As plays an active role in alerting LTHT

As was suggested in the
framework of researches and guidance of NICE, LTHT as alike many other
hospitals in Britain has already been increasing its staffing number to cover
the need of increased demand for medical treatment as the population is getting
aged and safety issues in response to the increased demand would be of much
more importance as a public service part. LTHT apart from internal statistical
monitoring system that aims to inspect the safety issues as well as giving out
ways of solutions to tackle the staffing recruitment dilemmas, it is now also
enduring regular external monitoring by the organization Care Quality
Commission(CQC), an organization dedicating itself to improvement of British
health care service quality. The measures CQC has adopted as links of
evaluation of hospitals are also well-established ways of measurement for
LTHT’s internal evaluation and statistical analysis activities. Common
measurements such as the number of hired nurses/ nurses with certain
qualifications (such as registered nurses rather than interns or resident
nurses). The regular external inspection with respect to certain indexes well
plays an active role in alerting LTHT on improvement in certain aspects. To
note that it has given comment as ‘Require Improvement’ in terms of the ability
to provide safe services in LTHT which is below average and an organizational
issue in a large hospital as alike the LTHT that possessed more than 15,500
employees within the organizations, when compared to other aspects
simultaneously being evaluated and measured (CQC, 2016). 

Historically and
currently, measurement referring to the actual staff numbers especially the
nurses or say registered nurses (RNs) is a dominant and basic measurement in
evaluating the hospitals’ ability to provide a safe and trustful services to
the patients it receives in the daily operations. Partly due to the
consideration of CQC in the way that considering the number of staffs currently
employed in LTHT did not match up with the daily receipt of patients and
patient turnover with LTHT, thus the comment of ‘Require Improvement’ is to say
that CQC regarded further improvement to be done on the number of staff
expansion in the future.

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However, the increased
costs meaning increased expenditure, it is difficult to simply add up staff
numbers without careful consideration on the cost effect as well as the
beneficial it brings along.  Sometimes,
the increased costs if to expand the staff member groups would push the
hospital on the edge of collapse, as the financial risk will be too high if
fixed wages arises from the staff salaries increase and also if corresponding
increase in revenues fails to cover the increased costs then the financial
deficit will create a negative circus for hospitals to further expand the staff
members within the groups and hospitals.

The data used to underpin
the ideas, statements as well as theses in the report mainly comes from the
database ESR, E-rostering as well as Datix. Specifically, ESR and the E-rostering
system that were both put into use for the recording and planning activities of
on the time and space of which the employees in LTHT are when medical incidents
occur. Electronic staff records ease the complexity of data process and
preservation as well as makes it much simpler as it could accumulate data on a
yearly basis which is quite helpful as time passes by (Griffith, 2017). Besides
the electronic data systems, the paper versions of evidence or data forms will
also be collected as supplements or as substitute of electronic data if
electronic version is not accessible or available. To mention that the cost of
obtaining the correctness of data is also not a strict obedience to 100% level
of confidential as of the considerations of costs-and-benefits a 95%
confidential will be default level of making LTHT high level of management
believes on the results delivered based on the not-exactly-correct data.

Key measurements such as
number of deaths reported of inpatient adults, number of qualified nurses
within the LTHT, employee payrolls per week basis, number of complaints
received per month and turnover of inpatient patients and so on will be
examined and measured for further analysis. Inpatient mortality is one of the
most sensitive and thus important measurement when referring to the service
quality of one hospitals (Needleman et al, 2011). Number of qualified nurses
within the LTHT is weighing more as this measurement is playing outstanding and
positive role whether by the independent third party who specializes in
evaluating hospitals’ performance status or by the hospital who tries to figure
out the most cost-efficient as well as ethical responsible number of
staff.  Employee payrolls per week basis
is often important for hospitals to evaluate from a cost-benefit angle to view
the properness of certain levels of addition in terms of staff number during
certain period. Protesters against the increase in staff number argued the
potential risk in terms of financial aspect and may finally leads to the collapse
of the hospital deficit occurs as consequence (Carter, 2016). The rate of
turnover in LTHT is one the most observable variables affecting the actual
numbers needed to hire.

