Should There Be a Limit on the Amount of Homework Teachers...

The quality of students’ homework is much more important than the quantity of students homework and data collected during recent studies has proven that homework is not making the grade. â€Å". . . American students are entangled in the middle of international academic rankings: 17th in reading, 23rd in science, and 31st in math according to the most recent results from the Program for International Student Assessment (PISA)† (Murphy-Paul). Students should not be given an excessive amount of homework because the pressure of having to complete excessive amounts of homework every night is quite daunting for most students. Knowing how much homework is the right amount correlates with age and grade. An 8th grade student should not be given a myriad of homework that would keep her awake past midnight completing assignments. In any case, there should be a limit on the amount of homework all teachers give to students because an excessive amount of homework would eventually ca use students to become uninterested in school and learning, which could result in poor test scores and low ranks in international academic rankings. In order for students to carry out daily activities throughout the day restfully, teachers must be able to provide homework that does not exceed the appropriate amount of time needed to complete it, which is based on grade level. If teachers are too clueless of a students health due to excessive amounts of homework, many students will develop cases of sleepShow MoreRelatedHomework Is The Thing That Controls Most Of A Teenagers Life839 Words   |  4 PagesDurrant 1st Hour Homework in Moderation = Successful Students Homework; the thing that controls most of a teenagers life. Most students have three or more hours of homework per night. 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The amount of homework a teacher can give to a student should be restricted, and onlyRead MoreHow Excess Homework Can Be Harmful1578 Words   |  7 Pages2016 How Excess Homework Can be Harmful to Teens Homework is assigned mainly to reinforce ideas taught in the classroom, but some teachers are simply giving too much homework, and some of it is non-essential, or as some teachers call it, â€Å"busy-work†. â€Å"Nevertheless, as much as you might dread it, homework is an important part of our learning. For one thing, it enables us to comprehend and practice what we’ve learned throughout the day. Because of the lack of time a teacher has to completelyRead MoreArgumentative Essay : Sleep Deprivation768 Words   |  4 Pages Less Homework Endless hours. Sleep deprivation. Deadlines, cutoff dates and time limits. Welcome to the life of every student who has ever lived. When a class is about to end and the teacher announces the homework requirements, everybody wants to flee. â€Å"When school’s out, it should be OUT.† Homework has historically been given to students to reinforce what they learn at school and ultimately help them learn the material better. However, too much homework is not helpful, and can be counterproductiveRead More How Effective is Homework as a Learning Resource? Essay781 Words   |  4 PagesIs Homework Effective In Learning? Homework efficiency and effectiveness has been a long debated topic. Many people view it as important keystone to reinforce learning, while others think it is only busy work that interferes with activities at home. One article gives an example of how homework is debated, â€Å"During the first few decades of the 20th century, educators commonly believed that homework helped create disciplined minds . . . by 1940, growing concern that homework interfered with home activitiesRead MoreProblems with School-Assigned Homework Essay1369 Words   |  6 Pagesbecause a child is doing homework, does not mean he or she is learning (Kohn). The fact is, the homework teachers have assigned has gone up dramatically. In 1981, children ages six to nine received about 44 minutes of homework a week. By 1997, children six to nine were receiving almost two hours of homework a week (Chaika) That number has almost tripled. Though supporters have pointed out the many benefits of homework over the years, which may have led to the increase of homework assigned because of theRead MoreThe Importance Of Homework For Children After School1442 Words   |  6 Pageshaving to hurtle over dinner, begin the treacherous chore of homework. It is a real struggle getting your child to focus on the task ahead. It is a nightly curse common thread that everyone deals with daily. These tasks assigned by teachers are meant to be done after school and in between time with family, dinner and extracurricular activities. Research and teachers support homework for children after school because they believe it gives children a sense of responsibility. A vital first step to enforceRead MoreThe Night And Emily Henderson1688 Words   |  7 Pagespile of homework she had that was due the next day. She had gotten at least forty minutes of homework for each class and told it was due the next day. â€Å"Goodni-Emily it is Eleven o’clock at night, are you barely starting on your homework?!† Emilyâ⠂¬â„¢s mom yelled as she noticed Emily doing her homework. â€Å"No mom, I’ve been doing my homework since six o’clock. I have so much and I’m not even close to being done!† Emily replied, frustrated. â€Å"Are you serious? Have you really been working on homework all dayRead MoreEducation In Education1314 Words   |  6 Pages15-year-olds for math, reading, and science skills (Program for International Student Assessment). When compared to the United States, the overwhelming difference in intelligence of teenagers between the two countries begs to question if our learning styles work well. If the U.S. can learn and execute decisions in the Department of Education to make it similar to Finland, then public schools will excel. Unfortunately, teachers create the largest obstacle currently stopping the U.S. from becoming likeRead MoreExcessive Amounts Of Homework1163 Words   |  5 PagesExcessive Amounts of Homework is Not Beneficial Homework is defined as tasks assigned to students by school teachers that are intended to be carried out during non-school hours. The most common purpose of homework is to have students practice the material already presented in class also to reinforce learning and ease comprehension of specific skills. Homework has been a debatable topic for many years. Some researches agree that homework is beneficial while others disagree with that statement. Further

