1. Human Resources Management

4. 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.

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

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

7. Manpower Planning Mission and plans Job Analysis Performance appraisal
Training
Management & development
What staff do we need to do the job?
What staff are available within our organization?
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?

8. Forecasting Workforce Requirements
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

9. 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

10. 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
Competency Analysis
Careful study of competency level to identify a deficiency and then correct it with a training program, or some other development intervention.

11. 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.

12. Performance Management
Setting Performance Targets
Regular Review and Monitoring
Feed back
Corrective Action z
Training & Development Plan
Salary/Bonus Adjustment
Career Development
Performance Appraisal and Evaluation
Defining the performance standards means making sure that you and your subordinate agree on his/her duties and targets that you expect
Appraising performance means comparing your subordinate’s actual performance to the standard/targets set in step one
Providing feedback means discussing plans for any development that is required.

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

14. Staff retention How to “weld” the staff to your Aimag / Soum
“Ene huuhnuud uu”

15. Staff retention Ensure facilities for staff living in your aimag:
“How to weld staff to your Aimag / Sum”
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

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

17. 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

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

19. 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

20. World Health Organization
Key messages
19 April, 2017
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

21. Thank you