In recent times, diverse challenges have been faced in the health sector, part of this include the response of health personnel or officials to an emergency situation. This has been a major bridge between the health care personnel and the victimized individual which has therefore aimed at GPS positioning, and to ensure efficiency of services. A cross – sectional study design was used to examine the knowledge, attitude and perception of medical personnel on the use of Rapid response system in Babcock University Teaching Hospital. This research work was carried out among 174 nurses and 122 medical doctors. The study is descriptive in nature and involved 150 participants. Data were collected with the use of pre-tested questionnaire and analysed using simple percentage. The result revealed that the medical personnel possess high knowledge, positive attitude and good perception of the use of Rapid response system in Babcock University Teaching Hospital. It was concluded that that Babcock University Teaching Hospital is ready to use the Rapid response system and they are willing to learn more about Rapid response system and put it into practice.
PERFORMANCE APPRAISAL, TRAINING AND REWARD MANAGEMENT AS PREDICTORS OF JOB EFFICIENCY OF NON-ACADEMIC STAFF OF BABCOCK UNIVERSITY NIGERIA (Published)
This study examined the combined and relative effects of performance appraisal system, training and reward management on work efficiency of university non-academic staff. Two hundred and forty randomly selected non-academics from three universities in Ogun State, Nigeria took part in the study. The age range of the participants was between 23 and 57 years with mean age of 31.6 years while the standard deviation was 9.17. The data for the study were collected using a self-developed questionnaire with three subscales on performance appraisal, in-service training and reward management; while participants’ annual performance evaluation report was used in generating data for work efficiency. Two major hypotheses were formulated and analyzed using multiple regression statistical procedure tested at 0.05 alpha level. The results indicated that the predictor variables when combined accounted for 40.3% of the variation in employees’ work efficiency (R= .641; R2 = .411, Adj R2 = .403; F = 38.404; P = .000). Performance appraisal proved to be the most potent predictor of employees’ work efficiency (β= .458; t= 4.501; P < .05), followed by reward management (β = .321; t= 2.866; P < .05). In-service training has the lowest potency power (β = .390; t = 3.478, P < .05). Based on the findings of this study recommendations were made