Human resources for Health

1. Sajjalashree institute of nursing sciences, Bagalkot.
TOPIC:
PRESENTED TO, PRESENTED BY,
Dr. Deelip. Natekar Arati. Honawad
Principal M.Sc 2nd year
S.I.O.N.S. Bagalkot S.I.O.N.S. Bagalkot

2. Outline
1. Recruitment
Credentialing
Selection
Placement
Promotion research
2. Termination

4. RECRUITMENT

5. INTRODUCTION
Recruitment is an important function of health manpower
management, which determines, whether the required will be
available at the work spot, when the job actually to be undertaken.
Recruitment process involves a systematic procedure from searching
the candidates to arranging and conducting the interviews,
advertised, application handled are conducted to appointment are
made.

6. Meaning
In simple term:
Recruitment is understood as the process of searching for and
obtaining for job, from among whom right people can be selected.

7. DEFINITION
1. It is a process in which the right person for the right post is
procured”
-IGNOU Module
2. Recruitment is the process of searching prospective
employees and stimulating them to apply for jobs in the
organization”
- Edwin. B. Flippo

8. TYPES
1..Planned
Arise from changes
in organization and
recruitment policy.
2
2. Anticipated
By studying trends in
the internals and
external organization.
3. Unexpected
Arise due to accidents,
transfer and illness.

9. Basic elements recruitment policy
• Discovery and cultivation of the employment market for post in the public service.
• Use of the scientific tests for determining abilities for the candidates.
• Tapping capable candidates from within the services.
• Placement program which assign the right man to the right job.
• A follow up probationally program as an integral process.

10. PURPOSES AND IMPORTANCE
Attract and encourage candidates to apply for the post in the
organization.
Determine the present and future recruitment of the organization.
Help increase the success rate of the selection process reducing the
number of obviously under qualified or over qualified job applicant.
Create a pool of candidates at the low cost.
Start identifying and preparing potential job applicants who will be
appropriate candidate

11. Increase organization and individual effectiveness in the short and long
term.
OBJECTIVES
• To attract people with multi-dimensional skill and experiences that suit
the present and future organizational strategies.
• To induct outsiders with new perspective to lead the company.
• To infuse fresh blood at all levels of organization.
• To develop an organizational culture that attracts competent people to
the company.

12. Cont.…………
• To search for talent globally and not just within the company.
• To design entry pay that competes on quality but not an quantum.
• To anticipate and find people for position that does not exist yet.

13. PRINCIPLES OF RECRUITMENT
Recruitment should be done from the central place.
eg: administrative officer/ nursing service administration.
1. Termination and creation of any post should be done by responsible
officers.
2. Only vacant position should be filled and neither less nor more
should be employed.

14. Cont.…..
3.Job description / work analysis should be made before recruitment.
4.Procedure for recruitment should be developed by an experience
person.
5.Recruitment should be done on the basis of definite qualification and
set standards.
6.Chance of promotion should be clearly stated.
7.Policy should be clear and changeable according to the need.

15. SOURCE OF RECRUITMENT
Source of recruitment can be grouped into 2 categories.
Recruitment of Recruitment of
Internal sources external sources

16. Recruitment from internal sources
Internal recruitment is done within the organization. It includes
the candidates who are already on pay roll of the organization and also
who were once on the pay roll and plan to return or who organization
would like to retire. This includes,
a. Transfers
b. Promotion

17. a. Transfer:
It involves shifting from one department to other or from one
hospital to other, or from one shift to other. It does not involve any
drastic changes in the responsibilities, pay and status of employee.
b. Promotion:
It leads to shifting of nurse employee to higher position, carrying
higher responsibilities, facilities, status and pay

18. ADVANTAGES
Filling vacancies in the higher position in nursing with the organization
has following advantages,
Provide promotional avenues in the organization
employees morale is improved
 provide loyalty among employees towards organization.

19. RECRUITMENT FROM EXTERNAL SOURCES
These source lie outside the organization Various posts are filled
from outside by present employee. Normally, following outside sources
or utilized for various position in nursing.

20. Methods
Advertisem
ent
Employee
agencies
Online
recruitment
Deputation
On campus
recruitment
Telecasting

21. Advantages :
 To provide a wider choice of selection of candidates from outside the
organization apply.
 It helps to bring fresh blood.
 The qualified and trained candidates with apply.

22. DISADVANTAGES:
It takes a long time
It is too costly.
large investment in their training and induction

23. Recruitment
process
1. Identify
vacancies
2. Preparing
job and
person
specification
3. Advertising
vacancies
4.
Managing
response
5. Short listing
6. Arrange
interview.
7. Conducting
interview

24. Factors Affecting recruitment
• Type of organization.
• Organizational objectives
• Working conditions, salary, and benefits package offered by the
organization which may influence turnover future recruiting.

26. INTRODUCTION :
It is a process of establishing the qualification of licensed
professionals, organizational members or organizations, and
assessing their background and legitimacy.

27. Definition :
Credentialing is process by which selected professionals
are granted privileges to practice within an organization.

