4 Human Resources Management HRM involves employing people, developing theirsills, 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.
7 Manpower Planning Mission and plans Job Analysis Performance appraisal TrainingManagement & developmentWhat 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 PlanningForecasting Workforce RequirementsSkill 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 DeliveryTraining EvaluationWhat are the training needs for this person and/or job?SpecificMeasurable AchievableResourcesTimeframeOn-the-job-training, action learning, etc.Measure reaction, learning, behavior, and results
10 Assessing Training Needs Task AnalysisA detailed analysis of a job to identify the skills required, so that an appropriate training program can be institutedCompetency AnalysisCareful 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 performanceReview staff motivation & how well they meet expectationsDevelop a plan for corrective action if neededReview the person’s career plans in light of his/her exhibited strengths and weaknessesAppraisals provide information for decisions on: contract, training needs, salary, redeployment, and promotion, etc.
12 Performance Management Setting Performance TargetsRegular Review and MonitoringFeed backCorrective ActionzTraining & Development PlanSalary/Bonus AdjustmentCareer DevelopmentPerformance Appraisal and EvaluationDefining the performance standards means making sure that you and your subordinate agree on his/her duties and targets that you expectAppraising performance means comparing your subordinate’s actual performance to the standard/targets set in step oneProviding feedback means discussing plans for any development that is required.
13 Problems in Performance Appraisal Lack of standardsPoor feedback to staffPoor measures of performanceIrrelevant or subjective standardsNegative communicationFailure to apply evaluation dataSet 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 comfortHow to help spouse to find a jobKindergarten and schools for childrenAttractive salary and allowancesPossibilities for savingCareer developmentetc
16 Career planning & development Providing staff assistance to form realistic career goalsandopportunities to realize them
17 Staff retentionEnsure staff have the supplies & equipment to do their jobGood staff supervision – be supportiveRecognize staff effortsListen to staff concerns and suggestions about the jobManage change & conflict with sensitivityEnsure staff safety at workOffer job rotation or enrichment – in line with staff skills, anticipated career path, and organizational objectivesInterview staff that leave to understand why
19 Organizational goalsEmpowering and managing staff well contributes to:Improving quality of patient careService excellence & operational excellenceReduced overtime & use of temporary staffReduced medical error & achieving better clinical outputsDecline in average hospital length of stay
20 World Health Organization Key messages19 April, 2017Human resources are valuable resourcesHR management = recruitment, training, deployment, performance management and career development to achieve organizational objectivesPlan your staff needs based on service demands and finances availableFacilitate staff to work in a professional mannerTake performance management seriously – and actively work to retain staff