Is Homosexuality Biologically Based Pro / Con Essay

Is Homosexuality Biologically Based Pro/Con Introduction Society has always been able to cope with having two opinions about a situation. For example as we continue to debate over the issue of homosexuality, many sub-debates have come forward from this topic. For instance, debates of marriage, gay rights within the spectrum of laws and regulations all construct an ensuing point of debates amongst people (Slife, 2013, p. 160). In fact, the more powerful debate about homosexuality is the claim that homosexuals were born that way. Essentially, both sides of the spectrum have done intensive research to answer a specific question, is homosexuality biologically Based? Brain structures In general, individuals are interested in people of the countering sex. However, a compelling number of people are particularly interested in someone of the identical gender (Slife, 2013). Sexual assimilation is a physiological attribute that exhibit one of the greatest scopes of sexual distinction, given that 90-97% of human beings of one sex demonstrate an appeal that is dissimilar from that of the alternate gender (Slife, 2013, p. 36). In like manner, the devices that conclude characteristics of people s sexual assimilation have been the topic of intense debates. In fact these dialogues frequently concentrated on homosexuality proper, because the assimilation is slightly frequent and thus occasionally expressed unjustly as different from standard or norm (Slife, 2013, p. 40). Essentially,Show MoreRelatedSame Sex Marriage Should be Legalized Essay example2339 Words   |  10 Pagesfor them. The reason is not that they will be unable to find someone with whom they want to spend their lives, but that whom they have chosen is unacceptable to society because they happen to be of the same sex. 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Impact of HR Practices on Organizational Performance in Bangladesh Free Essays

string(69) " abilities and the organization’s requirement \(Fernandez, 1992\)\." Impact of HR Practices on Organizational Performance in Bangladesh Mir Mohammed Nurul Absar1 abstract Impact of human resource management practices on organizational performance has been a widely researched area for years. But unfortunately, very insufficient number of studies have been conducted on this area in the context of Bangladesh and other developing countries. This study was undertaken to fill this obvious research gap. We will write a custom essay sample on Impact of HR Practices on Organizational Performance in Bangladesh or any similar topic only for you Order Now Data collected from fifty manufacturing firms in Bangladesh shows that HR practices have significant association with organizational performance. Out of HR practices, only performance appraisal is found to have significant impact on organizational performance. Keywords: HR Practices, Organizational Performance, Manufacturing Firms JEC Classification: M12, D24 Balasundaram Nimalathasan2 Munshi Muhammad Abdul Kader Jilani3 1. IntroductIon Impact of human resource management practices on organizational performance has been a widely researched area for years. Results of studies, from developed countries to developing countries, have been time and again showing that HR practices have significant impact on organizational performance (Delaney Huselid, 1996; Katou Budhwar, 2007; Sing, 2004; Tzafrir, 2006). But unfortunately, very insufficient number of studies have been conducted in this area context of Bangladesh and other developing countries. To augment the contemporary knowledge base of HR practices of developing countries, this study has been undertaken. 2. esearch QuestIons Specifically, this study was undertaken to explore the answer to the following research questions (RQ): RQ1: Is there any association between HR practices and Organizational Performance? RQ2: Do HR practices have any impact on Organizational Performance? resource(HR)’ aspects of a management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labour relations (Dessler, 2007, p. ). HRM is composed of the policies, practices, and systems that influence employees’ behaviour, attitude, and performance (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 5). There are four top models of HRM such as the Fombrun, Tichy, and Devana Model of HRM, the Harvard Model of HRM, the Guest Model of HRM, and the Warwick Model of HRM (Bratton Gold, 1999, pp. 17-24). Out of these models, the Fombrun, Tichy, and Devana Model of HRM are considered to be the first one (Aswathappa, 2008, p. 18). The present study selected the HR practices such as recruitment and selection, training and development, performance appraisal, and compensation which were incorporated by the Fombrun, Tichy, and Devana Model of HRM. The model assumed that these four key HR practices have significant impact on organizational performance. 4. 2 Organizational Performance 3. objectIves The main purpose of the study was to identity the impact of HR practices on organizational performance. In order to materialize this objective, the following specific objectives were considered. †¢ To address the linkage between HR practices and organizational performance. To indentify the impact of HR practices on organizational performance. †¢ To offer some measures in order to enhance the organizational performance of the selected manufacturing firms in Bangladesh and other similar countries. 4. hr PractIces and organIzatIonal Performance: concePtual and emPIrIcal overvIew 4. 1 hr Practices Human resource man agement (HRM) refers to the policies and practices involved in carrying out the ‘human 1 2 The ultimate goal of a business organization is higher financial performance or maximisation of wealth for stake holders (Becker Huselid, 1998; Horngren, Foster, Datar, 2000). Nonetheless, attaining the organization’s goals depends upon the extent to which its organizational performance is reached (Katou Budhwar, 2007). Organizational performance is generally indicated by effectiveness (whether an organization can achieve its objectives), efficiency (whether an organization uses resources properly), satisfaction of employees and customers, innovation, quality of products or services, and ability to maintain a unique human pool (Delaney Huselid, 1996; Dyer Reeves, 1995; Guest, 2001; Katou Budhwar, 2007). The organizational performance variables of the present study included features such as product quality, customer satisfaction, new product development, ability to attract employees, ability to retain employees, and relationship between management and employees. According to the earlier studies (Delaney Huselid, 1996; Harel Tzafrir, 1999; Singh, 2004), the respondents were asked to assess their organizations’ performance in comparison to the performance of their competitors. Mir Mohammed Nurul Absar, Assistant Professor, East Delta University, Agrabad, Chittagong, Bangladesh. Balasundaram Nimalathasan, Faculty, Department of Commerce, University of Jaffna, Sri Lanka. 