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Human Resources Management

Human Resources Management. Human Resources Management. HRM involves employing people, developing their sills, utilizing, maintaining and compensating them for their services in line with the job and organizational requirements to meet health objectives . Human resources =

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Human Resources Management

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  1. Human Resources Management

  2. Human Resources Management • HRM involves employing people, developing their • sills, utilizing, maintaining and compensating them for their services in line with the job and organizational requirements to meet health objectives.

  3. Human resources = Valuable resources Staff are your most valuable resource – manage them accordingly and keep.

  4. HR Management Performance Management Training & Development Recruitment & Selection Reward Management Career Management

  5. Manpower Planning Mission and plans Job Analysis • Performance appraisal • Training • Management & development What staff are available within our organization? What staff do we need to do the job? Is there a match? What is impact on wage and salary program? If not, what type of people do we need, and how should we recruit them?

  6. Manpower Planning Forecasting Workforce Requirements • Skill and quality of your staff (in relation to changing health service needs) • Projected turnover (redistribution, resignation and terminations) • The financial resources available

  7. Training Process Training Need Analysis Training Objectives Training Delivery Training Evaluation What are the training needs for this person and/or job? Specific Measurable Achievable Resources Timeframe On-the-job-training, action learning, etc. Measure reaction, learning, behavior, and results

  8. Assessing Training Needs Task Analysis • A detailed analysis of a job to identify the skills required, so that an appropriate training program can be instituted CompetencyAnalysis • Careful study of competency level to identify a deficiency and then correct it with a training program, or some other development intervention.

  9. Why Performance Appraisal? • In line with organizational objectives, manager and staff: • Review expected staff performance • Review staff motivation & how well they meet expectations • Develop a plan for corrective action if needed • Review the person’s career plans in light of his/her exhibited strengths and weaknesses Appraisals provide information for decisions on: contract, training needs, salary, redeployment, and promotion, etc.

  10. Performance Management Setting Performance Targets Regular Review and Monitoring Feed back • Training & Development Plan • Salary/Bonus Adjustment • Career Development Performance Appraisal and Evaluation Corrective Action z

  11. Problems in Performance Appraisal Poor feedback to staff Poor measures of performance Lack of standards Failure to apply evaluation data Irrelevant or subjective standards Negative communication Set the basis and procedures for appraisal. Be supportive and help staff do a good job.

  12. Staff retention How to “weld” the staff to your Aimag /Soum “Enehuuhnuuduu”

  13. Staff retention Ensure facilities for staff living in your aimag: Places to live with comfort How to help spouse to find a job Kindergarten and schools for children Attractive salary and allowances Possibilities for saving Career development etc “How to weld staff to your Aimag / Sum”

  14. Career planning & development Providing staff assistance to form realistic career goals and opportunities to realize them

  15. Staff retention Ensure staff have the supplies & equipment to do their job Good staff supervision – be supportive Recognize staff efforts Listen to staff concerns and suggestions about the job Manage change & conflict with sensitivity Ensure staff safety at work Offer job rotation or enrichment – in line with staff skills, anticipated career path, and organizational objectives Interview staff that leave to understand why

  16. HRM and organizational success HRM Healthcare Customers HRM External customers (Patients) Internal customers (departments & staff) Patient satisfaction Staff satisfaction Organizational Success

  17. Organizational goals Empowering and managing staff well contributes to: Improving quality of patient care Service excellence & operational excellence Reduced overtime & use of temporary staff Reduced medical error & achieving better clinical outputs Decline in average hospital length of stay

  18. Key messages • Human resources are valuable resources • HR management = recruitment, training, deployment, performance management and career development to achieve organizational objectives • Plan your staff needs based on service demands and finances available • Facilitate staff to work in a professional manner • Take performance management seriously – and actively work to retain staff

  19. Thank you

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