Realistic Training On The Fire Service - 1671 Words

The Need for Realistic Training in the Fire Service The fire service is now being pushed to the limit by communities that expect more out of the types of services provided. More than ever, fire departments rely on training to prepare their new recruits and maintain the skill level of its existing firefighters. These firefighters must be trained so that they will gain the knowledge, skills, and abilities necessary to serve and respond to those in need of assistance. If the fire service desires a change in operations, training is essential to educate firefighters on those changes. Training also allows a fire department to evaluate the capabilities and limitations of its firefighters (National Fire Protection Association, 2009). To have a successful training program, a fire department must evaluate who is being trained and the methods being used. The levels of information retention should be recognized for their various stages of success in the training process. The effects of str ess should be taken into account, and training can be used to counteract detrimental levels of stress. At the forefront of this training, safety of the firefighter is critical. Shortcuts cannot be tolerated during a simulation, otherwise they may be repeated in real life scenarios. The Adult Learner Training today’s modern fire service creates multiple priorities of its training program. The level of success of any training program is directly proportional to the planning efforts. PartShow MoreRelatedFire Ground Exercises At The Fire Service Area1019 Words   |  5 PagesI contemplate one of the most important training items in the fire service area that we need to focus on is authentic fire ground exercises. Fire ground training are drills that reflect real-time circumstances on the emergency scene. Our training needs to focus towards our daily tasks, teamwork and most of all teamwork on the emergency scene. Furthermore, in the past quite a few of my training drills came from the International Fire Service Training Association manual or similar resources. WhileRead MoreU.s. Army Pinon Canyon Maneuver Site1014 Words   |  5 PagesThis analysis on U.S. Army Pinon Canyon Maneuver Site, is to show why the military needs training grounds like this one. â€Å"The Army needs to conduct realistic and coordinated large scale training that integrates the ground and air resources of assigned and visiting units, including mechanized, infantry, support, and combat aviation assets. To accomplish this, the Army must maintain large maneuver and training areas of varying characteristics with complex terrain. Advances and changes in equipmentRead MoreEssay On How To Develop A Departmental Budget949 Words   |  4 PagesEstiville FD will create a budget for a Training Facility, including but not limited to, a Training Tower, a designated EMS Training building, and training simulators. Budget will also include new computers and software to track training, ongoing operational maintenance costs, and personnel training costs. A separate building will house an EMS area where classroom education can be performed. Included as well, will be three new mobile computers for the sole use of training. These computers are to be usedRead MoreThe Generational Differences Between Firefighters1455 Words   |  6 PagesWhat are the generational differences facing the fire service today and what tools can we employ to navigate these differences? It’s the first time in American history that five generations are sharing the workplace, from Traditionalists, Baby Boomers, Generation X, the Millennials or Generation Y, and the new unnamed generation. With five generations come five sets of ideas, how to conduct one’s self, approach activities, values and motivators. Different beliefs, understandings, and undertakingsRead MoreSoldiers Creed, Am I an Expert and Am I a Professional Essay729 Words   |  3 PagesI,† in the opening line. For these words to ring true, the Army must deliver training sufficient to certify professional Soldiers and leaders at all levels. The Army’s ability to recognize this need and adapt its methods speaks volumes for the Profession of Arms. The three components of the Army’s leadership model - institutional, operational and self-development assure that Soldiers and leaders receive the training required to prepare them to be members of the Profession of Arms. As su ch, itRead MoreHazardous Materials Response : The First Responder Role Essay1183 Words   |  5 Pagesand lack of proper judgement may not be the responders fault, it could just mean the first responder lacked the proper training necessary to respond properly and this does not matter whether their intentions were for good or not, and their good intentions could worsen the situation, which could lead to death and could spread the contamination. All of this is why proper training and knowledge is important in regards to hazardous material response. Hazardous Material Response As stated earlier, hazardousRead MoreEvaluating Organizational Health And Safety Policies And Procedural Documents Essay1353 Words   |  6 Pagesauthority’s statutory responsibilities in respect of health and safety and fire safety. †¢ Providing suitable and sufficient health and safety related information, instruction and training. †¢ Developing health surveillance programmers to deal with any identified work related health risks. †¢ Ensuring that health and safety and fire safety plans are developed and maintained in respect of all Council Services. †¢ Ensuring that all Services develop and implement risk assessment programmers. Failure by any HarlowRead MoreEssay on Managing the Fire Service1418 Words   |  6 Pagesorganizational controls. Organizational controls assist managers in their daily operations. Furthermore, Fire Chiefs must understand the essentials of organizational control. Jones George (2011) suggested, â€Å"It helps managers obtain superior efficiency, quality, responsiveness to customers, and innovation-the four building blocks of competitive advantage.