3 Munshi Muhammad Abdul Kader Jilani, Faculty, University of Information Technology Sciences Bangladesh. IJBIT/Volume 3/Issue 2/April – September 10 | 15 Mir Mohammed Nurul Absar et al. Impact of HR Practices on Organizational Performance in Bangladesh 4. 3. Relationship between Organizational Performance HR Practices and Though most of the studies have been conducted in the western world, it is now well established that HR practices have significant impact on productivity, corporate financial performance, and employee turnover (Arthur, 1994; Huselid, 1995; Ichniowski, Shaw, Prennushi, 1997; Katou Budhwar, 2007). Pollitt (2004) found that the HRM practices of Nokia played vital role in helping the company in reaching its 40% percent share of the global handset market, and industry leading profit margins of 20%-25% at a time of unmatched change and competition. Katou and Budhwar (2007) through an in-depth study on 178 manufacturing firms of Greece found that HR practices such as recruitment, training, promotion, incentives, benefits, involvement, and safety and health were positively related with the elements of organizational performance such as innovation and satisfaction of stakeholders. Singh (2004) in a study on 82 Indian firms observed that HR practices such as training and compensation had significant impact on perceived organizational performance. Two recent studies (Billah Islam, 2009; Billah, Prince, Islam, 2009) in context of Bangladesh also found that HR practices have significant association with employee turnover and organizational commitment. Hypothesis 1: HR practices have significant association with organizational performance Hypothesis 2: HR practices have significant impact on organizational performance: The Recruitment and selection process determines the decisions as to which candidates will get employment offers. The aim of this practice is to improve the fit between employees, the organization, teams, and work requirements, and thus, to create a better work environment (Tzafrir, 2006). Sophisticated recruitment and selection system can ensure a better fit between the individual’s abilities and the organization’s requirement (Fernandez, 1992). You read "Impact of HR Practices on Organizational Performance in Bangladesh" in category "Essay examples" Hunter and Schmidt (1982) concluded that employment stability can be achieved through a selection procedure based on ability. Katou and Budhwar (2007) also found that recruitment and selection was positively related to all organizational performance variables such as effectiveness, efficiency, innovation, and quality. Hypothesis 3: Recruitment and selection positively influences on organizational performance: Training and development is considered to be the most common HR practice (Tzafrir, 2006). Training and development refers to any effort to improve current of future employees’ skills, abilities, and knowledge (Aswathappa, 2008). Thang and Buyens (2008) through reviewing 66 studies conducted in different parts of the world opined that training and development leads to superior knowledge, skills, abilities, attitudes, and behaviour of employees that eventually enhance organizational performance. Hoque (1994) unearthed that training and development had positive impact on organizational effectiveness in Bangladeshi context. Hypothesis 4: Training and development positively influences on organizational performance: Performance appraisal is a systematic process to evaluate the performance of an employee after certain period (Schuler, 1981, p. 11). Performance appraisal also influences other HR practices such as recruitment and selection, training and development, compensation, and employee relations. IJBIT/Volume 3/Issue 2/April – September 10 |16 As performance appraisal leads to pay raise, promotion, and training; it is assumed that better performance appraisal can have impact on organizational performanc e. Hypothesis 5: Performance appraisal positively influences on organizational performance: Compensation refers to all types of pay or rewards going to employees and arising from their employment (Dessler, 2007, p. 90). Compensation is very much important for employees because it is one of the main reasons for which people work. Employees’ living status in the society, satisfaction, loyalty, and productivity are also influenced by the compensation (Aswathappa, 2008). Delaney Huselid (1996) found that incentive compensation was associated with perceived market performance in USA. Employee compensation, particularly the performance based compensation system, resulted in better organizational performance in Indian firms (Singh, 2004). Hypothesis 6: Compensation positively influences on organizational performance: Moyeen and Huq (2001) studied HRM practices of 92 medium and large business enterprises (public and private sector) located in Dhaka, Bangladesh. They found that only 62% of surveyed organizations had an HR/Industrial Relations (IR) department. HRM practices of ten local private manufacturing enterprises listed under Dhaka Stock Exchange (DSE) were examined by Akhter (2002). She measured correlation between employees’ opinions regarding HRM practices in their enterprises, their age, education, and experience. Mahmood (2004) observed that other than organizational contingencies, the institutional context such as national education and training system, national industrial relations system, regulatory frameworks, and overall societal context had significant influence on the development of HR practices in Bangladesh. Furthermore, HR practices were found to have significant impact on affective commitment in context to Bangladesh (Haque Azim, 2008) Thus, the above review of literature shows that there have been several studies around the globe focusing on HR practices and organizational performance. However, very limited numbers of studies have been conducted on the impact of HR Practices on organizational performance in context of Bangladesh and other developing countries. This study has been undertaken to fill this obvious research gap. 5. research frameworK ( Figure 1 ) 6. research methodology Research methodologies of the present study were outlined below. 