Value of Health Care Essay -- United States Healthcare

The Value of Health CareThe development of pry based healthcare reimbursement systems between healthcare payers and healthcare providers is evolving from the need to provide patients with beneficial healthcare technologies under conditions of significant economic uncertainty. The concept examined centralizes on shifting the focus of the healthcare system from mess to value. Value is measured by outcomes achieved based on a full cycle of care not volume of services rendered based on all(prenominal) service performed. Summary of ArticleThe article chosen for this assignment was published on December 23, 2010 in the New England Journal of Medicine ( usher, 2010). The author, Porter (2010) examines the occasion of value in the healthcare system in the United States. According to Porter (2010) Value should define the mannequin for performance improvement in healthcare. Porter indicates that value in healthcare should be measured by outcomes achieved not the volume of services rendered. According to Porter (2010), The proper unit for measuring value should encompass all services or activities that jointly determine success in meeting a set of patients needs.Posistive and Negative Affects, Cost, Quality, Access, Trade-offsThe content pay for value based system development has positive and negative aspects. System implementation willing require multiple entity participation. Hospitals, physicians, outpatient centers, and clinics all will be responsible for collaboration in developing an integrated communication system which will present additional expense on the front end. Government mandates will be required from implementation dates to specified circumstances in which assistive funding may be available. Multi provider ... ...g outcomes are important actions towards improving outcomes. true reform will require both moving toward restructuring the care delivery system and a national system of consistency, regulation and stipend. References Lee, T.H. (2010). Putting the value framework to work. New England Journal of Medicine. 3632481-2483Porter, M.E., (2010). What is the value in healthcare? New England Journal of Medicine. 3632477-2481Porter, M.E., (2009) A strategy for helath care reform Toward a value-based system. New England Journal of Medicine. 361109-112 Carlson, J.J., Sullivan S.D., Garrison, L.P., Neumann, P.J., Veenstra, D.L. (2010). Linking payment to health outcomes A taxonomy and examination of performance-based reimbursement schemes between healthcare payers and manufacturers. Health Policy, 96(3), 179-190. doi 10.1016/j.healthpol.2010.02.005

Reflection on Alternative Assessments Essays -- Education Assessment E

Reflection on Alternative AssessmentsTraditional and alternative assessments share some key elements, yet differ as well. All assessments, whether given as a test after a unit or alternative, should be measurable and be reliable and valid by having clear criteria to measure the instruction targets. Traditional and alternative assessments generally differ in timing, feedback, students involvement, and how the teacher uses the information. The time in which traditional assessments such as after the unit tests are knowing to provide feedback is at the end of a unit only. There is also generally a time limit to complete this type of assessment as well. These are not true of alternative assessments. A KWL or pre-test lowlife provide feedback before a lesson or unit. Nearly all alternative assessments can also provide ongoing feedback during the lesson or unit as well as after it is completed. Also, many alternative assessments do not have a time constraint to demonstrate understanding of meaning. The feedback given from a traditional assessment is a letter or percentage grade, which does not tell the content that the student knows, only a measure of quantity of knowledge from a scale of nothing to everything. This feedback is used to tell the teacher and/or school whether or not to promote the student and how they fall in comparison to the other students. With alternative assessments the feedback can be used by all parties (teacher, student, parent, and sch...

