The present article brings to attention part of the results obtained after a thorough research which has aimed to create and validate a model for the hospital performance management. In this article, the researchers focus on a specific stage of the research, namely: testing the managerial relevance of KPIs, as a main element for validating applicability of the suggested model. In order to test its relevance, the researchers used seven (7) KPIs specific to the Romanian public health system, using a sample consisting of five emergency county hospitals.In the end, the article highlights several conclusions to the strengths and weaknesses of the model resulting from testing KPIs relevance.
In organizations, the knowledge creation remained an exclusive attribute of humans until the emergence of artificial intelligence. The role of information systems in organizations expanded continuously, including recording, organizing, processing, storage, dissemination and making available the information, until the revolutionary emergence of artificial intelligence. The role of knowledge creation is no longer exclusive to humans. Artificial intelligence becomes a partner entity of employees in knowledge creation processes in organizations. This article investigates how artificial intelligence can be incorporated in knowledge creation processes. Starting from the study of scientific literature, this article presents concepts and taxonomies associated with the use of artificial intelligence in the processes of knowledge creation in organizations. The study is a first step in a larger research, which aims to identify the main consequences, on employees and organizations, of the incorporation of artificial intelligence in the processes of knowledge creation.
In this period, the science sector plays a strategic role to increase the economic growth of countries and for this reason the measure and evaluation of research performance of its units (public research institutes) is needed. The most model for evaluate research is based on peer review, but when this method in Romania become inefficient the alternative was quantitative model One of the quantitative model is RELEV. The author used this model to evaluate more than 100 Romanian research entities: National Research Institutes, Universities, Research institutes of the Romanian Academy, Medical Units and Companies.
Performance measurement is a coherent, robust, integrated, purposeful,
comprehensive, efficient and transparent system. The evaluation of healthcare
performance in Romania is based on four categories of bioindicators: human
resources, use of services, economic and financial aspects, as well as
quality. In this work, we were mainly interested in analyzing and describing
these parameters. In order to illustrate the applicability of the hospital
performance indicators, we considered the results obtained for these indices
from the managers of three hospitals of the same level from Romania, the
?Fili?anilor? Hospital from Filia?i, the Rovinari City Hospital and the
?egarcea City Hospital, and herein present them.
The article includes research on the performance of human resources devoted to scientific research in major universities from Romania. This is the first article that attempts to identify, using the Scopus and Web of Science international databases, the researchers with high results in terms of key indicators to assess this domain: number of ISI articles published and number of citations. In addition the authors try to highlight how is distributed the human resource involved in scientific research in various subfields in Romania.
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