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The broad description of “personality tests” fall into two distinct types – ipsative and normative.
Personality tests, often referred to as behavioural assessments, help managers understand what differentiates one person from another and how they might perform the job. Normative tests, unlike ipsative tests, measure quantifiable personality characteristics on each scale. Research and problem solving are two concepts that can often be confusing although there is a key difference between these two processes. Research refers to a process in which the researcher attempts to answer the research problem that he initially creates by gathering and analyzing the data. For the research methodology, he would identify a sample for data collection and methods and techniques.
Problem-solving is a process in which the individual defines a problem, identify possible solutions and evaluates the solutions to find the most effective solution for the problem.
Research: Research refers to a process in which the researcher attempts to answer the research problem that he initially creates by gathering and analyzing the data.
Problem Solving: Problem solving is a process in which the individual defines a problem, identify possible solutions and evaluates the solutions to find the most effective solution for the problem. Research: When conducting research, there is a particular process that begins with identifying the research problem and ends with analyzing the data to answer the research problem so that a research report can be compiled. Problem Solving: In problem-solving, the process begins with defining the problem and implementing the identified strategy or solution. Problem Solving: In problem-solving, a sample may not be required as the information is already available. Difference between HRM and SHRM is that HRM is about managing the human resource within the organization and SHRM is about aligning the human resources with the strategic objectives of the organization.
Human resource management (HRM)expresses about the ways of managing people in the organization who contribute to the achievements of its ultimate objectives.According to John Storey in 1989 HRM can be explained as a set of interrelated policies that can be used in managing people. SHRM is about aligning human resources with the strategic objectives of the organizations that means that it provides the opportunity to integrate HRM practices into its strategic plans by incorporating a HRM perspective into the decision making. Strategic HRM expresses about company objectives, plans and the ways in which the business goals need to be achieved through people. Companies researching human resources technology may encounter a wide variety of acronyms, with HRIS, HCM, and HRMS being among the most common. The underlying technology in each relevant area of the business collects data and gives management access to accurate and timely reporting to support effective decision making.
HRIS is an acronym for human resources information systems, while HRMS stands for human resource management systems. Often, systems that fall into this category are limited-function systems that provide one or two core services. For companies that want to leverage their human capital assets for maximum impact, an HCM strategy is essential.
Great Leaders Come and Go, Here’s How You Can Help them StayDo you have the right strategy in place to retain your company leaders?
Why it’s Time to Diversify Your Approach to Employee BenefitsCompanies are increasingly offering employees a wider range of benefits. Unified threat management (UTM) systems are among the most widely used tools in the information security arsenal. Early thrombolysis should be made available to all the patients across India to be administered while transporting patients in ambulance. There is a definite improvement in therapeutic armamentarium for thrombolysis by addition of Reteplase. Objective: To assess the safety and efficacy of intravenous Retelex (Reteplase) injection in management of patients with ST elevated myocardial infarction in clinical practice.
Results: A total of 228 patients were enrolled out of which 140 were having diabetes mellitus. Conclusion: Reteplase IV Injection-recombinant plasminogen activator is effective and well tolerated in the management of ST elevated myocardial infarction (STEMI) in Indian patients including diabetes patients. Non-communicable diseases are rapidly increasing and mortality due to non-communicable diseases is increasing at a rapid pace. An open label, non-comparative, multicentric, post-marketing observational study was conducted in adult patients (>18 years of age) with ST elevated myocardial infarction (STEMI) who received Retelex. Evaluation criteria: The primary evaluation criteria was total number of patients showing clinically successful thrombolysis based on 50% resolution of ST-elevation in the maximum affected (adjacent) leads within 90-120 minutes of initiation of Reteplase and resolution of chest pain.
A total of 228 patients were enrolled in this study out of which 140 patients had diabetes mellitus.
Global assessment of tolerability: As per the global assessment of tolerability, good to moderate tolerability was reported by 99% patients as evaluated by patients (n=208) whereas 100% patients reported good to moderate tolerability as evaluated by investigators (n=215), respectively (Figure 4). Thrombosis is part of the normal physiologic haemostatic response to limit bleeding in case of vascular injury. A fibrin-specific agent has class IA recommendation from the European Society of Cardiology guidelines for the management of STEMI.10 Reteplase, a plasminogen activator has been well studied in the management of ST elevated myocardial infarction both globally as well as in India. Reteplase is a better fibrinolysis agent because of its multiple advantages including lesser amount of drug required to maintain therapeutic level,13 prolonged half life (13-16 min)14 and easy administration as no infusion required. Burden of disease in India, Background papers for the National Commission on Macroeconomics.
The task force on the management of ST-segment elevation acute myocardial infarction of the European Society of Cardiology. If you think that your company’s annual performance appraisal or review means you’re doing performance management, think again.
