Dissertations / Theses: 'Staffing'

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Ward, David, and Eric Phetteplace. "Staffing by Design: A Methodology for Staffing Reference." Taylor & Francis, 2012. http://hdl.handle.net/10150/271492.

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The growth in number and kind of online reference services has resulted in both new users consulting library research services as well as new patterns of service use. Staffing in person and virtual reference services adequately requires a systematic analysis of patterns of use across service points in order to successfully meet fluctuating patron needs. This article examines an assessment methodology for examining patron use of in person and virtual reference services, and designing variable staffing models which balance the observed needs of each mode of communication and patron type.

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Svozil, Ondřej. "Staffing v retailu." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-198622.

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This thesis focuses on the issue of staffing in retail, specifically focusing on the retail of luxury goods. The main aim is to map the process of staffing itself and then to create optimization measures in order to increase the efficiency of recruitment. By analyzing the staffing process there will be developed optimization measures, which are based on existing processes used in international companies and also on recommendations of the personnel department group LVMH. An important part of this thesis is the analysis of the labor market and human capital from a demographic perspective and analysis of changes in population structure. The contribution is to create the necessary recommendations to streamline the staffing process, including providing more detailed information about these processes in luxury retail and summary of theoretical knowledge in the field of personnel management.

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Johansson, Katarina, and Erik Olsson. "Is recession fuel for the staffing industry? : Corporate views on staffing in times of recession." Thesis, Umeå University, Umeå School of Business, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-36089.

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At the time of writing, the business world is currently recovering from a recession that struck globally in the late 2008. The financial crisis brought many consequences, not least in the labor market. In meantime, media is reporting of the increasing trends of companies outsourcing their employment needs, by using staffing companies. Could it be that there is a correlation between the recession and the companies’ choices to do so?

By revising literature on the topic we have found that the companies need for flexibility seem to be their main reason for using staffing companies. We have also come to review the first reports on the current increase of staffing company use in the US claimed to be caused by the current recession. Regarding the recession, we have come to find that it does have a structural impact on the labor market according to literature. An impact, that many claims is not temporary, but is here to stay.

We have departed from retroduction with a touch of abduction when investigating our research problem. In practice, we have conducted a study based on surveys where we have asked 37 people in managerial positions at the top 100 largest employers in Sweden about their views on the recession and their attitudes towards the staffing industry. In addition, we have conducted an interview with a manager from a staffing company in Sweden to get another view on the use of staffing companies.

The findings of this study include; even though several references in this paper forecast rapid growth during times of expansion for the staffing companies, this is not reflected within the responses in our sample. The companies perceive the situation of temporary staff as being better than what some theory suggests. There is reason to suggest that large companies that use staffing companies are moving towards a permanent need of temporary labor, and the respondent of such companies generally perceive staffing companies as a good option for mitigating labor-associated risks.

It is difficult to draw definite conclusions based on our findings. We have opted to give the reader some insight as to how the companies perceive the staffing industry, and how a manager of a staffing company perceives its current state. We would like to encourage further research to use the questions and suggestions raised in our paper to conduct tests in the area of temporary staffing from a corporate perspective to nourish the debate in the society with a scientific point of view.

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Ghattas, Andrew Emile. "The Implementation of Minimum Direct Care Staffing Laws: Impact on Nurse Staffing Levels and Composition." Miami University Honors Theses / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=muhonors1303434892.

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Hilton, Lawrence, Earl Marks, Nathalie Zielinski, Hana Visnovska, Lawrence Hilton, Earl Marks, and Nathalie Zielinski. "Engineering field division/activity manpower staffing." Thesis, Monterey, California. Naval Postgraduate School, 2003. http://hdl.handle.net/10945/9847.

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MBA Professional Report
Approved for public release; distribution is unlimited
MBA Professional Report
Naval Facilities Engineering Command (NAVFAC) is responsible for all U.S. Navy and Marine Corps facilities. The mission of NAVFAC is to plan and deliver innovative, best-value, technology-leveraged solutions and alternatives that enable the clients and various commands to accomplish their missions. NAVFAC is the major claimant for the eleven Engineering Field Divisions/Activities (EFD/A). The Officer in Charge of Contracts (OICC) is primarily responsible for the post-award phase of construction contracts that NAVFAC administers. The OICCs work at the various field offices throughout the NAVFAC organization. The resource sponsor for NAVFAC is N4, Fleet Readiness and Logistics, who is responsible for identifying the mission, funding and authorizing requirements for NAVFAC. As the major claimant, NAVFAC is responsible for determining the requirements for the EFD/As, which are funded by N4. Due to funding constraints, the Navy is required to be as efficient as possible. This research analyzes the current manpower algorithm used to determine requirements for the various EFD/As. The data shows that the current algorithm does not reflect a number of factors impacting work-hours. An analysis was conducted to derive a more accurate algorithm to include the number of contracts and a method to include other missing factors such as distance, complexity, other military construction providers and commanding officer interest, etc. The conclusion of this research is that a more accurate algorithm that includes these missing factors is essential to the safe, efficient and thorough completion of workload accomplished by the EFD/A in support of NAVFAC's mission and ultimate responsibilities of N4.

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Li-Carrillo, Carla (Li-Carrillo Paredes). "Optimal staffing recommendation for inbound operations." Thesis, Massachusetts Institute of Technology, 2017. http://hdl.handle.net/1721.1/111938.

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Thesis: S.M., Massachusetts Institute of Technology, Department of Mechanical Engineering, in conjunction with the Leaders for Global Operations Program at MIT, 2017.
Thesis: M.B.A., Massachusetts Institute of Technology, Sloan School of Management, in conjunction with the Leaders for Global Operations Program at MIT, 2017.
Cataloged from PDF version of thesis.
Includes bibliographical references (page 72).
Amazon inbound operations are staffed following a 'staffing-to-charge' model in which labor is planned to match the incoming volume capacity required by the weekly Sales Operations Planning (S&OP) forecast. Staffing-to-charge is a lean model of staffing that attempts to maximize labor utilization by minimizing the possibility of a labor surplus or deficit. However, due to inaccuracies in the S&OP freight forecast, poor visibility into incoming inventory, and last minute staffing changes, it is often the case that labor capacity is not adequately aligned with the actual unit receipts. This leads to additional labor costs and network inefficiencies. This project explored the current staffing policies and current system constraints such as forecast accuracy, backlog management, and hiring schedules to understand the scope of the problem. From these findings, an alternate method for staffing, known as 'Level loading,' was proposed. Level loading consists of staffing to a known and consistent headcount every day of the week with the intent to reduce staffing costs and labor capacity variability. Level loading was found to improve the efficiency of inbound operations, leading to considerable costs savings for the distribution center. The project also created an optimization model that allows Fulfillment Center managers to plan the transition from their current shifts to level loading; Amazon's Production Planning Team will implement this model by mid-2017. To fully achieve the benefits from level loading, the system requires a change in the planning of incoming freight. In particular, the incoming freight should be scheduled and planned according to a known labor capacity, as set by the level loading policy. This change to freight planning is currently being investigated. The study found that delayed restocking of the network is a costly inefficiency, similar in magnitude to the cost from excess labor capacity. To mitigate this, a labor plan that allows for greater capacity is necessary. The cost savings of more effective inbound operations offsets the additional labor costs of such a plan. The findings of this study are based on an Amazon warehouse, but a staffing model with greater labor capacity can be applied to inbound operations at any distribution center.
by Carla Li-Carrillo.
S.M.
M.B.A.

