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HM Unit II.pptx
1. UNIT II HUMAN RESOURCE MANAGEMENT
IN HOSPITAL 9
Principles of HRM
Functions of HRM
Profile of HRD Manager
Human Resource Inventory
Manpower Planning.
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2. Human Resource Management
HRM
HRM is defined as a strategic and coherent
approach to the management of the most valued
assets of an organisation, that is people, who
individually and collectively contribute to the
organisational objectives
3 Ps of HRM – People, Process, Performance
Evolution of HRM
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3. Human Resource Management
Principles
Principle is a fundamental truth established by research,
investigation and analysis.
1. Principle of individual development
– to offer full and equal opportunities to every employee to
realise his/her full potential.
2. Principle of scientific selection
– to select the right person for the right job.
3. Principle of free flow of communication
- to keep all channels of communication open &
encourage upward, downward, horizontal, formal
& informal communication.
4. Principle of participation
– to associate employee representatives at every level of
decision making.
.
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4. 5. Principle of fair remuneration
- to pay fair & equitable wages & salaries commiserating
with jobs.
6. Principle of incentive
– to recognise and reward good performance.
7. Principle of dignity of labour
– to treat every job holder with dignity and respect.
8. Principle of labour management co-operation
– to promote cordial industrial relations.
9. Principle of team spirit
– to promote co-operation & team spirit among
employees.
10. Principle of contribution to national prosperity
– to provide a higher purpose of work to all
employees and to contribute to national prosperity
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5. HRM
“Human resource management is the
integrated use of system, policies and
management practices to support the
organization to meet its desired goal
through recruitment, maintaining and
development of employees.”
- Management Sciences
for Health
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8. FUNCTIONS OF HRM
Staffing
Work analysis
HR planning
Recruitment
Selection
Placement
Induction and orientation
Performance appraisal
Training and development
Career Management – Career Planning and Career
Development
Compensation Management
HR Accounting, Audit and Research
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10. Job Analysis or Work analysis
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Job analysis is the process of studying and
collecting information relating to the operations and
responsibilities of the specific job.
It is based on job description, job specification & job
classification
Job description includes job title, job summary, list of
duties, Supervision, working conditions, qualities
(education, technical knowledge, experience,
responsibility)
Job specification is a "statement of the minimum
acceptable human qualities necessary to perform a
job properly”
Job Classification is the grouping of positions having
a sufficient number of common characteristics to
enable them to be grouped into a unit, e.g. laboratory
aid, nursing aid, pharmacy aid, clerical group etc.
11. HR Planning/ Man power
planning
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HR Planning is a strategy for acquisition,
utilization, improvement and preservation of
hospital’s human resources.
12. Recruitment, Selection
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Recruitment is the process of identifying the
prospective employees, stimulating and
encouraging them to apply for a job or jobs in an
organisation.
Selection is the process of examining the
applicants with regard to their suitability for the
given job or-jobs, and choosing the best suitable
candidates and reject the others.
Searching Selecting and offering job
Positive -Inviting Negative - Rejecting
Advertising , Precedes Appointing , Succeeds
Recruitment policy Selection policy
Economical and time consuming Expensive and time consuming
13. Placement, Induction and
Orientation
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Placement is the determination of the job for
which a selected candidate is best suited and
assigning that job to him. The ideal situation is
'the right man for the right job'.
Reduces employee turnover, absenteeism,
accident rates, and improves morale, motivation,
work etc.
Induction and Orientation is introducing an
employee to the job and to the organisation.
Purpose - 'sell' the company to the new employee
and make him to feel proud of association with
the company. This is called 'orientation' or
'indoctrination'.
14. Performance
Appraisal/evaluation
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A performance appraisal is a regular review of an
employee's job performance and overall contribution
to a company
Evaluates an employee's skills, achievements, and
growth--or lack thereof
Advantages:
Promotion
Compensation
Employees Development
Selection Validation
Communication
Motivation
16. Training and Development
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Training and development refers to educational
activities within a company created to enhance
the knowledge and skills of employees while
providing information and instruction on how to
better perform specific tasks.
