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HR Management Presentation 15Sept09 DHA Members

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HR Management in health care industry - A brief presentation by DHA-Group 6 members at Indraprastha Apollo Hospital, New Delhi on 15Sept 09.

HR Management in health care industry - A brief presentation by DHA-Group 6 members at Indraprastha Apollo Hospital, New Delhi on 15Sept 09.

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  • Present the slide as a way to recap three core concepts within Performance Dialogue. Performance Dialogue is about: cascading and communicating the university’s goals and objectives to each faculty/department; aligning individual/collective performance with the university’s goals (through the three distinct phases); promoting the ongoing process of dialogue and communication. That supports a culture of ongoing feedback and development (particularly in the Managing & Coaching for Performance phase). That ensures that individual/team/organizational performance drives towards the realization of the university’s mission. Performance Dialogue is a key management tool that gets us where we want to be as an organization.
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    • 1. HRM-Human Resource Management Group VI Presentation M e m b e r s o f G r o u p - VI Dr.Rinku Tomer Dr.Ekta Chopra Dr.Vineet Sikka Dr.Neelima Dr.Kamal Singh Dr.Richa Gupta Dr.Neeraj Sharma Dr.Najam Ali Khan Mr.Sharad Sharma Mr.Rinku Kumar Dr.Mansi Nagpal Dr.Kalpana Panwar Ms.Monika Mathur Mr.Anil Kumar Dr.Sunaina Bhatti Mr.Ravish Kumar
      • Topics :
      • Manpower Recruitment Process, Criteria
      • Role & Importance of Training
      • Employee Retention & Grievance Handling
      • Performance Appraisal Parameters
      • Perceived Challenges
    • 2.
        • HRM simply means employing people, developing their
        • resources, utilizing, maintaining and compensating their
        • services in tune with the job & organizational requirement.
      • Role of HRM :
      • Dave Ulrich segregates the role of HRM into 4 fields:
        • Strategic Business Partner
        • Change Management
        • Employee Champion
        • Administration
      Human Resource Management : Definition & Role
    • 3.
        • Workforce Planning.
        • Recruitment, Induction & Orientation.
        • Training & Development.
        • Compensation in wage or salary.
        • Employee benefits administration.
        • Performance Appraisal.
        • Employee Feedback
        • Organizational Health : Survey, Development.
      Human Resource Management : Functions
    • 4. HRM – Manpower Recruitment Process, Criteria.
      • RECRUITMENT :
      • It is placing the Right Person in Right Place at Right Time.
      Determine Recruitment and Selection needs Human Resource Planning Job Analysis HRM helps determine the number & type of people an organization needs. Job Analysis & Job Design specify tasks, duties of jobs & the qualifications expected from prospective jobholders .
    • 5. HRM – Manpower Recruitment Process, Criteria.
      • - Identify vacancy
      • - Prepare job description & job specification
      • - Advertising the vacancy
      • - Managing the response
      • - Short-listing
      • - Arrange interviews
      • - Conduct interviews
      • - Decision making
    • 6. HRM – Manpower Recruitment Process, Criteria. Recruitment Process Outsourcing : Employer outsource or transfers all or part of staffing process to an external service provider like placement consultancies. RPO ensure the client companies providing the right candidates at the right time. With integrated screening process, it ensures improvements in candidate quality & reduced staff turnover.
      • Internal Sources
        • Present Employee
        • Transfers
        • Promotions
        • Demotion
        • Retired Employee
      • External Sources
      • Advertisements
      • Educational Institutes
      • Placement Agencies / Outsourcing
      • Employment Exchanges
      • Labor Contractors
      • Walk-ins
      • Employee Referrals
      • Job Fairs
      SOURCES OF RECRUITMENT
    • 7. HRM – Role & Importance of Training
      • TRAINING :
      • Learning process that involves:
      • Acquisition of knowledge
      • Sharpening of skills
      • Concepts & Rules
      • Changing of attitudes & behaviours to enhance performance.
      • TRAINING PROCEDURE - 3 Phases:
      • - Pre-Training - Preparation Phase
      • - Training
      • - Post-Training – Follow up
    • 8. HRM – Role & Importance of Training
      • Training - Need :
      • Employees require training when:
