Human resource management in hospital

1. Human Resource
Management in Hospital
Prepared by,
S. CAROLINE
AP / ECE, SXCCE
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2. Human Resource Management
• They consider their employees as assets for their
organisation.
• Motivating employees is a basic feature of human
resource management.
• always encourage participation of employees in
decision making and their suggestions are most
valued.
• Flexibility in work, welfare and Work life balance to
employees is high priority.
• Adoption of new policies and optimisation methods
are well encouraged
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3. Main principle of the Human Resource
Management
Main principle of the Human resource management
is to see what should be given to an employee for
extracting the desired work.
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4. HUMAN RESOURCE MANAGEMENT IN HOSPITAL 4

5. Assumptions of HRM
HRM integrates and emphasizes on
• Performance appraisal
• Career planning
• Training and development
• Organizational development
• System development
• Incentives, welfare measures
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6. Contd…
• Members of organization are reservoirs of untapped
resources.
• Top management to tap these reservoirs
• Formulate plans and strategies
• Maintain harmonious relationship
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7. Fundamental Principles of HRM
• Concerned with integration by getting all the
members of the organization getting involved so that
they work together with a common purpose
• Policies of the organization should be fair to all.
• Human resources are the most important assets and
the useful management is the key to success of an
organization.
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HOSPITAL
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8. Contd…
• The culture and values of an organization create
enormous influence on the organization.
• Treat all employees with justice.
• Supply employees with relevant information.
• Treat people with respect and dignity.
• Provides opportunities for growth within the
organization.
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9. Core responsibilities of Human
Resource Management
• Planning for staffing needs
• Employee Recruitment and Selection
• Employee Compensation and benefits
• Employee training & performance evaluation
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10. Who is responsible for Human
Resource Management?
✔Human resource officer or Manager
✔The HR Director is a top-level manager responsible
for the administration of all human resource
activities and policies.
✔The director oversees compensation benefits,
staffing, employee relations, health and safety, and
training/development functions. They also supervise
professional HR staff.
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11. Primary responsibilities of the Human Resource
Manager / Human Resource Officer
• To develop a thorough knowledge of plans and
policies / responsible for formulating and designing
of Human Resource activities and policies in
compliance with labour laws
• To actively involve in company’s strategy formulation.
• sees all HR related activities starting from hiring to
firing of an employee in an organisation.
• To act as a consultant.
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12. Contd …
• To initiate change and act as an expert and facilitator.
• To keep communication lines open between the HRD
function and individuals and groups both within and
outside the organisation.
• To identify and evolve HRD strategies.
• To facilitate the development of various
organisational teams and their working relationship
with other teams and individuals.
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13. Contd …
• To relate people and work so that the organisation
objectives are achieved effectively and efficiently.
• To diagnose problems and to determine appropriate
solution in HR areas.
• To provide co-ordination and support services for the
delivery of HRD programmes and services.
• To evaluate the impact of HRD, conduct research to
identify, develop or test how HRD in general has
improved individual or organisational performance.
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14. Contd …
• To supervise HR staff as well as see
staffing, compensation, assessing employee
benefits, providing training & development, safety
& welfare of staff, maintaining healthy labour
relations, providing employee handbook and
maintaining employment records as required by the
employment laws.
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15. Who works for Human resource
management? (Supporting staff)
Strategic level
Chief Human Resource Officer (CHRO)
• is a corporate level officer, responsible for
formulating and executing human resource strategy
in match with overall organization's plan and
strategic direction of the organization.
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16. HR utilization / Steps to improve the
use of HR
• Improve recruitment , selection program
• Increase manpower budget
• Introduce incentive scheme
• Introduce training program based on needs
• Lay emphasis on new technology
• Stress on future planning
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17. Supervision level
HR Director
• belongs to top-level management, responsible for
the administration of all human resource activities
and policies.
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18. Execution level
Recruiter (Hiring manager)
• Responsible for filling vacancies by finding right
candidates and finally placing them in the job.
Trainers
responsible for imparting required skills for
performing job and updating new skills and
knowledge for perfection and error free.
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19. Safety officer
ensures the safety of employees at workplace.
Welfare officer
who sees welfare of employees.
Conciliation officer
who is charged with the duty of mediating and
promoting the settlement of industrial disputes.
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20. Payroll officer -
who sees salaries, payments & deductions as taxes
and other incentives.
Counsellor -
who acts as friend for employees so as to resolve any
dispute and issues between employees.
Medical officer
who is qualified doctor responsible for first aid,
health care and certification of fitness of employees
for working or granting leaves.
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21. Insurance officer
who see the employees medical policy for securing
from diseases and personal accident policy for
securing employees
HR Generalist
responsible for all human resource activities of an
organization.
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22. HR Analyst
✔ appointed by huge organizations where magnitude
of HR issues are high.
✔ one who identifies issues and its causes with the
help of available data and information
✔ responsible for exploration and collection of data and
information with the support of Human Resource
Information Systems
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23. Functions of HRM
❖ Policy formulation
❖ Staff function
❖ Line function / Operative function
❖ Control
❖ Managerial function
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24. Outsourcing in HRM
• The practice of having certain job functions
done outside a company instead of having an
in-house department or employee handle
them; functions can be outsourced to either a
company or an individual.
• HR outsourcing (also known as HRO) is the
process of sub-contracting human resources
functions to an external supplier.
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25. Contd ….
• Human Resource Outsourcing is a process in which a
company utilizes the services of the third party to
take care of its HR functions.
HR Outsourcing – Need
i. Need to focus / concentrate on core activities
ii. Helping to create a stable, cost-effective operating
platform
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26. Outsourced HR functions
• Recruitment
• Selection
• Pay roll processing
• Maintenance of PF
• Income tax accounts
• Conducting interviews
• Hiring Services
• Developmental Services
• Performance Management
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27. Outsourced activities
• House keeping
• Security
• Food services
• Washing of linen
• Legal matters
• advertising
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28. Benefits of HR outsourcing
• Flexible solutions and costs
• Access to broad skills and experiences
• Enable in-house HR to focus on strategic matters
• Access to industry best practice
• Remove pressure to recruit, manage and motivate a
diverse in- house HR team
• Give employees a stronger career path
• Increase commitment
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29. ▪ Improve operating performance
▪ Improve management and control
▪ Acquire innovative ideas
▪ Obtain expertise, skills, technologies that would not
otherwise be available
▪ Increase product and services value, customer
satisfaction
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30. ▪ Increase flexibility to meet changing business
condition, demand for product and services and
technologies
▪ Provide increased efficiency
▪ Help maximize organization resources
▪ Provide cost savings
▪ Allow HR practitioners to focus on their core non-
administrative functions
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31. • Help public-sector organizations keep up with the
latest technology and innovations
• Provide improved service
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