Sentence examples for human resource management tools from inspiring English sources
Human resource management tools comprise the policies, practices and activities at the disposal of managers to obtain, develop, use, evaluate, maintain and retain the appropriate number, skills mix and motivation of employees to accomplish the organisation's objectives [ 36].
Zenefits offers small- and medium-sized business simpler human resource management tools, and also payroll services.
Zenefits gives small- and medium-sized businesses human resource management tools that are supposed to work in a simpler fashion than existing tools.
A study on the role of non-financial incentives and human resource management tools shows that non-financial incentives play an important role as a motivator for health professionals and helps to increase their performance (48).
Planned interventions could employ non-financial incentives and human resource management tools, such as recognition by management, performance review and improving interprofessional working relationships, to uphold and strengthen the professional ethos of health professionals, a key determinant of motivation and retention [ 41].
Given the importance of community health worker (CHW) perceptions of a health program toward its successful implementation, this study explores whether the introduction of an mHealth application, as a human resource management tool, is associated with changes in CHW perceived supervision, motivation, work engagement, and job satisfaction over time.
The WISN method is a versatile human resource management tool developed and later revised by the World Health Organization (WHO) [ 6, 7].
The WISN method is a human resource management tool that calculates a staff requirement based on workload for a particular staff category and type of health facility.
Internal marketing is a human resource management tool used by organizations to successfully educate, train, and motivate employees to provide better services to customers [ 8].
To establish an evidence base for the new norms, the MoHSS supported the first-ever national application of the Workload Indicators of Staffing Need (WISN) method, a human resource management tool developed by the World Health Organization.
There are also a host of micro-contextual issues that we know little about, such as how P&T dynamics differ among different cadres, how the scope of clinical practice shapes health worker ability and desire to negotiate postings and whether or not punitive transfers can be effective as an accountability or human resource management tool.
