Health Program Evaluation Essay Example | Topics and Well Written Essays - 750 words

Health Program Evaluation - Essay Example As the officials in charge of social programs happen to be humans and thus fallible, either deliberately or inadvertently, a strong requirement for accountability keeps them alert and keeps such programs, efficient and productive. As the state run health and social programs happen to be complex and intricate, so far as their scope, implementation, assessment and budgeting is concerned, an accurate and scientific system for the evaluation of such programs enables the state and the citizens in determining and enforcing accountability on the officials and professionals managing such vital programs, that are often so crucial, so far as the stability and progress in a welfare state is concerned. "Program evaluations are systematic studies using scientific research methods to assess how well a program is working (Shipman, 2008, p.1). In the contemporary era of constrained budgets, when health has become a major political and public issue, it is imperative that the agencies managing the health and social programs are able to authenticate the expenses incurred by them in the light of the pragmatic and desirable outcome achieved by them. In that sense, evaluation facilitates the people and the state agencies with the much desired tool, which can be used to gauge as to what extent these programs contribute to the envisaged goals and helps them cross check and improve the performance of such programs on a regular basis. Establishing accountability, so far as health and social programs are concerned becomes a mere exercise in words, unless it is backed by authentic and verifiable data. Accountability can be enforced only if it is supported by concrete evidence that brings it within the framework of legal and statutory remedies. Herein lies the relevance of evaluation. Many experts like to put forward the argument that government agencies have miserably failed, so far as the management of health programs is concerned and the privatization of these services is the only possible panacea. Such individuals fail to see that entrusting such crucial programs in private hands can possibly further augment the scope for inefficiency, as the private firms work purely for profit motives and lack any welfare oriented guidelines. Infact, it simply does not matter who stands at the helm of affairs, whether it is some state official or a private firm. The point that deserves the tax payer's immediate attention is th at what kind and quality of evaluation programs are being employed to analyze such programs It is pivotal that the evaluation programs being used to assess the health or social programs should be accurate enough to solicit a wide range

Apple's Make-vs.-Buy Decision Research Paper Example | Topics and Well Written Essays - 750 words

Apple's Make-vs.-Buy Decision - Research Paper Example Another appropriate approach for Apple to recruit talent is to hold a job fair in technical schools and universities where there is an abundant supply of fresh and raw talents which Apple can mold according to its company culture. 2. Describe the recruiter traits and behaviors that would lead to the most successful recruiting campaign for Apple. Apple is in a very competitive industry where hiring the best and the brightest is also a competition among the industry players. Having this kind of environment, it is necessary that the recruiter has to have the traits that attract the best and the brightest and represents Apple well as an organization. The critical trait that a recruiter in Apple must have is its high aptitude and learning curve in technology. The best and the brightest employees are also equally discerning about their potential employers and sees the company through its representative- the recruiter. It would then necessary to impress potential recruits that Apple is the company that they could grow professionally when they work for the company. When it comes to behavior, the recruiter does not have to rigid which is typical among HR personnel in the corporate world, but could be casual as long the recruiter knows the job and the industry. Professionalism in the IT industry is gauge not by its appearance but what it can do. Its founder in fact, Steve Jobs was known to be fond of wearing jeans in coming to work. 3. Suggest three (3) ways that Apple can effectively plan for HR resources. Rank in order of cost to implement. a. Institute and strengthen employee retention program Apple should institute and strengthen its employee retention program so that it would not lose them to competition and embark again in a costly effort of recruiting new talents. Just like getting new customers, recruiting employees can also be costly in terms of opportunities lost (Dernovsek, 2008) due to the absence of talents that would do specific task. In short, Apple must f irst arrest any employee turnover before embarking with any recruitment program. b. Hold job fair Job fairs are relatively cost efficient way of recruiting the right talent (Guld, 2007). It has to be conducted in the university campus or onsite to â€Å"capture† the market of potential talents. In addition, the remuneration requirements of these potential employees are not also that costly compared to a seasoned employee because they will be joining the company at an entry pay grade. c. Buy another company While this may be convenient way of having the necessary talent for the company to do the internal manufacture of chips for Apple, it could be expensive and therefore requires careful consideration before making the purchase because it may affect the company’s bottom line if the acquisition proves to be wrong. 4. Discuss the benefits that forecasting provides for Apple. Forecasting talent need and its accompanying cost provides Apple the advantage of foresight. Forec asting places Apple in a unique and better position to prepare now for what is needed in the future so that when the demand rises for their microchips and intend to do it internally, they already have the talent to get it done. Recruiting the necessary talent when the need is already there may be considered too late because there is a gap between the actual need and respond time of the company’