6. 1 Sample A directory of 85 manufacturing firms listed under Chittagong Stock Exchange (CSE) was prepared (Chittagong Stock Exchange, 2010). The structured questionnaire was sent to the HR managers of the all 85 manufacturing firms. Finally 50 useable questionnaires were found for the study (63% response rate). 6. 2 Data Sources and Instrumentation The study was complied with the help of primary data and secondary data. Questionnaire survey method was used to gather primary data in the present study. A 23-item and a 05- Impact of HR Practices on Organizational Performance in Bangladesh Mir Mohammed Nurul Absar et al. Training and Development Recruitment and Selection Performance Appraisal Compensation Positive Negative No Impact Organizational Performance source: Modified from Fomburn, C. J. , Tichy, N. M. , Devanna, M. A. (1984) Figure-1: Research Framework item Likert type questionnaire (where1=strongly disagree to 5 = strongly agree) were developed with some modifications from earlier studies (Delaney Huselid, 1996; Harel Tzafrir, 1999; Singh, 2004) to measure the HR practices and organizational performance of manufacturing firms in Bangladesh respectively. As HR managers are the most reliable persons to provide data related to HR practices and overall organizations (Huselid Becker, 1996; Tzafrir, 2006), the structured questionnaire was sent to the HR managers of the surveyed manufacturing firms. Moreover, the desk study covered various published and unpublished materials on the subject. From the table-1, it is seen that reliability value was estimated to be ? =. 726 to . 818, if we compare reliability value of the scale used in the present study with the standard value alpha of 0. 6 advocated by Cronbach (1951), Nunnally and Bernstein (1994), and Bagozzi and Yi’s (1988); it is observed that the scale of the present study was highly reliable for data analysis. Validation procedures involved initial consultation of the questionnaires. The experts also judged the face and content validity of the questionnaires as adequate. Hence, researchers satisfied reliability and validity of the scale. 7. data analysIs and fIndIngs 6. 3 variables Independent Variables: According to Fomburn, Tichy, and Devanna, (1984), the following four (04) HR practices were selected as independent variables. RNS : Recruitment and Selection. TND : Training and Development. PA : Performance Appraisal. COM : Compensation. Dependent Variable: Organizational Performance (Perceived) In the present study, we analysed our data by an enter wise method in a multiple regression analysis. In this context, a multiple regression was performed, by making use of all the discrete variables (i. e. , dependent and independent variables) available in the dataset. The estimation process was based on Ordinary Least Squares (OLS) [i. e. ,Y= a + bx]. For this, purpose, we consider the following model specifications, by taking as dependent variable i. e. , organizational performance by making HR practices as independent variables. OP=? O+? 1(RNS)+? (TND)+? 3(PA)+? 4(COM)+e†¦ Model (1) Where ? 0 , ? 1, ? 2, ? 3, and ? 4, are the regression co-efficient OP : Organizational Performance RNS : Recruitment and Selection TND : Training and Development PA : Performance Appraisal COM : Compensation e : error term To test how well the mode-1 fit the data and findings, correlation (r), R, R2 (Coefficient of determination), variance, analysis of variance (ANOVA) and the t statistic were used. Correlation analysis was performed to find out the pair wise relationship between variables; RNS, TND, PA, COM, and OP. Hence, the results are summarised in table-2. Table 2: Correlations Matrix for HR Practices and POP variables RNS TND PA COM OP rns 1 0. 497** (0. 000) 0. 569** (0. 000) 0. 509** (0. 000) 0. 557** (0. 000) 1 0. 635** (0. 000) 0. 404** (0. 000) 0. 508** (0. 000) 1 0. 660** (0. 000) 0. 723** (0. 000) 1 0. 595** (0. 000) 1 tnd Pa com oP 6. 4 Reliability and Validity Before applying statistical tools, testing of the reliability of the scale is very much important as its shows the extent to which a scale produces consistent result if measurements were made repeatedly. This is done by determining the association in between scores obtained from different administrations of the scales. If the association is high, the scale yields consistent result, thus is reliable. Cronbach’s alpha is most widely used method. It may be mentioned that its value varies from 0 to 1 but satisfactory value is required to be more than 0. 6 for the scale to be reliable (Malhotra, 2002; Cronbach, 1951). In the present study, we, therefore, used Cronbach’s alpha scale as a measure of reliability. Table 1: Reliability value of the Scale scale 1. Recruitment and Selection 2. Training and Development 3. Performance Appraisal 4. Compensation 5. Organizational Performance source: survey data No. of Items 05 06 07 05 05 Cronbach’s Alpha (? ) . 780 . 774 . 818 . 726 . 799 IJBIT/Volume 3/Issue 2/April – September 10 | 17 Mir Mohammed Nurul Absar et al. Impact of HR Practices on Organizational Performance in Bangladesh Mean Standard deviation 3. 584 . 840 3. 643 . 844 3. 760 . 750 3. 448 . 856 4. 032 . 722 Table 5: Coefficients for Predictors of JS models 1 Constant RNS TND PA COM Unstandardized Standardized Coefficients Coefficients ? 1. 114 . 148 . 039 . 467 . 142 Std. Effor . 92 . 107 . 111 . 151 . 113 . 172 . 046 . 485 . 168 Beta 2. 845 1. 380 . 354 3. 081 1. 258 . 007 . 174 . 725 . 004 . 215 t sig Source: Survey data; **Correlation is significant at the 0. 01 level (2-tailed) Table-2 shows that the factors RNS, TND, PA, and COM are independently positively correlated with OP and also highly significant at 1% levels. Therefore, Hypothesis 1 of the present study was accepted. Here it is obvious that the maximum correlation (r =0. 723) is existed between PA and OP, followed by the association (r =0. 595) between COM and OP; RNS and OP(r= 0. 557); and TND and OP (r =0. 08). It should be needed to give the highest emphasis on PA for superb OP. Compensation is also crucial for wonderful perceived organizational performance followed by other HR practices (i. e. , RNS and TND). HR practices are pair-wise positively correlated with one to another and also statistically significant at P-value 0. 000. Among the four HR practices, the relationship (r =0. 