FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2510118330> ?p ?o ?g. }

• W2510118330 abstract "Introduction Experienced personnel are a laboratory’s greatest asset. Several management strategies have been applied over the years to retain staff including a 5 tier promotion structure, salary adjustments, professional development, meeting attendance, and research opportunities. The study aim was to determine if the promotion strategy has been effective and if a 3–4 year staff retention is cost effective. Method Employee longevity, reasons for leaving, position at time of resignation, and promotion data were compiled for the past 15.5 years. Pre-employment expense calculations included salaries spent on screening, interviewing, and administrative processing. Employee training costs were determined by the non-productive time the trainee spent over the training period, trainer’s time, and reagent costs. Results Fifty-seven employees were hired during the study period with a loss of 3.6 individuals per year. Five individuals (9%) did not pass probationary period. The median of Upper Management retention was 16.9 years. The median years of service was slightly higher for current versus past Middle Managers (7.1 and 6 years respectively) but was slightly lower for current versus past Technologist (1.5 and 1.9 years respectively). The total cost to hire and train one Technologist is 42,749. Staff turnover equals a yearly expense of 153,898. Staff loss was largely due to career changes. Past Middle Managers and Technologists stayed in the HLA field at a similar rate (40% and 41% respectively). Conclusion Promotion opportunities have allowed retention of Upper and Middle Managers, with skill sets needed for a high complexity lab serving multiple transplant centers with high risk patients. Bachelor of Science graduates are hired in higher proportion than Medical Technologists, which may account for the turnover due to career change. Training costs were recovered within the first year; however, a 3–4 year retention goal may be more realistic to balance the non-quantified opportunity costs of constant training. Download : Download high-res image (130KB) Download : Download full-size image" @default.
• W2510118330 created "2016-09-16" @default.
• W2510118330 creator A5009283968 @default.
• W2510118330 creator A5013219628 @default.
• W2510118330 creator A5019799712 @default.
• W2510118330 creator A5049020238 @default.
• W2510118330 creator A5079727554 @default.
• W2510118330 date "2016-09-01" @default.
• W2510118330 modified "2023-09-26" @default.
• W2510118330 title "P105 Laboratory staffing retention: A retrospective study" @default.
• W2510118330 doi "https://doi.org/10.1016/j.humimm.2016.07.170" @default.
• W2510118330 hasPublicationYear "2016" @default.
• W2510118330 type Work @default.
• W2510118330 sameAs 2510118330 @default.
• W2510118330 citedByCount "0" @default.
• W2510118330 crossrefType "journal-article" @default.
• W2510118330 hasAuthorship W2510118330A5009283968 @default.
• W2510118330 hasAuthorship W2510118330A5013219628 @default.
• W2510118330 hasAuthorship W2510118330A5019799712 @default.
• W2510118330 hasAuthorship W2510118330A5049020238 @default.
• W2510118330 hasAuthorship W2510118330A5079727554 @default.
• W2510118330 hasConcept C144133560 @default.
• W2510118330 hasConcept C15744967 @default.
• W2510118330 hasConcept C159110408 @default.
• W2510118330 hasConcept C160682292 @default.
• W2510118330 hasConcept C162324750 @default.
• W2510118330 hasConcept C162853370 @default.
• W2510118330 hasConcept C17744445 @default.
• W2510118330 hasConcept C187736073 @default.
• W2510118330 hasConcept C199360897 @default.
• W2510118330 hasConcept C199539241 @default.
• W2510118330 hasConcept C21547014 @default.
• W2510118330 hasConcept C26077564 @default.
• W2510118330 hasConcept C2777512617 @default.
• W2510118330 hasConcept C2778173179 @default.
• W2510118330 hasConcept C2778735886 @default.
• W2510118330 hasConcept C2780090960 @default.
• W2510118330 hasConcept C2780463512 @default.
• W2510118330 hasConcept C34447519 @default.
• W2510118330 hasConcept C41008148 @default.
• W2510118330 hasConcept C50522688 @default.
• W2510118330 hasConcept C509550671 @default.
• W2510118330 hasConcept C71924100 @default.
• W2510118330 hasConcept C94625758 @default.
• W2510118330 hasConcept C98147612 @default.
• W2510118330 hasConceptScore W2510118330C144133560 @default.
• W2510118330 hasConceptScore W2510118330C15744967 @default.
• W2510118330 hasConceptScore W2510118330C159110408 @default.
• W2510118330 hasConceptScore W2510118330C160682292 @default.
• W2510118330 hasConceptScore W2510118330C162324750 @default.
• W2510118330 hasConceptScore W2510118330C162853370 @default.
• W2510118330 hasConceptScore W2510118330C17744445 @default.
• W2510118330 hasConceptScore W2510118330C187736073 @default.
• W2510118330 hasConceptScore W2510118330C199360897 @default.
• W2510118330 hasConceptScore W2510118330C199539241 @default.
• W2510118330 hasConceptScore W2510118330C21547014 @default.
• W2510118330 hasConceptScore W2510118330C26077564 @default.
• W2510118330 hasConceptScore W2510118330C2777512617 @default.
• W2510118330 hasConceptScore W2510118330C2778173179 @default.
• W2510118330 hasConceptScore W2510118330C2778735886 @default.
• W2510118330 hasConceptScore W2510118330C2780090960 @default.
• W2510118330 hasConceptScore W2510118330C2780463512 @default.
• W2510118330 hasConceptScore W2510118330C34447519 @default.
• W2510118330 hasConceptScore W2510118330C41008148 @default.
• W2510118330 hasConceptScore W2510118330C50522688 @default.
• W2510118330 hasConceptScore W2510118330C509550671 @default.
• W2510118330 hasConceptScore W2510118330C71924100 @default.
• W2510118330 hasConceptScore W2510118330C94625758 @default.
• W2510118330 hasConceptScore W2510118330C98147612 @default.
• W2510118330 hasLocation W25101183301 @default.
• W2510118330 hasOpenAccess W2510118330 @default.
• W2510118330 hasPrimaryLocation W25101183301 @default.
• W2510118330 hasRelatedWork W1496269840 @default.
• W2510118330 hasRelatedWork W1965170151 @default.
• W2510118330 hasRelatedWork W1992442695 @default.
• W2510118330 hasRelatedWork W2002704069 @default.
• W2510118330 hasRelatedWork W2031566022 @default.
• W2510118330 hasRelatedWork W2041089604 @default.
• W2510118330 hasRelatedWork W2093276094 @default.
• W2510118330 hasRelatedWork W2130373841 @default.
• W2510118330 hasRelatedWork W2162839066 @default.
• W2510118330 hasRelatedWork W2203261160 @default.
• W2510118330 hasRelatedWork W2257612705 @default.
• W2510118330 hasRelatedWork W2394850754 @default.
• W2510118330 hasRelatedWork W2611087649 @default.
• W2510118330 hasRelatedWork W292669616 @default.
• W2510118330 hasRelatedWork W2966408104 @default.
• W2510118330 hasRelatedWork W3121952355 @default.
• W2510118330 hasRelatedWork W3124168437 @default.
• W2510118330 hasRelatedWork W3169861065 @default.
• W2510118330 hasRelatedWork W2106926943 @default.
• W2510118330 hasRelatedWork W245189422 @default.
• W2510118330 isParatext "false" @default.
• W2510118330 isRetracted "false" @default.
• W2510118330 magId "2510118330" @default.
• W2510118330 workType "article" @default.