15 Rain Quotes to Drench Your Heart in Pure Joy

15 Rain Quotes to Drench Your Heart in Pure Joy Rain makes the whole landscape look fresh, green, and glistening. While people huddle under their umbrellas, trying to get to work, the child inside wants to throw away their rain gear and enjoy the pinpricks of raindrops on their face and the puddles that follow. Water is the elixir of life, and those of us lucky enough to enjoy regular rain may not recognize how remarkable it really is. Rain is the source of our food, the only liquid we use to stay clean and healthy, and very possibly the reason life evolved on Earth. Its also the source of wonderful songs such as  Singing in the Rain, Umbrella, Raindrops Keep Falling on My Head  and so many others. Next time the drops start to fall, soak yourself in the pure, unadulterated drizzle and let your worries wash away. Hum a tune as you walk in the rain, and feel your spirit soar. Share these rain quotes with your friends and help the rain god cast a spell of magic. Rain Quotes From Famous People Henry Wadsworth Longfellow A feeling of sadness and longing that is not akin to pain, and resembles sorrow only as the mist resembles the rain. Bill Rodgers I ran my fastest marathon in the rain. Saint Basil Many a man curses the rain that falls upon his head, and knows not that it brings abundance to drive away the hunger.   Halle Berry Id like to be able to use Storms powers for good, like have it rain more in Southern California. We could do with it. David Copperfield Im just waiting for people to start asking me to make the rain disappear. Clint Eastwood If you think its going to rain, it will. Langston Hughes Let the rain kiss you. Let the rain beat upon your head with silver liquid drops. Let the rain sing you a lullaby. Dave Barry It always rains on tents. Rainstorms will travel thousands of miles, against prevailing winds for the opportunity to rain on a tent. William Shakespeare For the rain it raineth every day. Satchel Paige Dont pray when it rains if you dont pray when the sun shines. Roger Miller Some people walk in the rain, others just get wet. Henry Ward Beecher Rain! whose soft architectural hands have power to cut stones, and chisel to shapes of grandeur the very mountains. Rachel Carson A rainy day is the perfect time for a walk in the woods. Mark Twain It is best to read the weather forecast before praying for rain. Rabindranath Tagore Clouds come floating into my life, no longer to carry rain or usher storm, but to add color to my sunset sky. John Updike Rain is grace; rain is the sky descending to the earth; without rain, there would be no life. Munshi Premchand Trees bear fruits only to be eaten by others; the fields grow  grains, but they are consumed by the world. Cows give milk, but she doesnt drink it herself - that is left to others. Clouds send rain only to quench the parched earth. In such giving, there is little space for selfishness.