660) between PA and COM is the highest, followed by the link (r =0. 635) between TND and PA. Further, a multiple regression analysis was performed to identify the predictors of OP as conceptualized in the model. An enter-wise variable selection was used in the regression analysis and table-3 and table-4 show the summary measure and analysis of variance (ANOVA) of the model. Table 3: Predictors of JS – Model summary a. Predictors: (Constant), RNS; TND; PA; and COM. model 1 r 0. 755a r2 0. 570 adjusted r2 0. 532 Source: Survey data The table-5 shows that PA is positively influencing on OP. For PA, the value of t is 3. 081(p=0. 004). Thus we accept Hypothesis 5 But for RNS, TND, and COM which fall in the area of rejection. Thus, we do not accept the Hypothesis 3, 4, and 6. Hence, it can be concluded that PA has significant impact on OP. Therefore, hypothesis-2 is also partially accepted. 8. conclusIon From the correlation matrix, the highest positive value of correlation between PA and OP clarifies that the authorities of selected manufacturing firms are required to give main focus on PA for getting fabulous organizational performance. In addition, the maximum average point (3. 760) of PA also discloses the identical conclusion followed by COM; RNS and TND (For details please see table-2). It is also found that PA has significant impact on POP. . lImItatIons and dIrectIons for the future researches tables 4: anova model 1 Sum of squares Regression Residual Total df 14. 568 10. 981 25. 549 Mean square 4 45 49 The study used only perceptual measure of HR practices and organizational performance. Only single source (HR managers) was also used to collect data. Future studies may be conducted in context of the service sector enterprises with larger sample s ize. Case studies, focus groups, and longitudinal studies may also be undertaken. references 1. 2. 3. 4. Predictors: (Constant), RNS; TND; PA; and COM. Dependent Variable: OP The HR practices (RNS; TND; PA; and COM) in the above model revealed the ability to predict OP (R2 = 0. 570). In this model value of R2 denotes that 57. 0 percent of the observed variability in OP can be explained by the HR practices namely RNS; TND; PA and COM. The remaining 43. 0 percent is not explained which means that the rest 43. 0 percent of the variation of OP is related to other variables which are not depicted in the model. This variance is highly significant as indicated by the F value (F=14. 926 and P = 0. 000) [For details please see table-4]. An examination of the model summary presented by the table-3 in conjunction with ANOVA, presented by the table-3, indicates that the model explains the most possible combination of predictor variables that could contribute to the relationship with the dependent variable. 5. 6. 7. 8. Akhter, N. (2002), Human Resource Management in Bangladesh: A Study of Some Local Private Manufacturing Industries. Unpublished Doctoral Thesis, University of Dhaka, Bangladesh. Arthur, J. B. (1994), Effects of Human Resource Systems on Manufacturing Performance and Turnover: Academy of Management Journal, Vol. 7, No. 3, pp. 670-687. Aswathappa, K. (2008), Human Resource Management: Text and Cases, Tata McGraw-Hill Publishing Company Limited, Delhi. Becker, B. E. , and Fuseli, M. A. (1998), High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications: Research in Personnel and Human Resource Management, Vol. 16, pp. 53-101. Billah, M. M. , and Islam, S. (2009), H uman Resource Management Practices and Organizational Commitment; A Survey on Private Commercial Banks In Bangladesh: Southeast University Journal of Business Studies, Vol. , pp. 153-166. Billah, M. M. , Prince, S. A. , and Islam, S. (2009). Human Resource Management Practices and Employee Turnover; A Study on Private Commercial Banks in Bangladesh. Journal of Business and Technology, Vol. IV, No. I, pp. 63-82. Bratton, J. , and Gold, J. (1999), Human Resource Management. Theory and practice. Macmillan Press Ltd, London. Chittagong Stock Exchange (2010), Listed Companies. Retrieved January 12, 2010, from http://www. csebd. com. IJBIT/Volume 3/Issue 2/April – September 10 |18 Impact of HR Practices on Organizational Performance in Bangladesh Mir Mohammed Nurul Absar et al. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. Cronbach, L. J. , (1951), Coefficient Alpha and the Internal Structure of Tests: Psychometrika, Vol. 6, No. 3, pp. 297-334. Delaney, J. T. , and Huselid, M. A. (1996), The Impact of Human Resource Management Practices on Perceptions of Organizational Performance: The Academy of Management Journal, Vol. 39, No. 4, pp. 949-969. Dessler, G. (2007), Human Resource Management, Prentice Hall of India Private Limited, New Delhi. Dyer,L. , and Reeves,T. 1995), Human Resource Strategies and Firm Performance: What Do We Know and Where Do We Need to Go? : International Journal of Human Resource Management, Vol. 6,pp. 656-670. Fernandez,C. J. (1992), Solider Quality and Job Performance in Team Tasks. Social Science Quarterly, Vol. 73, pp. 253-265. Fomburn, C. J. , Tichy, N. M. , and Devanna, M. A. (1984), Strategic Human Resource Management, John Wiley Sons, New York. Guest ,D. E. 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Health Information System Analysis

Question: Discuss about theHealth Information System Analysis. Answer: Introduction to Health Information Systems Analysis of Sources Challenge Introduction Health informatics is one of the elements of the health care system by which use of information technology helps in keeping patients records and evaluating key outcomes of a health care organization. Health informatics should have the potential to improve the health outcome of patients. The purpose of this report is to analyze 8 data sources related to health information system and technology issues. It will summarize the main ideas presented in the each report and how the implementation process can be challenging for those ideas. It will give detail on IT governance learning and other learning that can be gained from this report. As these issues have implication on the health patients, the report discusses the benefits or limitations of the process in the health care system. After analysis of the sources, the report will give recommendation to address those limitations and improve health information system. Analysis Source Main ideas presented Key implementation challenges and learnings IT Governance learnings Benefits or limitations to patients and patient care Other learnings Source 1: (eHealth, 2016). It gives