Journal of

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Background: Since, multidisciplinary & Combination of different factors that affecting on productivity of human resources are different in organizations due to variation in indoor and outdoor features, so the aim of this study was to prioritize the factors effecting on human resources productivity by viewing of middle level managers to make the basis of human resources management decisions to manpower planning and maintenance for reducing costs due to staff quitting.

Materials & Methods: This cross-sectional & descriptive study was carried out in 2009 .Middle class managers in Isfahan University of Medical Sciences examined as a statistical population. Data collected used by researcher constructed questionnaire that validation was confirmed through interviews with faculty members and experts. Cronbach alpha was calculated for reliability (0/935). Data analyzed by SPSS statistical software the maximum means score was 5 and the minimum was 1.

Results: Management style with a mean score of 4.41 was the most important factors in human resource's productivity. Factors related to individuals with a mean score of 4.3, culture with a mean score of 4.1, organizational structure with a mean score of 4.06, compensation systems with a mean score of 4, courses of training with a mean score of 3.85 and environmental factors that related to physical space with a mean of 3.769 compared to other options had less consequence.

Conclusions: Reforming employment systems and organizational structures, job enrichment, needs of educational planning, devolution to the middle levels managers and decision supervised measuring in the volume and balance with each other  and further fields. Health incentive programs with job skills and staff development can be affected to increase productivity of human resources and promoting health system.

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Background: A method of performance assessment is required to improve Productivity and reduce hospital costs . Pabon Lasso diagram is known as a tool for performance assessment. The current study is aimed to assess and compare Kerman province`s hospitals performance by using Pabon Lasso diagram. Materials & Methods: This descriptive and cross-sectional study was conducted retrospectively between 2008 and 2010. All hospitals of Kerman province in three groups of public, social security and private were selected by census method (N=23). The data were gathered from statistics unit and entered into SPSS 18.0. Three indicators include bed occupancy rate, bed turnover and average of length of stay were calculated and then hospitals` performance were analyzed by Pabon Lasso diagram. Results: In first two years, seven and eight hospitals out of twenty-three and in third year nine hospitals out of twenty-two located in third zone of the model (desired productivity) respectively. Among all hospitals, regarding number and ownership type, social security hospitals had better performance in 2008. Additionally Public hospitals had better performance than others in 2009 and 2010,. Conclusion: Public hospitals had better performance.Although studied hospitals` performance experienced growing trend, only one third of the them had desired performance. It can be caused by changing the provided services type from inpatient to outpatient services.It seems that Considering type of ownership and assessing past trend of 3 studied indicators concurrently is necessary for Planning for development of a broader range of inpatient services and diversified medical services based on province`s need.

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Backgrounds: Explanation of Cognitive empowerment & Human Sources Productivity is theoretically & practically important . This research is aimed to examine the relationship between psychological empowerment of staff with human resources’ productivity. Materials & Methods: This study is applied by purpose and survey by method and correlation was used to investigate the mentioned relationship . The statistical population consist of administrative and financial stuff of Hashemi Nejad hospital. The data were collected by questionnaire and interviewing and observing. Two types of questionnaire had been distributed among statistical samples for testing survey’s hypotheses witch their questions were based on Likert scale of seven. First questionnaire’s reliability was 0.95 and second one was 0.93. Due to achieve survey’s objectives, both analytical and descriptive statistic had been used. Results: using Pearson correlation coefficient, the survey’s testing hypothesis showed a significant correlation between component of cognitive empowerment and four variables of human recourses productivity (organizational commitment, organizational participation, job creativity and job satisfaction). The relationship between the empowerment component and four other variables were 0.95, 0.90, .0.86 and 0.85 respectively. Conclusion: using effective psychological empowerment components can play a major role in stuff’s productivity.

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Background: Employees’ empowerment is the best and efficient organizational strategy for improvement of human resources productivity. Therefore, the present study was aimed to investigate the relationship between empowerment training courses with human resources productivity among Tehran University of Medical Sciences employees.
Materials and Methods: This was a descriptive-analytical and cross-sectional study. The study population included 1452 employees of the university deputies. Research sample was calculated 304 according to Krejcie and Morgan table. The research tool consisted of Hersey's empowerment training courses effectiveness translated by Jafari “et al.” and Hersey-Goldsmith's human resources productivity questionnaires. The content and structural validity including convergent and divergent validity of questionnaires were determined, and their reliability was confirmed by Alpha Cronbach with 0.86 and 0.89 coefficient, respectively. Data were analyzed by SPSS version 23, and descriptive results were presented by absolute and relative frequency and analytical results by inferential statistical techniques and Structural Equation Modeling.
Results: The mean of empowerment training courses effectiveness of employees and human resources productivity was relatively desirable. Also, the relationship between empowerment courses effectiveness and human resources productively of employees was confirmed.
Conclusion: Using different procedures of employees’ empowerment in early period of employment including organizational socialization, on-the-job training courses by workshops, distance learning and in-person training for empowerment of self-esteem, compatibility, and innovation of employees’ for promotion of organizational and individual productivity is recommended.