Biography of Carl Sagan, Astronomer of the People

Biography of Carl Sagan, Astronomer of the People Astronomer and author Carl Sagan (November 9, 1934 - December 20, 1996) burst into public consciousness as the star and producer of the TV series Cosmos. He was a prolific researcher in astronomy  as well as a science popularizer who sought to educate the public about the universe and the value of the scientific method.   Early Years Born in Brooklyn, New York, Sagan grew up with a strong interest in the planets, stars, and science fiction. His father, Samuel Sagan, immigrated from what is now Ukraine and worked as a garment worker. His mother, Rachel Molly Gruber, encouraged his great interest in science. Sagan often cited his parents influence on his career, saying that his father influenced his imagination and his mother urged him to go to the library to find books about stars. Professional Life After graduating from high school in 1951, the young Sagan headed the University of Chicago for a degree in physics. At the University of Chicago, he took part in chemistry research about the building blocks of life. He went on to earn a Ph.D. in astronomy and astrophysics in 1960. Sagan left Illinois and began working at University of California - Berkeley, where he worked with a team to  build an instrument for a NASA mission to Mars called Mariner 2. In the 1960s, Sagan moved to Harvard University, where he worked at the Smithsonian Astrophysical Observatory. There, he focused his research more closely on planetary science, with a particular interest in Venus and Jupiter. Sagan later moved again to Cornell University, where he served as director of the Laboratory for Planetary Studies. Sagans work with NASA continued. He was a principal advisor for the Viking missions and worked on the landing site selection. He also was instrumental in a project to put messages from humanity aboard the Pioneer and Voyager probes to the outer solar system. In 1976, he became  the David Duncan Professor of Astronomy and Space Sciences, a chair he held until his death. Research Interests and Activism Throughout his career, Carl Sagan remained deeply interested in the possibility of life on other worlds.   Throughout his work with NASA and the U.S. space program, he tirelessly promoted the ideas behind the search for extraterrestrial intelligence, colloquially known as SETI. Sagan worked on  several collaborative experiments, which ultimately demonstrated that, when exposed to ultraviolet light, mixtures of amino acids and nucleic acids could be produced in  conditions much like those of early Earth. Carl Sagan conducted early research on climate change. One of his studies showed that the high temperatures on the surface of Venus could be attributed to a runaway greenhouse effect. Throughout his career, Sagan continued his scientific research, ultimately publishing more than 600 papers. Throughout his work, he advocated for scientific skepticism and healthy reasoning, promoting skepticism as an alternative to belief systems of politics and religion. Sagan was also  an anti-war activist. He  studied the potential impact of nuclear war and advocated for nuclear disarmament. Science as a Way of Thinking As an avid skeptic and agnostic, Sagan promoted the scientific method as a tool for better understanding the world. In his book  Demon-Haunted World, he laid out strategies for critical thinking, deconstructing arguments, and testing claims. Sagan published a number of other science books aimed at a lay audience, including The Dragons of Eden: Speculations on the Evolution of Human Intelligence, and Brocas Brain: Reflections on the Romance of Science.  Ã‚  Ã‚   In 1980, Carl Sagans:  Cosmos: A Personal Voyage premiered on television.  The premiere turned Sagan into a well-known science popularizer. The show was aimed at a general audience, with each  episode  focusing on a different aspect of scientific discovery or exploration.  Cosmos  received two Emmy Awards.   Later Years and Legacy In the 1990s, Carl Sagan was diagnosed with a blood condition called myelodysplasia. He received three bone marrow transplants and ongoing treatment, continuing to work on his research and writing even as the condition worsened. At age 62, Sagan died of pneumonia associated with his condition. Sagan left a long-lasting legacy in the fields of astronomy and science education. Several awards for science communication are named after Carl Sagan, included two given by the Planetary Society. The Mars Pathfinder location on Mars is named the Carl Sagan Memorial Station.   Carl Sagan Fast Facts Full Name: Carl Edward SaganKnown For: Astronomer, author, and science popularizer  Born: November 9, 1934 in Brooklyn, New York, USADied: December 20, 1996 in Seattle, Washington, USAEducation: University of Chicago (B.A., B.S., M.S., Ph.D.)Selected Works:  Cosmos: A Personal Journey,  Demon-Haunted World,  The Dragons of Eden,  Brocas BrainKey Accomplishments:  NASA Medal of Honor (1977), Emmy Award for Outstanding Personal Achievement (1981), authored 600 scientific papers and dozens of popular science articles and books.Spouse Name:  Lynn Margulis (1957-1965), Linda Salzman (1968-1981),  Ann Druyan (1981-1996)Childrens Names: Jeremy, Dorion, Nick, Alexandra, Samuel  Famous Quote: Extraordinary claims require extraordinary evidence. Sources and Further Reading Kragh, Helge. â€Å"Carl Sagan.† Encyclopà ¦dia Britannica, Encyclopà ¦dia Britannica, Inc., 27 Oct. 2017, www.britannica.com/biography/Carl-Sagan.  Head, Tom. Conversations with Carl Sagan (Literary Conversations), University Press of MIssissippi, 2006.  Terzian, Yervant, and Elizabeth Bilson. Carl Sagans Universe. Cambridge University Press, 2009.