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Warner, Tony R. "Staffing Patterns in Campus Activities Departments." Digital Commons @ East Tennessee State University, 1997. https://dc.etsu.edu/etd/2990.

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The purpose of this study was to analyze the organizational structures and staffing patterns in campus activities offices or operations within selected institutions. These institutions were selected from the membership of the National Association of Campus Activities (NACA) during the 1994-95 academic year which are also public, Master's (Comprehensive) Universities and Colleges I and II institutions. Focus was placed on identifying the sizes and types of the campus activities departments at the institutions surveyed. A survey was developed and administered to a population of 355 institutions. The data from 269 (76%) responses were then carefully analyzed. Frequency analysis produced a number of revelations about dominant staffing patterns, titles, and size. Analysis indicated that there is a relationship between organizational structure and its staffing pattern in small institutions. A direct relationship was identified between the size and type of the staff and use of technology. There was no relationship between the funding base and staffing patterns or between organizational departmental structures and the size of the departmental budgets. Further, no relationships between organizational structure and funding bases or between the size and type of staff and the organizational structure. Conclusions were drawn concerning organization and staffing patterns. These included the fact that most institutions have campus activities departments with a director as the head, reporting to a vice president or dean. Activity fees are a primary source of funding in nearly all institutions. Few institutions have more than 9 professional staff and 12 clerical staff. Currently there is little faculty involvement in campus activities offices. Basic, mainstream technology is used to support the efforts of the offices. It is hoped that the study will be useful as a proactive management tool for those administrators in higher education who are structuring or restructuring administrative offices supporting the campus activities functions at institutions of higher education.

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Kollman, Sara. "Acuity-based Nurse Staffing and the Impact on Patient Outcomes." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7022.

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The costs of healthcare in the United States are of national concern. The systematic review of the literature (SRL) explored the practice-focused nursing question regarding the relationship between the use of acuity-based staffing (ABS) models and positive patient outcomes. Analyzing the impact of ABS models on patient quality outcomes and the potential economic value could provide evidence essential for the healthcare executives responsible for fiscally prudent labor management and for creating an evidence-based business case for adequate, patient-centric nurse staffing. The synergy model for patient care and Covell's nursing intellectual capital theory guided the doctoral project. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses systematic review process steps were completed to organize the SRL and report findings. A comprehensive review of the literature yielded 527 articles, with 5 studies that met inclusion criteria in the final review. Analysis and synthesis of the SRL identified several patient outcomes that were significantly correlated with ABS staffing, including medication errors, falls, patient safety incidents, missed care, and mortality. The current body of evidence was insufficiently robust to demonstrate ABS staffing was superior to other nurse staffing models. The implications of this project for positive social change include demonstrating a need for additional research on ABS and the impact of ABS on patient outcomes.

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Park, Jeongyoung Stearns Sally C. "The effects of state minimum staffing standards on staffing, quality of care, and financial performance in nursing homes." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2007. http://dc.lib.unc.edu/u?/etd,1000.

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Thesis (Ph. D.)--University of North Carolina at Chapel Hill, 2007.
Title from electronic title page (viewed Dec. 18, 2007). "... in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the Department of Health Policy and Administration, School of Public Health." Discipline: Health Policy and Administration; Department/School: Public Health.

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Martinez, Deisell. "A New Paradigm to Reduce Nursing Rate Impact on Health Service Organizations (HSOs) Through Hedging." Scholarly Repository, 2010. http://scholarlyrepository.miami.edu/oa_dissertations/647.

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Nursing costs account for over 50% of Health Service Organizations budgetary expenses. In a financially contracting Healthcare market that is amidst the focus of current National and International economic concerns and political agenda, here a counter-intuitive method to minimize exposure to rising nursing costs. Healthcares conundrum is marked by rising nursing costs, growing patient population, rising uninsured rates and decreasing insurance reimbursements. Participants traditionally focus on nurse staffing to minimize costs, but in its inextricable link to scheduling, budgets are often inaccurately projected as compared to actual staffing quantities and costs; this is largely due to front-line staffing policies and unpredictable nursing rates. This paper presents a nationwide experimental and empirical study of ten healthcare participants in a cross market Hedging application in Nursing Services as an approach to reduce exposure to rising nursing costs based on nursing rate volatility notwithstanding nursing quantity needs and day-to-day staffing decisions, and considering Options as a primary hedging approach to reduce budget disparity and yield nursing expense savings. Nursing monthly costs and demand were collected for all participants over varying range of time periods. A correlation analysis indicated that total nursing costs are highly correlated to nursing rate change, differing across participant types. Additionally, the data was analyzed for asset and options applicability, as well as tested for appropriateness of the Black-Scholes model for options pricing. The analysis concluded that nursing service qualifies as an underlying asset for options as a hedging technique and may be priced using the Black-Scholes model. The approach was tested on one of the participants, and indicated a savings of over 11% in nursing expenses and a decrease in budget disparity of approximately 14%. Hypothetical application across the non-tested participants alludes that the implementation results are likely to be sustainable across participant with dissimilar demographics.

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Mortimore, Jo. "Innovatory staffing practices in City Technology Colleges." Thesis, University College London (University of London), 1997. http://discovery.ucl.ac.uk/10021776/.

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This study explored the use of staff in a sample of institutions specifically designed to be innovative - City Technology Colleges (CTCs). The research focused on theories of educational change developed by Gross, Giacquinta and Bernstein (1971) and Fullan (1991) in order to evaluate the benefits, problems and cost-effectiveness of innovative associate (non-teaching) staff posts. Eight CTCs, providing a geographical spread and a variety of innovative posts, were selected. In each, four posts (15 women and 17 men) were chosen for detailed study. The posts covered: • support for management and administration (10) • support for the curriculum (13) • support for both management and curriculum (9). Two hundred and two semi-structured interviews were conducted with governors, senior and linemanagers, teachers and postholders during two phases of fieldwork undertaken between autumn 1993 and summer 1995. The freedom of CTCs provided scope for the opportunistic use of postholders' skills. The majority of posts were judged to be cost-effective. The benefits of the innovative posts included improved opportunities for students and staff to gain from associate staff expertise; managers and teachers, respectively, having more time for planning and pedagogy; and more cost-effective use of resources. Problems were related to teachers' resistance, lack of clarity in the posts and excessive responsibilities being given to postholders. Gross et al's and Fullan's theories were congruent with the fmding of the study but neither theory was sufficient to explain the success or failure of innovation in these CTCs. The concept of culture - both positive aspects (which enabled staff, including those who were not teachers, to feel part of a new innovative venture) and negative aspects (teaching or industrial sub-cultures preventing the innovations from taking root) - emerged as a useful explanatory concept. The study concluded with implications for policy, practice and further research. Gross, N, Giacquinta, J. and Bernstein, M. (1971) Implementing Organizational Innovations, New York: Basic Books. Fullan, M. (with Stiegelbauer, S.) (1991) The New Meaning of Educational Change, London: Cassell.

