Staff-resources Analytics
do estimation, planning, capacity utilization, allocation and distribution of ‘5M’ resources.
Man : human capital management (scientists, doctors, business analysts, system analysts, project managers, engineers): talent acquisition, talent retention, training, reward and recognition;
Machine : tools, instruements, computer hardware, software, internet;
Material : Medicine;
Method : process innovation for healthcare and cancer care;
Money : optimal fund allocation, project management, resource allocation and distribution;
The expert panel have analyzed the demand of staff-resources for healthcare security in terms of sources of innovation and roles of biomedical engineering, pharmacy and life-science firms, oncology departments of healthcare institutes, government research laboratories and collaborative networks; optimal utilization of man, machine, material, method and money, dominant design factors of artificial organs and biomedical devices, process innovation in cancer treatment and technological spillover. The innovation demands the commitment of creative experts of oncology, bio-medical engineering, healthcare and life-science sectors who can contribute significantly through their intellectual abilities, thinking style, knowledge, motivation and group dynamics. In this connection, collaborative networks are interesting options which should coordinate and integrate the needs and activities of R&D lab, start-ups (e.g. science parks, incubators), academic institutions, ministries of state and central government, patients, users and supply chain partners effectively. The creative talent should look at the hard problems in unconventional ways, generate new ideas and articulate shared vision.
The panel are exploring the role of staff-resources for disaster management such as epidemic and pandemic outbreak. The technological innovation on vaccines to fight against new viruses demands the commitment of creative talent from the domains of medical science operations management, management information systems, healthcare administration and biomedical engineering. It is crucial to analyze the dynamics of technological innovation in terms of sources of innovation and roles of individuals, firms, organizations, government and collaborative networks; various resources required for effective technological evolution and diffusion, dominant design factors, effects of timing and mode of entry. Innovation demands the commitment of creative people. Creativity is the underlying process for technological innovation which promotes new ideas through intellectual abilities, thinking style, knowledge, personality, motivation, commitment and interaction with environment.
It is important to analyze this element in terms of 5M : man (e.g. healthcare staff, nurses, doctors, testing staff, government staff of ministry of healthcare and family welfare, scientists and research staffs of innovation lab), machine (e.g. testing kit, thermal scanner, healthcare infrastructure, camps, hospitals) material (e.g. cleaning agents, sanitizers, masks, gloves, medicine, jacket), method (e.g. process innovation in registration, consulting, testing, broadcasting, governance) and money (e.g. budget allocation for healthcare infrastructure development such as hospitals and quarantine camps, disaster relief fund). ‘Man’ analyzes various aspects of human capital management of technological innovations such as talent acquisition and retention strategy, training, payment function, compensation, reward, incentive, health insurance of staff and performance evaluation. ‘Machine’ analyzes the basic aspects of required test kits and medicine of optimal stock. ‘Method’ explores various aspects of process innovation, intelligent mechanism and procedure. Finally, ‘money’ highlights optimal fund allocation for R&D, rational investment analytics, intelligent project analytics and portfolio rationalization.
Individual inventors may contribute through their inventive and entrepreneurial traits, skills and knowledge in multiple domains and highly curious argumentative mindset. The healthcare institutes and mrdical colleges should define sound research mission and vision and contribute through publication of research papers. Government also plays an active role in R&D either directly or indirectly or through collaboration networks and start-ups (e.g. science parks and incubators). Collaboration is facilitated by geographical proximity, regional technology clusters and technology spillovers. Technological spillover results from the spread of knowledge across organizational or regional boundaries; it occurs when the benefits from R&D activities of a firm spill over to other firms.
This is not a trivial problem; it needs useful and novel support of creative, skilled, experienced and knowledgeable talent. Creative talent can look at the problems in unconventional ways; can generate new ideas and articulate shared vision through their intellectual abilities, knowledge, novel thinking style, personality, motivation, confidence, commitment and group dynamics. It is difficult to conclude that moderate knowledge is adequate for creativity. A creative person is expected to have confidence in own capabilities, tolerance for ambiguity, interest in solving problems and willingness to overcome obstacles by taking reasonable risks. A cooperative and collaborative environment must recognize and reward creative talent in time. Organizational creativity is associated with several critical factors such as human capital management, talent acquisition and retention policy, complex and tacit knowledge management strategy, organization structure, corporate culture, routines, incentive policy, social processes and contextual factors.