Summary Essay Example | Topics and Well Written Essays - 500 words - 56

Summary - Essay Example He argued that population cannot grow rapidly due to several forces that hinder growth such as war, famine and various diseases. Additionally, he pointed out that most people control birth rates, while others engage in marriage at old ages. Disease, war and famine raise the death rates leading to the decrease of population while low birth rate and late marriages discourages population growth. According to Malthus population does not require to run out of food supply due to late marriages and birth control. He further explains that if these practices were not practiced, population would rapidly grow. Malthus claims that food is mainly necessary to support life thus encouraging population growth. He also explains that earth cannot produce food on its in great quantities unless labor and skills are exercised upon the earth’s surface. Malthus explained that God is capable of rising up plants of all kinds for his creation’s use without the assistance of labor or man’s attention. Â  Land preparation activities such as ploughing, and clearing of the land, sowing of seeds and other practices done by man for production are mainly necessary for enjoyment of life’s blessings. The practices arouse man in action and ensure that he reasons appropriately. Furthermore, Malthus claimed that due to the excitement of the blessing of life, and ability of man to provide food through cultivation of the earth, rapid population growth is being witnessed than food increase. According to the principle of population, man is considered slow, sluggish, inert and reluctant from labor. Generally, Malthus tries to enlighten people that population cannot increase exponentially due to low rates of food supply. He therefore elaborates that checks on population growth in most societies are preventive and others are positive. The positive checks raise death rates while preventive checks decrease population increase by lowering birth

Amoco Cadiz Essay Example | Topics and Well Written Essays - 250 words

Amoco Cadiz - Essay Example It persisted in the form of asphalt crust and continued rescinding marine life. The spill affected vacationer’s shores at Plougasnou and rock beaches of Perros-Guirec and Tregastel. The rough sea contributed to the rapid emulsification of water and oil, which further convoluted the cleanup scuffles making the sea wary forever. Devastatingly, fishermen continued fishing despite the sheer fact that fish had developed skin tumors and ulcerations (Patrick, 1982). Despite destroying marine ecosystem, the tragedy transpired through the food chain into human beings and affected several generations. Two weeks after Amoco Cadiz grounded, its effects were felt far-flung and evident. Simmering with indignation, inhabitants of injured communities initiated a frantic battle against the mischance (Patrick,1982). Despite the French media’s attempt to verbose the apocalyptic images of the enormous oil slick, the entire nation was traumatized with the tragedy. Astilleros, the manufacturer, was indicted under the tort of negligence where the affected local communities and the government received 190 million euros after 14 years of multifaceted proceedings. The significant effects of the tragedy gave the French government an inordinate opportunity to review its Polmar Plan (oil response strategy), to create Cedre, and acquired Polmar stocks. This was in an effort to curb future marine accidents and augment environmental fortification and

Confucius on Humanity :: Philosophy

Confucius on Humanity ABSTRACT: The basic conception of Confucius' philosophy is ren, i.e., humanity, while humanity is at the same time the leitmotiv of our epoch. This accounts for why the Confucian idea is close to contemporary readers and why his teaching principles and methods has maintained vitality throughout history. Confucius explained humanity as 'to love the people,' or 'to love the masses extensively.' This led him to provide equal opportunities in education and to carry out teaching activities in dialogue with his disciples. The overall development of everyone's potential ability constitutes the most important part of Confucius' notion of humanity. He practiced moral education, intellectual education, physical education and aesthetic education through his 'six artcrafts': 'The wise have no perplexities, the humanists have no worries, the courageous have no fears.' His philosophy originated from his political practice and teaching activity. Based on experience, its principles and methods are pragmatic r ather than speculative. Confucius has been honored as a paragon of virtue and learning by Chinese people for thousands of years. The main documents of Confucian philosophy consists in recorded dialogues and discourses with his disciples: The Analects. Thus it may seen that his lectures sent forth an amiable intimacy, and his philosophic discourses were characterized distinctively by an element of feeling. Having acted as shepherd, trumpeter and storekeeper in his early days, Confucius eventually turned out to be the most famous and learned scholar in his time by staunch studying independently. From his thirtieth down to his death, there were thousands of students following around him. Even after his death, his tomb had been guarded by lots of disciples and admirers ,and the place turned to be a village at last. With his achievements and prestige, Confucius had been honored for a paragon of virtue and learning by Chinese people for thousands of years. The main documents of Confucian philosophy consist in the recorded dialogues and discourses between him and his disciples. Thus it may be seen that his lectures sent forth an amiable intimacy, and his philosophy in that time could only be a naive empiricism brought forth by the special situation rather than a great set of speculative metaphysics. I. Humanity Principle The central idea of Confucian philosophy is REN, i.e. humanity, he explained that REN is to love the people," one could not love only his parents, brothers, sisters and sons," but ought to love the masses extensively.