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Gomez, Robert R. "Gomez Nurse Staffing Agency| A Business Plan." Thesis, California State University, Long Beach, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10599653.

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With the era of the baby boomers getting to an age where health care issues will be at an all-time high, the shortage of nurses is a problem many health care organizations are already facing. There is a huge opportunity for many nurses to get hired given the state of California requires facilities to maintain a nurse-to-patient ratio. These ratios vary depending on the severity level of the patient’s illness or condition the unit admits.

The goal of the company is to be able to help hospitals, convalescent home, retirement centers and other skilled nursing facilities meet their patient satisfaction expectations by providing the nurses needed to maintain quality of care. Nurses that will be provided are Licensed Vocational Nurses, Registered Nurses and Nurse Practitioners.

The company will have a unique approach to market itself out of Long Beach to be accessible to both Los Angeles and Orange County population and facilities. This business plan will go over four different chapters of the Gomez Nurse Staffing Agency in topics such as Marketing, Feasibility, Laws and Regulations and Financial Statements.

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Ubochi, Elizabeth Ndidi. "A Systematic Review of Nurse Staffing Models." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7960.

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Appropriate nurse staffing is essential to the delivery of high-quality patient care. Nursing leadership identifies nurse staffing model as an evidence-based staffing model following problems with nursing staff retention on 4 acute care units in a recently opened hospital. The linkage model guided the review of evidence on nurse staffing models and the relationship to nurse job satisfaction and nurse retention and to explore strategies that could lead to recommendations to nursing leadership. The 466 articles found were reduced to 7 articles, 2 at Level 1 (systematic review), 4 at Level VI (quantitative descriptive), and 1 at Level VII (expert opinion). Based on the key findings organized on 4 components of the linkage model (nurse job satisfaction, retention, burnout, and decision-making autonomy), flexibility with work schedules and a self-scheduling model were recommended, providing nurses with the freedom to organize shifts around non work responsibilities. Successful implementation of the self-scheduling model would require staff involvement and support of the organizations to improve nurse job satisfaction, confidence, professionalism, and work-life balance for nurses. In addition, the organization should foster the delivery of quality care in a work environment with an appropriate nurse staffing and patient to nurse ratio. These recommendations have the potential to (a) impact this facility's design of a more evidence-based nurse staffing model with the known benefits of patient-centered care, (b) promote nurse job satisfaction, (c) promote retention, and (d) promote social change within the organization and community.

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Pettersson, Marcus, and Oscar Westgren. "Staff scheduling in ACC at ATCC Stockholm." Thesis, Linköpings universitet, Kommunikations- och transportsystem, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-104014.

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In this report we examine the creation of staffing plans at ESOS (ATCC Stockholm). The staffing plan is the cornerstone in making the working schedule for the employees and is created with regard to the traffic flow in the Swedish airspace. In the thesis we have come up with a model in order to create and examine staffing plans at ESOS where ATCOs (Air Traffic Controllers) will handle air traffic 55 per cent of their scheduled working hours. This would be an increase from the current staffing plan where they handle traffic approximately 50 per cent of their time at work. In order to create a staffing plan with the model, data on sector opening hours was received from ESOS. This data showed how many ATCOs that were handling traffic at any point in time during September 2013. By analysing the data, we obtained information about the number of hours that needed to be scheduled and also when it was appropriate to place the hours. The result is one staffing plan which was created manually with a heuristic approach for competence group X. The staffing plan is created so that the ATCOs handle traffic 55 per cent of their working hours in a month with the traffic pattern as the one from the data. It is important to properly investigate the effects that might occur if a staffing plan with 55 per cent time in position would be implemented. The created staffing plan is good to use as evaluation when deciding if 55 per cent time in position is something to use or not.

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Pappas, Sharon Holcombe. "The effect of nurse staffing on organizational outcomes /." Connect to full text via ProQuest. Limited to UCD Anschutz Medical Campus, 2007.

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Thesis (Ph.D. in Nursing) -- University of Colorado Denver, 2007.
Typescript. Includes bibliographical references (leaves 176-188). Free to UCD affiliates. Online version available via ProQuest Digital Dissertations;

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Williams, Shawniqua T. (Shawniqua Tinyka). "Server staffing in real-world telephone service systems." Thesis, Massachusetts Institute of Technology, 1995. http://hdl.handle.net/1721.1/36045.

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Thesis (M. Eng.)--Massachusetts Institute of Technology, Dept. of Electrical Engineering and Computer Science, 1995.
Includes bibliographical references (leaf 62).
by Shawniqua T. Williams.
M.Eng.

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17

Venskus, Diana Gilroy. "Nursing Home Staffing Adequacy, Rehabilitation Orientation and Quality." VCU Scholars Compass, 2003. https://scholarscompass.vcu.edu/etd/5959.

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Objective: The primary objective of this research is to examine how changing levels of nursing home stafﬁng adequacy and variations in rehabilitation orientation have affected facility deﬁciencies and the quality of patient care as facilities responded to the Balanced Budget Act of 1997.Data Sources: Analyses were performed using data from the On-Line Survey Certiﬁcation and Reporting System (OSCAR) data from years 1997, 1998, 1999, 2000 and 2001 and were merged with Area Resource File (ARF) data released in February 2001.Study Design: Contingency strategic adaptation provides the theoretical framework for developing the effects of environmental characteristics, organizational characteristics and strategic change on nursing facilities’ performance. The study employed a non-experimental, longitudinal panel design focusing on the individual nursing home as the unit of analysis. Measurement models were proposed and validated for each of the research constructs. Structural equation modeling was used to specify the relationships between stafﬁng adequacy, rehabilitation orientation and nursing home quality.Principal Findings: Decreases in stafﬁng adequacy and rehabilitation orientation, and also in nursing home quality occurred during the period of 1997 to 2001. Environmental and organizational characteristics have various direct effects on stafﬁng, rehabilitation orientation and nursing facility performance. Stafﬁng directly affects rehabilitation orientation; rehabilitation orientation directly affects quality. The variances accounted for in the ﬁnal structural model are small.Conclusion: Stafﬁng and rehabilitation orientation are, respectively, structures and processes of care subject to strategic change within organizations in response to changing environmental conditions. Changes in stafﬁng and rehabilitation that occurred during the period of implementation of the BBA of 1997 reduced nursing facility performance. The relatively small contribution of each to the measurement of nursing facility performance suggests that other structures and processes should be identiﬁed, and their impact on the quality of care evaluated.Keywords: Staffing, rehabilitation, nursing home deficiencies, strategic adaptation, Balanced Budget Act of 1997.

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Swain, William T. "Proposed staffing requirement for Base Level Support Service (BSS)." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1995. http://handle.dtic.mil/100.2/ADA306725.

