Developing an appropriate staff mix for anticoagulation clinics: functional job analysis approach

Abstract

Anticoagulation clinics (ACCs) are specialty clinics that manage patients with blood clotting problems. Since labor costs usually account for a substantial portion of a healthcare organization's budget, optimizing the number and types of staff required was often the focus, especially for ACCs, where labor-intensive staff-patient interactions occur. A significant portion of tasks performed by clinical pharmacists might be completed by clinical pharmacist technicians, which are lessexpensive resources. While nurse staffing models for a hospital inpatient unit are well established, these models are not readily applicable to staffing ACCs. Therefore, the objective of this paper is to develop a framework for determining the right staff mix of clinical pharmacists and clinical pharmacy technicians that increases the efficiency of care delivery process and improves the productivity of ACC staff. A framework is developed and applied to build a semi-automated fulltime equivalent (FTE) calculator and compare various staffing scenarios using a simulation model. The FTE calculator provides the right staff mix for a given staff utilization target. Data collected from the ACCs at VA Boston Healthcare System is used to illustrate the FTE calculator and the simulation model. The result of the simulation model can be used by ACC managers to easily determine the number of FTEs of clinical pharmacists and clinical pharmacy technicians required to reach the target utilization and the corresponding staffing cost.

The mediating role of procedural justice on the relationship between job analysis and employee performance in Jordan Industrial Estates

“…The first result of this study proved that there is a positive effect of job analysis on job performance which corresponds to the pay model as well as with many of the studies previously discussed above ( Atteya, 2012 ; Hailemariam et al., 2019 ; Milkovich et al., 2013 ; Mira et al., 2019 ; Nyasha et al., 2013 ; Okumbe, 1999 ). Moreover, this study found a positive effect of job analysis on procedural justice, which is consistent with equity theory and many of the studies that were previously discussed ( Pan et al., 2018 ; Swalhi et al., 2017 ).…”

“…Through job analysis, organization can predict employees’ performance; and how to reward each of them through their performance. In addition, employees know the performance that organization expects from them, and how they will be compensated for that ( Hailemariam et al., 2019 ). Job analysis data can distinguish the knowledge, skills, abilities, and expertise which are necessary for effective and high level of performance.…”

The effect of HRM practices and employees’ job satisfaction on employee performance

“…The job analysis helps the human resource manager quantify the duties of the job and the appropriate salary for the hired employees. Through the job analysis, the organization knows what to expect from the employees and how to reward employees who demonstrate good performance; and in return, the employees know what the organization expects from them and the type of compensation and reward they receive (Hailemariam et al, 2019). The recruitment & selection process is another critical process that influences the employees' performance and productivity.…”

Human Resource Management and Employee Relation in the Nigerian Manufacturing Industry

“…Under this examination, it is considered as free factor that impact the performance of the workers, assuming employees are remunerated on their obligations, they are more useful. By expected set of responsibilities, the organization knows about what to assume from the specialists and how to remunerated laborers who decide great performance; and consequently, the workers know what the organization accepts from them and the assortment of pay and prize they get (Hailemariam et al, 2019).…”