Relationship between HRM and Line Manger Essay

Abstract Management of Human resource has gained paramount importance over the past few years. HRM has become an integrated part of all organisations. HRM plays a pivotal role in strategy planning, management and crucial decision making, therefore shifting the day to day implementation of HR initiatives to the Line Managers. Line Managers play a very important role in HRM and have been influential in the implementation of HR policies. HRM and Line Managers work in Tandem to achieve the goals laid out by the organisation. Hospitals and health care centres have recognised the importance and effectiveness of HRM and have made reforms to include HRM as an important part of their organisational structure. see more:explain how maintaining, regaining or developing skills can benefit individuals HRM provides hospitals with skilled staff and effective policies to implement their strategies. They are involved in strategic decision making of hospitals and provide guidance and help with government compliances. Line managers have also played their part by implementing day to day policy and practices and therefore ensuring the safety and well-being of staff and employees. HRM has its set of goals and functions which aim to increase the productivity and efficiency of employees and is involved in recruiting, motivating, training, compensating and developing human resources. The various aspects and themes of HRM lay emphasis on sustainability, integration, applicability and being influential. Introduction Organisations have for several years adopted various strategies and management skills to increase their efficiency and productivity. Management of human resources (HRM) has been of paramount importance to the stability and growth of organisations. Various macro and micro management strategies have been developed to optimise the development of human resources. HRM is involved in recruiting, motivation and development of human resources in an organisation. William R. Tracey (The Human Resources Glossary) has defined Human Resource as â€Å"The people that staff and operate an organization as contrasted with the financial and material resources of an organization.† With growing emphasis of the role of HR in an organisation, the HRM is also  playing a pivotal role in strategy planning, management and crucial decision making, therefore shifting the day to day implementation of HR initiatives to the Line Managers. Line Manager is the personnel that is directly involved in the administration and management of certain category or specific group or individuals and is responsible for the recruitment, performance analysis, discipline, productivity, motivation and growth of the group or individuals in tandem with the goals and needs of the organisation. Overview of HRM in Hospitals and health care sectors Hospitals and Health Care Organisations have faced various reforms over the past few years but the focus on the management of human resource has taken precedence recently. HRM plays a very important role in hospitals as implementation of sophisticated and relevant HR policies and trainings have made improvement in the patients mortality rate (West, 2000). HRM in hospitals has a very important role to play. HRM in hospitals carry out some very important functions such as managing the complexities of employee relations, handling employee recruitment, conducting hospital job audits, defining compensation plans and ensuring that the government compliances are being met. HRM in hospitals is also involved in handling issues of various aspects such as legal, ethical, health and safety. HRM also takes care of important functions such as recruitment, training and motivation, carrying out job analysis and strategic planning leading to the improvement of patient care. The above mentioned functions and policies are focused on building a strong relation between the organisation and the employees and achieving all the goals laid down by the hospital. While HR managers are involved formulating policies and approaches for the above mentioned functions, the execution of these are left to the line managers. Line Managers play a very vital role in implementing and enacting the HR policies and practices. They are the interface between employees and management therefore creating a healthy work culture. The primary function of line managers in hospitals are to provide sophisticated appraisals and extensive training , allocating specialised teams for technical requirement, fulfilling the day to day implementation of policies, supervising adherence to safety measures and acting as advisers to doctors, nurses and other medical staff on matters that affect the daily functions and personal lives  of hospital employees. Line managers are the frontline soldiers who execute the policies specified by the higher level of managers. (Larsen,2003). Line managers play a very important role between hospital management and hospital employees. Line managers are more often than usual HRM specialists rather than medical professionals. The job of the line manager as you stated is to implement hospital policies and ensure than these policies and corporate strategies are adhered to. Policies such as overtime wages, overtime shifts, requests for newer instruments, requests for new wardrobes, requests for increments etc; are all done through the line manager. Many times employees are not medical professional they are not able to tell when the proper time for changing the usable in the hospital is. Things such as disposable items, wardrobes, better machines, training and others are told to the line manager by the head nurses or department in charge. In case such a line manager is focused on cost effectiveness or other then he/she is unwilling to listen or even downplay the importance of changing these commodities. The above is one aspect where the line manager is not a medical professional but just a policy implementer. The second scenario can also be where the line manager is a medical professional and also part of the department. For example, the specific line manager can be the department in charge or head nurse. In