Sentence examples for organisational data from inspiring English sources

With the enormous growth of organisational data and various possible ways to access such data, more and more organisations have become aware of the increasing significance of governing their data.

And finally, the only way to truly understand the pressures an organisation faces will be to turn its data – be it in admissions, prescribing, open data or organisational data – into insight, to be able to make more informed decisions about care and budgetary priorities.

This makes it very difficult to set a unique framework to assess and govern organisational data.

data integrity: means the wholeness, entirety and soundness of organisational data [17].

The surge in the number of smartphone devices connecting to organisational systems and used to process organisational data has enabled a new level of operational efficiency.

A good data governance framework ensures that organisational data is formally managed throughout the enterprise and provides efficient access to accurate data and business intelligent tools for further analysis.

In other words, if a duty to share is recognised, patients should allow records generated through their interactions with the formal health sector (e.g. diagnostic or administrative records) to be shared with epidemiologists by default, so long as minimally sufficient protections (e.g. technical and organisational security, data protection measures) are in place.

Organisational performance data will be drawn from accreditation and clinical indicator reports where available.

Other independent, standardised organisational performance data would be collected, for example number of sick days per employee, the rate of injuries to staff, staff turnover, and information about the organisational learning and development program.

Evidence suggested that it was important to establish clear and largely unequivocal lines of upward accountability using individual and organisational outcome data in order to be able to clearly identify and address poor performance, and to recognise and reward staff for high performance [ 36, 38, 42, 46].

Based on organisational workforce data identifying a total of 196 Nurse Consultants employed across the district the desired sample size for the survey with a power calculation that demonstrates a representative sample with a confidence level of 95% is 130. Interim analysis will determine representation across rural and metropolitan context.