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Human Resources Evaluation System in the Healthcare Setting: A Qualitative Study in Italy
Varriale Luisa,
Buonocore Filomena,
Briganti Paola
Issue:
Volume 3, Issue 2-1, April 2015
Pages:
3-10
Received:
30 December 2014
Accepted:
25 January 2015
Published:
28 February 2015
Abstract: In the last thirty years, many reforms have deeply changed the organizational and managerial models adopted in the Italian healthcare system with the increasing adoption of different rules focused on the efficiency and effectiveness standards in the resources allocation. As a consequence, public and private healthcare organizations pay more and more attention to their human resources by searching and implementing different policies aimed to promote, develop and withhold employees with high skills and competences. In this direction, scholars and practitioners significantly and increasingly tend to focus on the evaluation system topic by trying to find the most effective models able to make the employees’ performance successful. This paper analyzes the impact of the assessment policies adopted by the organizations on the employees’ performance. In this study some relevant factors have been considered, such as the perception of equity by the employees (the concrete care providers), the leadership style, and the perception of wellbeing by the same employees within organizations. This is an exploratory study conducted through a qualitative approach by using a case study methodology. This research is grounded on an in-depth investigation of the private clinic case in the Centre-Southern Italy. This study can extend the previous theoretical and empirical contributions on the evaluation system within healthcare organizations thanks to the adoption of a wide analysis perspective, allowing to focus on aspects usually underrepresented in the existing literature, such as the perception of equity, the level of wellbeing at workplace, and the relational leadership.
Abstract: In the last thirty years, many reforms have deeply changed the organizational and managerial models adopted in the Italian healthcare system with the increasing adoption of different rules focused on the efficiency and effectiveness standards in the resources allocation. As a consequence, public and private healthcare organizations pay more and mor...
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Using IT for Non-Hierarchical Performance Assessment: New Ways to Develop Professionals in Health Care
Manzo Fabio,
Agrifoglio Rocco,
Salvatore Domenico
Issue:
Volume 3, Issue 2-1, April 2015
Pages:
11-19
Received:
30 December 2014
Accepted:
25 January 2015
Published:
28 February 2015
Abstract: The aim of this article is to describe how technological innovations are being used to address the specific challenges of assessing health care professionals’ performance and to discuss the theoretical implications of these innovations for human resources management. Performance management is specifically challenging for organizations employing skilled professionals, such as physicians, due to the complexity in defining performance and to the autonomy that professionals enjoy. Professionalism of employees implies that supervisors cannot evaluate adequately their subordinates’ performance and, thus, alternative assessment systems are necessary. This explains why in health care schemes such as 360-degree feedback and peer review are increasingly used. We define these alternative assessment systems as “non-hierarchical performance assessment” and report exploratory data from an Internet search of performance assessment Information Technology (IT) solutions offered by IT providers. We use a classification of these IT solutions in order to identify and discuss new ways for assessing and for developing professionals in health care. We conclude by discussing differences and similarities between 360-degree feedback and peer review and by identifying current trends and possible future developments about how IT enables new assessment systems in this industry.
Abstract: The aim of this article is to describe how technological innovations are being used to address the specific challenges of assessing health care professionals’ performance and to discuss the theoretical implications of these innovations for human resources management. Performance management is specifically challenging for organizations employing ski...
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Regulations and Measurement of Human Capital Resources: The Impact of MLC in the Seafarers Control and Management Systems
Di Vaio Assunta,
Varriale Luisa,
Alvino Federico
Issue:
Volume 3, Issue 2-1, April 2015
Pages:
20-27
Received:
20 January 2015
Accepted:
22 January 2015
Published:
28 February 2015
Abstract: This paper aims to verify the role of the managerial control systems in the measurement of the factors that may have a negative impact on the job performance of the human resources working on board ships. More specifically, we investigate the main causes, such as social isolation, boredom, fatigue, lack of social recognition, conflicts among the member of the crews and so on, affecting the efficiency and effectiveness of the seafarers’ job on board and consequently the performance of the ships. In the last years the international regulation about the work on board ships is becoming over more relevant in order to ensure the best security and welfare conditions of the workers and, more in general, of the maritime crews. In addition to the international conventions SOLAS (Safety of Life at Sea) and STCW (Standards of Training, Certification and Watch keeping for Seafarers), on 2006 it has been introduced the Maritime Labour Convention (MLC) no. 186, adopted in Geneva on 23th Feb by the 940 session, it introduced into force on Aug 20th 2013. This Convention establishes several rules in order to ensure the acceptability between governments, ship owners and seafarers about the principles of safe and healthy work fixed in the Titles. This study, within a wider research project, aims to analyze, through a qualitative approach, on one side, the impact of the MLC on the Italian legislative context, and, on the other side, the fatigue factor in the managerial control and human resources literature. Therefore, this study focuses on the Title “health protection, medical care, welfare and social security” indicated by MLC, and thanks to the support of some shipping companies, it supplies a set of key performance indicators to measure the fatigue causes. Finally, this paper provides interesting insights on the managerial control system adoptable by the shipping companies in the recognition of the MLC.
Abstract: This paper aims to verify the role of the managerial control systems in the measurement of the factors that may have a negative impact on the job performance of the human resources working on board ships. More specifically, we investigate the main causes, such as social isolation, boredom, fatigue, lack of social recognition, conflicts among the me...