† (p. 261) In regards to superior efficiency, the Fire Chief and management staff must evaluate the organization as a whole. In other words, ensuring thatRead MoreFunctions Of The Bcp Is Important For The World Of Disruption Or Crisis1668 Words   |  7 Pagesdata, and any devices that can be saved and transferred to the warm spot †¢ minimizes the downtime for the business †¢ Ensures business will continue to run as best and effectively as possible during crisis †¢ identifies business priorities so that if services are limited, they can be allocated effectively. †¢ Identifies the person(s) responsible for any actions that need to be taken 2. Scope The scope of DLIS is to plan and implement a working BCP to be used in the event of a disaster or crisis. ThisRead MoreGeneral Dynamics : Organization And Leader Analysis1432 Words   |  6 Pagesorganizational objectives are to develop and train soldiers to use state of the art communication systems. These systems provide the United States military commanders with command and control during combat or civilian unrest. General Dynamics provides training on communications systems to all levels ranging from colonel to privates to ensure understanding of battle command networks and informational systems. In a civilian organization, this could represent the CEO to a mail clerk. Today America fights

Fast Foods And Fast Food Essay - 1147 Words

Fast food is one of the easiest ways to get food and eat it in a hurry. More people have been eating fast food rather than eating at home for years. The rate of fast food consumption has not slowed in over fifteen years (North). Americans in today’s society are busier than they have been. With people being busy they cannot find an easy way to make dinner, so they go to fast food restaurants to get food on the go. Many Americans also believe they are too busy to go shopping for groceries. Being busy is not the only thing that makes people eat fast food on the go. Why are numerous Americans eating fast food and not homemade food? Fast food is convenient and cheap for people who do not have time to cook or if they are too lazy. Advertisements encourage Americans to eat fast food as well. American lives have changed over the years, and eating habits have too. With people having jobs with schedules they can barely work around, fast food is a must for them to get a meal in a time crunch. More people prefer to get food on the go rather than take the time to make homemade food. Home-cooked meals are slowly dying due to people being busy and choosing to eat fast food. More people today stop at fast food restaurants to get the food they can eat anywhere if they are on the run. When people go out of town for the weekend, fast food is an easy meal to eat in the car. Fast food is also an easy meal to eat while shopping in a hurry. Fast food is not only cheap it is convenient; most ofShow MoreRelatedFast Foods And Fast Food1339 Words   |  6 PagesWhen it comes to fast food it is just what it is fast food. On a busy or slightly rough day it’s so easy and typical to grab some food on the go and keep it moving. Are we able to find a solution to fast food and its nutritional value of being healthy rather than unhealthy? Fast food comes in handy and gives you a satisfying taste and is a quick fix to feed your hunger at that moment which leads to no kind of nutritional nourishment for your body. It gives the body what it needs at the momentRead MoreFast Foods And Fast Food2128 Words   |  9 PagesFast food is defined as â€Å"easily prepared processed food served in snack bars and restaurants as a quick meal or to be taken away.†. The first fast food restaurant was developed in America, 1948. Fast food is now recognized globally, generating an annual revenue of $570 billion. However, this ever growing market is associated with higher BMI and weight gain. I investigated whether exposure to fast food advertising via television increases fast food consumption, and whether our fast food consumptionRead MoreFast Foods : Fast Food Consumption2960 Words   |  12 Pages Fast Food Consumption Alshahrani Abdullatif Fast Food Consumption FAST FOOD CONSUMPTION Introduction The nutriment companies have set up plenty of poor force in present ages, having the duty for groining excess fat prices and alternate fitness trouble additionally as for sending-off great ecological effects like multiplied greenhouse gasses. This features impressed an abundance of individuals to startRead MoreFast Foods And Fast Food1649 Words   |  7 PagesFast food is popular because it s convenient, it s cheap, and it tastes good. But the real cost of eating fast food never appears on the menu, was said by Eric Schlosser. Several people in America have become dependent on fast foods. How many of the people who eat this food actually know what is really in the food or how it was made? Others don t think about it, because within ordering, three minutes later a customer can pull up to the window, pay, and get food. It is quick and cheap. The UnitedRead MoreFast Foods : Fast Food Restaurants834 Words   |  4 PagesFast Foods in America Fast food restaurants have always been extremely successful and are experiencing an increase in popularity in America. The ongoing question all consumers have is