BIMS Case Study Part 1 QNT 351 July 08, 2014 Ballard Integrated Managed Services Overview Ballard Integrated Managed Services, Inc. (BIMS), headquartered in New York City is a support service that specializes in providing housekeeping and food services to several corporations and institutions. Specifically, Team A was consulted too look at one issue at Douglas Medical Center who is having a high employee turnover rate that BIMS is responsible for providing services. The General Manager responsible for that area is Barbara Tucker who overseas three divisions and a total of 452 employees providing food service, housekeeping, general cleaning, and physical plant maintenance at Douglas Medical Center. The past four months there has been an increase of the employee turnover rate of over 64%, when the previous year’s averages have been 50-60%. Team A will be researching the problems BIMS is facing to determine the cause of the decrease in employee productivity, morale, and the increase of customer complaints from the hospital staff and administration.
Case Study Analysis Jennifer COMM/215 August 9, 2010 Mary-Beth Brophy Case Study Analysis Introduction A company should already have in place a procedural manual for the hiring and training of new employees and trainees. Carl discovered too late, several issues that he would have had to formalize and/or define and have in place, prior to implementing new trainee orientation. In this paper, I will discuss the issues that Carl is faced with and present solutions that could be used to avoid similar issues. Background ABC, Inc. was looking to hire some people to work with Monica Carrolls, the operations supervisor. Carl Robins, the new campus recruiter for ABC, Inc., was in charge of recruiting several people to fill these positions.
The UK government in recent years has had to resort to financial cutbacks due to the recession, especially funds for the public services. This had has a large impact on the public services, majority of them being negative. An example could be there have been many Fire station closures within the UK. The fire service in recent years has vastly improved, this can be show by the number of fires is annually decreasing. This means the government does not see the need to have as many fire men/women and therefore made many redundant and closed down fire stations in order to save money.
UMass Memorial Medical Center is affiliated with UMass medical school and consists of a level one trauma center, as well as three community hospitals. UMass Memorial in Worcester has three campuses offering 41 different services. The organization has over 1200 medical staff and 2200 registered nurses, as well as emergency life flight services. UMass Memorial Medical Center University campus is the focus of this learning needs assessment. The Emergency Department consists of a 14+ pediatric department, a 29+ bed adult pod, four trauma bays and a locked emergency mental health department.
Answer: The starting point for me would be to discuss with the CFO how she became aware of the data inaccuracy among the company. Then I would want to analyze what have the administrators of each hospital did to fix the problem. After, the information I would then want to analyze the monthly financial reports, records of admissions, salary and bonuses of each administrator, government funding and regulations and financial history of each hospital. 3. What actions might you recommend to increase the accuracy of the data entry?
Recently growth has been restricted, due in part to recent fines from state and government agencies for poorly kept records for both clients and employees. Recently APremium has not been able to respond to the staffing demands of the newer clients in remote regions, their employee lists have become overwhelming and very difficult to filter through in time to be useful in responding to staffing deficiencies on short notice. The field staff has been complaining that payroll is always late and many of the skilled laborers are threatening to leave. APremium is seeking another contract with a very delicate group of clients who require premium care and attention to code. This contract can increase their business by 75%.
Assignment 1 – “Organizational Analysis, Part 1” Assignment 1 – “Organizational Analysis, Part 1” Samantha Conley BUS 310 – Human Resource Management Jamie Demao November 1, 2012 Aramark provides food services, facilities management, and uniform and career apparel to hospitals, schools, arenas and businesses around the world. Employing approximately 260,500 people in 22 countries, Aramark has made a name for itself in customer service. With that many employees in several different countries, the challenges faced by human resources are many. Diversification and inclusion comes to mind almost immediately. Having a diverse work environment can be beneficial on many levels.
Training and Development Welcome Knox HCS 341 March 17, 2014 Dr. Rita Fields Training and Development My paper will be about training and development in healthcare and why it is vital to have. I will also discuss the importance of measuring employee’s competencies and the process of tracking and evaluating training effectiveness. Training and development occurs in almost every company today. Both are very important to any business that wants to succeed. It is more vital to health care because we are dealing with people’s lives.
Needs Analysis for Sexual Harassment Training Introduction The purpose of the needs assessment for Sexual Harassment Training is to provide an organizational analysis to determine who needs the training and what training is needed. Training objectives should be clear and appropriate for the audience once the needs assessment is complete. The company that training will be provided for is a call center environment where employees interact with one another on a daily basis. The employee population is made up of men and women with diverse backgrounds. Target Audience This training is intended for Upper Management, Floor Supervisors, and Team Leaders.
Once in a while overtime may be beneficial, but logbooks indicate that it is been used too frequently in hospitals and other nursing facilities. In fact, a study has shown that of 5317 work shifts, 40% exceeded 12 hours (Rogers, Hwang, Scott, Aiken, & Dinges, 2004). In some instances, nurses are notified only an hour prior to knowing that they will be staying overtime. Nurses can be subjected to threats of disciplinary action or dismissal from their job if they refuse to stay the extra shift (Widowfield, 2004). This often leaves nurses feeling powerless over their work life as well as their personal life.