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Leong, W: Determinants of employee retention in...
14,99 € *
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Erscheinungsdatum: 10.12.2019, Medium: Taschenbuch, Einband: Kartoniert / Broschiert, Titel: Determinants of employee retention in the private education industry in Malaysia, Autor: Leong, Wee, Verlag: GRIN Verlag, Sprache: Englisch, Rubrik: Wirtschaft // Management, Seiten: 36, Informationen: Paperback, Gewicht: 68 gr, Verkäufer: averdo

Anbieter: averdo
Stand: 29.05.2020
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Chivandire, L: Determinants of academic staff r...
15,99 € *
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Erscheinungsdatum: 16.05.2019, Medium: Taschenbuch, Einband: Kartoniert / Broschiert, Titel: Determinants of academic staff retention in Zimbabwean universities, Titelzusatz: A case study of two universities in Matabeleland Region, Autor: Chivandire, Luckmore, Verlag: GRIN Verlag, Sprache: Englisch, Rubrik: Wirtschaft // Management, Seiten: 28, Informationen: Paperback, Gewicht: 56 gr, Verkäufer: averdo

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Stand: 29.05.2020
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Nachhaltiges Management. Maßnahmen zur Mitarbei...
48,90 CHF *
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Bachelorarbeit aus dem Jahr 2014 im Fachbereich Medizin - Gesundheitswesen, Public Health, Note: 2,3, Steinbeis-Hochschule Berlin, Sprache: Deutsch, Abstract: Diese praxisorientierte Bachelorarbeit beschäftigt sich mit Massnahmen zur Mitarbeiterbindung in der Gesundheits- und Krankenpflege am Krankenhaus X (X). Zunächst wird das, für das Verständnis dieser Arbeit notwendige, theoretische Hintergrundwissen vermittelt. Um den Handlungsbedarf eines Bindungsmanagements im Bereich des Gesundheits- und Krankenpflegepersonals aufzuzeigen, wird eine Analyse der unternehmerischen Gegebenheiten vorgenommen. Diese Ergebnisse bilden die Grundlage für eine auf das Krankenhaus X zugeschnittene Gestaltungsempfehlung für ein nachhaltiges Mitarbeiterbindungsmanagement. The hospital X (X) is aware of the current and future health policy and demographic development and its impact on the recruitment and retention of qualified health and nursing staff. In comparison to last years, the decreasing number of suitable applicants and the need for multiple job postings can already be seen as early indicators of an impending shortage of skilled workers. As a forward thinking company the X considers it necessary to cope with the issue of employment retention in the field of health and medical care in order to meet future developments adequately. This initial situation is an opportunity to analyze the existing human resources of the X and develop innovative measures in the area of employee retention. An intention of this paper is to show the specific loads and resources of the occupational health and nursing staff through literature review. In addition, theoretical approaches and determinants of employee retention and appropriate controlling instruments shall be presented. By setting off the opportunities and objectives of employee retention with the consequences of a lack of retention management, the importance of the human resource management instrument is to be illustrated to the company's management. The central aim of the thesis is to develop a recommended course of action for employee retention in the health and medical care after having analyzed the status quo at the hospital BHB R. This concept is to be understood as an innovative suggestion. It seeks to demonstrate how it is possible to succeed in implementing employee retention in a company with many standardized processes at the individual level, adapted to the needs of nurses. CAVE: Betriebsinterna wurden aus Datenschutzgründen zensiert, daher fehlt innerhalb der Veröffentlichung die erarbeitete Betriebsanalyse.

Anbieter: Orell Fuessli CH
Stand: 29.05.2020
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Workforce Mobility using the example of the Sol...
22,90 CHF *
zzgl. 3,50 CHF Versand

Seminar paper from the year 2009 in the subject Business economics - Personnel and Organisation, grade: 1,5, , language: English, abstract: Today's business world is in many ways different as it used to be 40-60 years ago. One of such dissimilarity concerns the staff turnover. Whereas in the 1950's, 60's and 70's many employees used to work their entire life in only one or two companies the employment culture changed drastically to this day in this regard. Nowadays enterprises have to deal with (early) retirement issues form the so called baby boomer generation and beyond this it is much more common to change workplaces every few years too. Present figures underline that the annual 2005/06 voluntary turnover rate for the US was circa 23.4% which was an increase by 0.7% from the previous year. Although this high value might be specific to the US, another survey identified this rate for the UK in 'old Europe' still to be 17.3% in 2007. These numbers are especially for companies worrying because each job change also means a loss of money. Including the direct costs (e.g. recruitment, selection and training) as well as the indirect ones (e.g. loss of expertise, increased workloads for colleagues plus morale effects on employees) researchers estimate costs between 30% of yearly salary of entry-level staff and up to 400% for high-level employees. Since the impact for firms seems to be significant it has to be their goal to minimize the potential turnover causes. Regarding the UK survey the key ones are change of career (55%), promotion outside of organization (45%), level of payment (41%) and lack of career opportunities (33%). The good thing is that based on a US study the majority of asked business executives, namely over 80% in 2008 against 41% in 2007, realized the top priority of employee retention and its effect on the company overall performance. One firm that was always not as strongly affected as others from high staff turnover but still suffered from it is the Solvay Group. Due to its growing international strategic orientation, the enterprise underwent a restructuring process until 2007 and managed in this course to improve one of the key retention aspects, namely its workforce mobility program. In line with the homonymous human resource issue, the author will initially state the different mobility types including their determinants. After emphasizing the close link between the retention tool of talent management and international mobility including current survey data it will be analyzed how successful Solvay uses its expatriate program to gain a competitive advantage. [...]

