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April 20, 2008
Dear all,
I am an associate professor in management at Management and Science University (MSU) in Malaysia. I am trying to sell the concept of EBM to our university's top management. We have some money to bring in good speakers so I would be interested in talking to anybody who could deliver an effective 2 day seminar on EBM at a reasonable price. My contact is: ridhwan_fontaine@msu.edu.my.
Best regards
Dr Ridhwan Fontaine
MSU, Malaysia
March 26, 2008
I'm writing a thesis and need any journal articles about the attitudes of health care managers towards the practice of evidence-based management.
I appreciate any links or cites you may have.
February 1, 2008
ASSIGNMENT #1 DUEProvide an example not from the reading (or www.evidence-basedmanagement.com) where evidence-based management would improve decision-making.
"The end of all education should surely be service to others." - Cesar E. Chavez
January 29, 2008
Check out the Greater Good, a publication out of UC Berkeley. They publish wonderful articles on what they call "The Science of Living a Meaningful Life." Many of the topics – power, forgiveness, building gratitude – relate closely to evidence-based management. They do a great job of translating rigorous research, and on top of that, you can get all the articles from free online.
December 19, 2007
Check out the Research Digest Blog. This great blog is produced by the British Psychological Society. They specialize in summarizing the findings from peer–reviewed psychological research. In addition to the summaries, they provide complete references to the studies and links to the abstracts of the original articles. It is a fantastic example of how to help readers see (and judge) the sources of published claims. And this site is a wonderful antidote to the nonsense and half-truths published on so many blogs – which is usually impossible to confirm or evaluate.
October 17, 2007
Sea View IPA, an Oxnard, California client of MED3000, has received the Ronald P. Bangasser Memorial Award for Quality Improvement from the Integrated Healthcare Association (IHA). The award was presented during a special ceremony on October 4, 2007. The IHA is a statewide group that promotes quality improvement, accountability and affordability of healthcare in California.
"We commend Sea View IPA on receiving this prestigious award," said Lynn Stratton Haas, Vice President of of MED3000. "At MED3000, we work with our Network Service clients to continuously produce measurable and quantifiable data to help them better manage patient populations." MED3000 advances the performance of medical practices and physician networks. Focused on the provision of evidence-based management and evidence-based medicine, MED3000 empowers physician, IPA, hospital and health system clients across the United States.
October 16, 2007
Professor Jeffrey Pfeffer will appear on the Krow Show with Paul McLoughlin on Wednesday, October 17, 2007, at 1 p.m. EST (10 a.m. PST).
"Conventional management wisdom is often just plain wrong." So says Jeff Pfeffer in his book, What Were They Thinking? Listen to Jeff's talk, titled "Think Harder; Do Different".
May 1, 2007
Until we can provide evidence of the impacts of Talent Management practices and of Workforce Performance in terms of business outcomes, companies will not fully understand or recognize the value of their human capital.
This is not a new topic for Leaders. HR has used metrics for a long time. However, their typical metrics at best can be used to manage the HR function and fulfill compliance requirements. And they rarely operate 'at best'. More commonly their metrics are used in a vacuum with no view toward the impact on the business.
An example is time to fill. Is is really important to reduce time to fill if we consequently reduce quality of hire? Most organizations don't even connect the two measures. We need to evaluate time to fill in the context of time to productivity, performance, 1st year turnover, LOS, and potential so that we do not chase a target that may be detrimental to the organization. The goal is the balance of time and quality - same for cost per hire.
Another favorite HR metric is turnover. This metric tells executives very little and therefore fails one basic test of good measurement. What will you do differently or what decision is informed now that you know this number? If we're honest we know the answer is nothing. However if you monitor the turnover of high potentials and the best performers executives will be interested. Staffing should measure the turnover of new hires. Learning Officers should look at the experience / knowledge lost. OD practitioners should focus on the turnover of Leaders. You should also monitor poor performer turnover. By monitoring these metrics you will identify trends and outcomes that lead to action. You are also likely to find leading indicators of business outcomes.
Talent Measurement systems, including the content rich technology needed to measure and report efficiently, can help us provide evidence of the value of human capital.
Joanne Bintliff-Ritchie, Chief Strategist, DoubleStar Inc
March 30, 2007
Tracy Allison Altman on her blog Evidence Soup asks the question 'Will Enterprise 2.0 help us get to Evidence 2.0?' "As companies adopt XYZ 2.0, they need to ask how this can help them achieve better evidence-based management," she suggests. She then offers three ways to approach 'Evidence 2.0', offering pros and cons, touching on the balance between freedom and control that looms larger every day in light of the huge growth of social media. In the end she leaves it to the reader. So – what do we think?
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