which one is the best. Everyone has their opinion on which one they like best, but what about the actual quality and health of the foods served? When one is choosing to eat at one of these restaurants, they may just simply choose one without evaluating things such as food quality, prices, and service experience. TwoRead MoreFast Foods And Fast Food Restaurants1458 Words   |  6 Pagesdo not go a day without eating a fast food meal. There has been a significant rise in obesity rates in America as fast food restaurant establishments are becoming more and more popular. It’s no coincidence that as the fast food industry’s popularity is rising; the obesity rates of Americans are rising as well. The reason for the increase in popularity of fast food restaurants is simply because of convenience. Take McDonaldâ €™s for example: they offer consumers food that can ready to eat within aRead MoreFast Food And The Food Meal Essay1440 Words   |  6 Pages A fast food meal may not be so simple after all considering the ingredients that go into a meal. We aren’t fully aware of what all the ingredients are in our food. We just see either a short or a long list of words that is just scientific jargon to us. We do become more concerned of what we are eating if there is a long endless list of contents. One ingredient that we all know if high fructose corn syrup. There are high amounts of it in our fast food which explains why we can get so addicted toRead MoreFast Food1145 Words   |  5 PagesDraft 3 Fast food Obesity is an epidemic that is sweeping over the United States today. It’s affecting both adults and children. With the increase in fast food availability and a decrease in the time most Americans have to prepare nutritious meals at home, it’s obvious why more people are eating at fast food restaurants. Obesity is a growing problem in the United States and more and more children are being affected. But do uneducated families have the right to put the blame on fast food restaurantsRead MoreFast Food1172 Words   |  5 Pagesfailed to recognize the changing trend in customer’s preferences to better tasting, fresher food. This trend led to new sub markets emerging for tastier, fresher and fast food perceived as healthier. A few of the smaller/privately owned competitors (Cosi and Quizno’s) were able to operate in niche markets selling gourmet sandwiches and salads. The emergence of smaller restaurants offering easy access to exotic foods such as sushi and bu rritos created a more specialized niche market. 2) Size and Growth; Read MoreFast Food1915 Words   |  8 Pages1. Executive Summary This report provides an analysis of the international marketing environment of fast- food industry in US and evaluates the international marketing activities of McDonald’s, which is considered a key player. Firstly, the PEST framework is used to analyse external environmental factors influencing the industry. The Porter’s Five Forces framework is utilised to analyse the competitive rivalry within the industry, and its attractiveness for potential new entrants. Key players and

Human Resource Management In Flextronics University assignment essay

Question: Discuss about the Human Resource Management in Flextronics University. Answer: Introduction The main purpose of this study is to explain the detailed outcome of the analysis which indicates understanding the diversity management, culture, international performance management and training and development in the context of Flextronics University. The scope of the essay is to develop human resource management practices regarding diversity management, culture, international performance management and training and development. The human resource management of Flextronics University refers to the formal systems which are responsible for managing employees in the organization (Mathis et al., 2016). The major duties of the human resource manager are recruiting, training, designing work culture, maintaining positive environment and many more. The study proposes a solution to the issues to the current situation along with the enhancement of the environment of the organization through improving organization culture. The technologies which are used in altering the culture of the organization is also present in the essay. Human Resource Management at Flextronics University Diversity Management The diversity management in the Flextronics University will be carried out through several practices and developing framework. Recruitment and selection: The process will be divided into nine sections such as planning, job analysis, attraction, short listing, selection process, reference checking, making selection decision and assessing (Bratton Gold, 2012). In the planning phase, the authorities of the organization will make sure that only the keen and efficient employees will be selected for the training phase. The organization is facing several issues with the new joiners (Purce, 2014). The most severe of those is that the after the completion of the program the employees are going to the rival business or changed industry. For abiding this issue the recruitment and selection process will be designed in such a way that only the potentially long lasting people will get the chance to get into the training phase. The job analysis refers to the process of analyzing the skills and knowledge for becoming able to handle a specific role in the organization (Storey, 2014). The line managers after completion of the high potential program, designed specifically by Flextronics academy, will be ready to determine the skills and knowledge. This recognized specification will be the base of the selection process. The