Romeo and Juliet / West Side Story - A Comparison / Contrast Essay

Shakespeares Romeo and Juliet and West Side Story both have a lot in common as well as major differences that set them apart. Although West Side Story is a direct rendition of Shakespeares received play, galore(postnominal) of the themes and symbols are altered to fit the modern perspective. The characters have a direct correlation to each other, yet racial issues give them a juvenile light. Many of the events also reflect each other, yet small differences give them uniqueness. West Side Story differs from Romeo and Juliet in characterizations, plot sequences, and themes. The characterization of the protagonists and antagonists have many differences. The Montagues and Capulets are from the same society and lifestyle in the play. They dont have a reason for their long feud thats stretched back for generations. The Sharks and Jets, however, are segregated by racial and ethnic tensions. In Romeo and Juliet, Juliets parents are the sole obstacles blocking her from Romeo, because th ey want her to marry someone suitable. Yet parents are never seen in Marias life, while, her fellow and his girlfriend are the ones that act as parents. Juliets suitor, Paris, is neutral and is on neither side of the feud. Marias suitor, Chino, is completely on the Sharks side and ends up killing Tony, one of the of import protagonists. As for the main characters, Maria and Tony are somewhat different from Juliet and Romeo. Maria is more carefree and ideal...

Robert Jervis - Perception And Level Of Analysis :: essays research papers

Robert Jervis in Perception and Level of Analysis espouses the notion that in clubhouse to fully explain crucial decisions and policies it is inborn that one pays heed to the decision-makers beliefs about the world and his or her perceptions of others. Rather than attempting to understand overseas policies as directly resulting from the triad other levels of analysis, the bureaucratic, the domestic, and the international environment, which he outlines, Jervis contends that examination of a decision-makers perceptions, both their causes and effects, can more readily determine and explain behavioral patterns in such a light, the taxonomy or three other levels of analysis appear devoid of truth value when applied alone, and all related theories are shown as invalid except in natural cases. Nonetheless, one might more accurately contest that while careful study of a decision-makers beliefs is a necessity for comprehension, analysis of such beliefs is in fact an examination of burea ucratic organizations, domestic component part, and the international environment all four are interrelated in the sense that the perceptions of the decision-maker are influenced by the circumstances existent in the three other levels. Likewise the three levels are themselves affected and often altered by the politicians choices. Therefore, in order to provide the most comprehensive explanations of foreign policy decisions one cannot completely disregard externalities, and conversely one cannot ignore individual perceptions of decision-makers.One cannot rely unaccompanied on the bureaucratic level of analysis, the domestic, the international environment, or even on a combination of the three as adequate. What one might interpret as a clash of bureaucratic interests and stands yielding incoherent and conflicting policies, could in reality be a clash among values that are widely held in both society and the decision-makers own minds (Jervis 28). Similarly, if domestic situations wer e the medium upon which politicians base their decisions then changes in leadership would not necessarily produce significant changes in foreign policy however, the consistency of foreign policy is difficult to measure. For example, some might contend that the Cold War would not have occurred had President Franklin Delano Roosevelt not died they conjure up that his death altered American policy in the sense that President Truman and his anti-Soviet position came to dominate political decision-making. Others contest that FDR would have acted similarly to Truman, as he too was coming to an anti-Soviet stance prior to his death. If the former is seen as accurate the domestic level of analysis is insufficient and not applicable, but in the last mentioned instance it could be viewed as a valid basis for judging decision-making.

Classification of Restaurant Customers :: Classification Essay

Classification of Restaurant CustomersIve been here for ten minutes and my server hasnt taken my order yet This is a direct quote from me before I worked at a endaurant. I never looked to see how many gameboards my server actually had or how much ravel I made them do. The sad truth is most people do not notice these details either, which may affect the tip their server impart receive. By looking at the attitude and maintenance of restaurant customers, you can classify them into three categories according to their tipping patterns the hmmhow good were they? tippers, the stick-to-the-fifteen-pct tippers, and the I-am-or-once-was-a-server tippers.The hmmhow good were they? tippers stick out as a sore thumb would. They have the attitude of They argon working for me, and The whole world revolves around me. They also say things such as, Is my food work out to look like that? and Where is my refill? They are the customers who always have a disgusted face and are not satisfied with anyt hing. The hmmhow good were they? Tippers are not only high maintenance but also the worst tippers. When the bill comes, they feel they can justify giving a small tip because of their lack of service. Many can guess the server likes these customers least. These customers not only put the server in an angry mood but also the rest of the employees that must hear from that server. The ordinary customers in a restaurant fall under the Stick-to-the-fifteen-percent, tippers. They have the attitude of Im just here for the food. These average customers can be heard saying, Looks good, I just need ketchup. and When you get a chance, may I please have a refill? The Stick-to-the-fifteen- percent tippers have a more serious, laid-back face and stay quiet. These customers are average maintenance and average tippers. The only time they leave more than a fifteen- percent tip is when they need to round to the nearest dollar. Their server is mellow and polite because he is thankful for the expected tip. A server walks away from the table cool, calm and collected with no need to complain.The best customers of all three categories are the I-am-or-once-was-a-server tippers. These wonderful customers have the attitude of I know how hard they are working. and Wow, our server is busy. They are the customers who dont say anything at all except for their order.