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Thesis (M.S. in Information Technology Management) Naval Postgraduate School, September 1995.
"September 1995." Thesis advisor(s): Carl R. Jones, Douglas E. Brinkley. Includes bibliographical references. Also available online.

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Morales, Muñoz Pablo Andrés. "Desarrollo de un Framework para un Sistema de Staffing." Tesis, Universidad de Chile, 2010. http://www.repositorio.uchile.cl/handle/2250/103940.

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No autorizado por el autor para ser publicada a texto completo
La problemática de staffing, es decir, la contratación de personal para la atención de clientes, es cada día de mayor relevancia dentro del mundo de los negocios. Apoyar las decisiones de contratación de recursos humanos, se ha convertido en una necesidad cada vez mayor. El caso particular del staffing para atención de requerimientos en colas tales como bancos, cajas de supermercado etc., reviste gran interés por la complejidad del problema, cuya adecuada resolución provee beneficios tanto a los clientes como a la propia empresa. El presente trabajo aborda la implementación de una metodología utilizada en gestión de operaciones muy utilizada en este tipo de situaciones y que es conocida como optimización-simulación. Esta estrategia se basa en un enfoque iterativo que consiste en la resolución de un modelo matemático para obtener una solución preliminar, la cual es sometida a una prueba de simulación que introduce variaciones probabilísticas para detectar posibles puntos en las cuales los niveles de calidad deseados no se cumplan. Utilizando estos puntos vulnerables se modifica el modelo matemático para repetir nuevamente el proceso. En la primera etapa de este trabajo, se define el problema de staffing, se identifican los principales elementos que intervienen en el proceso de staffing. Los datos que permiten definir cada uno de ellos y las relaciones en que intervienen. Posteriormente se revisa el diseño y la implementación de los diversos elementos y algoritmos que componen el framework, entre ellas: la base de datos, la capa de datos, el procedimiento de simulación de colas, se define el cálculo de los indicadores de interés que se obtienen como resultado de la simulación. Luego se aborda el caso particular de Metro S.A. en la contratación de cajeros para sus estaciones y cómo se procede a implementar la solución de este problema utilizando el framework antes desarrollado. Se detallan la confección de las interfaces de usuario y su funcionamiento y los archivos de entrada y salida de la aplicación.

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Hayes, Mark E., and Gordon Hoover Bradley. "Design for a prototype Marine Corps officer staffing model." Thesis, Monterey, California: U.S. Naval Postgraduate School, 1987. http://hdl.handle.net/10945/22731.

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Chen, Xi. "Combining forecasting and queueing models for call centre staffing." Thesis, Lancaster University, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.747980.

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Call centre staffing is important as the workforce accounts for 60-70% of the total operating cost of a call centre. The staffing procedure involves two distinct but interrelated research areas: a) forecasting the call arrival rates and b) modelling the call centre as queueing system to decide on staffing levels, using the forecast arrival rates. However, while most of the forecasting methods developed assume time-varying arrival rates, the classic Erlang-C based queueing model for staffing assumes stationarity and does not consider the dynamic transient behaviour of the call centre queueing system. In addition, the forecasting models themselves are imperfect and thus have forecast errors, which also affects the performance of the queueing models. This thesis specially designed an experimental framework that mirrors the key elements required by the call centre staffing activity. The framework enables us to conduct a wide range of experiments for analysing the individual, combined and interactive effects of forecasting methods and queueing models for staffing on call centre system performance. We introduce a geometric discrete time modelling (Geo-DTM) approach and use it with an iterative-staffing algorithm (ISA) to determine staffing levels. Empirical tests show that under perfect knowledge of arrival rates, there are many benefits of using the Geo- DTM+ISA method compared to steady-state staffing methods. With simulated call arrivals data, we evaluate the effects of forecasting errors on call centre performance using various forecasting models and the Geo-DTM+ISA for staffing. The results show that even with a good quality dynamic queueing model (Geo- DTM+ISA), better forecasting accuracy does not necessarily translate into better service levels. The system performance exhibited depends on a combination of factors. We also study the combined effects on call centre performance in the likely practical case where both forecasting and queueing models are suboptimal. Our results show that under a quality driven service regime, stationary models perform similarly to Geo-DTM+ISA. However, under an efficiency driven service regime, the stationary based staffing methods perform much worse than Geo-DTM+ISA, although both are affected by forecasting errors. Insights from the empirical results are used to provide guidance for call centre workforce management.

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Sasture, Amar. "Physician and Resident Staffing In An Academic Emergency Department." Thesis, Virginia Tech, 2004. http://hdl.handle.net/10919/41302.

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Rising demands and market competition have forced many emergency departments to improve their quality of service. This improvement is usually achieved at the cost of increasing resources in the emergency department in order to increase the patient satisfaction. This research deals in part with both problems, i.e., increasing patient satisfaction and keeping costs in the ED to a minimum. The research has schedules designed on the patient contacts for physicians and residents in the academic emergency department at York hospital such that the resource costs and patient waiting costs are kept at a minimum. The emergency department is simulated using Arena 7.0 and the minimum cost objective is achieved by running OptQuest for Arena to get the near optimal number of staff working the designed schedules in order to achieve the objective. Efficiently scheduling doctors and residents resulted in waiting cost reductions of almost 80%. There was also an increase in patient satisfaction, considering the time taken by patients to see a doctor or resident for the first time. The time was reduced by 33% for critical patients and was reduced by almost 29% for intermediate care patients with the schedules designed herein.
Master of Science

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Qianwen, Xu. "OUTPATIENT PHYSICIAN OFFICE STAFFING MODEL USING DISCRETE EVENT SIMULATION." University of Akron / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=akron1466970867.

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Walker, Calvin L. "Staffing and programming patterns in Ohio State University extension /." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1488196781731623.

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Kamble, Sameer Datta. "Relations among enroute traffic, controller staffing and system performance." College Park, Md. : University of Maryland, 2005. http://hdl.handle.net/1903/3006.

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Thesis (M.S.) -- University of Maryland, College Park, 2005.
Thesis research directed by: Dept. of Civil and Environmental Engineering. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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Casto, Andrew C. "REDRESSING THE ADJUNCT STAFFING MODEL IN AMERICAN HIGHER EDUCATION." UKnowledge, 2017. https://uknowledge.uky.edu/english_etds/63.

