HR Development as an Intrinsic part of Hospital Administration

1. HUMAN RESOURCE DEVELOPMENT DR. N. C. DAS

2. WHAT IS HRD? Human Resource Development is a frame work comprising of a series of organising activities relating to developing individual skills, knowledge and ability in the interest of the organisational goal achievement along with the individual. Acquiring new skills not only benefit the individual but also benefits the organisation in increasing efficiency and meeting the organisation objectives, driving the organisation towards growth and continuous improvement..

3. HUMAN RESOURCE DEVELOPMENT (HEALTH) Development of a group of people trained specifically to carry out specific functions in promoting health, preventing disease and restoring health of the community remaining within the boundary of Health Sector. The frame work comprises of three components. HEALTH MANPOWER PLANNING HEALTH MANPOWER MANAGEMENT HEALTH MANPOWER DEVELOPMENT 3 HEALTH MANPOWER PRODUCTION 2

5. Generate education opportunity of people in the community.

6. Helps in fast economic development.

7. Geographic distribution of health manpower.

8. Scope for promotion.

9. Effective training to increase efficiency.

11. ANALYSIS OF PRESENT SITUATION MAN POWER AVAIABLE IN DIFFERENT CATEGORY CURRENT SERVICES AVAILABLE No. of Doctors available No. of Nurses available No. of Tech. staff available Doctor Population Ratio Nurse Population Ratio No. of Beds available Bed Population Ratio Present Distribution Level of unemployment No. of Hospitals No. of Dispensaries No. of PHCs No. of Training Institute No. of Medical Colleges & its out put.

12. ASSESMENT OF FUTURE NEEDS MAN POWER NEED SERVICES/ INSTITUTION NEEDS STAFF RETIRED Based on the requirement of manpower of different category. STAFF RESIGNED STAFF DEATH STAFF TRAINED FUTURE AVAILABILITY

13. CORRECTION OF MISMATCH STAFF SHORTAGE STAFF SURPLUS Reduce recruitments Decrease production Decrease training institute Stop new medical colleges Increase recruitments Increase training capacity Increase training schools Increase medical colleges

14. MANPOWER STRATEGIC PLANNING ORGANIZATION PLANNING (SERVICE PLAN) MANPOWER REQUIREMENT MANPOWER DISTRIBUTION MANPOWER PRODUCTION Level of Organization Orgn. Hierarchy Personal Policies Job Functions Problem solving Recruitment Training Career Planning Channel of Communication Doctors Nursed Tech. Staff Group ‘C’ & ‘D’ staff Geographical Organizational Functional Distribution 1Opening of training Centers 2. Curriculum 3. Infrastructure 4. Equipments 5. Research IMPLEMENTATION OF PLAN

15. MONITORING & FEED BACK Developing Health Manpower Information System. Extent of Utilization Staff/ Population Ratio. Bed Population Ratio. Monitoring at each level of strategic planning.

16. EVALUATION Effects on the following indicators. Infant mortality rate Maternal mortality rate Disability reduction Infectious disease control Level of patient satisfaction

19. EMPLOYMENT ESTABLISHMENTAND CONTROL JOB DESCRIPTION JOB ANALYSIS RECRUITMENT & SELECTION EMPLOYMENT ASSISTANCE FROM SUPPORT STAFF PERSONAL RECORD DATA BASE MEDICAL FITNESS INDUCTION DISTRIBUTION

20. RETENTION PROMOTION CARRIER STRUCTURE PAY & GRADE GRIEVENCE REDRESSAL & DISCIPLINARY PROCEDURE RETENTION RETIREMENT BENEFIT INCENTIVE & REWARD LIVING & WORKING CONDITION LEAVE & LTC

21. SUPPORT SUPERVISION CONSULTATION COMMUNICATION & FEED BACK LOGISTIC SUPPORT COLLECTIVE REPRESENTION (UNIONS) SUPPORT INSERVICE TRAINING CONFLICT RESOLUTION

22. DEVELOPMENT PERFORMANCE APPRAISAL LEADERSHIP QUALITY DEVELOPMENT JOB SATISFACTION CONTINUTING EDUCATION

23. hospiad Hospital Administration Made Easy An effort solely to help students and aspirants in their attempt to become a successful Hospital Administrator. Keep visiting http://hospiad.blogspot.com/to know more DR. N. C. DAS

24. THANK YOU DR.N.C.DAS