      • - Found not capable enough to meet goals
      • - There is gap between current & expected performance
      • - Lack of sufficient knowledge & expertise
      • - Monotonous management
      • - Change of level
      • Training - Importance:
      • - Develop friendship, fellowship, support & trusteeship.
      • - Ensure building technical, managerial, supervisory & human competency
      • - Put forward attitude-based training
      • - Ensure value-based & self-sustained culture is built
      • - Offer training inputs in need-based, organized & lucrative manner
    • 9. Employee Retention & Grievance Handling
      • Employee Retention: Empowering the workforce is key to:
      • - Attracting & retaining best employees
      • - Improving quality of patient care
      • - Service excellence & Operational excellence.
      • - Reduce overtime & use of temporary staff.
      • - Leads to reduced medical error & Better clinical outputs
      • - Decline in average length of stay
      • Steps in Employee Retention:
      • - Employee Counselling = Employee Retention
      • - Compensation Management
      • - Change & Conflict Management
      • - Organisational Health Feedback & Development
      • - Job Rotation
      • - Exit interviews
    • 10. Grievance Handling Mechanism: Grievance should be reported to immediate reporting officer Grievance should be reported in writing to Dept/ Section Hd. Officer should be able to solve within 1day Grievance should be discussed jointly with HoD & HR Mgr. Dept. Head should be able to solve within 3 working days Grievance should put to CEO – whose decision should be binding to all concerned If still unresolved, Employee Retention & Grievance Handling GRIEVANCE : It’s a discontent or dissatisfaction caused by various reasons in hospitals. How to win the workforce : 5 Pillar Leadership - Sustained focus on people, Service, Quality, Finance & Growth
    • 11. Performance Appraisal Parameters:
      • Performance appraisal:
      • - Yearly or monthly evaluations given to employees which
      • evaluate needs of the employee & supervisor.
      • Performance Appraisal – Importance:
      • - Help managers interact with employees
      • - Employees learn expectations
      • - Strengths & weaknesses
      • - Prepare action plan
      • Having no performance evaluation process reduces the credibility & effectiveness of management.
    • 12.
      • Guidelines:
      • - PA process should be legally valid.
      • - Standard form should be used.
      • - First performance review - 6 months after hiring
      • - Second, after 6 months & yearly after that.
      • - Evaluation notice - 2 weeks in advance.
      • - Appraisal & job description - Written input.
      • - Supervisor - Record input in evaluation.
      • - Goals - Clearly stated.
      • - Form updated & finalized after PA is complete.
      Performance Appraisal Parameters:
    • 13. Performance Dialogue Overview Hospital Mission Objectives of Hospital Faculty/Department Objectives Individual/Team/ Organizational Performance
      • Appraisal of individual contribution
      • Identification of training and development needs
      • Hospital objectives
      • Individual objectives
      • Development plans
      • Communication of major changes
      • Adjustments and mutual feedback on results
      • Coaching
      • Informal follow-ups
      • Review discussions
      Appraising performance Planning for performance Managing & coaching for performance
    • 14.
      • Common Techniques:
        • Job results/outcome
        • Essay method
        • Ranking
        • Forced Distribution
        • Graphic Rating Scale
        • Behavioral Checklist
        • Behavioral Anchored Rating Scales (BARS)
        • Management by Objectives (MBO)
      Performance Appraisal Parameters:
    • 15. Perceived Challenges: Culture Leadership Managerial & Team Effectiveness Spotting, utilizing & multiplying talent In current Scenario : Fast changes in management structures Knowledge & Skill improvements Increase in Competition. Growing Customer Expectations New emerging business models Increase in Product Innovations Make inter-personnel relations more productive. Reducing the adjustment time of groups. Personnel Management & Policy Formulation Change Management
    • 16. HRM : Challenges in Healthcare Success Healthcare Customers Internal Customer (Employees) External Customer (Patients) Organizational Success Patient satisfaction Employee Satisfaction
    • 17. HRM - Group VI Team
      • We welcome your feedback & suggestions - Thank You !
      • Community : DHA - Indraprastha Apollo NDelhi @ www.orkut.co.in