Types of training -Induction, apprenticeship,
vestibule training, job training, promotional
training, internship
Methods of Development- Coaching, mentoring,
counseling, job-rotation, role playing, case study,
conference training, special projects
18. Career Management–
Career planning, Career development
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Career is defined as the pattern of work related
experiences that span the course of a person’s
life
5 stages - Exploration , Establishment, Mid-
career, Late career, Decline
Career management includes career planning
and career development.
Value for both individual and organisation
Career development programs support
employees to continually add to their skills,
abilities, knowledge
Mentoring (senior employee guides an employee
)helps – growth opportunity, employees to learn
19. Compensation Management
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It is concerned with the compensation to
employees for their work and contribution for
attaining organisational goals
2 Types – Direct compensation, Indirect
compensation
4 Components of compensation or pay structure
–
1. Wage or Salary – hourly or monthly
2. Allowances – DA, HRA, CCA, TA
3. Incentives - Bonus, gain-sharing, commissions
4. Fringe benefits and perquisites - medical care,
accident, health, group insurance, canteen,
20. Human resource accounting,
Human resource auditing, Research
Human resource accounting is the accounting
of investment in personnel in the form of
recruitment, selection, orientation, training,
development, their placement and replacement.
Human resource auditing is a systematic
assessment of the strengths, weaknesses and
developmental needs of the existing personnel of
any organization, and a health care organization
is no exception
Human Resource Management Research is
used to evaluate HR practices and performance.
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21. Benefits of a strong HRM system
• For the Organization:
1.Increased retention
2. Increased performance
3. Better utilisation of skills and knowledge
4. Improved productivity and saves costs
5. Managing change.
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22. For the Employee:
1. Improves equity
2. Improves understanding of work and mission and
values of organization.
3. Helps to motivate employees.
4. Increases employee’s job satisfaction.
5. Encourages employees to work as a team.
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23. Objectives of HRM
Obtaining and developing the right personnel
Providing effective motivation and leadership
Paying attractive remuneration and giving respect
Effective utilization of human resources to
achieve goals
Establishing and maintaining an adequate
organizational structure and desirable working
relationships among all
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24. Integration of the individual and informal groups and
thereby ensuring their commitment, involvement and
loyalty.
Recognition and satisfaction of individual needs and
group goals
Maximum opportunities for individual development
Maintaining high morale
Continuous strengthening and appreciation of
human assets
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25. Achievement of objectives by
HRM Functions
Anticipating and providing personnel for future
openings from time to time
Seeking and attracting qualified applicants to fill
vacancies
Determining the organizational structure and
manpower needs
Analyzing the applicants' qualifications for their
suitability
Assigning each employee an appropriate position
, responsibilities
Rapport with the employees
Best interests of both the organization and its
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26. Developing effective work regulations and
harmonious relationships.
Appraising employee's performance
Helping employees solve their personal problems
Developing facilities and procedures for the
prevention of accidents
Preventing diseases and physical ailments and
caring for diseases,
Providing precautionary measures for safeguarding
the organization and its property from fire, theft, etc
Developing better employees' attitudes and working
conditions
Doing a human resource audit 9/14/2022
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27. Human Resource Development
HRD is a process that helps employees of an
organization to improve their functional
capabilities for their present and future roles, to
develop their general capabilities to harness their
inner potentialities, both for their self and
organizational development and for developing
organizational culture in order to sustain
harmonious superior and subordinate
relationship, teamwork, motivation, sense of
belonging, etc
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28. Profile of HRD Manager/Qualities of HR Manager
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According to Rao,
Essential Qualities
Positive thinking and positive attitudes towards
people.
A high desire to learn.
Interest in people.
Helpful attitude.