attraction refers that only the candidates with the identified specific skills and knowledge can apply for the vacant role. Apart from the identified skills, some minimum requirements in terms of those skills and knowledge will be carried out (Alfes et al., 2013). In addition to that, other skills and information of the person will be analyzed and the shot-listing will be carried out. The interview will be directly associated with the selection process. In the interview process the depth of knowledge of the person and how skillful they are will be investigated (Storey, 2014). The communication and interaction skill of the person can only be identified in the interview process. The interview process will be divided into three sections such as skill based, technical skill based and communication based. Employment dates, appraisal of an applicants claim against the key selection criteria, estimates of an applicants job performance capabilities and employers willingness to re-hire the applicant will be checked in the reference checking process. After the end of all the processes the final selection of the employee will be carried out. The most priority will be given to the skill and knowledge (Buller, P. F., McEvoy, 2012). The next in the list is the willingness of the employee to stay in the organization. Last but not the least, the communication skill of the candidate is also very significant. For the orientation process the training and development process will serve as the key. This refers to the adjustment of the new employee in the organization. The authorities will be responsible for carrying out a gap analysis assessment tool for offering a resource for the hr department for assessing recruitment and selection process in terms of recognized best practices. Performance appraisal: This task will be carried out in six sections installing performance standards, communicating performance expectations of the workers and measuring actual performance, comparing expected standard with the actual performance, discussion of appraisal and starting right activity (Storey, 2014). In the performance standard process, the output, skills and accomplishment will be determined by the managers based on those the performance of employee will be analyzed. The standard such as the employees will be communicating the issues that they are currently facing as well as suggesting solutions against those issues (Purce, 2014). Taken as an example, the new trainee will be responsible for completing the tasks within provided period and will increase the productivity ten percent every 1.5 months. This way they can be as effective as the existing employee after the completion of the training and development. After the determination of the standard, those standards will be represented and explained to the employees by the human resource manager. For the recognizing the actual performance of the individual employee, an evaluator will be employed (Buller, P. F., McEvoy, 2012). It is crucial that the evaluators personal feelings will not influence the measurement of the performance of the employees. After that, the line managers will be comparing the actual performance of the employee the established standards (Alfes et al., 2013). If the employee completed its objective efficiently then special appraising will be offered to them from the management. The human resource manager will be responsible for discussing the outcome of the appraisal (Storey, 2014). Along with the HR manager other management will accept the appraisal in a constructive manner. Special appreciation will be offered to those who will be completing working in the organization five years. The new employees will be appreciated with suitable offers if they complete two years in the organization. Implementation of HR diversity policies: Vision and leadership: senior pioneers show an on-going responsibility to mainstreaming assorted qualities by guaranteeing that the significant strategies, practices, measurements and activity arrangements are set up (Purce, 2014). Continuous duty is additionally shown through regular and reliable correspondence, inside and remotely, about the association's accomplishments against its distributed activity arranges. Well defined business case: the assorted qualities motivation shapes an essential part of the vital business arranging plan - not something that is a 'pleasant to have', maybe particularly for private area firms that are offering for contracts inside the general population division (Brewster et al., 2016). In the general population segment the 'adequacy contention' i.e. guaranteeing the differing qualities of the workforce coordinates the assorted qualities of administration clients, is maybe to a greater degree a key driver. Training and Development The training and development of the new employee of the Flextronics University will be divided in four processes. Incidental training: Here is the place all groups begin. Another representative comes to work and somebody "trains them" on the most proficient method to carry out their occupation (Bratton Gold, 2012). This kind of preparing is going on throughout the day and is frequently among the most important preparing a representative gets. This is casual learning, unstructured, and regularly created by workgroups or their groups to fill a crevice unfilled by LD or learning and development. Distinction regarding Training and Development: At level 2, where most organizations are or are attempting to wind up, you build up an expert preparing capacity (Mathis et al., 2016). This is a little or extensive group of LD experts who assemble an arrangement of projects, foundation, and