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Human Resource Measurement: A Balanced Scorecard Approach
Benedetta Gesuele,
Mauro Romanelli
Issue:
Volume 3, Issue 2-1, April 2015
Pages:
28-32
Received:
20 January 2015
Accepted:
22 January 2015
Published:
28 February 2015
Abstract: This study aims to adopt the balanced scorecard approach to improve the measurement and evaluating of human resources performance in the USA public sector. We use a balanced scorecard approach in terms of innovation, learning and growth for employees feeling to contribute to the governmental agency ends. Innovation, learning and growth may represent constitutive elements of organizational strategies value oriented. In this study we have built a set of key performance drivers drawn by a sample of American public employees during 2010. The United States are the first country introducing public management reform programs fostering continuous attention on human resources performances. The study is a research desk. Data are collected by United States Office of Personnel Management (OPM) with regard to last Federal Employees Viewpoint Survey conducted in 2010 and concern employees of every Federal agencies which responded to the survey. The results show that the employee’s perception of the organization performance seems to be positively judged.
Abstract: This study aims to adopt the balanced scorecard approach to improve the measurement and evaluating of human resources performance in the USA public sector. We use a balanced scorecard approach in terms of innovation, learning and growth for employees feeling to contribute to the governmental agency ends. Innovation, learning and growth may represen...
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The Impact of Management Accounting on the Improvement of Human Resources Management. An Italian Case Study in the IT Sector
Issue:
Volume 3, Issue 2-1, April 2015
Pages:
33-38
Received:
20 January 2015
Accepted:
22 January 2015
Published:
28 February 2015
Abstract: Since economy is facing a new era, slightly and increasingly shifting form the industrial period to the service one, also the scientific world is changing to face the new information and managerial requirements. Human resources (HR) and intangible factors represent ones of the most important factors, but it is quite difficult to evaluate if the company is em-ploying them in the best way to guarantee the company to generate value in the short, but also in the middle and long terms. It traditional industrial companies are more focused on the measurable productivity and effectiveness of the work of the HR, traditional tools and framework could face some difficulties in the application in this changed context. This paper after summarizing the recent traditional theoretical frameworks, their evolution and the connected changes in the management accounting and management control systems, analyzes a case study of a successful Italian Small and Mid-dle Entity (SME) operating in the Information Technology sector (IT) recently introducing formal instruments for helping the company in guaranteeing both short term economic results and long term performance and innovation by the means of effective and useful R&D investments. The paper finds that even ‘old traditional tools’ of management accounting and managerial accounting can be extremely useful, if adapted, to optimize and rationalize the use of human resources. They can in fact provide useful information for the distribution of the working load, for the process analysis and to define the productivity of the worked hour. Management accounting can supply information useful to address the activity of the Sales area, helping it in its pricing activity, but also in identifying which human resources are underemployed and, as a consequence, available for working in new tasks. It also supplies some useful insights to better manage and quantify resources and costs connected to R&D projects.
Abstract: Since economy is facing a new era, slightly and increasingly shifting form the industrial period to the service one, also the scientific world is changing to face the new information and managerial requirements. Human resources (HR) and intangible factors represent ones of the most important factors, but it is quite difficult to evaluate if the com...
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Human Capital Disclosure in the MD&A Statement: An Analysis on Italian Public Utilities
Issue:
Volume 3, Issue 2-1, April 2015
Pages:
39-46
Received:
17 February 2015
Accepted:
1 March 2015
Published:
6 March 2015
Abstract: Over the last years, the relevance of human capital disclosure has been widely recognized by academics, regulators and professional standards setters. In 2003, the EU issued Directive 2003/51/EC, which required companies to provide in their management discussion and analysis statement information relating to human capital. In Italy, the Accounts Modernisation Directive was implemented through Legislative Decree 32/2007, which became effective for reports for the financial years beginning on or after April 12th, 2007. In March 2009, the Italian professional standards setter issued a more explicit guidance on the type of human capital information a firm could discuss in its management discussion and analysis. This study examines the disclosure on human capital provided by a sample of Italian listed public utilities in their management discussion and analysis in 2008 and 2009. The aim of the study is to determine the amount and the content of human capital disclosure released by Italian listed public utilities after the issuing of the new rule. This is an explorative study conducted through a qualitative approach and the use of multiple case study methodology. The sample is composed of 7 Italian public utilities selected using a random procedure. To collect data on human capital disclosure it has been used content analysis, that is the research method most utilized in intellectual capital disclosure studies. The items of human capital information have been identified using the new legal requirements and the guidance issued by the Italian professional standards setter. The results are consistent with prior studies on intellectual capital disclosure showing that the amount of human capital information provided is very small. However, the findings show a slight improvement in the amount of human capital disclosures released during the years. With respect to the content, companies mainly released information on the number of employees, the investments in human capital and the description of the program of training. This paper contributes to the intellectual capital literature in two ways: first, it shows the human capital disclosure practices of Italian public utilities after the issuing of a new rule, rather than analyze the information voluntarily provided, and compares these findings with previous studies; moreover, it identifies the items of human capital information on the basis of the new requirements, rather than use the models developed in the intellectual capital literature, suggesting a framework that could be used in future researches conducted on companies listed in other European Union member states.
Abstract: Over the last years, the relevance of human capital disclosure has been widely recognized by academics, regulators and professional standards setters. In 2003, the EU issued Directive 2003/51/EC, which required companies to provide in their management discussion and analysis statement information relating to human capital. In Italy, the Accounts Mo...
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Special Issue Preface
Issue:
Volume 3, Issue 2-1, April 2015
Pages:
1-2
Received:
7 March 2015
Accepted:
17 March 2015
Published:
29 April 2015
