Data was collected and analyzed as these study and focus group discussions took place (Thomas, Fried, Johnson, and Stilwell, 2010). The data was also compiled and sent to many different human resource offices and operations in order to gain unique insight from all corners of the world. These compilations of conversations helped to identify the contributing factors to rural clinic success in the 49 different countries while, at the same time, offering up examples and ideas for how improvements could be made. The conclusions were relatively different among each country or population that was analyzed, depending on the specificities of the rural areas in question. Overall, the case study concluded that more effective, accurate communication coupled with greater expertise and skills competencies were able to overcome the lack of physical and medical resources in nearly every situation (Thomas, Fried, Johnson, and Stilwell, 2010). This is to say that healthcare professionals who had more experience, training, and education were able to do more with less, and help others to become more competent in the face of equipment and drug shortages. The case study was successful in that the highlighted areas of weakness and strength were used to develop a more accurate and comprehensive model of rural hospital and clinic operation benefiting tens of thousands of...
However, many human resources groups and organizations often fail to recognize the error of their ways when they simply consider their own, culturally relevant solutions to the problems faced by people half a world away (Salkind, 2003). The case study that is discussed previously highlights this very fact and shows that even though basic discussion and dialogue among professionals, patients, and other healthcare interests, significant progress can be made. The Thomas, Fried, Johnson, and Stilwell study (2010) is an excellent example of a successful study, analysis, and implementation of the criteria and catalysts for positive change within 49 countries around the world. This model for human resource development and understanding, while rather simple, could be used to successfully identify and solve many multi-cultural or international problems and conflicts.
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Another valuable lesson is pegged to the necessity to select and hire the most suitable staff members. Then, the equal employment rights stimulate the researcher to adopt a more open view of cultural diversity in the workplace. Additionally, as a future application, it would even be important to remember that people of different backgrounds have different skills and abilities. Instead of striving to standardize them, the players in the workplace
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Human Resources As the global business environment continues to grow and flourish, the field of international human resources management is emerging as a vitally important area of study and competency. Managing the resources -- and hiring the best people -- that are available has become pivotal to success in the highly competitive world. Understanding the critical role that international human resource management (IHRM) dynamics can bring to an organization is the
Human Resource Information System Determination of Human Resource Information Systems in HR Determination of HRIS in Human Resource Human Resource Information Systems As compared to past years, augmentation experiences on human resources in organizations by inventing better methods of gathering, storing and analyzing information. This is achieved using Human Resource Information Systems (HRIS) software and other types of software that enhance HR functionality (Barron et al. 2004). HRIS has been increasingly adopted by organizations,
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