instruments which let you convey formal preparing. Enhancement of performance and skill: Now the association understands that any learning movement ought to be adjusted and sorted out by part, and organizations coordinate preparing programs into advancement arranging and vocation improvement models. Development of organizational capability: At level 4 the LD capacity takes a gander at authoritative abilities all in all. This is not only another arrangement of words. It is an alternate core interest (Mondy Martocchio, 2016). Here is the place you invest energy understanding the detailed everyday life of laborers, all their different data and occupation related needs, and work as an execution expert to help them enhance execution through numerous sorts of learning. Culture Every organization has cultural dimensions for introducing innovative programs as well as to improvise their organizational performance within the competitive marketplace (Armstrong Taylor, 2014). Flexotronics is one of the leading Electronic Manufacturing Services (EMS) that is providing technological solutions among 30 countries. These technological solutions involves EMS capabilities related to broadcast worldwide, global supply chain management of end to end vertically integrated systems etc. The Hungarian plants of Flexotronics faced some typical start- up problems: insufficient experienced professionals, high range of fluctuations, significant demands of consumers. flexootronics resolved this problems by placing the executive HR Director Peter Baumgartner in the CEE region. The policies implemented by him were to train the employees in a proper way (Van Dooren et al., 2015). This perspective resolve all the above mentioned problems as the efficient nature of the employees both by qualification and soft-skills make them well equipped with any kind of technicalities within the organization. In spite of this step there are so many Hungarian participants who leaved the organization for cultural differences. This aspect result into a big problem in case of the long term success of Flexotronics , as at that time the cultural dimensions from different countries were messed up with each other (Dellinger et al., 2013). Most f the employees who left Flexotronics joined their comp etitors this reduced the market value of the organization. This situation can be resolved if the organization followed cultural regularity and a communication process in a regular basis. These two aspects lead to the understanding process of individual cultural dimensions of the organization that were affecting the organizational culture itself (Ates et al., 2013). Organizational culture should be more prioritized than culture of individuals from different countries. Long- term commitments to the employees results to the trust building among them. This aspect may help organizational heads in resolving the cultural issues within the organization. Flexotronics operates over a huge international domain. Employees coming from this huge domain introduce several issues emerged due to cultural peculiarities. An example of this issue is: certifications on the basis of successfully accomplished training module leads to quite strange reactions in different countries (Armstrong Taylor, 2014). Certifications from the Eastern European states or form US are welcomed with the sign of ones accomplishment, whereas certification from the Western European countries are not granted as positive feedback from the university. The certificates are granted as an appraisal to be boxed in danger. Flextronic University deals with all of this certification from various countries (Van Dooren et al., 2015). Therefore the organization gets confused while evaluating the grade of the knowledge within their employees. This issue is a great matter of concern for Flexotronic. This issue can be resolved if the organization starts a new evaluating system of know ledge among their employees that is totally irrespective of the certification the employees get form their concerned countries. This evaluating system will minimize the emerging difficulties due to the acceptance of certification program across various countries. International Performance Management: International performance management is concerned with management of brand image all over the globe. The essence of performance management is related to development of individual with commitment and competence (Lundstrom et al., 2013). These perspectives of this are concerned with the shared meaningful objectives and goals of the organization. Flexotronics is one of the effective organizations that provide leading electronic equipments among several countries all over the globe: Brazil, China, Hungary, Mexico, and Poland. More specifically the organization has expanded their target market in a well distributed manner (Mikusiski et al., 2013). This aspect requires the organizational heads to focus on their international performance management. International performance management requires the following perspective to be covered: transparency, employee development and empowerment, values to the practices, congenial work environment, external environment. these aspects are elaborated wi th respect to international performance management of Flexotronics. Transparency: In early 2000, Flexotronics faced start up issues. These issues were resolved by arranging proper training programs for the employees (Poe et al., 2013). This aspect reveals that the organization is concerned with the internal condition of it. Organizational heads take decisions for the sake of improvement of their employee. Employee development and empowerment: Employee