that case the line manager himself knows exactly what the situation is with his soldiers. He knows what tools they need, what support, when to justify increments, or improve daily wages, etc. Role of Line Manager and HR Manager The role of HR manager is that of a strategic partner. HR managers are concerned with formulating strategies and policies for the important functions in an organisation. The role of HR managers involves tasks such as designing of work positions and developing policies for recruitment, recognition, compensation, employee development, appraisal, career and succession planning. They extend their expertise to provide sophisticated learning and develop a proper development and training environment for the employees. They support knowledge sharing and are involved in advocating the practice of policies and are also involved in bringing changes to practices as per the requirements. (Amit,1999) The role of Line Managers is that of an executive. Line Managers directly manage employees and are responsible for the administrative and functional management of individuals. Their  duties involve disciplining and motivating the employees, taking care of day to day management of HR functions, undertaking performance appraisals and allocating work to the employees. They are also involved with monitoring, training and providing guidance and advice to the employees. Line Managers implement the HR policies and practices and are therefore the interface between the individual and the management. Employees have an interactive relation with the line managers and due to this, their performance, loyalty and work satisfaction is based on the same. The Line Manager has the additional responsibility of selecting, recruiting and managing the performance of the line managers to ensure the most efficient utilization of resources.(Cunningham,1995) Goals of HRM The human resource department follows some basic key functions and operational elements that have been developed keeping in mind the growing trends and requirements of large and small organisations which have understood the importance and essence of the human resource for the welfare and development of the organisations. The primary goal of HRM is recruitment of qualified, competent and skilful employees that meet the requirements of the organisation and help ineffectively achieving the goals and objectives of organisation. HRM carries out effective recruitment through various measures such as psychometric evaluation, conducting interviews etc. Line managers help the HRM in achieving the goal of recruitment by evaluating and determining the requirement criteria for the vacancies available in the organisation and by actively helping with the recruitment process. Effective and quick recruitment is achieved only through successful co-operation between the HRM and Line Managers. The line manager’s help in evaluating the numbers of doctors, nurses and staff are required for the functioning of the hospital and then help in recruiting the right doctors and medical staff for achieving the safety and prevention measures for patients. (Bowen, 2004) Another important goal of the HRM is Organizational planning. HRM needs to decide on important matters such as the recruitment of requisite number of employees and formulating policies for training, maintenance, compensation, review and welfare of the employees. The management has the responsibility of recruiting employees according to the job requirement and focusing on being result oriented. Based on their interactions and research, Line  managers help in the goal of organisational planning by providing the evaluations and assessments for the required number of employees for the formation of a proper functioning team. They also support the achievement of this goal by providing the required training and development to harness the skills of the employees. With constant and compulsory training, the employees are constantly updating their skills and thus enhancing their performance. Line managers constantly evaluate the employees to monitor their performance. (MacNeil, 2003) Key Functions of HRM To achieve its goals HRM performs various key functions which help in achieving those goals and attaining the objectives of the organisations. Managerial functions of HRM involve planning, organising, directing and controlling. Planning pertains to formulating strategies and actions that will contribute to achievement of the goals of the organisation. This involves the planning of personnel needs, recruitment, training and selection of employees. It also consists of forecasting various requirements of the organisation and analysing the behaviour of employees to optimise their performance and well-being. (Hope†Hailey, 1997) Organisation is a process by which the planning is carried out to achieve the planned goals. Different departments have different needs and therefore a complex relation exists between the departments. One of the key functions of HRM is organising and establishing relationships between the departments and to collectively achieve objectives and goals. Directing means overseeing the activities which have been decided after planning and organising stages. This helps in confirming that the plans are being executed as planned. Attainment of goals can be achieved through proper direction ensuring effective cooperation of employees. After planning, organising and directing various activities, the performance has to be verified in order to determine if the functions have been performed as planned. Controlling provides this confirmation by checking, verifying and analysing to ensure the achievement of the planned goals. Operative functions are related to activities specific to personnel management with compensation, recruitment, development and relations .Compensation has a direct effect on the well-being and performance of employees. Being a strong tool of motivation, HRM manages to bring in skilled employees and provides motivation and  well-being of the personnel. Adequate compensation enhances performance and inculcates loyalty in employees. Right compensation creates healthy work culture and elaborates on