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.

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. Healthcare’s 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.

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.

As the open up of government¡¦s regulations and increasingly competitive markets in these ten years, local banks have great varieties in banking business and products. Facing this trend, do banks also adjust their strategies in human resources recruitment? Are their business units different in their strategies? The two major issues attract me to do the research on considerations of staffing strategies in the banking industry. This research is based on a case study of F Bank. By collecting written document & interviewing the staffing managers of 6 different business units, in order to probe into the key factors which affect the staffing strategy. After analyzing document & interview materials, the research concludes that there are obvious different strategies between business units of different product sectors. They can be classified into two sectors: one offers consumer banking business, and the other offers corporate banking business. The former kind has greater flexibility in recruit. They tend to utilize a great amount of informal employees, and a great percentage in temp contractors and assignation staffs. They like to hire people with related experiences and from outside resources. However, the latter one has mainly recruit employees in official way. They prefer personnel without experiences and train them with their own training systems, or recruit form inner resources. To inquire what makes the differences between the strategies of staffing taken by different business units, the research concludes as follows: (1) the changes of organization culture, and (2) the different business characteristics. The research expects the result can provide future reference for human resources related staffs in policy planning in banking field.

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.

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.

Outsourcing is a method of staffing where a staffing agency takes on the responsibility of conducting the staffing process. This defines a B2B partnership between the staffing agency and the client organization, which is scarcely connected to outcome success in the partnership literature. The study aims to get an understanding regarding the operation of the staffing agency and outsourcing incentives in connection with how a partnershipbetween the two is able to be maintained and developed. This is a qualitative study with semi-structured interviews, conducted with one Swedish staffing agency and three of their clients. It follows the interpretivism research philosophy with an abductive approach.The findings of this research show that companies choose to outsource staffing when they wish to optimize their resource distribution. The Resource BasedView, which was historically linked to outsourcing, is one of the mainincentives' perspectives. Regarding the B2B partnerships in staffing outsourcing, it is concluded that taking the initial transactional partnership into the long-term transformational partnership is done through matching expectations and outcomes. Agency problems are dealt with from a triadicperspective and the service quality dimensions are a main tool to assess satisfaction of outsourcing success.

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.

While extant research on recruiting has highlighted a number of applicant attitudes that predict future attitudes and decisions, questions regarding how attitudes develop over time and differentially predict applicant job choice have received scant attention. To address this currently impoverished research area, this study utilizes three prominent recruitment frameworks (signaling theory, fit, and image) to theoretically and empirically examine how applicant attitudes towards possible future employers develop over the course of the recruitment process. Also, this study explores the possible divergent patterns of development of these applicant attitudes by examining taking a job offer and passing on a job offer as two separate decision-making processes. Finally, this study investigates the pattern of relationships between proximal predictors of job choice (organizational attraction and acceptance intentions) and applicant decisions to take or pass on a job offer. Participants in this study were 178 undergraduates seeking internships during a five-month recruitment period. Applicant attitudes about organizational image, fit, attraction, acceptance intentions as well as recruiter trustworthiness and timeliness of a consistent set of firms were assessed eight times over the five-month period. Results of this study indicate that recruiting, from an applicant perspective, is a dynamic decision-making process where applicants gather and assimilate information in distinct patterns prior to making job choice decisions. Specifically, across six applicant attitudes that have previously been shown to predict recruiting outcomes such as job choice, applicant attitudes toward the organization they take an offer from increase, and at a faster rate, over time relative to organizations whose offers they pass. These attitudes significantly differ between offers that are ultimately taken and passed on as early as the start of the recruitment process (i.e. image) or as late as slightly more than three weeks (i.e. fit) into a five-month recruitment process.

Approved for public release; distribution is unlimited / The primary objective of this thesis was to critically assess the Productive Unite Resourcing (PUR) system as it is outlined in NAVSUP INSTRUCTION 7000,21A and as it being used at Navy Field Contracting Activities (NFCAs). The research was conducted by a review of current literature and extensive interviews with headquarters and field activity personnel. The research contains a review of PUR's predecessor system, the fixed workyear-cost funding methodology, an explanation of the PUR process and Procurement Cost Center algorithms, and summaries of the positive and negative impacts of PUR. Conclusions and recommendations are made concerning PUR's applicability to Navy Field Contracting Activities. Where specific problems were identified with either the process or algorithms, possible corrective actions are proposed. / http://archive.org/details/assessmentofnavy00fink / Lieutenant Commander, United States Navy