Initiative taking or pro-activity.
Practice and perseverance.
Communication skills.
Objectivity in approach.
Personal example and sense of discipline.
29. Functional Competencies
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Knowledge of appraisal systems and their
functioning
Knowledge of potential appraisal, development
mechanisms.
Know1edge of human and organizational processes
– tests etc
Abi1ity to design and coordinate training programs
Professional knowledge of HRM and IR
Know1edge of organizational culture, OD
Knowledge, skills of career planning practices
Knowledge and skills of counseling
30. Profile of HRD Manager in Apollo
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PG qualification in HM and 10-15 years exp in HR
HR Strategies / Policies
Change Management & Organization Development
Planning & Budgeting
Organization Design & Restructure
Talent Acquisition & Motivation
Competency Mapping
Learning & Development
Compensation & Benefits
Performance Management & Development
Career & Succession Planning
Employee Engagement & Retention
Employee Grievance Handling
Employee Separation
Statutory Compliance
31. Human Resource Inventory
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Human Resource Inventory/skills inventory/
snapshot lists down the basic information on all
the employees-education, experience, skills, age,
gender, salary, job preference and special
achievements.
It is a vital tool used in HR planning and policy
making
To identify the gaps between the current level of
skills, knowledge of the employees and the
Knowledge, skills and abilities (KSAs) needed to
meet future business goals.
To decide on promotions, trainings, future
recruitment need
Update frequently to ensure it is relevant and
useful and a static inventory is of no value.
34. Manpower planning in Hospitals
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Starts with analysis of future requirement of the
hospital and its objectives
Integration of information, formulation of policies
and forecasting of the future requirements of
human resources so that the right personnel are
available for the right job at the right time
Short term, long term
35. Nature and Scope of Man Power Planning
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Process of procurement , development, allocation
and utilization of human resources in an
organization
Ensures right no. and kind of people, at the right
place, at the right time, capable of effectively and
efficiently completing those tasks to help an
organisation to achieve its overall objectives.
HRP translates the organization’s objectives and
plans into the no. of employees needed to meet
those objectives
36. Scope
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To make the list of current manpower
To check utilization of current power
To find requirement of manpower
To plan manpower procurement
To develop training programs
37. Reasons for MPP in a hospital
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Shortage of employees
Need for new skills and new categories of
employees due to advances in technology/
medical science
Changes in org. design/ structure affecting man
power demand
Govt. policies for reservation of certain categories
International scenario e.g. nurses, doctors,
paramedics
Introduction of IT-Computers
41. Objectives of MPP
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To recruit and retain HR of required quantity and
quality
To minimize turnover and fill consequent vacancies
To meet needs of expansion, diversification
To foresee impact of technology
To improve skill, knowledge, ability, discipline
To assess the surplus or shortage of HR and take
measures
To maintain congenial IR by maintaining optimal
structure
To minimize imbalances due to non availability of
HR
To make the best use of its HR
42. Factors affecting MPP in Hospitals-
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EXTERNAL FACTORS
Govt. Policies-labour
policy, IR policy, Son of
the soil policy
Level of Economic
Development
Business Environment
Information Technology-
replacing traditional HR
Level of Technology-
determines kind of HR
required
International Factors-D
&S of HR in various
countries
INTERNAL FACTORS
Hospital strategies-
expansion, diversification,
alliance
HR Policies- quality of
HR, compensation, QWL
Job Analysis-JD and JS
Time Horizons-long term
or short term
Type and Quality of
Information
Trade Unions- no. of
working hours,
recruitment sources
43. Steps in Man Power Planning
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MPP is a systems approach and the procedure is:
1. Analysing the current manpower inventory
2. Making future manpower forecasts
3. Developing employment programmes
4. Design training programmes
5. Investigation of turnover of personnel
44. 5 Steps for Manpower planning process
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1. Analysing the current manpower inventory
Type of hospital, No. of departments, employees in each
dept.