As was suggested in the
framework of researches and guidance of NICE, LTHT as alike many other
hospitals in Britain has already been increasing its staffing number to cover
the need of increased demand for medical treatment as the population is getting
aged and safety issues in response to the increased demand would be of much
more importance as a public service part. LTHT apart from internal statistical
monitoring system that aims to inspect the safety issues as well as giving out
ways of solutions to tackle the staffing recruitment dilemmas, it is now also
enduring regular external monitoring by the organization Care Quality
Commission(CQC), an organization dedicating itself to improvement of British
health care service quality. The measures CQC has adopted as links of
evaluation of hospitals are also well-established ways of measurement for
LTHT’s internal evaluation and statistical analysis activities. Common
measurements such as the number of hired nurses/ nurses with certain
qualifications (such as registered nurses rather than interns or resident
nurses). The regular external inspection with respect to certain indexes well
plays an active role in alerting LTHT on improvement in certain aspects. To
note that it has given comment as ‘Require Improvement’ in terms of the ability
to provide safe services in LTHT which is below average and an organizational
issue in a large hospital as alike the LTHT that possessed more than 15,500
employees within the organizations, when compared to other aspects
simultaneously being evaluated and measured (CQC, 2016). 

Historically and
currently, measurement referring to the actual staff numbers especially the
nurses or say registered nurses (RNs) is a dominant and basic measurement in
evaluating the hospitals’ ability to provide a safe and trustful services to
the patients it receives in the daily operations. Partly due to the
consideration of CQC in the way that considering the number of staffs currently
employed in LTHT did not match up with the daily receipt of patients and
patient turnover with LTHT, thus the comment of ‘Require Improvement’ is to say
that CQC regarded further improvement to be done on the number of staff
expansion in the future.

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For You For Only $13.90/page!


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However, the increased
costs meaning increased expenditure, it is difficult to simply add up staff
numbers without careful consideration on the cost effect as well as the
beneficial it brings along.  Sometimes,
the increased costs if to expand the staff member groups would push the
hospital on the edge of collapse, as the financial risk will be too high if
fixed wages arises from the staff salaries increase and also if corresponding
increase in revenues fails to cover the increased costs then the financial
deficit will create a negative circus for hospitals to further expand the staff
members within the groups and hospitals.

The data used to underpin
the ideas, statements as well as theses in the report mainly comes from the
database ESR, E-rostering as well as Datix. Specifically, ESR and the E-rostering
system that were both put into use for the recording and planning activities of
on the time and space of which the employees in LTHT are when medical incidents
occur. Electronic staff records ease the complexity of data process and
preservation as well as makes it much simpler as it could accumulate data on a
yearly basis which is quite helpful as time passes by (Griffith, 2017). Besides
the electronic data systems, the paper versions of evidence or data forms will
also be collected as supplements or as substitute of electronic data if
electronic version is not accessible or available. To mention that the cost of
obtaining the correctness of data is also not a strict obedience to 100% level
of confidential as of the considerations of costs-and-benefits a 95%
confidential will be default level of making LTHT high level of management
believes on the results delivered based on the not-exactly-correct data.

Key measurements such as
number of deaths reported of inpatient adults, number of qualified nurses
within the LTHT, employee payrolls per week basis, number of complaints
received per month and turnover of inpatient patients and so on will be
examined and measured for further analysis. Inpatient mortality is one of the
most sensitive and thus important measurement when referring to the service
quality of one hospitals (Needleman et al, 2011). Number of qualified nurses
within the LTHT is weighing more as this measurement is playing outstanding and
positive role whether by the independent third party who specializes in
evaluating hospitals’ performance status or by the hospital who tries to figure
out the most cost-efficient as well as ethical responsible number of
staff.  Employee payrolls per week basis
is often important for hospitals to evaluate from a cost-benefit angle to view
the properness of certain levels of addition in terms of staff number during
certain period. Protesters against the increase in staff number argued the
potential risk in terms of financial aspect and may finally leads to the collapse
of the hospital deficit occurs as consequence (Carter, 2016). The rate of
turnover in LTHT is one the most observable variables affecting the actual
numbers needed to hire.

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