28. purposes
• To prevent a problem before it happens
• It is also process of reviewing and verifying information.

29. HEALTH CARE CREDENTIALING
Definition:
It is a system used by various organization and agencies to
ensure that their health care practitioners meet all the necessary
requirements and are appropriate qualified. Credentials may vary
depending on the specified area of the practitioner.

30. Who is credentialed
a) Practitioners
b) Extenders
Components of credentialing
Appointment
Clinical
privileges
Periodic
reappraisal

31. Criteria's for appointment
 Proof of licensure
Education and training
Specialty board certification
Previous experience

32. Principles of credentialing according to ANA
1. Those credentialed.
2. Legitimate interests of involved occupation, institution or general
public.
3. Accountability.
4. Periodic assessment
5. Professional identity and responsibility

33. Cont.…..
6. Communication and understanding.
7. An effective system of role delineation.
8. Representation of the community to the interests.

34. SELECTION

35. Definition:
“ It is the process of choosing from among applicants the best
qualified individuals”
or
“ It is a process of choosing the fit candidates or rejecting the
unfit candidates or combination of both”
- Thomas .s. stone

36. SELECTION PROCESS
1. Blank applicant form 2.Preliminary Interview
3. Employee test 4. Employee interview

37. 5. Reference check 6.Medical examination
7. Induction

38. PLACEMENT

39. DEFINITION
“The determination of the job to which an accepted candidate is to
be assigned and his assignment to the job”
-Paul pagers and Charles. A. Mayer's
“ Placement refers to the allocation of people to job. It includes initials
assignment of new employees and promotion,transfer or demotion of
present employees”

40. Problems in placement :
1. Employee expectations.
2. Job expectations
3. Change in organizational structure
Importance of placement :
Reduce employees turnover.
Improve the morale

41. • To place job applicants in the best interests of the organization and
the individual.
• To reduce recruitment cost that may arise as a result of poor section
and placement exercise.

42. PRAMOTION

43. DEFINITION
“A change for better prospects from one job to another job is deemed by
the employee as a promotion”
PURPOSES :
 To utilize the employee skill, knowledge.
To develop the competitive spirit.
To promote employees towards organization.
To build loyalty among employees towards organization

44. Cont.………
To promote good human relation.
To impress the other employees that opportunities are
available to them to if they also perform well.

45. FACTORS IMPLYING PROMOTION
1. An
increase in
salary
2. An
increase in
prestige
3.An upward
movement in
the hierarchy
of jobs
4. Additional
supervisory
responsibiliti
es
5. A better
future

46. Bases of promotion
Organization adopt different bases of promotion depending upon their
nature, size, management etc.
The well established bases of promotion are:
Seniority basis
Merit basis
Seniority cum merit basis

47. Cont.….
Outstanding services in terms of quality as well as quantity
Above average achievement in patient care and for public relations.
Initiative
Particular knowledge and experience necessary for a vacancy.

48. Advantages:
o It provides an opportunity for the present staff to move into jobs that
provide greater personal stratification and prestige.
oIt provide initiative to employee to work more and show interest in
their work.
oIt develops loyalty among staffs.
oIt generates greater motivation as they do not have to depend .
oIncreased productivity

49. SOLUTION TO PRAMOTION PROBLEMS
Difficult relations problem can arise in promotion cases. The
problems may be reduced to the minimum if extra and following
principles are observed.

50. • Salary should be at least one step above his present salary.
• The organization chat and promotion chart
• The promotion policy should made known to each and every
organization.
• Management should prepare and practice promotion policy sincerely

51. RETENTION

52. Definition
It is the ability of the organization to retain the staff to
avoid turnover and to improve the productivity of the
institution or organization

53. Importance of staff retention
• Skills, ideas, knowledge and experience stay remain in the
organization.
• Competitor
• Cost and time spent replacing employees
• Benefits of organization

54. Nine principles to help foster retention
1. Communication and behavior
2. Communication rich culture
3. A culture accountability
4. The presence of adequate number of qualified nurses
5. The presence of expert, competent, credible, visible leadership.

55. Cont.….
6. Shared decision making the all levels.
7. The encouragement of professional practice and continued growth/
development
8. Recognition of the value of nursing contributions.
9. Recognition of nurses for their meaningful contribution to the practice.

56. 5 characteristics of successful recruitment and retention
programs.
1. Sustained leadership commitment to workforce as a strategic
imperative.
2. A culture centered around employees
3. Work with other organizations to address workforce needs
4. Systemic and structure approach
5. Excellence in human resource practice

57. TERMINATION
Employee termination is the process by which an organization
ends an individuals employment against his or her will.
Termination may occur for cause include:
 Poor job performance
 Lack of fit with the organization
 Conflict with managers
 Failure produce desired results

58.  Inability to perform job responsibilities
 For criminal act.
BEHAVIOUR RELATED TEMINATION
o Absenteeism
oUnsatisfactory performance
oLack of qualification or ability
oBreaches of compony or public policy
oChanged the job recruitment

59. Termination process
The 3 rules is best guide to the termination process when it comes the
time to tell the employee:
Be honest
Be compassionate
Be quick