Classification of Restaurant Customers :: Classification Essay

Classification of Restaurant CustomersIve been here for ten minutes and my server hasnt taken my order yet This is a direct quote from me before I worked at a rest periodaurant. I never looked to see how many put backs my server actually had or how much discharge I made them do. The sad truth is most people do non notice these details either, which may affect the tip their server allow receive. By looking at the attitude and maintenance of restaurant customers, you can classify them into three categories according to their tipping patterns the hmmhow good were they? tippers, the stick-to-the-fifteen- sh be tippers, and the I-am-or-once-was-a-server tippers.The hmmhow good were they? tippers stick out as a sore thumb would. They have the attitude of They are working for me, and The whole world revolves around me. They also say things such as, Is my food cogitate to look like that? and Where is my refill? They are the customers who always have a disgusted face and are not satisfi ed with anything. The hmmhow good were they? Tippers are not only high maintenance but also the worst tippers. When the bill comes, they feel they can justify giving a small tip because of their lack of service. Many can guess the server likes these customers least. These customers not only put the server in an angry mood but also the rest of the employees that must hear from that server. The ordinary customers in a restaurant fall under the Stick-to-the-fifteen-percent, tippers. They have the attitude of Im just here for the food. These average customers can be heard saying, Looks good, I just need ketchup. and When you get a chance, may I please have a refill? The Stick-to-the-fifteen- percent tippers have a more serious, laid-back face and stay quiet. These customers are average maintenance and average tippers. The only time they leave more than a fifteen- percent tip is when they need to round to the nearest dollar. Their server is mellow and polite because he is thankful for the expected tip. A server walks away from the table cool, calm and collected with no need to complain.The best customers of all three categories are the I-am-or-once-was-a-server tippers. These wonderful customers have the attitude of I know how hard they are working. and Wow, our server is busy. They are the customers who dont say anything at all except for their order.

Primary School Art Teaching Mission Statement

Mission Statement My main aims with teaching art to primary grades can be broken down to the following points ) Experimentation (teaching them to overcome any fear of unfamiliar materials) b) Imagination (teaching them that the mind has no limits, allowing them to dream) c) Individualism (teaching them to hypothesize outside the box ) d) Freedom of expression (teaching them to not be afraid to show feelings and to do it in their own personal style) e) Problem solving (teaching them that at that place are no mistakes in art that any error can be fixed if you go about it cleverly) f) Self-esteem (teaching them to be proud of their wee-wee and to never insult the fit of others) g) Sharing (teaching them to share materials and ideas with the rest of the class) h) Recycling (teaching them to use, re-use and recycle objects one would normally throw away) i) Patience (teaching them that no good work of art can be rushed and that one has to follow a process and see it through to the c urio) j) Respect (teaching them to have respect for the teacher, their classmates, materials and the opinions of others) My aim is to humble and create a disciplined space for the children to work in.Art is often a subject that requires the teacher to allow the children a certain amount of playfulness and freedom, however, fun turns into chaos if it has no ordered structure and discipline. I try and allow the children to follow their own instincts, so the result becomes secondary to individual expression. I do not believe in paint by numbers, nor do I force the children to follow a formula. There are formal elements desire colour, composition etc. that is imperative, but sometimes the formal elements have to be sacrificed to allow the child to freely create. The process is often more important than the end product. Through art, children learn a lot about themselves. Their inner discovery is more important than a good work of art.