Anbieter: Orell Fuessli CH
Stand: 29.05.2020
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Nachhaltiges Management. Maßnahmen zur Mitarbei...
25,70 € *
ggf. zzgl. Versand

Bachelorarbeit aus dem Jahr 2014 im Fachbereich Medizin - Gesundheitswesen, Public Health, Note: 2,3, Steinbeis-Hochschule Berlin, Sprache: Deutsch, Abstract: Diese praxisorientierte Bachelorarbeit beschäftigt sich mit Maßnahmen zur Mitarbeiterbindung in der Gesundheits- und Krankenpflege am Krankenhaus X (X). Zunächst wird das, für das Verständnis dieser Arbeit notwendige, theoretische Hintergrundwissen vermittelt. Um den Handlungsbedarf eines Bindungsmanagements im Bereich des Gesundheits- und Krankenpflegepersonals aufzuzeigen, wird eine Analyse der unternehmerischen Gegebenheiten vorgenommen. Diese Ergebnisse bilden die Grundlage für eine auf das Krankenhaus X zugeschnittene Gestaltungsempfehlung für ein nachhaltiges Mitarbeiterbindungsmanagement. The hospital X (X) is aware of the current and future health policy and demographic development and its impact on the recruitment and retention of qualified health and nursing staff. In comparison to last years, the decreasing number of suitable applicants and the need for multiple job postings can already be seen as early indicators of an impending shortage of skilled workers. As a forward thinking company the X considers it necessary to cope with the issue of employment retention in the field of health and medical care in order to meet future developments adequately. This initial situation is an opportunity to analyze the existing human resources of the X and develop innovative measures in the area of employee retention. An intention of this paper is to show the specific loads and resources of the occupational health and nursing staff through literature review. In addition, theoretical approaches and determinants of employee retention and appropriate controlling instruments shall be presented. By setting off the opportunities and objectives of employee retention with the consequences of a lack of retention management, the importance of the human resource management instrument is to be illustrated to the company's management. The central aim of the thesis is to develop a recommended course of action for employee retention in the health and medical care after having analyzed the status quo at the hospital BHB R. This concept is to be understood as an innovative suggestion. It seeks to demonstrate how it is possible to succeed in implementing employee retention in a company with many standardized processes at the individual level, adapted to the needs of nurses. CAVE: Betriebsinterna wurden aus Datenschutzgründen zensiert, daher fehlt innerhalb der Veröffentlichung die erarbeitete Betriebsanalyse.

Anbieter: Thalia AT
Stand: 29.05.2020
Zum Angebot
Workforce Mobility using the example of the Sol...
14,40 € *
zzgl. 3,00 € Versand

Seminar paper from the year 2009 in the subject Business economics - Personnel and Organisation, grade: 1,5, , language: English, abstract: Today's business world is in many ways different as it used to be 40-60 years ago. One of such dissimilarity concerns the staff turnover. Whereas in the 1950's, 60's and 70's many employees used to work their entire life in only one or two companies the employment culture changed drastically to this day in this regard. Nowadays enterprises have to deal with (early) retirement issues form the so called baby boomer generation and beyond this it is much more common to change workplaces every few years too. Present figures underline that the annual 2005/06 voluntary turnover rate for the US was circa 23.4% which was an increase by 0.7% from the previous year. Although this high value might be specific to the US, another survey identified this rate for the UK in 'old Europe' still to be 17.3% in 2007. These numbers are especially for companies worrying because each job change also means a loss of money. Including the direct costs (e.g. recruitment, selection and training) as well as the indirect ones (e.g. loss of expertise, increased workloads for colleagues plus morale effects on employees) researchers estimate costs between 30% of yearly salary of entry-level staff and up to 400% for high-level employees. Since the impact for firms seems to be significant it has to be their goal to minimize the potential turnover causes. Regarding the UK survey the key ones are change of career (55%), promotion outside of organization (45%), level of payment (41%) and lack of career opportunities (33%). The good thing is that based on a US study the majority of asked business executives, namely over 80% in 2008 against 41% in 2007, realized the top priority of employee retention and its effect on the company overall performance. One firm that was always not as strongly affected as others from high staff turnover but still suffered from it is the Solvay Group. Due to its growing international strategic orientation, the enterprise underwent a restructuring process until 2007 and managed in this course to improve one of the key retention aspects, namely its workforce mobility program. In line with the homonymous human resource issue, the author will initially state the different mobility types including their determinants. After emphasizing the close link between the retention tool of talent management and international mobility including current survey data it will be analyzed how successful Solvay uses its expatriate program to gain a competitive advantage. [...]

Anbieter: Thalia AT
Stand: 29.05.2020
Zum Angebot