HUMAN RESOURCE

MANAGEMENT
(HEALTH CARE ESTABLISHMENT)
 MISSION STATEMENT
To develop, establish and maintain Policies, Defining
the Nature of work and Programs that ensure the
successful Recruitment, Employment and Retention
of a diverse, well Qualified Workforce to serve TO
ACHIEVE ITS GOALS

The Human Resource Department is responsible for

Planning, Organizing, Recruitment & Selection,
Classification, Compensation & Benefits,
Professional Development, Employee Relations,
Legal Compliance, Record keeping, Providing
Direction and Controlling Health Care Establishment
 STRATEGIC GOALS
Recruit, retain and retain the very best employees
that the Health Care Establishment can afford
Grow/enhance a participative employee culture that
includes a focus on diversity , sensitivity awareness
and create the environment for our employees
success

To create and maintain a risk management program

to keep in compliance with legally mandated federal
& local laws, regulations, rules, and procedures to
reduce litigation exposure to the establishment in a
diligence manner, achieved through policy and
procedure development and enforcement
 OPERATIONAL GOALS
To retain employees by providing competitive and equitable
compensation through modern marketplace surveys and
research methods

To offer skill enhancement and leadership development

training opportunities through effective training and
development methods such as licensure, qualification,
recurring, and certification programs

To create and maintain equitable personnel policies and

procedures to ensure a fair workplace for employees and
create systems for reducing litigation exposure to employee
driven adverse actions

To administer cost effective health care programs provided

for the well being of employees
Functional Areas of HRM
Staffing
HR Planning
Job Analysis
Recruitment & Selection
Placement
Orientation
Salary
Reward & Appraisal
Compensation & Benefits
Performance Evaluation
Promotions
Employee Development
Training
Employee Maintenance
Employee Relation
 STAFFING
It deals with obtaining people with appropriate skills, abilities,
knowledge and experience to fill jobs in Health Care Establishment
HR PLANNING
It is a process for determination and assuring that organization will have
adequate number of qualified persons available at proper times,
performing jobs which would meet needs of the organization and
provide satisfaction for persons involved
JOB ANALYSIS
Study and collection of information relating to the operations and
responsibilities of a specific job, collection of data, facts and ideas
relating to various aspects of jobs including men, machine and
materials

Preparation of job description and employee specification to help in

identifying the nature and levels of HR and Providing guides, plans
and basis for job design and for all operative function
 STAFFING (Cont)

Recruitment
It is a process of searching prospective employees and stimulating
them to apply jobs in a Health Care Establishment
Identification of existing sources of applicants and developing them
Creation of new sources of applications
Stimulating the candidates to apply for jobs
Striking a balance between internal and external source
Selection
Process of ascertaining the qualifications, experiences, skills,
knowledge skills of an applicant with a view to appraising his/her
suitability to a job appraising
Placement
Assigning the selected candidate with most suitable job in terms of
requirements
 REWARDS & APPRAISALS
Human Resource Manager has to make sure that the appraisals that
are handed out to the employees are fair and correspond with the
level of input and output of each employee. If a Manager gives unfair
or biased appraisals, the employees will become discontent and the
quality of work will deteriorate quickly

It involves the design and administration of reward systems to

encourage employee cooperation and commitment, Practices
include job evaluation, performance appraisal, and benefits
`
The compensation & benefits process inspires people to give their
best to the Establishment through the intrinsic and extrinsic rewards
(Incentives)

It heaps in training people for challenging roles, developing right

attitudes towards the job and the Health Care promoting team spirit
among employees and developing loyalty and commitment through
appropriate reward schemes
 EMPLOYEE DEVELOPMENT

TRAINING
Employee Development is analyzing training requirement to ensure
that employees posses the knowledge and skills to perform
satisfactorily in their jobs or to advance in the Health Care
Establishment. Performance appraisal can identify employee key
skills and competence

Continuous process in learning skills for improving, changing and

developing skills, knowledge creative ability, aptitude, attitude and
values of an employee. The aim is to improve the skills and
performance of the employee
 EMPLOYEE MAINTENANCE

Is the administration and monitoring of workplace, safety, health and

welfare policies to retain a competent workforce and comply with
statutory standards and regulations
 Employee Relation
Human Resource Management maintains the lines of communication at all
levels to better manage employees and improving employer-employee
relationships and productivity

Communication is a core tenet in group dynamic principles

This part of the workplace interaction is guided by human resources

specialists

A range of employee involvement/participation schemes includes

Regular meetings are an efficient way to discuss issues and needs

Meetings build trust and confidence and assure that quality control is in
place effectively
Personnel interaction opens dialogue for suggestions and grievances
between administration and employees
Communication between management and employees clarifies
decisions affecting the employment contract
 FUNCTIONS & ACTIVITIES
Development of HR Polices
Workforce Planning
Recruitment Management
Induction Management
Orientation
Training Management
Performance Evaluation
Compensation & Benefits
Management
Leave Management
Grievances Redressal Mechanism
Administration Employee
Meetings
Creating Work Friendly
Environment
Team Building
Legal Compliance
Attendance Management
Overtime Management
Pay slip Distribution
Timesheet Management
Documentation/Record Keeping
Employee Information Management
Professional/Skill Management
Employee Survey
Exit Interviews & Process
Health & Safety
Maintaining Staff Morale
 HRM is Vital in Health Care
Establishment
Effective human resource management plays a
crucial role in the success of Health Care systems.
Proper management of human resources is vital in the
recruitment and retention of clinical and non-clinical staff,
maintaining staff morale, providing opportunities for
professional development , and in the ability of a Health
Care Establishment to deliver quality health care
services and improve patient health outcomes

HRM functions and activities are the heart of the

organization. Getting the Right People to do the Right
Job and in the Right Place will go a long way to ensure
the overall achievement of the goals. Therefore, the
functions must be well towards excellence
 FUNCTIONS & ACTIVITIES
Understanding and relating to employees as individuals

Identifying individual needs and career goals

Developing positive interactions between workers, to ensure

collated and constructive enterprise productivity and
development of a uniform organizational culture

Identify areas that suffer lack of knowledge and insufficient

training, and accordingly provide remedial measures in the form
of workshops and seminars

Generate a rostrum for all employees to express their goals and

provide the necessary resources to accomplish professional and
personal agendas, essentially in that order

Innovation of new operating practices to minimize risk and

generate an overall sense of belonging and accountability
FUNCTIONS & ACTIVITIES(CONT)
Recruiting the required workforce and making provisions for
expressed and promised payroll and benefits

Implementing resource strategies to subsequently create and

sustain competitive advantage

Empowerment of the organization, to successfully meet

strategic goals by managing staff effectively

The human resource department also maintains an open

demeanor to employee grievances

Employees are free to approach the human resource team for

any conceived query or any form of on-the-job stress that is
bothering them
FUNCTIONS & ACTIVITIES (CONT...)
Performance of employees is also actively evaluated on a regular basis.
These are checks conducted by the HR to verify and thereby confirm
the validity of the employees actual performance matching the
expected performance

Promotions, transfers or expulsion of services provided by the

employee are some duties that are enforced by the human resource
department

Promotions are conducted and are predominantly based on the overall

performance of the individual, accompanied by the span or tenure he
has served the organization

Looks at the possibilities of the employee from one job to another,

maintaining the hierarchy in the HCE and considering the stability of
post and the salary obtained over a period of time