Analysis on Business Marketing

Everything is worth what its purchaser allow pay for it. This phrase was said mevery centuries ago and is still worth today. Any meter client, in fact these customers whose costs are driven by what they purchase, increasingly look to purchasing as a way to increase profits and then pressure suppliers to reduce prices. A heartfelt example beside the one in the article is when you are going to buy a car and you start clear-cut about what car dealer is the best for you to buy yours. How can you decide which of the dealers its the best for you, it is a good question.A growing number of suppliers have created a customer lever models, that is no more than data-driven representations, of the worth in monetary terms, of what the suppliers are going to could do for its customers. I have been talking about harbors, moreover what they are and what abide bys are in business is what Im going to explain right now. In business securities industry values are the worth in monetary form of the technical, economic, service and social benefits any customer receives in exchange for the price it pays for a market offering.An example of value in monetary term is dollars per unit, guilders per liter, or kroner per hour. On the other hand, benefits are no more than in which any costs a customer incurs in obtaining the desire benefits, draw for purchase price, are included. And finally value is what a customer gets in exchange for the price it pays. In fact, value is one of the two elemental characteristics of market offer the other one is price. Field value assessments that is the most commonly and accurate method apply to build customer value models.This value is used to collect data about customer value models. However, if the heavens value does non work suppliers use direct and indirect survey question and revolve about groups. As everything in our life, the first time you do something is the most difficult. To get started with the customer value model the first th ing a supplier pick up to do is to put together the right kind of value research team. In this team should be included the volume with the product, engineers in the specified field, and people with marketing experience.This last option is very important because it is really important to have people who feel the customer way of thinking. The next step is to know the right market segment. Knowing this, the suppliers create a base with at least twelve customers to build an initial value model. Then it is a good time to generate a comprehensive list of value elements. These elements will be the one that affects the costs and benefits of the offering in the customers business. The elements could be technical, economic, service or social in nature and will vary in their tangibility.But suppliers have to be very carefully on checking which elements left out, especially those that index make the suppliers market offering look unfavorable next to the next-best-alternative offering will u ndermine the projects credibility. By knowing as many elements as manageable the team will be able to determine more accurately the difference in functionality and performance its offers provides relative to the next-best-alternative. Most of the time the customers do not know that they have the data information that the suppliers are looking for.Some time the only way to find this data is for the team members to ask slightly until they come across the person who knows where to find the information. These teams also need to be creative in finding other sources of information. Independent industry consultants or sexual personnel in the supplier company can be good sources of initial estimates. The comfort with which team can establish monetary estimates for its value elements will vary. Actually, most suppliers do not even attempts to assign monetary amounts to social elements.Instead, they put those elements and discuss them with the customer in a qualitative way subsequently pr esenting quantitative results. An example of this is the Qualcomm Company, that not assign monetary amounts to many less-tangible elements but still includes them in its analysis as value placeholders. In any field value assessments, the suppliers will find that some assumptions must be made in order to complete an analysis. It is critical to suppliers to be explicit about any assumptions it makes. If a customer does not know how or why the team assigned a certain value to an element, the suppliers credibility will be compromised. by and by building the initial value model the suppliers should validate it, by conducting additional assessments with other customers in the market segment. Doing this the supplier will also learn how the value its offering provide varies across kinds of customers. The supplier will also need to create value-based sale tools. One common sale tool is a value case history, which is no more than written accounts that document the costs savings or added valu e that a customer receive from its uses of a supplier market offering. Now it is a good time to put an understanding of value to use.A good way to do this is using the supplier knowledge to swerve supplementary service, programs and systems in its current market offering and to guide the development of new offerings. A companys ability to manage flexible markets offerings successfully rest on its understanding of the value each component of an offering creates as well as its associates cost. Identifying and eliminating value drains result in better allocation of resources and improved profitability. Gaining customer is another of the steps of this project.Knowing of how the market offers specifically deliver value to customer enables suppliers to craft persuasive propositions. By providing evidence to customers of the companys accomplishments, suppliers demonstrate their trustworthiness and perpetration to customers. In this way customers feel more self-confident with the company they are doing business with. Understanding value in business is the essence of customer value management. It is also good for delivering superior values and obtain an equitable return for it. Now are you ready to choose your cars vendor.