the fact that management wants to retain the best. Development of human resource is of vital importance as it prevents stagnation of employees and harnesses their skills and helps in the development of the organisation and brings in a feel good factor in employees. (Stevens, 1994) Recruiting the right personnel is the key to the performance of an organisation. The recruitment of the right personnel and the appropriate number of employees will help in building relations and retaining employees and creating a healthy and balanced work culture. HRM is involved in various activities and takes proper measures to recruit the right employee for the required job so that the performance of the employee is enhanced therefore enhancing the overall growth of the organisation. Adhering and practicing the human resource policies and programmes like interaction, compensation, motivation and development creates a relationship between the employees and the management hence creating faith in the management. Human relations help in integration of various departments and motivates them to work with economic, social and psychological satisfaction. (Cunningham, 1999) Key Approaches and Contextual themes in HRM The key approaches and themes of HRM are Sustainability, Influential, Integrated and Applicable. HRM should be sustainable i.e. HR policies and practices should be such that they are sustainable in the future. The frame works should be designed in such a way that the policy and norms are to surpass the present requirement and can be maintained in the future thus requiring minimum changes. HRM should be influential so that the organisation can be flexible and be able to achieve its goals and objectives without any troubles and hiccups. The senior management should be able to influence the employees to enhance performance and have a dedicated approach to training and development. HRM should be Integrated i.e. it should be able to integrate the organisations’ various departments and bring compatibility between departments so that they can work effectively with mutual co-operation and understanding. Delegating work and optimising the efficiency of the work force can only be brought forward through integration HRM should be Applicable i.e. HR policies should be such that the policies  and programs of HRM should be in tandem with the work output of the organisation. HRM policies relevant to a car manufacturing plant will not be effective in a hospital. Policies for hospitals should be such that they are relevant to the well-being of the patients and medical staff. Therefore HRM policies should be applicable to the type of organisation that it is being created for.(Buyens, 2001) Conclusion From the above analysis, we can conclude that HRM plays a vital and pivotal role in all organisations including hospitals and healthcare sectors. HRM designs policies and programmes to meet the requirement of the organisation and therefore helps in achieving the set goals. Hospitals have very recently realised the importance of HRM with respect to the development, sustainability and achievement of goals. HRM has not only improved the quality of work force but has also provided the means for safety and well-being of employees and patients in hospitals. The above mentioned points have highlighted the importance of Line Managers in respect to the implementation of HR policies and programmes. Line managers act as the interface between the management and employees and help maintain a healthy relation between them. Line Managers carry out various HR functions on micro level like recruitment, appraisal, training and development of employee. HRM acts as a strategic partner and integrates various departments and helps in coordinated functioning of an organisation to achieve the goals and objectives of the organisation. HRM should always aim to design its policies and programmes to uplift the work culture and improve the wellbeing of the employees. They play an important role in enhancing the performance of the employees and also in the development of the organisation. (Points to add to the report in my opinion but due to lack of word counts I am just high lighting them only) Line managers and their credentials. Are they doctors? Are they HRM experts? Who understands the problem better? Line manager, over worked and under paid Line manager’s unwillingness to convey hurdles to HR due to groupthink or fear of rejection Personnel management capabilities of Line Managers References 1. West, M. A., Borrill, C., Dawson, J., Scully, J., Carter, M., Anelay, S., †¦ & Waring, J.. The link between the management of employees and patient mortality in acute hospitals. International Journal of Human Resource Management, 13(8), 1299-1310. 2002 2. Larsen, H. H., & Brewster, C. Line management responsibility for HRM: what is happening in Europe? Employee Relations, 25(3), 228-244. 2003 3. Cunningham, I., & Hyman, J. Transforming the HRM vision into reality: the role of line managers and supervisors in implementing change. Employee Relations, 17(8), 5-20 1995 4. Bowen, D. E., & Ostroff, C.. Understanding HRM–firm performance linkages: The role of the â€Å"strength† of the HRM system. Academy of management review,29(2), 203-221. 2004 5. MacNeil, C. M. Line managers: facilitators of knowledge sharing in teams. Employee Relations, 25(3), 294-307. 2003 6. Hope Hailey, V., Gratton, L., McGovern, P., Stiles, P., & Truss, C. A chameleon function? HRM in the â₠¬Ëœ90s. Human Resource Management Journal,7(3), 5-18. 1997 7. Buyens, D., & De Vos, A. Perceptions of the value of the HR function. Human Resource Management Journal, 11(3), 70-89. 2001 8. Stevens, M. J., & Campion, M. A. The knowledge, skill, and ability requirements for teamwork: Implications for human resource management. Journal of management, 20(2), 503-530. 1994 9. Cunningham, I., & Hyman, J. Devolving human resource responsibilities to the line: beginning of the end or a new beginning for personnel? Personnel Review,28(1/2), 9-27. 1999 10. Amit, R., & Belcourt, M. Human resources management processes: a value-creating source of competitive advantage. European Management Journal, 17(2), 174-181. 1999