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Since their advent as supplemental staff at community colleges four decades ago, part-time instructors, or adjuncts, have since been employed with increasing frequency and in escalating numbers across all institutional types of American higher education. Currently comprising approximately forty percent of all postsecondary faculty, part-time instructors now outnumber full-time nontenure-track, tenure-track, and tenured faculty respectively on many campuses. This pervasive trend has created a professional climate of uncertainty and, in some cases, even hostility as American colleges and universities struggle to adapt to ever changing enrollment populations, market demands, technological innovations, and political pressure. As the sustainability of traditional faculty tenure hangs in the balance and as opportunities to secure tenure-track appointments continually diminish, the arguably inequitable working conditions of college faculty hired off the tenure track have fallen under public and political scrutiny since these instructors now provide such a large proportion of undergraduate education. This dissertation offers a comprehensive overview of the adjunct staffing model’s development and consequences as well as a proposed solution particularly to chairpersons of academic departments that have become inordinately dependent upon part-time instructors to teach their undergraduate curriculum. Combining personal experience with recent research, the first chapter offers a detailed description of the typical adjunct’s current working conditions, which include heavy workloads, poor compensation, and insufficient time for preparation and professional development. I briefly review the origins of and dramatically increasing reliance upon postsecondary adjunct employment over the past forty years. I situate the present undervaluing of part-time instructors within the context of colleges’ persistently rising “sticker prices,” which most commonly derive from curricular as well as extracurricular amenities and a drastic increase in non-instructional staff. I suggest that colleges cannot afford to ignore the adjunct problem much longer due to growing public and political awareness of the issue. I conclude by encouraging college governing boards, administrators, and faculty to collaborate in order to arrange respectable and sustainable terms of employment. The second chapter analyzes how the current model of adjunct employment adversely affects higher education. In addition to the first chapter’s grievances pertaining specifically to adjuncts, college faculty as a whole suffers from the deprofessionalization and bifurcation resulting from the widespread overdependence upon part-time instruction. Furthermore, college students suffer from part-time instructors’ compromised ethos and resultant “shielding,” last-minute staffing practices by means of which institutions often hire adjuncts, part-time instructors’ inadequate access to instructional resources, and irrational models for adjunct compensation. Finally, the adjunct problem harms the reputations of postsecondary institutions overall, indicating dysfunction and lack of accountability to an already skeptical public. The chapter closes with a call to action, encouraging all postsecondary institutions to consider improved, sustainable employment for all faculty. The third and final chapter proposes a solution in the form of a standardized college faculty position, which I call the core-survey instructor. Based loosely on a specific definition of contingent faculty, such a professor would assume reasonably heavy teaching loads as a full-time employee of one institution in exchange for a respectable salary, renewable multi-year contracts, and limited benefits. I explain how core-survey instructors will benefit postsecondary institutions not only by resolving the detriments listed in the second essay but also via improved remedial instruction, academic advising, and participation in shared governance.

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Peters, Candice Marie. "A comparison of the levels of patient staffing ratios and staffing mix to the number of patient falls in an acute care setting." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1314.

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Duranceau, Ellen, and Cindy Hepfer. "Staffing for Electronic Resource Management: the Results of a Survey." Elsevier : Serials Review, 2002. http://hdl.handle.net/1721.1/31207.

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The authors offer the results of an informal survey of library staffing trends related to the acquisition and maintenance of electronic resources. They test their hypothesis that the problem of staffing for e-resources has reached a critical level.

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Bosley, Michael John. "An experimental investigation of time delays in software project staffing." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1994. http://handle.dtic.mil/100.2/ADA283333.

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O'Brien, Adrianne, and Adrianne O'Brien. "Comparing Staffing Models for Fire Based Mobile Urgent Medical Services." Diss., The University of Arizona, 2017. http://hdl.handle.net/10150/626318.

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Background: Comparing Full-Time (FT) and Part-Time (PT) staffing models for a mobile integrated health (MIH) program established by a local Fire Department. Objective: Determine if the program is sustainable and which staffing model is more effective at obtaining sustainability. Design: Quality Improvement project with retrospective data review. Setting: Green Valley Fire District in Green Valley, Arizona. A predominant retirement community. Target: The residents of the Green Valley Fire District. Interventions: Utilizing the RE-AIM framework, a retrospective review of the data collected by the previously implemented MIH Program in Green Valley was completed. The framework was utilized to review relevant data and determine if the program has achieved the expected outcomes, and maintained a sustainable and transferable MIH program. Measurement: Decrease in emergency medical (EM) calls for service with the implementation of the MIH program. Comparing staffing models for consistency in services. Results: The results showed a decline in EM calls for service with the MIH program, and more consistency in availability and patient services with the FT staffing model. Limitations: The demographics of the community limit the generalizability and transferability of the data obtained from the project. Additional data should be collected and analyzed both retrospectively and for successive years to substantiate the benefits and continue to improve the effectiveness of the MIH program. Conclusions: The program could be used as a model for other MIH programs, with adjustments made for the respective community. The value or sustainability of any MIH program cannot be limited to revenue solely. Other perspectives of value added service and cost savings must also be considered. Significance: This study highlights the effectiveness of an MIH program in a small retirement community and shows the benefit of a FT staffing model versus a PT staffing model for consistency of patient care and daily program operations. There are also multiple aspects of value to an MIH program, some of which are difficult to conceptualize and measure based on historical models of healthcare delivery and Fire Department Services. Further review of these types of programs is needed to establish the overall benefits of MIH.

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Tan, Soon Meng Alvin. "Manpower staffing, emergency department access and consequences on patient outcomes /." Monterey, Calif. : Naval Postgraduate School, 2007. http://bosun.nps.edu/uhtbin/hyperion-image.exe/07Jun%5FTan%5FSoon.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, June 2007.
Thesis Advisor(s): Shen, Yu-Chu, Hsia, Renee. "June 2007." Includes bibliographical references (p. 59-62). Also available in print.

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Otto, Rodney D. "Staffing to fulfill the Great Commission paraprofessionals in the church /." Theological Research Exchange Network (TREN), 1987. http://www.tren.com.

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Siferd, Sue Perrott. "Staffing and scheduling flexibility : a study of hospital nursing units." Connect to resource, 1990. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1262188080.

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Soon, Tan, and Meng Alvin. "Manpower staffing, emergency department access and consequences on patient outcomes." Thesis, Monterey, California. Naval Postgraduate School, 2007. http://hdl.handle.net/10945/3513.

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Pressure on emergency medical services (EMS) is rising. The growth in EMS utilization has coincided with a decline in the number of emergency departments (ED). Between 1994 and 2004, the annual number of ED visits in the United States rose by 18 percent (from 93 million to 110 million) whereas the number of hospitals operating 24-hour EDs decreased by 12 percent during the same time frame. This study has three objectives: (1) analysis of diversion trend, (2) effect of ED staffing, capacity and financial characteristics on ED diversion hours and (3) effect of changes in ED access on mortality rates. For the first objective, we employ descriptive statistics to study ED diversion trends. For the second analysis, we use a two-part model to study the effect of hospital staffing, capacity and financial characteristics on diversion hours. For the third objective, we use simple ordinary least squares and fixed effects techniques to determine the effect of ED access on mortality rates. In particular, we examine two measures of ED access: diversion hours (a temporary change in ED access) and distance to closest ED (a permanent change in ED access). We find statewide ED diversion impact of California in 2005 to be 11 percent. This means hospital EDs in California in 2005 were on diversion status 11 percent of the time. Reducing the number of nurses increases the number of hours an ED is on diversion status. Interestingly, increasing the number of intern or student doctors in a hospital increases the number of hours an ED is on diversion status. For heart-related and cancer-related deaths, we find a positive correlation between distance and mortality rates. However, for diversion hours, we find it counterintuitive that increasing diversion hours reduces mortality rates. Further study will need to be done to verify this finding.