Lexington and Concord: Who Fired First? Essay

The purpose of this Essay is to investigate and state my opinion on who fire first at the Battle of Lexington and Concord. As for every story, there atomic hail 18 two sides to this important timepiece. There are many sources of information for this subject. Many provided for me were affidavits, or accounts, of key people in the conflict. Some are more believable than others. As for the affidavit of put-on Parker, it seems believable. On the other hand, it lacks detail. His account is very short and simple. Not many details are present compared to others. In this licit document, he states he ordered them to disperse and to not fire upon the enemy (British Troops). According to him, the British troops approached and rushed with fury and fired without any previous(prenominal) provocations. In my opinion, this may seem like a good source, but when compared to others it is not the greatest.I believe that the affidavit of Edward Thoroton Gould is the second to the last around pres umable group of statements of the six pieces of evidence/ information that were given to me. He testified that on April 18th of 1775, he embarked with the light infantry and grenadiers of the line commanded by Colonel Smith, proceeding to Lexington. On our arrival at that place, we cut a Body of provincial troops armed, to the number of about sixty or seventy Men on our approach, they dispersed, and in short after firing began, but which party fired first, i cannot exactly say, as our troops rushd on shouting , and huzzaing, previous to the firing, which was continue by our troops, so long as any of the provincials were to be seen. As you can see, Edward Thoroton Gould is very clear and detailed in his description. He seems to know what he is talking about, and has no doubts that it happened that way. Simon Winship of Lexington speaks for the opposing side of Edward Thoroton Gould.They are both clear and detailed, and have well-written descriptions. He was passing the public road i n Lexington, peaceably and unarmed, when he was met by a Body of the Kings regularTroops. Also being asked to dismount, he was forced after asking why. Ordered to march in the midst of the Body, he was being examined as to whether he was or was going to warn the Minute Men. He came within about an eighth of a mile of the meeting-house, when he saw an officer commanding his troops to halt, prime and load their firearms. They marched a little further, within a few rods of Captain Parkers Company , when Winship observed an Officer at the head of said troops, flourishing his sword, and with a loud voice, giving the word fire If Winship is honest, this is the most believable story.He even has the details of the word rout out being said. He declares in the most solemn manner that there was no discharge of arms until the word fire was given by the British Officer. In the diary of British Officer Lt. John Barker, he makes the most detailed description of what happened ikn his eyes. Since t his is a diary/primary source, this may be the most likely for me to believe. According to him at 2 oclock they began marching through a very long ford up to their middles, where they took 3 or 4 people who were going to give intelligience. About 5 miles on this side of a town called Lexington, which lay in our road, we heard there were almost hundreds of people collected together intending to oppose us and stop our going on. At 5 oclock we arrived there and saw a number of people, I believe 2 and 3 hundred, formed on a common in the middle of the town we still continued advancing, keeping fain against an attack tho without intending to attack them, but on our coming near them they fired one or two shots, upon which our men without any orders rushed in upon them, fired and put em to flight. Their missioon was to destroy a magazine of stores collected in Concord.Of all the legal documents, the diary entry of British Officer Lt. John Barker is the most credible. Bits and pieces of all the affidavits could be true, but as a whole piece the diary entry in my belief is the best. The reason for this is because it is a actual written entry, and has the greatest of details. The colonial troops fired first, in my opinion. Only someone who experienced it firsthand and documented it could have given that credible piece of evidence. He even stated that were actually a few people trying to sneak intelligience, otherwise stated by Simon Winship. This is my opinion of who fired first at The Battle of Lexington and Concord.

