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Human Resources Management

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Presentation on theme: "Human Resources Management"— Presentation transcript:

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

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