The problem of course, is that for the vast majority of employees today, their sum total experience of performance management is an annual performance review (or appraisal or evaluation or assessment). Performance management is the process of identifying, measuring, managing, and developing the performance of the human resources in an organization.

Performance appraisal, on the other hand, is the ongoing process of evaluating employee performance. Another way to think of the difference between the two is that performance appraisal is about the past, meaning how the employee performed in the immediate past period being reviewed during the appraisal process. When you think about it, another way to distinguish between the two is to say that performance appraisal is reactive process while performance management is a proactive process. In many cases, it’s useful to see performance appraisal as an essential process that goes along well with performance management.
If you tend to use the terms performance management and performance appraisal interchangeably, it’s time to start building a more nuanced approach to these related but distinct concepts.
Download the free white paper Performance Management: New Directions in Appraisal and Evaluation – The Autodesk Case Study. It is essential that an organization understands the differences between these test types because both types can pass the validity and reliability litmus test. Research has shown and confirmed that certain personality traits give individuals a leg up in achieving what they set out to achieve. CriteriaOne DISC and Business Motivators report the relative intensity of the person toward different work-related preferences such as solving problems, interacting with others, keeping pace, and following the rules as well as motivators such as money, power, learning, and more. The confusion arises from the fact that both research and problem solving have a common factor. Once the data has been gathered the researcher analyzes these data in order to write the research report.
Problem solving is not only limited to academic disciplines but are also vital in the industrial setting. Since the information is already available, it becomes much easier to find different solutions to the problem. Both these are important concepts in management and this article briefly describes the two concepts and analyses the difference between both. Many business leaders struggle to understand the difference between these terms and how each area can influence the way they do business. HCM is a people-centered approach to making the most of a company's human resources, and refers to both the strategic and technological elements needed to address a wide range of HR-related activities.
Thus, integration plays an important role in HCM systems, as integrated data provides deeper insights and can enhance the ability to make holistic decisions that impact overall human capital management strategies. At the highest level, these terms are used interchangeably to represent the technological systems used in HR functions. Companies may link them together by creating workarounds to help them communicate or by using provider partnerships to expand their service offerings. Choosing an integrated HCM system over a single function HRIS software platform can give companies access to high quality information, while potentially reducing workloads and the risk of propagating inaccurate data.
With rising healthcare costs and increasingly diverse employee population, successful businesses are rethinking their approach to business. The concept of unified threat management is very appealing: multiple critical security technologies, integrated on a single platform, provided by a single vendor.
In patients suitable for thrombolytic treatment, time is critical and reperfusion should be initiated as soon as possible. All patients received 20 units Retelex within 6 hours after the onset of acute myocardial infarction (AMI) symptoms. Cardiovascular disease, one of common non-communicable diseases is responsible for high morbidity and mortality all over the world.1 There are about 30 million patients with CHD in India. The decision to administer Retelex (Reteplase) along with other adjuvant drugs was taken solely by the treating physicians as a part of their clinical management. Secondary evaluation criteria included percentage of patient requiring rescue PCI, percentage of patients who underwent planned angioplasty or coronary artery bypass graft (CABG) after thrombolysis. Arrhythmia, epistaxis, hematuria, ventricular fibrillation and VT were the adverse events reported in the study.
On global assessment of tolerability, none of the patient reported poor tolerability as evaluated by investigators. The recommended dosage for reteplase is two IV bolus doses of 10 U over 2 min, 30 min apart.9 Unlike tenectaplase,15 the dosing regimen is non-weight-based. Efficacy & safety of Tenecteplase in 6000 patients with ST-elevation myocardial infarction from the Elaxim Indian Registry. Management of acute myocardial infarction in patients presenting with persistent ST-segment elevation. Clinical Retrospective and Prospective Evaluation of Efficacy and Safety of Reteplase in STEMI Patients. More rapid, complete and stable coronary thrombolysis with bolus administration of reteplase compared with alteplase infusion in AMI. Pharmacological and clinical impact of the unique molecular structure of a new plasminogen activator.
Differential fibrinolytic properties of the recombinant plasminogen activator BM 06022 in human plasma and blood clot systems in vitro. Understanding how the two are different, and how they relate to each other, is a key learning point for today’s HR and talent management professionals.
Performance management is about what you’re going to do to help an employee continue in their development to become increasingly better in their performance for your organization. Some would even argue that performance appraisal is just one piece of the larger puzzle of performance management. If you’re not getting the results you need, then either or both pieces need to be re-tooled. By keeping them too muddled together, many organizations have failed to realize the full benefits that can come from building a top-notch performance management system that includes robust performance appraisals. These personality traits combine in unique ways, explaining why two people with similar experience and education might perform very differently.