Hrm approaches in different work systems

HRM Approaches in different Work systems A comparing amongst fictionalisation deeds and name Centre of utmost alley bankTinging WangAs Peter Boxall and John Purcell ( 2008 ) mentioned in literature, work system refers to choices ab away what work needs to be done, about who allow make it, and about where and how they will make it . Each work system contains its characteristics to interact with operation picks every bit easily as HR direction. This paper gafferly focus on the relationship between work systems and schemes of HR, particularly in comparing 2 different types of work systems and their corresponding attacks to HR. I will explicate this in the chief 2 parts follow a 3-step-way environment analysis, work system and HR attacks.Approachs to in fabrication worksAssume thither is a new, high engineering and pileus intensive fabrication works in York. Since the works is a new entrant in the industry, its purpose is fundamentally cost control and using market portion. The dandy intensive, high engineering characteristic and cost control demand find the works has to restrict the figure of employees and jump their abilities and efficiency in work. As we nominate see, the works is a typical suppositional account of fabrication houses.Manufacturing industry ab initio employed low paid labours to carry through merely, tell work and without a basic cognition demand. It was argued by Watson ( 1986 ) that workers were machines utilizing motor non mental reach outments. As the engineering developed quickly these old ages in fabrication industry, machines can largely take over the occupations done by labours and force the employees to another degree chattered high involvement ( Lawler, 1986 ) , and other similar attacks as high perpetration ( Arthur, 1992 ) , high performance ( Huselid, 1995 ) or sophisticated ( Koch and McGrath, 1996 ) . James, Chester and Robert ( 2002 ) concluded former literatures and described high engagement work systems ( HIWSs ) being utilized by provide employees accomplishments, information, motive, and parallel of latitude to derive the work force s fight. The high engagement attacks was discussed by Vandenberg, Richardson and Eastman ( 1999 ) based on Lawler ( 1986 ) high-involvement work procedures, which contains 4 factors as PIRK theoretical account. In PIRK theoretical account P stands for power, I means information, R refers to honor and K is defined as cognition. By this means, a set of HR attacks can be generated through enhance each variable of PIRK to accomplish concluding results. For case, developing chances can be used as a HR attack to heighten employees cognition and straight better their abilities to work out jobs. This is a direct manner of utilizing the theoretical account as Batt ( 2002 ) mentioned in his work, and the indirect manner trance employees motive and satisfaction to do them experience comfort and safe at work. In general, the HR attacks can be used in a fabrication works includes the undermentioned cardinal patterns1. Teamworking. As we mentioned before, the works is extremely concentrated on doing usage of engineering and capital resources, teamworking is a opportunity for employees to acquire baffling in of import events in the works. It can impact workers in organisational committedness, work satisfaction every bit good as cognition betterment.2. Advanced preparation. The works has needs on invention and merchandise design to vie in the market as a new comer, therefore the preparation has to be of almost proficient degree which is firm-related and more(prenominal) hard than general preparation. Advanced preparation can break assist employees to derive information and cognition, and cut down the opportunity of turnover.3. Incentive patterns. In a freshly works, if there is excess budget can be used on wagess, there should hold some inducement patterns. Not merely this method can actuate employees to give more, but besides it can heighte n their duties to the works, if the wagess are really portions of the works.There are practi nattery more attacks can be used in this works to better public presentation, nevertheless, the effectivity still becomes an unsure inquiry, since there is no measurings to measure the unit of measurement procedure.Approachs to name Centre for a high street bankIn comparing, we imagine there is a call Centre to be established for a high street bank. Bank industry is more of service-oriented, name Centre in a high street bank is non expected to convey about net income straight. The employees duties are to work out jobs that already happened in the yesteryear or expected to be happened in the hereafter. They give the replies from a wide-ranging inquiry bank which contains the betray asked inquiries and high-strung inquiries. All of them attached replies below so that the operators on the phone can reply different inquiries with in a short pinch. Besides the replies, operators from the ca ll Centre besides needs to be use properly words, looks, melodies, and purely