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Ali, Sameen Andaleeb Mohsin. "Staffing the state : the politicisation of bureaucratic appointments in Pakistan." Thesis, SOAS, University of London, 2018. http://eprints.soas.ac.uk/26180/.

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This thesis contributes to the literature on the politics of bureaucracy. I show how politicised bureaucratic appointments in Pakistan 'get things done' even beyond the career advancement of a particular patron and her bureaucratic appointee. In order to show this, I trace the politicised appointment of senior and mid-tier bureaucrats by political and bureaucratic patrons using legal, extra-legal, and illegal methods in pursuit of three types of outcomes: (i) bureaucratic efficiency; (ii) electoral gain; and (iii) personal enrichment and protection. I contend that particular combinations of actor 'objectives' and 'methods' result in particular types of bonds - either strong or diffuse - between the patron and the appointed bureaucrat. It is, in turn, the interaction of these three variables (objective, method, bond) that determines whether or not the patron achieves the outcome she wanted, i.e. 'what gets done'. This thesis contributes to the literature on the politics of bureaucracy. I show how politicised bureaucratic appointments in Pakistan 'get things done' even beyond the career advancement of a particular patron and her bureaucratic appointee. In order to show this, I trace the politicised appointment of senior and mid-tier bureaucrats by political and bureaucratic patrons using legal, extra-legal, and illegal methods in pursuit of three types of outcomes: (i) bureaucratic efficiency; (ii) electoral gain; and (iii) personal enrichment and protection. I contend that particular combinations of actor 'objectives' and 'methods' result in particular types of bonds - either strong or diffuse - between the patron and the appointed bureaucrat. It is, in turn, the interaction of these three variables (objective, method, bond) that determines whether or not the patron achieves the outcome she wanted, i.e. 'what gets done'.

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Ma, Yiyin M. B. A. Massachusetts Institute of Technology. "Modeling of ICU nursing workload to inform better staffing decisions." Thesis, Massachusetts Institute of Technology, 2015. http://hdl.handle.net/1721.1/99032.

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Thesis: M.B.A., Massachusetts Institute of Technology, Sloan School of Management, 2015. In conjunction with the Leaders for Global Operations Program at MIT.
Thesis: S.M., Massachusetts Institute of Technology, Department of Electrical Engineering and Computer Science, 2015. In conjunction with the Leaders for Global Operations Program at MIT.
Cataloged from PDF version of thesis.
Includes bibliographical references (pages 92-94).
Beth Israel Deaconess Medical Center (BIDMC) has partnered with the Gordon and Betty Moore Foundation's to eliminate preventable harm in the Intensive Care Unit (ICU). Many medical publications suggest nursing workload as a major contributor to patient safety. However, BIDMC was not using any tool to measure nursing workload, and as a result, nurse staffing decisions were made solely based on the ad hoc judgment of senior nurses. The objective of this thesis is to create a prospective nursing workload measurement and ultimately use it to improve staffing decisions in ICUs. To create a nursing workload measurement, a wildly-adopted patient-based scoring system, the Therapeutic Intervention Score System (TISS), was modified to BIDMC's ICUs. With consultation from clinicians and nurses, changes were made to the TISS to reflect BIDMC's workflow, and a new nursing workload scoring system called the Nursing Intensity Score (NIS) was created. The NIS for each patient per shift was calculated over a two-year period to gain further insights to improve staffing decisions. After looking at the current state, there was no correlation between nursing staffing and overall patient workload in the unit. In addition, nurses with 1 patient (1:1 nurses) had significantly less workload than nurses with two patients (1:2 nurses) even though they were expected to be the same. Finally, there was one overworked nurse (150% of median nursing workload) in every three shifts in the ICU. A prospective approach to analyze patient workload was developed by dividing patients based on clinical conditions and categorizing the results on two axis: the nominal workload level and the variability around the nominal value of workload. This analysis suggests that, a majority of patients are predictable, including a few patients with high but predictable load. On the other hand, some patients are highly unpredictable. A nursing backup system was proposed to balance workload between 1:1 and 1:2 nurses. To test the proposal, a simulation was developed to model the ICU with the goal of minimizing the number of overworked nurses. The best backup system was a buddy pairing system based on predictive model of patient conditions, with the resource nurse as the ultimate backup.
by Yiyin Ma.
M.B.A.
S.M.

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Li, Ying. "Forecasting Long Term Highway Staffing Requirements for State Transportation Agencies." UKnowledge, 2016. http://uknowledge.uky.edu/ce_etds/42.

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The transportation system is vital to the nation’s economic growth and stability, as it provides mobility for commuters while supporting the United States’ ability to compete in an increasingly competitive global economy. State Transportation Agencies across the country continue to face many challenges to repair and enhance highway infrastructure to meet the rapid increasing transportation needs. One of these challenges is maintaining an adequate and efficient agency staff. In order to effectively plan for future staffing levels, State Transportation Agencies need a method for forecasting long term staffing requirements. However, current methods in use cannot function without well-defined projects and therefore making long term forecasts is difficult. This dissertation seeks to develop a dynamic model which captures the feedback mechanisms within the system that determines highway staffing requirements. The system dynamics modeling methodology was used to build the forecasting model. The formal model was based on dynamic hypotheses derived from literature review and interviews with transportation experts. Both qualitative and quantitative data from literature, federal and state database were used to support the values and equations in the model. The model integrates State Transportation Agencies’ strategic plans, funding situations and workforce management strategies while determining future workforce requirements, and will hopefully fill the absence of long-term staffing level forecasting tools at State Transportation Agencies. By performing sensitivity simulations and statistical screening on possible drivers of the system behavior, the dynamic impacts of desired highway pavement performance level, availability of road fund and bridge fund on the required numbers of Engineers and Technicians throughout a 25-year simulation period were closely examined. Staffing strategies such as recruiting options (in-house vs. consultants) and hiring levels (entry level vs. senior level) were tested. Finally the model was calibrated using input data specific to Kentucky to simulate an expected retirement wave and search for solutions to address temporary staffing shortage.

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Locklear, John Michael. "Optimized staffing between product lines for a technical support center." Thesis, Kansas State University, 2018. http://hdl.handle.net/2097/38782.

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Master of Agribusiness
Department of Agricultural Economics
Jason S. Bergtold
Technical support for products after the sale is commonplace in today’s businesses. Original Equipment Manufacturers (OEMs) provide technical support to their dealer channel for resolution of complex product issues. Technical support staffing levels can vary by product type, product complexity, and production volumes, and case volumes. This research seeks a better understanding of appropriate staffing levels between three product lines for one OEM. The objective of this paper is to develop a model for monthly and weekly average case volumes for the three product lines, based off of historical case volume data. This data is used to predict a product line’s (platform’s) workload based off the month of the year. The output of each platform’s monthly case volume is then used in an optimization model to determine optimal staffing levels for each platform, based off the time of the year. The models developed for each platform use a linear relationship which regresses workload on a set of binary variable for the months of the year. Each of the models developed provided statistically significant coefficients for months which contain the platform’s highest workload. The outputs from these models are used in a mixed integer nonlinear programming optimization model to determine staff level of full time equivalent (FTE) employees at each platform. Each of the three scenarios utilized in this research provide similar trends and staffing levels for each of the three product lines. Results of this research are of interest for the management of technical support staffing.