In this report, he explains not only the data that has been gathered but also the final analysis of the researcher. Then he must evaluate each solution and decide the most effective solution for the problem. HCM offers businesses the ability to report and analyze human resource data to make better strategic organizational decisions. Proper integration requires technology that reflects the wide range of functions companies need to optimize their human resources. Some examples might include organizational and employee data management, payroll administration, and benefits administration.
HRIS and HRMS are terms that are best used to describe technological solutions, but don't specifically tie into broader strategic planning or management philosophies. Here’s a closer look at what business leaders need to know when considering this important issue.The Missing Link Between Employee Wellbeing and Company InnovationEmployee wellness seems like an easy sell and even easier to implement, but the reality belies easy answers.
The dose was given as two 10 unit Intravenous injections each over two minutes 30 minutes apart.
In addition, door to needle time (ECG diagnosis of STEMI and first dose of Retelex) and concomitant medication were also recorded for patients receiving Reteplase. Chi square test was used for comparing the difference between diabetes versus non-diabetes patients for primary efficacy variables as well as for comparing the number of patients requiring rescue PCI, angioplasty and CABG between diabetes versus non-diabetes patients. Thus, proven efficacy and safety finding from this study demonstrates utility of reteplase in Indian patients with STEMI. The simple dosing regimen has potential to reduce fibrinolytic dosing errors resulting in improved outcome. Performance appraisal is how you evaluate the progress being made by assessing or measuring the employee’s actual performance on a regular basis over time. In the present, you’re doing things in real-time to help make sure the employee’s performance reaches the desired level. What performance management does is take that process up several notches to proactively manage employee performance so that it aligns with and accomplishes the overall vision, mission, goals, objectives and strategies of the organization.
The hope for managers using normative tests is that they can predict candidates who will have the best chances of success if hired or promoted and to avoid placing the wrong employee in the wrong position. In research, we try to answer the research problem by gathering data and analyzing the data.
As you can observe although both research and problem-solving center around a problem the processes in which they are completed are different from one another. These terms are sometimes used interchangeably and inconsistently by the very companies who sell human resources related technologies. HCM solutions often encompass activities such as recruiting, compensation and benefits, talent management, time and attendance, and other employee-related processes. Read the thoughts of a panel of wellness innovators who presented at the 2015 HR Technology Conference.The Role of HR in Talent ManagementTalent management is an important aspect of broader human capital management (HCM) initiatives. Reteplase has enhanced thrombolytic and antithrombotic potency due to reversible binding,13 comparatively low fibrin binding14 which improves clot penetration and high resistance to inhibition by plasminogen activators.
With an eye on the future, you’re also planning what can be done to further develop that employee’s capabilities for periods to come. Performance appraisal is all about an individual and how they’ve performed in the past while performance management more takes that information and explicitly evaluates it relationship to what’s important to the organization as a whole.
Therefore the right personality test gives managers a powerful tool to make predictable hiring decisions.
Normative tests are best suited as a recruitment and selection instrument but are also useful in developmental, coaching and training.
Here's a closer look at the differences between the terms HRIS, HCM, and HRMS and what business leaders need to think about when evaluating systems for their human resource needs. Overall, proper HCM plans can help companies strategically manage their workforce productivity. Here's a closer look at specific talent management activities the human resources team should oversee.Employee Time and Performance by the NumbersCompanies are moving away from traditional annual reviews and embracing innovative trends in employee performance conversations.
Percutaneous coronary intervention if done in timely manner is superior to fibrinolysis.6 However, this may not be possible in many settings because of challenges like time lag in transferring the patient, lack of catheterization facility and limited number of skilled practitioners. Each patient received a total dose of 20 units Retelex within 6 hours after the onset of acute myocardial infarction (AMI) symptoms. It is less effective in lysing platelet rich plasma clots and aged clots16 as haemostatic plugs are thought to be older clots that seals small vessel wall injuries.
The key difference between research and problem solving is that while in problem-solving the individual already has the necessary information to make the decision or come up with a solution, in research the researcher needs to gather the information before he answers the research problem. Then he would conduct a literature review to understand more about the problem and identify how other researchers have conducted their research.
Secondary evaluation criteria included percentage of patient requiring rescue percutaneous coronary intervention (PCI), percentage of patient underwent angioplasty or CABG after thrombolysis.
The dose was given as two 10 unit Intravenous injections each over two minutes, no more than 30 minutes apart. The efficacy was rated on 4 point (excellent, good, moderate, poor) while safety was rated on 3 points (good, moderate, poor).
The bolus injection with reteplase is possible because of its long half-life compared to alteplase. Studies in animal have suggested that double bolus regimen is preferable to doubling the single bolus dose of reteplase. Chi square test was used for comparing the difference between diabetes versus non-diabetes patients for primary efficacy variables as well as for comparing the number of patients requiring rescue PCI, angioplasty and CABG between these two groups.

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