follow a standardised expression to make the whole telephone communications. The characteristics of call Centre determined the employees they wanted are more general background, better in communicating merely like a good hearer with first-class mail apprehension and ability of unwritten look.Service market is more labour intensive compared to fabricating industry, and name Centre can be categorized into the Tightly constrained work systems, harmonizing to Herzenberg ( 1998 ) s typology of work systems. Herzenberg describe this type of service as high volume, low cost, standardised quality, tight undertaking supervising, low to chair bollock instruction of workers, and limited training . Boxall ( 2003 ) followed Herzenberg s work and defined 3 types of competition and work organisation in private sector services. Based on his definition, call Centre belongs to Massive service firms which related to a mix of mass markets and higher value-added sections.There are important differences in HR schemes between a hi-tech fabrication works and a high street call Centre. Though Boxall ( 2003 ) pointed out that houses aim for high-valued sections in services are more likely to utilize HIWSs attack in HRM, a call Centre still can non suit the HIWSs really good. One of the grand as I mentioned earlier is that call Centre is non expected to convey about net income directly . In this instance, even if utilizing HIWSs to better service quality and heighten employees merriment index can be worked out, that wo nt bring forth excess net income for the bank. Customers may take another bank since they discover their current bank sincerely defeated because of a hapless quality telephone service, but they are less likely to take a bank merely based on its absolutely high degree of telephone service.After examined the characteristics and work system of call Centre, a figure ( Figure 1 ) will be attac hed out to exemplify the properly attack of HRM which is suggested to be adopted by a call Centre director. The figure contains both the attacks and demands. Left side stands out the cardinal attacks of HR which match the center and right characteristics of employees.Key HR attacksEmployee competenceEmployee committednessGeneral preparation Communicationss Performance assessment Standardized behaviour Communication accomplishmentsStress degree Work proportion Figure 1 Approachs used in call CentreThe HR attacks are used to heighten either employee competence or committedness to accomplish farther results. They looks much simpler compared with fabrication works, that is because the two houses have different characteristics and results.DecisionIt is evidently that a fabrication works adopts different HR attacks compared with a call Centre. The grounds are assorted and difficult to separate, since there are so many factors inside or outside the houses and interact with each other all the clip. However, there are three chief grounds affect the HR direction within different work systems. First one is production factor. Whether the house is capital intensive or labour intensive determines the graduated table and cost of employees as the former tends to engage fewer employees with high demand and the latter tends to harbour equal employees with general cognition backgrounds. The 2nd factor is merchandise distinction. An industry which requires extremely differentiation merchandise the information and cognition is needed all the clip therefore the HR attack in preparation is intensive and specialized so that the worker can use it to work and heighten public presentation. By contrast, a call Centre offers about the same service to different clients therefore the preparation attack is more basic and contains regulations, ordinances to accomplish consistence and homogeneousness. The tertiary factor is profitableness. Profitableness differs in specific types of places a research section director in fabrication works normally generates more net incomes than a telephone operator in call Centre. In that instance the director will derive occupation satisfaction through wagess and engagement in resuscitate determination devising, whereas the telephone operator may experience less satisfied in work and has turnover purpose. The ground is merely because houses need to maintain profitable employees stable and disregard or pay less attending on the common employees without competitory advantage. The 3 factors reflects how the work system and HR purposes combined unitedly to impact HR attacks.These attacks, nevertheless, run into a major challenge of steps. Previous literatures like Arthur ( 1992, 1994 ) , Huselid ( 1995 ) , James, Chester and Robert ( 2002 ) did empirical work on steps to measure effectivity of HR attacks. James, Chester and Robert ( 2002 ) province the relationship between a differentiation-oriented competitory scheme and its public presentation is positive. Whether all these attacks and measurings can be trusted in the bounds of good sense or practicality is a large issue we should concentrate on the hereafter.