The document discusses the roles and responsibilities of a personnel manager in a hospital setting. It begins by defining personnel management and explaining that the personnel manager assists top management by advising on personnel policies and acting as a liaison between management and employees. Some key responsibilities of the personnel manager include counseling employees, solving problems and grievances, representing the organization in committees, and ensuring personnel functions like recruitment, development and compensation are managed properly. The personnel manager is also responsible for advising line managers on personnel matters and implementing rational personnel policies to motivate workers.

2. M.B.B.S (DOW), M.B.A (Ibt)
1

4. A place where sick and injured
people are given care or treatment
and where children are often born
&
Preventive and Prophylactic
services including services
related to Postmortem for legal
assistance

5. TYPES / LEVEL OF HOSPITAL
 Govt. Section
 Pure Private
 Charitable
TERTOARY
SECONDRY
FLCF
1
ALOPETIC
2
HOMEO
3
HIKMAT

6. Report
 Chemist
Stock Report
Medicine List
Sales Report
 Laboratory/US/X-Ray
Test Report
Account Report
 OPD
Patient List
Search list
Accounts Report
 INDOOR
BOR /ALS
 Other Services e.g H.S.W.M.S/OT

7. Operating System
 Windows NT 4.0 and above
 Windows 9x
Database
 My SQL
 SQL SERVER
 MS Access

8. Management at Hospital Level
Can be explained under two
Headings
A. Personnel Management
B. General Management
Personnel Management
Personnel Management means a Manager who is the
head of personnel department. He performs both
managerial and operative functions of management.
His role can be summarized as :

9.  According to Flippo, “Personnel
management is the planning, organizing,
compensation, integration and maintenance
of people for the purpose of contributing to
organizational, individual and societal goals.”
 According to Brech, “Personnel Management
is that part which is primarily concerned with
human resource of organization.”

10. @ HOSPITAL ADMINISTRATRAION LEVEL
Personal
Manager
 CARPORATE--------- MISSION AND VISION STATEMENT
 HR
 ACCOUNTS
 FINANCE
 MARKETING
 SERVICES @ OF # AND $ (OPD) & (INDOOR) / UNITS
 ROLE OF HR FOR SPECIAL STAFF (CONSULTANTS)
BOG
Mang

11. Personnel Management
Personnel Management is basically an
administrative record-keeping function, at
the operational level. Personnel
Management attempts to maintain fair
terms and conditions of employment,
while at the same time, efficiently managing
personnel activities for individual
departments etc. It is assumed that the
outcomes from providing justice and
achieving efficiency in the management of
personnel activities will result ultimately in
achieving organizational success.

12. @ HOSPITAL ADMINISTRATRAION LEVEL
 Custodian of all Records related
to Hospital / Clients or Patients.
 Approval on Recruitment Policy and appointments.
 Dealing with Specialists mostly
 His own Line of Action for all concerned
Departments.
 Decisions and Justice
 Calm and quiet ________ Can control Emotion
@ HOSPITAL ADMINISTRATRAION LEVEL
Personal
Manager Organizational
Success

13. QUALITY ------
(From HRM Point of View)
 Knowledge
 Intelligence
 Communication Skills
 Objectivity and Fairness
 Leadership and Motivational Qualities
 Emotional Maturity
 Empathy
The feeling that you understand and share
another person's experiences and emotions
: the ability to share someone else's feelings
H
O
S
P
]
T
A
L
Personal
Manager

14. A. Personnel manager provides assistance to
top management- The top management are
the people who decide and frame the
primary policies of the concern. All kinds of
policies related to personnel or workforce
can be framed out effectively by the
personnel manager.
TOP
PM
Dept/Section

15.  Private (Pure)……………. Hospital
 Charitable (100%)………..Services Providers
 Government
FG • Poly Clinic. Islamabed
PG • Civil Hospitals
LG • Abbasi Shaheed Hospital
G.O • Social Security
S.G.O • P.I.A Hospital

16. PM
BOD
S&WG.M

17. Nature of Personnel Management
 Personnel management includes the function
of employment, development and
compensation- These functions are
performed primarily by the personnel
management in consultation with other
departments.
 Personnel management is an extension to
general management. It is concerned with
promoting and stimulating competent work
force to make their fullest contribution to the
concern.

18. ………………………Nature of Personnel Management
 Personnel management exist to advice and
assist the line managers in personnel
matters. Therefore, personnel department is
a staff department of an organization.
 Personnel management lays emphasize on
action rather than making lengthy schedules,
plans, work methods. The problems and
grievances of people at work can be solved
more effectively through rationale personnel
policies.

19. ………………………Nature of Personnel Management
 It is based on human orientation. It tries to
help the workers to develop their potential
fully to the concern.
 It also motivates the employees through it’s
effective incentive plans so that the
employees provide fullest co-operation.
 Personnel management deals with human
resources of a concern. In context to human
resources, it manages both individual as well
as blue- collar workers.

20. Role of Personnel Manager

21. 1. He advices the line manager as a staff
specialist- Personnel manager acts like a staff
advisor and assists the line managers in
dealing with various personnel matters.
Line management is a business term to
describe the administration of activities that
contribute directly to the output of products or
services. In a corporate hierarchy, a line
manager holds authority in a vertical (chain of
command), and/or over a particular product line.
He or she is charged with meeting corporate
objectives in a specific functional area or line of
business.

22. Line of Business.
Line of business (LOB) is a general term
which often refers to a set of one or more
highly related products which serves a
particular customer transaction
or business need. In some industry sectors,
like insurance, "line of business" also has a
regulatory and accounting definition to meet
a statutory set of insurance policies. It may
or may not be a strategically relevant
business unit.

23. •Indoor / Ward
•OPD
•Dead Stock Supply
•Pharmacy Supply
•Marketing
•Accounts /Finance
•Pt’s Welfare
•Admin / Officiating
•Equipments
•OT
•Training
•P/Med Staff
•Supporting Staff
•Shop
•Power / Water
•Transport
•Washing and Laundry
•HRM
•Consultant Dealing
•Building
•Sanitation
•Bank Dealing
•Hosp. Marketing
•Legal Issues
•Courses / Teaching
•Complaint Collection
•Lab
•X-Ray and……..
•Rehabilitation
•Preventive Section
•Isolation Section
•Security
•Printing and Publication

24. 2. As a counselor,- As a counselor, personnel
manager attends problems and grievances
of employees and guides them. He tries to
solve them in best of his capacity.

25. 3. Personnel manager acts as a mediator- He
is a linking pin between management and
workers.
Examples:

26. 5. He acts as a spokesman- Since he is in
direct contact with the employees, he is
required to act as representative of
organization in committees appointed by
government. He represents company in
training programmes.
http://www.managementstudyguide.com/personnel-management.htm

27. 6. Must be aware of Hospital Operating
System
 Need and available Resources for Hospital
 Trained and Skill of Person Responsible
 Selection of Software
 Legal Aspect and “every thing within state’s
Rules and Regulation
 A confidential information / Issue under
justification

28. END OF TODAY’S
LESSON

30. B. General Management

31. Hospital Management Systems
• Admin
• Chemist
• Laboratory
• OPD
• Create/Edit User
• Backup
• Add/ Edit Doctor
 Add/Edit Supplier
 Add/Edit Medicine
 Purchase Order
 Inventory
Transaction
 Sales
 Add/Edit Text
 Patient Text Report
 Text Bills
• Patient registration.
• Consultancy Record
• OPD Bill
• Add/Edit Finding
• Add/Edit Advise
• Conflicting Medicine
composition