development and empowerment within Flexotronic was highlighted when the organization understood the importance of a common platform for sharing various approaches related to employees: material management, production management and program management etc (Mikusiski et al., 2013). They established training program by discussing these facts with their employees. This program makes their global access possible in reality. Values to the practices: Values to concerned practices are another aspect that specifies the international performance management within Flexotronics. The organization provided a tailored system for the administration as well as for the users to understand managerial process (Armstrong Taylor, 2014). Congenial work environment: Positive work environment is also present within the organization. As the organization accepts all the certifications from various other countries so they are quite compatible with the cross cultural environment (Ates et al., 2013). This leads to the good performance of the employees, as the organization combines their own organizational culture with their employees. Conclusion From the above study it can be concluded that the human resource management is a crucial factor in enhancing the business of Flextronics University. The human resource manager is mostly responsible for managing the culture and positive environment of within the organization. From the recruitment and selection process the issues regarding the short staying of the new employee can be overcame. The planning of the process has been assessed in such a way that it can be implemented in every country in the world. The differences beet the behavior of employee in Austria and Hungary will be not be challenge for the organization any more through the proposed culture. The training and development of the trainee will be sound enough for supporting the business of Flextronics University. The appreciation activity will be serving as a key motive to make the workers loyal to the organization. Through the proposed cultural and international performance management in the essay the organization can c arry out their internal activities more effectively with efficient effort. Recommendations Recruitment and selection: The employees will be offered importance. It is crucial that the hr managers hire right employee for individual positions on the basis of the measured skills and knowledge. The use of the job analysis will assist in appointing workers effectively. Training and development: The training and development process will include the professionals for providing them further knowledge to conduct the work in a sufficient and effective manner. In addition to that, after introducing new processes in the business training will be provided to the employees who are associated with the new process. Performance management: Various techniques such as punctuality, quality of work, personal habit observation, carrying out client survey and many more will be used for measuring worker performance. The performance of the employee will be continuously monitored for guiding them at the right path. References Adger, W. N., Barnett, J., Brown, K., Marshall, N., O'Brien, K. (2013). Cultural dimensions of climate change impacts and adaptation.Nature Climate Change,3(2), 112-117. Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Ates, A., Garengo, P., Cocca, P., Bititci, U. (2013). The development of SME managerial practice for effective performance management.Journal of Small Business and Enterprise Development,20(1), 28-54. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Brewster, C., Mayrhofer, W., Morley, M. (Eds.). (2016).New Challenges for European Resource Management. Springer. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Dellinger, R. P., Levy, M. M., Rhodes, A., Annane, D., Gerlach, H., Opal, S. M., ... Osborn, T. M. (2013). Surviving Sepsis Campaign: international guidelines for management of severe sepsis and septic shock, 2012.Intensive care medicine,39(2), 165-228. Lundstrom, A., Zhou, C., von Friedrichs, Y., Sundin, E. (Eds.). (2013).Social entrepreneurship: Leveraging economic, political, and cultural dimensions(Vol. 29). Springer Science Business Media. Mathis, R. L., Jackson, J. H., Valentine, S. R., Meglich, P. (2016).Human resource management. Nelson Education. Mikusinski, G., Blicharska, M., Antonson, H., Henningsson, M., Goransson, G., Angelstam, P., Seiler, A. (2013). Integrating ecological, social and cultural dimensions in the implementation of the Landscape Convention.Landscape research,38(3), 384-393. Mondy, R., Martocchio, J. J. (2016).Human resource management. Pearson. Poe, M. R., Norman, K. C., Levin, P. S. (2014). Cultural dimensions of socioecological systems: key connections and guiding principles for conservation in coastal environments.Conservation Letters,7(3), 166-175. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Van Dooren, W., Bouckaert, G., Halligan, J. (2015).Performance management in the public sector. Routledge. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bao, G., Wang, X., Larsen, G. L., Morgan, D. F. (2013). Beyond New Public Governance A Value-Based Global Framework for Performance Management, Governance, and Leadership.Administration Society,45(4), 443-467. Berman, E. M., Bowman, J. S., West, J. P., Van Wart, M. R. (2015).Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. Cadden, T., Marshall, D., Cao, G. (2013). Opposites attract: organisational culture and supply chain performance.Supply Chain Management: an international journal,18(1), 86-103. Carlos Pinho, J., Paula Rodrigues, A., Dibb, S. (2014). The role of corporate culture, market orientation and organisational commitment in organisational performance: the case of non-profit organisations.Journal of Management Development,33(4), 374-398. Das, A. (2016). Employee recruitment and development process at maf Shoes Ltd. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), 1264-1294. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Van Dooren, W., Bouckaert, G., Halligan, J. (2015).Performance management in the public sector. Routledge. Wolpert, M., Deighton, J., De Francesco, D., Martin, P., Fonagy, P., Ford, T. (2014). 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Shouldice Hospital Case Solution Essay Example