detail on understanding the ecosystem of health data and how all the information fit in the elements of eHealth Understanding complex health data can be challenging and policy makers may require holistic understanding to manage such data. The analytical methods and new features of technology brings new challenges in health care environment. Main learning from the resource is that sources of health data is expanding and the new technology helps in effectively linking one data to other. New stakeholders in health care have emerged with eHealth and it also helped traditional stakeholder to learn new skills and work with new technological configuration. eHealth at WHO enables health development to improve patient care. It has helped patient to get better knowledge of disease and health content through the use of eLearning. Drawbacks of eHealth for patients include high cost of service due to high maintenance cost and disruptions in workflow. There are also privacy concerns for patients (Menachemi Collum, 2011). New analytical methods in analysing health care data helps in linking them with data on patients lifestyle, environment and behaviour. Source 2: (Cresswell Sheikh, 2013). 1) Information related to implementation of eHealth applications in health care setting and challenges faced after review of variety of medical databases. Barriers in the implementation of health informatics include inadequate information management, lack of cooperation between internal agencies and intrusiveness of the system due to lack of testing. Key learnings included balanced acts for effective implementation so that risk involved from technology is minimised. IT governance can facilitate adoption of technology by considering the cost involved, ease of use of user interface and the ability to operate with existing technology present in the health care organization. Innovative use of technology is also possible by supportive organizational culture and realizing that technology helps organization to develop and evolve further. Benefits to patients and patient care are better acceptance and confidence to use system after good health outcome. The satisfaction level of patients with health providers enhance and it facilitates fast communication within health care system. Limitations to patient care include many technology are not inclusive leading to failure in implementation and results in disruptive work practice. Other learnings from analysis of source revealed the following: Successful implementation is possible by considering the nature of innovation, effectively communicating about to staffs about introduction of new technology and taking steps to make change sustainable. Source 3: (The future is now, 2016). It reports on the strain in health service due to different issues within the health care system and gave detail on how health care system can be organized according to type of demands in the system. The report gave information on the ageing population, high patient expectation and lack of funding as the reason for pressure in health care system. Another important learning was taking diagnosis out of hospital with the rise in Peek Visions easy-to-use app which are portable tool for eye care. It minimized the use of bulky medical instruments in remote locations and enables use of mobile phones a diagnostic tool. Engagement of community along with government regulation will help in effective application of health technology. IT governance needs to break down primary and secondary care to develop health care service in hospital setting. The eHealth services can be accessible to more people through remote monitoring and relocating delivery of services. Report on Ingrid Bridle, a 70 years old health consumer showed that access to online GP records helper her to effectively manage auto-immune conditions. Patients revealed satisfaction on easily assessing summaries of health problems, test results and medications. It has widened channels of communication of patients with doctors. Health technology has given patients more control over health service. It has also led to establishment of self-dialysis unit such in Ryhov hospital in Sweden where patient can operate the machine themselves. The benefits of personalized medication became evident from the report which will help in guiding treatment regimen according to patients genetic constitution. Source 4: (17th PACI Task Force Meeting Executive Summary, 2016). This source gives detail on the better steps that can be taken to realize the full potential of health information technology. It mainly gives detail on the initiatives taken by the Organization for Economic and Co-operation and Development (OECD) countries for effective implementation of ICTs. The main challenge for OECD countries is the increase in demand of responsive health care system to address disparities in access to health service. Another issue is that countries struggle to provide high quality care at affordable cost to patients and providers. They key facts learnt in the report is that ICTs can act as new source of job creation and also has the potential to reduce cost involved in health care service. However, the main concern is the uneven adoption of ICT in OECD countries. Learnings for IT governance include linking ICTs with competitiveness. This is important because it helps in considering the pull of technology to maintain competitiveness in service. They can take action to take relevant actions to improve existing policies and measurement regarding ICTs in concerned countries. The main benefits of ICTs for patient care is that it has enabled rapid information sharing through the use of computerized computer order entry system (CPOE) and lead to improvement in reporting of health or illness (Coustasse et al., 2013).. Hence electronic health record has been useful in improving the responsiveness of care. Health care staffs who are going to efficiently adopt this in care will lead to increased acceptance of care. The limitations for patient are risk of violations of patients information due to unauthorized access. Other important facts regarding the ICTs development in OECD country is that there are still immense opportunities for OECD countries to develop patient-centric electronic record system and prioritize heath information exchange. Source 5: (Cresswell et al., 2013). The ideas presented in the source included considerations for successful implementation and adoption of health information technology. There are challenges to implementation because it requires