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A Business Intelligence Approach to the Analysis of Career Mobility of Medical Professionals in Taiwan



Parallel abstracts

Human resources management is one of the core competencies for business management, especially in a labor-intensive medical industry. The research showed that the greater pressure the medical staffs have in the medical institutions, the lower their satisfaction is, relatively representing that their intention to quit the job will increase. The employee turnover rate will affect the organization's income, patient satisfaction and the overall operations, resulting in negative impact on the organizational management. However, currently there is no research aimed at the turnover rate of healthcare professionals in Taiwan. The era of big data has come. How the enterprises slice and drill down large amounts of complex data by utilizing business intelligence analysis tools, which can quickly output useful and accurate information to assist the management in the decision making process, is also a big challenge. We use "registry for contracted medical facilities" and "registry for medical personnel" from registration files in the National Health Insurance Research Database (NHIRD) to construct online analysis system of Taiwan's medical human resources based on the concept of business intelligence. This online system can explore medical manpower and the turnover rate of employees in each medical institution from multidimensional aspects, analyze the difference in the turnover rate of healthcare professionals among medical institutions at different levels. The results showed that between 2007 and 2011 there were a significant growth in the number of contracted pharmacies and primary care clinics, especially in Taipei county (now renamed New Taipei city), Taipei city and Taoyuan county. The data in 2010 showed that the turnover rate among pharmacists in regional hospitals, chronic hospitals and Tainan city was significantly higher than that in other types of hospitals, while the turnover rate among healthcare professionals in regional hospitals, chronic hospitals was also significantly higher than that in other types of hospitals. We suggested that the identification of the causes can be further discussed in the follow-up study concerning medical institutions with higher turnover rate of healthcare professionals. In our study, to assess the turnover rate of healthcare professionals in Taiwan, visual analytic dashboard was developed, which can provide the references for managers.