohammadi, Dr Reza Rezayatmand,
Volume 26, Issue 3 (12-2023)
Abstract
Introduction: Financial analysis provides important information to hospital managers and causes resources to be allocated more accurately. The aim of this study was to identify the structure of financial resources of selected hospitals of Isfahan University of Medical Sciences, Isfahan, Iran, during 2011–2021.
Methods: This descriptive study was conducted based on data from the selected hospitals affiliated with the Isfahan University of Medical Sciences. The data were obtained from budget and financial departments of Isfahan University of Medical Sciences and hospital information system, and then were processed in Microsoft Excel 2016.
Results: The total revenue, hospital revenue from national budget and hospital special revenue have always been on an upward trend in current prices. In constant prices, the total revenue of hospitals increased by 20% in 2021 compared to 2011, and the trend of hospital special revenue has also been decreasing in most of these years. On average, operational revenue had the largest share and non-operational revenue as well as donation and charity had the least share of hospital financial resources. The average share of hospital special revenue (56.41%) was higher than the average share of hospital revenue from public budget (43.59%).
Conclusion: Clarifying the structure of the hospital revenue can provide policy makers with a more comprehensive analysis of the current situation. The results of this study indicated the downward trend of the real hospital special revenue in these years, which indicates the fact that the revenue generating capacity of public hospitals is decreasing. The significant decrease in operating revenues of hospitals and the lack of compensation by the government in the form of hospital revenue from ministerial budget have faced a serious challenge to the self-governance of these hospitals. Therefore, health policy makers should pay serious and urgent attention to the revision or modification of the self-management plan in public hospitals.