strategic planning to make systemic changes in the organization to effectively integrate health information technology. Failure in implementation occurs mostly because organize fail to conceptualize the reason for transformation. The learnings in the process include analysing the problem the technology is going to address to understands its importance in the health care system. The IT governance cane take steps to involve all professionals and managers into a consensus according to strategic vision of the organization. It will help in getting the organization ready for change and help in achieving realistic expectation when whole team understands the need for change. Limitations of patient care include factors like rejection by patients as some patients resist the use of such system and they feel that it will lead to more complication in understanding the health process. This may also hamper therapeutic relation with patients. Benefits of health technology for patients care are better accessibility to medical information and accurate documentation of patients medical history. It will enable high quality and safe delivery of care. Patient can now easily track the risk of drug interaction and take better health care decision (Meier et al., 2013). Health information system can be effectively implemented when adequate time is invested in considering different benefits of technological systems and availability of different types of technology relevant to the needs of organization. Evaluating the success of same technology in other health care organization can also be helpful in determining the application of technology in existing organization. Source 6: Getting the most from health apps, 2016). The video gives idea on the current applications for assessing diabetes and blood pressure and also demonstrates their ease of use among patients. The challenges in using this app are that patients have to enter data in this application manually. Hence, there is demand for those technology were doctors could enter data in those applications. The key learning is that health professionals are trying to use a phone app interface that can allow them to monitor entered by patients. IT governance can play a role in making resources available to the health care organization and setting priorities to facilitate use of health application among patients. This will help in engaging health care professionals in the process to reach out to target population (Effective IT Governance Needed for Successful Clinical Informatics Implementations, 2012). Limitation to use of health technology for patient care is that many people do not know how to pay for it or manage data from phone applications. Support of health care physicians is needed initially to effectively manage such datas. Benefits of health application for patient is that patients can easily use the app and they get the values directly in their mobile without the need for visiting diagnostic centre. It leads to regular monitoring of blood sugar level and helps to maintain good health. Health care researcher are not targeting those patients who have better impact on the health care system such as those with chronic illness as they account for major part of health expenditure. Source 7: (Joel Selanikio: The surprising seeds of a big-data revolution in healthcare, 2016). The You tube video gives detail on presence of too many data available in internet and other applications and the problem arising in management of such data. The challenges that people face in the absence of big data includes unavailability of actual information related to health. Hence, actual information on people affected by disaster or conflicting situation is missing. The key learning was that information regarding vaccination and birth rate in a country can be accessible only by manual survey and not on internet. However, this process is very consuming and data management and storage is also difficult. Data entry of this information is also a complex process. The role of IT governance is to work on making the data collection process faster by providing better infrastructure, better technology and the engaging more staffs in the process. The best approach is to distribute technology across countries is to utilise cloud based software. It does not requires any training and people just have to visit the website to get connected with immense data from different parts of the world. The benefit of big data on health of patient is that it helps in identification of public health issues and making situation better. Use of cloud based data leads to efficiency in tracking diseases and drug supplies. Other important information gained from the video was that collecting data digitally form the beginning will help in direct analysis and using the data to save peoples lives. It is also a more efficient process of data collection. This technology will be useful in successful execution of health care programs. Source 8: (Black et al., 2011). This article gives insight into the impact of eHealth on the quality of health care service and evaluation of effectiveness of eHealth technologies on the quality of care. Three main areas of eHealth technologies that was investigated are storage and transmission of data, support for clinical decision and the delivery of care from distant location s. The limitation found in eHealth technology is that many of the claims made for this technology is not true. The key learning from the investigation was that there is large gap between postulated and actual benefits of eHealth technology and there is lack of guideline on best practice. Policy makers should take actions to make eHealth technology more reliable for people by accurately monitoring the products at the time of approval and testing phase. It is imperative that future health care technologies are evaluated according to strict measures to identify its effectiveness throughout the life cycle of the technology. Social factors should also be considered for successful implementation of health technology (Mukherjee Menon, 2013). eHealth technology pose risk to the health of patients in the absence of proper research on risk involved in implementation of this technology. It may also have an impact on the cost-effectiveness of the technology (Cooper et al., 2015). Other important finding of the resource is that the validity of the health technology should be assessed by empirical evidence as the clinical claims made are often not true. Hence evaluation of eHealth technologies against