Shouldice Hospital Case Solution Paper Q. What are the unique features of Shouldice’s services, as compared to that of a typical hospital? A. The hospital focused on this new procedure for treatment of external types of abdominal hernias. Some differentiating features of the Shouldice process were the arranging of abdominal muscles into three distinct layers, reinforcing the abdominal wall with six rows of sutures and did not involve any insertion of screen and mesh under the skin. Beyond the surgical procedure, it was the service process of the hospital that differentiated it from others. †¢The patients were sedated in their rooms prior to being taken to the operating rooms. †¢The hospital encouraged the patients to explore the premises, talk to other people about their problems and make new friends during their stay. †¢The patients were encouraged to move around freely even right after the operation. Lack of telephones or televisions in their rooms also encouraged patients to move about to take a call or watch television. †¢ Every square foot of the hospital was carpeted except the operating rooms to give a unique experience to the patients. Ministers were treated for free and parents accompanying children were allowed free stay. The unique process followed by the hospital helps it to better serve its patients. We will write a custom essay sample on Shouldice Hospital Case Solution specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Shouldice Hospital Case Solution specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Shouldice Hospital Case Solution specifically for you FOR ONLY $16.38 $13.9/page Hire Writer While the typical recurrence rate for the hernia approaches 10%, the gross recurrence rate for all operations performed at Shouldice was only 0. 8%. The average patient stay at Shouldice was 3-4 days, which was way below the normal 7-8 days for general hospitals. The patients needed 1-4 weeks of rest compared with 2-8 weeks for the general procedure. Compared with the $2,000-4,000 cost of the operation in general, the cost of the entire procedure at Shouldice was only around $900 (excluding travel). The customer orientation was rounded off by an annual reunion in mid-January where the doctors provided free checkup to its alumni. The medical staff was unique in the sense that most doctors were interested in having balanced personal and professional lives. Also, any doctor who patient returned with recurrence was asked to look into the case again. The nurse-to-patient ratio and housekeeping staff was low since patients needed minimal physical assistance. Employee turnover was also low since the hospital cared for its employees by not laying off anyone and giving bonuses. The administrative staff had working knowledge of others’ tasks and helped each other out whenever needed. Using the concept of Customer-Contact Matrix, we believe that Shouldice Hospital fits into the Hybrid Office Category. The three main characteristics of a Hybrid Office have been briefly explained in light of Shouldice Hospital’s features: †¢A Hybrid Office has moderate levels of customer contact and standard services with some options from which the customer chooses. In Shouldice, the doctors and administrative staff, though highly supportive of the patients, still spent much of their time in activities not involving interaction with the patient. †¢The workflow is complex and some customization exists in the process performance. To elaborate, every patient is unique and treatment requires some degree of customization to take this uniqueness into consideration. Further, there are 2 types of procedures depending on whether the case is a first-time case or a recurrence. †¢The sub-processes are repeated periodically as part of the parent process. For instance, patients exercise repeatedly and periodically at Shouldice as a part of their treatment process. Further special features include: †¢The treatment technique used for Hernia was much superior compared to others and included recreational activities that encouraged healthy environment for the patients’ quick recovery. †¢The way the hospital handled patients is another feature. At all points of patient contact, hospital staff would be encouraging and improve the morale of the patient. They would be motivated to exercise by nurses and housekeepers. The hospital’s administrative structure was such nearly everyone had a working knowledge of others’ tasks and helped each other out rather than being involved in only specific tasks, unlike in other hospitals. The hospital’s concern for employees reflected in its low turnover also keeps employees and therefore patients satisfied. †¢The facility, designed by Dr. Byrnes Shouldice, ensured that patients would have to walk and be mobile. Further, efforts were taken to ensure that the place did not seem like a hospital but had a more positive image in the eyes of the patients. Q. As Dr. Shouldice, what actions, if any, would you take to expand the hospital’s capacity? We describe the processes in an average day at Shouldice: PATIENT’S AVERAGE DAY- morning (6:45 am- 12:30 pm) Starting time: 6:45 am 7:25- 7:30 am 8:25am PATIENT’S AVERAGE DAY- afternoon (1 pm- 4 pm) CAPACITY CALCULATIONS The following gives capacity calculations for the various resources in the system. 