Demand For Academic Staff In Higher Education Essay

Sample: all patient who were admitted to the medicine service from Oct 24, 201 to Nov 22, 2010 and from May 24, 2011 to Jul 4, 2011.

The overall sample size, seems to be adequate. However, the fact that sample size for the nursing population is different for the

It is important to consider that this sample includes only male, presumably English-speaking patients and is thus highly selected.

Student attrition is a growing issue among community college administrators but there’s been little research into how community colleges’ policies and practices reflect this concern, or how they affect student attrition rates. Research has shown that students in online courses continue to experience higher attrition rates than their counterparts in traditional face-to-face classes despite the advantages offered by web-based technology (Shea & Bidjerano, 2014). In prior studies, researchers have found a multitude of factors contributing to high attrition rates among college students in online classes. A number of studies found that certain environmental/life circumstance factors can affect student attrition rates in online classes (Aragon & Johnson, 2008; Atchley et al., 2013; Harrell & Bower, 2011; Park & Choi, 2009; Wigenbach, & Akers, 2013: Shea and Bidjerano, 2014; Xu and Jaggars, 2013; Xu and Jaggars, 2014). These factors include:

Inclusion Criteria - The interviewees were randomly selected based on their length of employment and role in the clinic

The analysis of the data included state and regional aggregations of clinical and non-clinical staff, calculation of the absolute

Based upon information provided this study was appropriate conducted as a purposeful sampling but, this study

groups. 24 of the elderly patients studied met the requirements of having some form of

Student retention is an issue that has been plaguing college and universities for a very long time. Retention of students in higher education in itself has many facets some of which follow a positive order such as when students go from a two year institution to a four year institution and a negative when students just drop out of school. Either event can cause an economic disruption unless this is something that is expected or planned for. Institution with formula funding is very sensitive to such swing in student demographics. While not desirable it is a fact that some institution have grown to accept.

least one year and the outcome ascertained in at least 75 % of the original sample; and follow-up information obtained by personal

Research has shown that there are many perceptions amongst faculty and students, especially amongst minority students as to what factors are contributing to drop-outs in higher education and what should be done to retain minority students. Some have expressed economic disadvantages to family history as to why minorities have the highest rate of discontinuing college after their freshman/ first year of college. Contrary to research conducted within the last decade, even though in comparison to high school diplomas, college degrees have taken a back seat in spite of the many efforts of institutions, faculty, and stakeholders.

Many colleges and universities throughout the United States and several other countries face a common problem. Student retention is a growing problem across the nation for all ethnic groups and all ages. Each individual who chooses to drop out of school has their own personal reasons as to why they do. However, many drops out can be completely avoided. When students drop out they are not clearly thinking about how it’s going to affect their future, the future of their children and even grandchildren. Although there are several reasons as to why students drop out of school, we will be exploring a few as it relates to why student retention is a growing problem.

The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at

An Effectiveness of Human Resource Management Practices on Employee Retention in Institute of Higher learning: - A Regression Analysis