Analysis of the Implementation of Patient Safety Targets at the Makassar City Regional General Hospital

The Patient Safety Goals (SKP) drive specific improvements in patient safety. These objectives highlight problematic areas of health care in a system implemented in hospitals to make patient care safer. This study aims to analyze the implementation of patient safety goals in Makassar City Hospital. This type of research is mixed methods research. The research uses a sequential explanatory strategy. The results showed that the implementation of patient safety targets based on the Hospital Patient Safety Target Standards (SNARS) at Makassar City Hospital has a good implementation of patient safety targets. The implementation of patient safety targets in terms of leadership in the Makassar City Regional General Hospital (RSUD), namely the awarding of awards has never been done, and supervision is carried out by looking at patient safety reports. In terms of human resources, training related to patient safety is still lacking and only during accreditation. Regarding policies, there are SOPs related to patient safety incidents and there is no clear sanction, only a warning. For teamwork, there is no availability of a patient safety team in the treatment room, only KMKP has a patient safety team. In addition, the implementation of patient safety goals in terms of communication, namely the existence of positive feedback given and followed up by the Patient Safety and Quality Committee (KMKP), as well as lack of socialization by KMKP, only at the time of accreditation.

Organizational Performance Enhances Through Intervention of Human Resource Development

This study is conducted to calculate the training cost of the organization and return on it. Today in knowledge economy Employees of the organization become the Assets and capital of the firm and learning and growth become essential part of their career through training and development activities. But in most of the cases it is difficult to calculate the training cost and return on this particular investment. In this study we try to apply 4 level of Kirk Patrick training Evaluation Model to work out Return on Investment 5th Level of Training Evaluation of Jack Phillips. Different models are also discussed in this study. One of the most challenging issues facing organizations is to place a value on the benefits in training and development, human resources, performance improvement, change, quality, and technology. The ROI methodology, developed by Dr. Jack J. Phillips, has proven to be an accurate, credible, and feasible approach to address the accountability issues for all types of organizations. The methodology has been accepted and used in over 40 countries and is the leading approach to ROI accountability. Facilitated by Jack and Patti Phillips, Certification in the ROI Methodology provides a practical measurement experience. Participants learn how to use the ROI methodology to measure the contribution of programs, satisfy client needs, enhance program success, and build respect with stakeholders. The core or main part of this study is keeping isolate training investment or return by other Profitable factors. The financial data will be taken from different three banks and using trend line method and focus group methods to isolate the training and development affect. Finally calculate ROI of training program and establish relationship with performance management.