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Amin, Muhammad Ismat. "CERTIFIED NURSING ASSISTANT RETENTION: A STAFFING CHALLENGE FOR NURSING HOMES." Miami University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=miami1507435442201555.

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Sukkar, Khalil Hassan, and mudeer@optusnet com au. "The prospects of Adopting Alternative Staffing Methods in Residential Aged Care in Australia." RMIT University. Graduate School of Business, 2009. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20091005.115238.

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The Residential Aged Care (RAC) industry is the fastest growing sector of the health care industry in Australia, particularly with the needs of people aging eighty five years and over consuming most health care services (Productivity Commission, 2006). This thesis examines the staffing efficiency challenge that is facing the RAC industry in Australia, from the facility managers' perspectives. Staffing efficiency is a crucial component in the success of this industry that is labour intensive, delivering complex services twenty-four hours per day and seven days per week. By achieving staffing efficiencies, facility managers would minimise labour cost expenditures; thus, ensuring sustainability and growth of their organisation in the long run. The literature reviewed revealed limited number of scholarly reviews about staffing efficiencies conducted in Australia. Nevertheless, it highlighted a number of available staffing approaches available overseas which could be of promising results if they were adopted to suit the Australian industry and its operational systems. This thesis explores the prospects of RAC facility managers adopting 'alternative' or 'new' staffing methods in their facilities as one solution for this staffing challenge. In this study, the researcher refers to alternative or new staffing methods as staffing methods that are not currently utilised in the staffing of RAC facilities in Australia. Using an Interpretivist research paradigm, 18 semi-structured interviews were conducted with the participating RAC managers in their work environment. During the interviews, a sample alternative staffing tool, developed prior to the study, was displayed. The data generated were analysed in the context of the RAC industry's environment, operational challenges, and through the theoretical implication of neo-liberalism. This theory provided a vehicle for the analysis of the data generated on staffing within the context of Australia's current economic policies. The generated data revealed little chance of such adoption reflected in a number of findings including: 1) Participants' lack of interest in adopting alternative staffing methods despite their comments on the unsuitability of current tools. 2) Overdependence of the industry on cost cutting measures and monetary performance indicators. 3) Lack of incentives for the adoption of change and 4) Lack of preparedness of RAC facility managers for such change. Thorough analysis of the findings revealed misinterpretation of free-market principles in the currently utilised staffing tools, which links demand of service to the number of individuals requiring care on one hand, and the supply of services available to the number of staff rostered to provide the care, on the other hand. The application of such a principle on the RAC industry is questionable, particularly with the inconsistency in the elderly residents' care needs and the staffing skill mix. A new staffing approach that uses the care required by the elderly individuals and the staffing skills available in the facilities as the basis for the demand and supply principles will provide a plausible solution for facing the staffing challenge. A joint venture between the Australian government and the RAC industry to encourage the adoption of such alternative staffing approach is the recommended way forward for improving staffing efficiencies.

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Evans, Ann Marie. "Staffing Model to Improve Patient Outcomes in an Acute Inpatient Rehabilitation Facility." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4439.

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The goal of the acute inpatient rehabilitation facility (IRF) is to rehabilitate patients and discharge them back into the community at their optimal level of functioning. The IRF patient is more acutely ill today than in the past, and due to a change in condition may be discharged back into the acute care hospital before achieving maximal level of function. An IRF was identified as discharging 14% of patients back into acute care, which indicated the IRF was not meeting its treatment goals. A chart review revealed a possible link between the nurse's role in patient care and the patient's discharge disposition. The purpose of this project was to design a nurse staffing care model that would support the registered nurse in providing care and treatment for the IRF patient. The missed nursing care model and Lewin's change theory were used to support the design of the new staffing model. Sources of evidence included a literature review of nurse staffing models and the nurse's role in patient outcomes. A project team of expert stakeholders participated in the development of the new model. The Appraisal of Guidelines for Research and Evaluation was used in formative and summative evaluations of the new model to systematically assess the quality of the new staffing model. Formative feedback was given by 3 project team members. Nine expert end users provided summative evaluations of the new model after revisions by the project team. All end users recommended implementation without modification. Positive social change with implementation of this model may lead to reduced acute care transfers, improved quality measures, and enhanced patient outcomes in the IRF.

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Edler, Jonatan, Tomas Andersson, and Eric Bergqvist. "Entrepreneurial Expansion : Swedish staffing companies entering the market in Oslo, Norway." Thesis, Jönköping University, JIBS, Business Administration, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-12031.

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Purpose

Our purpose is to develop a model, based on theoretical framework regarding expansion strategies and cultural differences and see if it can explain the establishment of Swedish staffing companies in Oslo, Norway.

Theoretical Framework

The theoretical framework presents theories within the field of cultural and social beha-vior, internationalization in general and two different approaches of international expan-sion. Each theory is explained and referred to entrepreneurial expansion.

Method

This study has been based on three Swedish staffing companies and their expansion to Oslo, Norway. The research done has been both quantitative with surveys and qualita-tive with semi-structured interviews.

Findings

According to the study, reasons to expand to Oslo for a Swedish staffing company are mainly due to the cultural similarities and the lucrative possibilities within the market. Expansion is preferable done with an incremental approach in line with the Uppsala model. Furthermore, no major barriers exist. The models of International New Venture and Born Globals are not applicable, while the theory of Hofstede is partially supported. Scott‟s theory is unworkable to consider due to lack of differences, while the intervie-wees support the theory of Rundh in terms of internationalization. It is the belief of the authors that their own model, supported by the empirical findings, also can be used by other companies, acting in other industries, in order to get a comprehensive overview of the factors that should be taken into account before going international. One should though keep in mind, that the cultural differences normally are bigger than in the case with Sweden and Norway.

Syfte

Vårt syfte är att utveckla en modell som bygger på teori gällande expansionsstrategier och kulturella skillnader för att se om det kan förklara etableringen av svenska bemanningsföretag i Oslo, Norge.

Teori

Författarnas teoretiska ramverk presenteras genom teorier om kulturella och sociala skillnader, samt internationalisering i allmänhet som presenteras genom två olika strategier. Varje teori förklaras och återknyts till företagsexpansion.

Metod

Den här studien är baserad på tre svenska bemanningsföretag och deras expansion till Oslo, Norge. Undersökningen som utförts har varit både kvalitativ, i form av semistrukturerade intervjuer, samt kvantitativ genom en undersökning.