1. OPERATION THEATER Minimum time for surgery : 45 mins (82%) Maximum time for surgery: 75 mins (18% average 60-90 mins) Average time for surgery: 50. 4mins Allowing for delays, surgery time: 55 mins Morning session: 5 hours Afternoon session: 3 hours Maximum capacity of 5 op rooms: (5*60/55)*5+(3*60/55)*5= 40 operations/ day = 40 operations /day = 200 operations/ week 2. HOSPITAL BEDS Number of beds available in hospital: 89 Number of beds available in clinic : 14 Total number of beds available : 103 Maximum number of patients handled by (non-empty) system: 103*5/3 (average stay of each patient is 3 days) = 171 patients/ week In this system, bottleneck is in the hospital bed Hence, maximum number of patients treated a week: restricted to 171 Actual value (from case) : 145- 165 EVALUATION OF OPTIONS We proceed to evaluate the various options available to the management at Shouldice. Option 1: Adding Beds and utilizing Operation room to full capacity Investment $ 2 Million Costs per patient admitted: 2000000/(155*50) = $258 (15 patients admitted per week for 50 working weeks, 2 weeks maintenance; budget costs estimated per year for clinic were $2 million as per 1983) Revenue per patient 450 +0. 49*60 = $479. 4 ($450 surgical fees, 49% of assistant fees towards revenue) Profits per patient (479. 4-258) = $221. 4 Increase in profits (per year) 221. 4*45*50 = $498,150 (By using operation rooms to maximum utility, we can operate (200-155) or 45 patients more, leading to increased profits) Time for recovery of costs = $2,000,000/498150 = 4. 01 = 4 years Option 2: Working on Saturdays New budget allocation to clinic for increased work hours 2000000*300/250 = $2. 4mn Costs per patient admitted: = $258 Revenue per patient 450 +0. 49*60 = $479. 4 Profits per patient (479. 4-258) = $221. 4 Increase in profits (per year) 221. 4*31*50 = $343,170 (By working on Saturdays, we can accommodate (31*6-155) or 31 patients more, leading to increased profits) Note: Introduction of work on Saturday is likely to be met with stiff opposition by the doctors, hence could require more analysis and could lead to more problems like non cooperation, etc. Option 3: Construct a new hospital with similar capacity in the US We start by calculating the total cost of constructing the hospital of a similar design and capacity in US. We assume land and construction costs to be similar across the two countries. To calculate the construction cost of the clinic, we scale down the cost of one hospital level. Since one hospital level houses 45 patients and one of the clinic levels has room to house 14 patients, we use this information to get the construction cost of the clinic. We assume the land cost to be 40-50% of the construction cost and this value contains enough margins for miscellaneous costs. Finally, we calculate the time taken for the hospital to recover its fixed cost for two situations. In the former case, we consider only the profits from the clinic while in the latter case, we also include the profits from the increase the fee by the minimum Airline costs USA patients would save on. Cost of adding one level to the hospital= $2,000,000 Cost of constructing a similar hospital= 3 * $2,000,000 (The current hospital has 3 levels) = $6,000,000 Cost of adding one level of clinic= ($2,000,000 * 14) / 45 (Each hospital level has 45 beds, one clinic level has 14 beds) = $650,000 Cost of constructing a similar clinic= 4 * $650,000 + 5 * $30,000 (The current clinic has 4 levels, 5 operating rooms) = $2,750,000 Total cost of construction= Cost of Hospital + clinic = $6,000,000 + $2,750,000 = $8,750,000 Cost of land= 45% of construction costs (We assume the land cost to be 40-50% of construction cost) = $4,000,000 Total cost of hospital project= $12,750,000 Profit to clinic from each patient= $220 (Shown above in Option 1) Average number of patients per week= 155 Total number of weeks in operation per year= 50 Total profit from new hospital per year= $220 * 155 * 50 = $1,700,000 Increased fees to recover capital costs= $200 (Hospital charges minimum Airline cost that USA patients save) Total profit from increased fees= $1,550,000. Time taken to recover cost if no increase in fees= $12,750,000 / $1,700,000 = 7. 5 years (approx. ) Time taken to recover cost with increased fees= $12,750,000 / $3,250,000 = 4 years (approx. ) This option takes care of a lot of problems faced by the hospital. The need for the hospital to increase the working hours of the employees, as was the case in the last two options, does not exist since the new hospital would need new employees. Since 42% of Shouldice patients belong to US, it also reduces the load on the present setup. The hospital also does not have to deal with unhelpful government regulation in Canada. The hospital will be able to handle the problems of patients going to unqualified doctors since it will give such patients the option of coming directly to them. The service quality of the hospital cannot be maintained if it increases capacity at its current site and hence it must look to setup new facilities to maintain its standards and service more patients closer to their home. The capital cost incurred by the hospital can also be recovered within a period of 4 years by a small increase that the US patients were paying anyway. We feel that the management of Shouldice hospital should go with this option.