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Human resource development

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HR Development as an Intrinsic part of Hospital Administration

Published in: Health & Medicine

Human resource development

  1. 1. HUMAN RESOURCE DEVELOPMENT<br />DR. N. C. DAS<br />
  2. 2. WHAT IS HRD?<br />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.<br />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..<br />
  3. 3. HUMAN RESOURCE DEVELOPMENT (HEALTH)<br />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. <br />HEALTH <br />MANPOWER<br />PLANNING<br />HEALTH <br />MANPOWER <br />MANAGEMENT<br />HEALTH <br />MANPOWER <br />DEVELOPMENT<br />3<br />HEALTH <br />MANPOWER <br />PRODUCTION<br />2<br />
  4. 4. HUMAN RESOURCE PLANNING<br />OBJECTIVE:Ensuring availability of qualitative and quantitative trained manpower of different categories at the right number at right place and at right time. <br />ADVANTAGES:<br /><ul><li>Optimal use of available manpower resources.
  5. 5. Generate education opportunity of people in the community.
  6. 6. Helps in fast economic development.
  7. 7. Geographic distribution of health manpower.
  8. 8. Scope for promotion.
  9. 9. Effective training to increase efficiency.
  10. 10. Helps career development and motivation. </li></li></ul><li>STEPS IN MANPOWER PLANNING<br />Set Goal<br />Set the time frame <br />Start Planning <br />ANALYZE <br />PRESENT <br />SITUATION <br />ASSES FUTURE<br />NEED AS PER<br />PRIORITY <br />SET <br />OBJECTIVE <br />PLANNING<br />CYCLE <br />CORRECT <br />MISMATCH <br />EVALUATION <br />STRATEGIC PLANNING<br />ORGANIZATION PLANNING <br />MAN POWER REQUIREMENT <br />MAN POWER DISTRIBUTION <br />MAN POWER PRODUCTION <br />MONITORING &<br />FEED BACK <br />IMPLEMENTATION<br />
  11. 11. ANALYSIS OF <br />PRESENT <br />SITUATION <br />MAN POWER AVAIABLE<br />IN DIFFERENT <br />CATEGORY<br />CURRENT SERVICES <br />AVAILABLE<br />No. of Doctors available <br />No. of Nurses available <br />No. of Tech. staff available <br />Doctor Population Ratio <br />Nurse Population Ratio <br />No. of Beds available <br />Bed Population Ratio <br />Present Distribution <br />Level of unemployment<br />No. of Hospitals<br />No. of Dispensaries <br />No. of PHCs<br />No. of Training Institute <br />No. of Medical Colleges<br /> & its out put. <br />
  12. 12. ASSESMENT OF <br />FUTURE NEEDS <br />MAN POWER <br />NEED <br />SERVICES/ INSTITUTION<br />NEEDS<br />STAFF<br /> RETIRED<br />Based on the requirement of manpower of different category.<br />STAFF <br />RESIGNED<br />STAFF <br />DEATH <br />STAFF <br />TRAINED<br />FUTURE AVAILABILITY<br />
  13. 13. CORRECTION OF MISMATCH <br />STAFF SHORTAGE <br />STAFF SURPLUS<br />Reduce recruitments <br />Decrease production <br />Decrease training institute<br />Stop new medical colleges <br />Increase recruitments <br />Increase training capacity <br />Increase training schools <br />Increase medical colleges <br />
  14. 14. MANPOWER <br />STRATEGIC PLANNING <br />ORGANIZATION <br />PLANNING<br />(SERVICE PLAN)<br />MANPOWER<br />REQUIREMENT<br />MANPOWER <br />DISTRIBUTION<br />MANPOWER <br />PRODUCTION<br />Level of Organization <br />Orgn. Hierarchy <br />Personal Policies <br />Job Functions <br />Problem solving <br />Recruitment <br />Training <br />Career Planning <br />Channel of Communication<br />Doctors <br />Nursed <br />Tech. Staff <br />Group ‘C’ & ‘D’ staff <br />Geographical <br />Organizational <br />Functional Distribution <br />1Opening of training Centers<br />2. Curriculum <br />3. Infrastructure <br />4. Equipments <br />5. Research <br />IMPLEMENTATION OF PLAN<br />
  15. 15. MONITORING <br />&<br />FEED BACK <br />Developing Health Manpower Information System.<br />Extent of Utilization <br />Staff/ Population Ratio.<br />Bed Population Ratio. <br />Monitoring at each level of strategic planning. <br />
  16. 16. EVALUATION <br />Effects on the following indicators.<br />Infant mortality rate <br />Maternal mortality rate <br />Disability reduction <br />Infectious disease control <br />Level of patient satisfaction<br />
  17. 17. HEALTH MANPOWER MANAGEMENT<br />DEFINITION:Personal Management is defined as dealing with all the activities relating to a person from the day of his entering service to the day of his retirement. <br />It comprises of a set of administrative structures, procedure and processes popularly know as the elements of personal management.<br />OBJECTIVE:<br /><ul><li>To optimize the use of health manpower.
  18. 18. To ensure manpower distribution, productivity standard, pattern of utilization</li></li></ul><li>ELEMENTS OF PERSONAL MANAGEMENT<br />EMPLOYMENT<br />RETENTION <br />ELEMENTS<br />DEVELOMENT<br />SUPPORT <br />
  19. 19. EMPLOYMENT <br />ESTABLISHMENTAND<br />CONTROL <br />JOB <br />DESCRIPTION <br />JOB <br />ANALYSIS<br />RECRUITMENT <br />&<br />SELECTION <br />EMPLOYMENT <br />ASSISTANCE FROM <br />SUPPORT STAFF <br />PERSONAL RECORD <br />DATA BASE <br />MEDICAL FITNESS<br />INDUCTION <br />DISTRIBUTION <br />
  20. 20. RETENTION<br />PROMOTION <br />CARRIER <br />STRUCTURE <br />PAY<br />&<br />GRADE <br />GRIEVENCE<br /> REDRESSAL <br />&<br />DISCIPLINARY <br />PROCEDURE<br />RETENTION <br />RETIREMENT<br />BENEFIT<br />INCENTIVE <br />&<br />REWARD<br />LIVING <br />&<br />WORKING CONDITION<br />LEAVE<br />&<br />LTC<br />
  21. 21. SUPPORT <br />SUPERVISION <br />CONSULTATION <br />COMMUNICATION<br />&<br />FEED BACK <br />LOGISTIC <br />SUPPORT <br />COLLECTIVE <br />REPRESENTION <br />(UNIONS)<br />SUPPORT <br />INSERVICE <br />TRAINING <br />CONFLICT <br />RESOLUTION<br />
  22. 22. DEVELOPMENT<br />PERFORMANCE <br />APPRAISAL <br />LEADERSHIP <br />QUALITY <br />DEVELOPMENT <br />JOB <br />SATISFACTION <br />CONTINUTING <br />EDUCATION <br />
  23. 23. hospiad<br />Hospital Administration Made Easy<br />An effort solely to help students and aspirants in their attempt to become a successful Hospital Administrator.<br />Keep visiting http://hospiad.blogspot.com/to know more<br />DR. N. C. DAS<br />
  24. 24. THANK YOU<br />DR.N.C.DAS<br />

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