Budgeting presentation for nursing management

1. BUDGETING,
DISCIPLINE &
RECRUITMENT

3. Budget supplies the mechanism for translation
fiscal objective into the projected monthly
spending pattern.
Fiscal planning and decision-making.
Controllable and uncontrollable cost areas.
Useful format for communication fiscal
objective.
Feedback of utilization of budget
Identify problem areas and facilities for
effective solution.
For measuring and recording financial success
with the objective of the institution.
PURPOSES

4. TYPES:
Budget
Personal Budget
Operating Budget
Capital budget

5. It should be flexible
It should synthesis of past, present
and future
It should be product joint venture,
cooperation of executive
It should have a support at top
management through the period
of its planning and
implementation
FEATURES OF BUDJET

6. Budget should provide sounds financial
management by focusing on the
requirement of the organization
Budget should focus objects and
policies of the organization.
Budgeting should include coordinating
efforts of various departments
establishing a frame of
Reference for managerial decisions.
PRINCIPLE OF BUDGET

7.  Budget period must be appropriate to the
nature of business or service and to the type
of budget. Budget the prepared under
direction and supervision of the administrator
or financial officer.
 Budget is to be prepared and interpreted
consistently
 Throughout the organization in the
communication of the planning process.
 Budget necessitates a review of the
performance of the previous year and an
evaluation of its adequacy both in quantity
and quality.
Cont….

8. Identifies the importance of and develops
short a long range fiscal plan that reflects
unit needs
Articulate and documents units need
effectively to higher administrative levels
Assess the internal and external environment
of the
Organization in forecasting to identify
driving forces and barriers of fiscal planning
Demonstrate knowledge of budgeting and
uses appropriate technique.
FUNCTION OF BUDGET IN NURSING

9. Provide opportunities for subordinate to
participant in relevant fiscal planning.
Coordinates unit level fiscal planning to be
congruent with organizational goals and
objective.
Accurately assesses personal needs using
predetermined standards or an established
patient classification system.
Coordinates the monitoring aspects of
budget control.
Ensure that documentation of clients need
for services to clear and complete for
facilitating organizational reimbursement.
Cont…

10. Budget for College of Nursing is designed
to support the college staff and students to
carry-out various activities and to protect
money from being misused or wasted.
In a government setting the financial
sources available to college are less or very
limited. Out of which about 60% of the
budget allocated is required to be spent on
salaries and wages and remaining 40% of
the budget spent in stores, supplies and
equipments.
BUDGET PLANNING FOR
COLLEGE OF NURSING

11.  Salaries for professional, clinical and domestic
staff
 Stipends for students
 New equipments and repair
 Linen and other household supplies
 Office supplies, including stationary and
postage
 Maintenance of transportation and cost of
petrol
 Maintenance of library
 Funds doe educational tours, professional
activities, capping and graduation ceremony,
etc.
Preparation of Budget

13.  To create & maintain desirable conditions in
the teaching-learning situation & thus to
achieve the objectives.
 To create favorable attitude towards the
establishment & maintenance of conditions
essential to effective work, in order to
achieve the desired objectives.
 To assist the development of self-control &
cooperation which are regarded as essential
traits in the daily living as well as professional
functioning.
AIMS OF DISCIPLINE

14. a) In harmony with the total goals of
education
b) Based on and controlled by love and
not by feat
c) Positive & constructive.
d) Ensure quality of justice to all, respect
for individual rights & dignity and a
humanitarian treatment of the same.
e) Mean for successful implementation of
the educational program
PRINCIPLES OF DISCIPLINE

15.  Have rules and remind them often
 Keep rules short and simple
 Be nice to teacher and classmates
 Raise hand to speak
 Be silent or whisper
 Resist giving attention to the disruptor
'Someone is disturbing the class.
Classroom Discipline for Students

16.  Elements of uniformity despite several
differences in formal behaviour.
 Indiscipline not following the rules
and regulation of an organization.
Indiscipline

17.  Faulty disciplinary actions taken by the
authorities may lead to indiscipline
 Neglect of employees grievances
 Wrong placeriplit and promotion or
remunerations also leads to indiscipline
 Deficiency of well-defined code of discipline
 Divide and rule policy
 Improper attitude towards employee's
problem Il-equipped supervisor may cause
indiscipline.
Causes of Indiscipline