Resultat

Enligt studien är skälen till att svenska bemanningsföretag väljer att expandera till Norge främst de kulturella likheterna länderna emellan, samt de lukrativa möjligheter som finns inom den norska marknaden. Expansion till Norge görs vanligtvis med ett successivt tillvägagångssätt i linje med Uppsala-modellen. Inga större hinder med expansion har påvisats. Vidare visar studien att modellerna International New Venture och Born Globals inte är tillämpliga, medan teorin av Hofstede får visst stöd. De två intervjuade deltagarna stödjer dock Rundh‟s teorier angående internationalisering. Författarnas uppfattning är den egna modellen, utvecklad med hjälp av det empiriska materialet, även kan användas av företag i andra branscher för att få en överskådlig bild av de faktorer som kan komma att påverka valet gällande en eventuell utlandsexpansion. De måste dock vara medvetna om

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Dolinska, Nina, Dzenita Hrlovic, and Katarina Swane. "The Staffing Policies of Swedish Companies at their Chinese Production Units." Thesis, Kristianstad University College, Department of Business Administration, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-3502.

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Increasing production costs and high pressure from the consumers are leading Swedish companies towards an expansion to China. Since more and more companies are moving their production, we found it interesting to study the problems they might encounter while employing personnel.

The purpose of this dissertation is to analyse what staffing policies companies choose and variables that influence the decision at Swedish production plants in China. Ethnocentric, polycentric and geocentric policies were the three analysed staffing policies.

To be able to achieve our goal and to see if our hypotheses were right, a case study was most appropriate for our research. By analysing a few Swedish companies, the necessary data were gathered. This information showed that our hypotheses were accurate since the companies used the polycentric staffing policy and considered the variables: language, laws and regulations and cultural differences to be important.

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44

Zartman, Ronald R. "The utilization of a systems model to formulate local church staffing." Theological Research Exchange Network (TREN), 1988. http://www.tren.com.

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Bosch, Annette. "An effective nursing staffing model for a private hospital / Annette Bosch." Thesis, North-West University, 2008. http://hdl.handle.net/10394/3631.

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Healthcare organisations in South-Africa are constantly looking for cost containment strategies, while providing and delivering effective healthcare and managing risk. Private hospitals must develop a cost effective staffing strategy to plan and meet present and future nursing needs. The need for safe and adequate nursing staffing levels is becoming more critical every day. Nursing shortages, combined with the increased workload it causes have to be addressed by nursing managers. The right number of nursing staff members with the right level of training and experience must be employed and retained to provide consistent high quality nursing care and guarantee patient safety. Nursing workforce management is a major responsibility of nursing management. This research study identified, investigated and evaluated significant factors and trends that contribute to, or influence the determining of the staff component in nursing units in the South-African private hospital environment. Criteria for an effective nursing staffing model to assist nursing managers in workforce management were developed. The study was conducted in two phases. A literature review and an empirical study were conducted. Information and the identification of factors influencing nurse staffing was obtained through the literature study. An empirical investigation was done to understand nursing staffing practices. Information was gathered through a questionnaire that was compiled as part of the qualitative research design. The various factors influencing the determining of nursing teams were empirically investigated and analysed. The including of factors in nursing staffing models was empirically tested.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

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Overman, April. "Maximizing the Impact of Local Police Agencies through Optimum Staffing Levels." ScholarWorks@UNO, 2014. http://scholarworks.uno.edu/td/1884.

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The purpose of this dissertation is to identify an optimum ratio of police officers to city residents for the purpose of reducing year-to-year crime rates in cities with populations between 25,000 and 999,999. Current research in this area focuses on the impact of the number of police officers on overall crime rates. However, that body of research does not distinguish the impacts found in minimally-staffed, moderately-staffed, and highly-staffed agencies. By examining each of these three groups separately, a statistically significant relationship was determined to exist between per capita staffing levels and short-term property crime reduction for agencies with 1.50 to 2.75 police officers per 1,000 residents. No such relationship existed for agencies with fewer than 1.50 officers or greater than 2.75 officers per 1,000 residents. There was no identifiable relationship between staffing levels and violent crime categories. As a result of this finding, an optimum staffing range has been identified for local law enforcement agencies seeking to make immediate, short-term impacts on property crime.

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Gong, Yaping. "Staffing subsidiaries of multinational firms : Environmental antecedents and subsidiary level outcomes /." The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1272986292.

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Wolfinger, Cheryl. "Training leadership for staffing and funding of international sports mission teams." Theological Research Exchange Network (TREN), 2003. http://www.tren.com.

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Grant, Timothy A. "Prehospital Staffing and Road Traffic Accidents: Physician Versus Trained Nonphysician Responders." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/237.

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Road traffic deaths, which affect people in their productive years, are projected to be the third leading cause of death by the year 2030. While most studies have focused on road infrastructure and vehicle safety, this study examined something new: the impact of prehospital response to road traffic accidents on the rate of death. Some countries send physicians to the scene of an accident; some send paramedics or registered nurses. The question this research sought to answer was whether the use of physician responders resulted in a lower rate of death compared to the use of nonphysician responders. The literature makes it clear that rate of road traffic death is related to country income and governance indicators, so first those variables needed to be equalized. My conceptual framework for this cross-sectional correlation study was the Haddon matrix, which organizes injuries by temporal (pre-event, event, and postevent) and epidemiological (host, agent, and environment) factors. Using World Health Organization data on road traffic injury and country income, World Bank data on governance indicators, and a literature search of 67 countries' prehospital response profiles, significant negative correlations (p > 0.001) were found for road traffic deaths and income, r (65) = -0.68, and governance indicators, r (65) = -0.646. No significant difference in the rate of road traffic death was found between physician and nonphysician prehospital staffing. Because increasing countries' income and improving governance are long-term, ambitious goals for developing countries, training nonphysician prehospital responders appears to be the most effective social change to decrease the burden of road traffic deaths.

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Bowens, Crystal Spring. "Relationship Between Skilled Nursing Facility Nurse Staffing Levels and Resident Rehospitalizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6308.

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Abstract:

Readmission of skilled nursing facility (SNF) residents has become a financial and quality-of-care concern for facility leaders. SNF administrators do not know whether nurse staffing levels are impacting readmission rates. The Affordable Care Act included measures to monitor and improve quality and to penalize SNFs that have high readmission rates. The purpose of this quantitative correlational study was to examine the relationship between SNF nurse staffing levels and readmission rates using the Skilled Nursing Facility Readmission Measure (SNF RM). The theoretical framework for the study was Donabedian's structure, process, outcome model. The research questions addressed the relationship between nurse staffing levels and rehospitalization percentages for SNFs, and the relationship between RN staffing levels and rehospitalization percentages. A quantitative methodology was used to analyze publicly reported secondary data from Centers for Medicare and Medicaid Services staffing files and SNF Value-Based Purchasing (SNF VBP) program data. Pearson's correlation was used to examine the relationship and strength between nurse staffing levels and the SNF RM. The sample included 374 SNFs across Georgia that participated in the SNF VBP program. Findings from the multiple regression analysis and analysis of variance indicated no statistically significant relationship between nurse staffing levels and SNF RM rates. Facility characteristics across Georgia showed some variations in staffing levels and SNF RM rates. Findings promote positive social change by providing SNF leaders with needed information to make decisions about staffing needs when considering staffing above the state averages. Health care leaders and policymakers might use the findings when considering recommendations for staffing regulations.

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Dissertations / Theses on the topic 'Staffing'

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