set measures will help in effective reducing risk to patients and improve overall health outcome Conclusions From the analysis of eight sources on the issues in health informatics, the main ideas that came into the forefront includes the complexities in health data ecosystem, challenges faced in the implementation of health application, reasons for pressure in health care system, development in eHealth readiness in the world, factors to be considered for effective health technology implementation and the benefits and challenges on new health applications. Another issue which was not related to eHealth was also presented which presented the benefits of mental strength for individuals. Analysis of this article lead to identification of many developments in health care technology as well as limitations present in such technology. The major advantage of this technology was related to increased health satisfaction among patients, better therapeutic relationship between health care staff, better integration of service and making health information readily available to all patients. Hence, it can be concluded that despite immense benefits of health care technology, IT governance have a role in address the gap in system by improving strict implementation procedures to make the change successful according the goals of the organization. Recommendations The approaches to reducing the gap found in health care technology are as follows: Comparing other relevant health technology or determining the effectiveness of technology by evaluating their outcome in other relevant health care organization. It will help in determining the usefulness of technology for target population. Taking coordinated consensus on making all health care staff aware about the effective integration of new technology and lead to consistency in decision making. It will help in minimizing errors within the system (Berger et al., 2014). eHealth research should be more contextual in order to translate them into policy and it should be based on responsive design. Specific assessment model may also help in determining the health benefits of health care technology (Glasgow et al., 2014). It is also necessary to choose health care technology according to clinical needs and develop right infrastructure for introducing the health care technology. It will help in supporting consumer engagement with the eHealth (Cresswell et al., 2013). The IT governance should have a role in the careful planning and evaluation o f progress in eHealth technology (Ricciardi et al., 2013). It will be necessary to evaluate the factors that affect the implementation process such as patient factor, organization factors and innovation level factor. According to Chaudoir et al., (2013), there is lack of agreements regarding the benefits presented and identifiable measures of the construct. Hence, a multi-level framework is needed to cover all the predominant factors affecting the implementation process and determine the validity of eHealth technology. Reference 17th PACI Task Force Meeting Executive Summary. (2016).17th PACI Task Force Meeting Executive Summary. Retrieved 24 October 2016, from https://reports.weforum.org/global-information-technology-report-2013/ Berger, M. L., Martin, B. C., Husereau, D., Worley, K., Allen, J. D., Yang, W., ... Crown, W. (2014). A questionnaire to assess the relevance and credibility of observational studies to inform health care decision making: an ISPOR-AMCP-NPC good practice task force report.Value in health,17(2), 143-156. Black, A., Car, J., Pagliari, C., Anandan, C., Cresswell, K., Bokun, T. et al. (2011). The Impact of eHealth on the Quality and Safety of Health Care: A Systematic Overview.Plos Med,8(1), e1000387. https://dx.doi.org/10.1371/journal.pmed.1000387 Chaudoir, S. R., Dugan, A. G., Barr, C. H. (2013). Measuring factors affecting implementation of health innovations: a systematic review of structural, organizational, provider, patient, and innovation level measures.Implementation Science,8(1), 1. Cooper, A., Dowding, D., Barrett, D. (2015). The impact of new information and communication technologies on the development of advanced practice.Advanced nursing practice: changing healthcare in a changing world. London: Palgrave, 288-301. Cresswell, K., Sheikh, A. (2013). Organizational issues in the implementation and adoption of health information technology innovations: an interpretative review.International journal of medical informatics,82(5), e73-e86. Cresswell, K., Bates, D., Sheikh, A. (2013). Ten key considerations for the successful implementation and adoption of large-scale health information technology.Journal Of The American Medical Informatics Association,20(e1), e9-e13. https://dx.doi.org/10.1136/amiajnl-2013-001684 Coustasse, A., Shaffer, J., Conley, D., Coliflower, J., Deslich, S., Sikula, A. (2013). Computer Physician Order Entry (CPOE): benefits and concerns-a status report.Journal of Information Technology Research (JITR),6(3), 16-31. Effective IT Governance Needed for Successful Clinical Informatics Implementations. (2012).HIMSS. Retrieved 24 October 2016, from https://www.himss.org/news/effective-it-governance-needed-successful-clinical-informatics-implementations eHealth. (2016).World Health Organization. Retrieved 24 October 2016, from https://www.who.int/ehealth/en/ Getting the most from health apps. (2016).YouTube. Retrieved 24 October 2016, from https://www.youtube.com/watch?v=JtWtkdTfJmw Glasgow, R. E., Phillips, S. M., Sanchez, M. A. (2014). Implementation science approaches for integrating eHealth research into practice and policy.International journal of medical informatics,83(7), e1-e11. Joel Selanikio: The surprising seeds of a big-data revolution in healthcare. (2016).YouTube. Retrieved 26 October 2016, from https://www.youtube.com/watch?v=Mb8x6vLcggc Meier, C. A., Fitzgerald, M. C., Smith, J. M. (2013). eHealth: extending, enhancing, and evolving health care.Annual review of biomedical engineering,15, 359-382. Menachemi, N. Collum,. (2011). Benefits and drawbacks of electronic health record systems.RMHP, 47. https://dx.doi.org/10.2147/rmhp.s12985 Mukherjee, D., Menon, G. (2013). 11 Technology and Its Role in Good Governance.Governance, Development, and Social Work,36, 201. Ricciardi, L., Mostashari, F., Murphy, J., Daniel, J. G., Siminerio, E. P. (2013). A national action plan to support consumer engagement via e-health.Health Affairs,32(2), 376-384. The future is now. (2016).The future is now. 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