2. Making future manpower forecasts
Future demands by manpower forecasting techniques
Expert forecast- informal decisions, formal expert surveys
and Delphi technique
Trend analysis- extrapolation (projecting past trends),
indexation (using base year as basis), and statistical
analysis (central tendency measure).
Work Load Analysis- nature of work load in a dept.
/br./division
Work Force Analysis- allowances to be made for getting
net manpower requirements.
Other Methods-mathematical models(budget and planning
analysis, regression, new venture analysis)
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3. Developing employment programmes
Recruitment, selection procedures and
placement plans
4. Design training programs:
Improvement in technology and improve skills,
capabilities, knowledge
5. Investigation of turnover of personnel;
Due to wrong selection, placement, low salary,
poor working conditions, lack of promotional
avenues, future studies, marriage etc. exit
interview is useful tool to study employee
turnover
46. Requisites for successful HRP
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HRP must be recognized as integral part of
corporate planning
Backing of top management
Responsibilities must be centralized
Personnel records-complete, up-to-date, readily
available
Data collection, analysis, techniques of planning
and the plans-constantly revised and improved
47. Benefits of HRP
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It ensures optimum use of available human resource.
It is useful both for organization and nation.
Facilities to educate people in the organization, plans for
better working conditions
It boosts the geographical mobility of labor.
It provides smooth working even after expansion of the
organization.
It creates healthy atmosphere of encouragement and
motivation .
Training becomes effective.
Helps career development of the employees and
improve services to patients
48. Barriers to HRP
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HRP future oriented? -people available when
needed
HR Professionals perceived as experts in
handling people and not business
Financial forecasting takes precedence over
HRP
Conflict bet. Short term and long term HR needs
Conflict between quantitative and qualitative
approach
Noninvolvement of operating managers renders
HRP ineffective.
Degree of absenteeism on the rise
49. QUESTION BANK – UNIT II
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1. What are the steps involved in Manpower Planning?
2. What are the objectives of human resource
management in hospitals?
3. State the objectives of manpower planning.
4. What are the functions of human resource
management?
5. Discuss the importance of manpower planning.
6. State the scope of manpower planning.
7. List out the requirements present in the profile of
HRD Manager.
8. Define Manpower Planning
9. What is the importance of HRM in society?
10. What is job analysis?
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11. What is human resource development?
12. Human Resource Management as a profession
in Hospitals – Discuss?
13. Define Human Resource Management
14. What are the fundamental principles of HRM?
15. What are the steps to be taken to improve the
human resource utilization?
16. What is personnel management?
17. Differentiate HRM and PM.
18. HRM is a Science or an Art – Discuss
19. What is Human Resource Inventory?
20. What are the needs for manpower planning?
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21. What are the benefits of manpower planning?
22. What is job description?
23. What is job specification?
25. What are the Types of employee training?
26. State the purpose of psychometric tests?
27. What is recruitment policy?
52. PART - B
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1. Explain the functions of Human Resource Management
in Hospitals.
2. What are the six retention tools to retain their employees
in their hospitals?
3. Frame work for manpower planning in hospital
administration.
4. State the important function of human resource
department try to keep the organization safe and
efficiently.
5. Discuss the role of human resource management in
hospitals.
6. Illustrate the latest strategies of human resource
management in hospital.
7. Briefly explain the principles of human resource
management.
8. Explain the characteristics of human resource
management.
9. What are the approaches of CEO’s vision to improve the
hospital?
53. PART - C
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1. Explain with neat diagram the Human Resource
Recruitment model and discuss the six retention
tools used in hospital administration.
2. Discuss the functions of human resource
management in an organization. Enumerate the
challenges of HRM in the present organizational
context.
3. What are the objectives of manpower planning
and explain the steps involved in manpower
planning process.
4. Explain how to retain the employees of an
organization and how to retain top performers.
5. CASE STUDY