Ehr vs. Emr - Free Essay Example

Sample details Pages: 1 Words: 275 Downloads: 9 Date added: 2017/09/12 Category Medicine Essay Type Compare and contrast essay Did you like this example? Electronic Health Records vs. Electronic Medical Records ELECTRONIC HEALTH RECORDS (EHR) VS. ELECTRONIC MEDICAL RECORDS (EMR) The terms (EMR) electronic health record and (EHR) electronic health records are often used interchangeably. However, they are different concepts even though they are both crucial to improve patient safety, improve the quality and efficiency of patient care, and reduce healthcare delivery costs. EHRs are reliant on EMRs being in place. EMRs will never reach their full potential without the combination of EHRs and it is important to understand the differences. Both terms have been confused, in some cases unintentionally. The EMR is the legal record created in hospitals and ambulatory environments as the source of data for the EHR. The EHR represents the ability to easily share medical information and for the patient information to be easily viewed by all medical facilities and doctors the individual may visit. Don’t waste time! Our writers will create an original "Ehr vs. Emr" essay for you Create order However, before EHR can be effective, EMR solutions must be implemented. Thus far, very few hospitals have EMR solutions that can be effective in reducing medical errors. Electronic Medical Record: This application supports the patient electronic medical record across inpatient and outpatient settings and is used by healthcare practitioners to document, monitor, and manage health care. It does not offer sophisticated functions such as health maintenance and disease management and care alerts, just to name a few. Electronic Health Records:This system is beneficial to the health care industry as it keep the patient records in a computer allowing electronic access to other physicians and medical facilities. It also provides a more accurate viewing of medical history without the need of going through handwritten charts, therefore making it more efficient.