18. See Pamplets……
PRINCIPLES
OF
MAINTAINING DISCIPLINE

19. RECRUITMENT

20. TYPES
OF
RECRUITMENT:
recRUITMENT
Planned
Anticipated
Unexpected

21.  Discovery and cultivation of the
employment market for post in the public
service
 Use of the attractive recruitment literature
and publicity Use of the scientific tests for
determining abilities of the candidate
 Tapping capable candidates from within
the services
 Placement program which assigns the
right man to the right job.
 A follow up probationally program as an
integral process
Basic Elements of Sound Recruitment
Policy

22. Determine the present and future requirements
of the organization in conjunction with the
personnel planning and job analysis activities.
Increase the pool of job candidates with
minimum cost.
Help increase the success rate of the selection
process reducing the number of obviously
under qualified or over qualified job applicants
Help reduce the probability that job applicants,
once recruited and selected will leave the
organization only after short period of time
Purposes and Importance

23.  Meet the organization's legal and social
obligations regarding the composition
of its work force.
 Start identifying and preparing
potential job applicants who will be
appropriate candidates.
 Increase organizational and individual
effectiveness in the short and long term
 Evaluate the effectiveness of various
recruiting techniques and sources for all
types of job application
Cont…

24. RECRUITMENT PROCESS
Definitions and requisitions
Sources
Communication of information
Identifying prospective employees
Encouraging and attracting applicants
Candidate assessment

25.  To attract people with multi-dimensional
skills and experiences that suits the
present and future organizational
strategies.
 To induct outsiders with new perspective
to lead the company.
 To develop an organizational culture that
attracts competent people to the company.
 To search or heat hunt/ head pouch people
whose skills fit the company's values.
Objectives of Recruitment

26.  To device methodologies for assessing
psychological traits.
 To seek out non-conventional
development grounds of talent.
 To search for talent globally and not
just within the company.
 To design entry pay that competes on
quality but not on quantum.
 To anticipate and find people for
positions that does not exist yet.
Cont….

27. Elements Of Recruitment Process
Elemen
ts

28. It specifies the objectives of recruitment and
provides a framework for the implementation of
the recruitment programme it involves:
 Enriching the organisation's human resources by
filling vacancies with the best qualified people
 Attitudes towards recruiting handicaps, minority
groups, women, friends and relatives of present
employees.
 Promotion from within.
 Development of organizational system for
implementing the recruitment programme and
procedures to be employed.
Recruitment Policy:

29.  To find and employ the best
qualified persons for each job.
 To retain the most promising of
those hired.
 To offer promising opportunities
for the life time working careers.
 To provide facilities and
opportunities for personal growth
on the job.
General Principles

30. Factors affecting recruitment policy:
 Organizational objectives
 Personnel policies of the Organization and its competitors
 Government policies on reservations
 Preferred sources of recruitment
 Organization's recruitment needs
 Recruitment costs
 Financial implications
 Selection criteria and preferences, etc

31. Recruitment Organization:
➤Centralized
recruitment
➤Decentralized
recruitment

32. Basically the sources of recruitment are of two
types :--
Sources of Recruitment

33. Recruitment methods
are the means by
which an organization
attempts to establishes
contact with potential
candidates, provides
them necessary
information and
encourages them to
apply for jobs
Methods of Recruitment

34.  Under this method scouting, manned exhibits
and waiting lists are used.
 Scouting-where an company representatives
may be sent to educational and training
institutions.
 Manned exhibits- Where representatives sent
to seminars and conventions where they can
establish their mobile offices to go to desired
centers.
 Waiting lists of candidates who have
indicated their interest in jobs in person
through mail over phone
Direct Methods:

35. Advertisements in
newspapers and
journals, radio,
television used to
publicize vacancies. This
helps to enable the
candidates to assess
their suitability so that
only those possessing
the requisite
qualifications will apply.
Indirect method

36. Third party methods:
Various agencies, public employment
exchanges and private consulting firms
are used to recruit personnel. In
addition friends and relations of
existing staff deputation can be used.

37. Recruitment for students
…….See Leaflets

39. ……Thank You