Human Resource Management

1. 6.53
HUMAN RESOURCE MANAGEMENT
IN HEALTH CARE: CURRENT STATE
Andreasta Meliala
MMR UGM
Juni 2023

2. POIN PRESENTASI
1. HRM & Health System
2. Evolusi HRM
3. Isu Taksonomi dalam HRM
4. Perspektif HRM:
1. Disiplin Ilmu
2. Tingkatan Pembahasan
5. HRM dan Health Care Trend
1. Green Hospital (Net Zero) & Green HRM
6. Terminologi terkini dalam HRM
7. HRM dalam Digital Health
8. HR Research
2

3. OPENING REMARKS
Rumah sakit adalah solusi bagi pasien dan keluarga.
Oleh sebab itu, pengelolaan sumber daya rumah sakit
wajib memberikan nilai bagi penggunanya.
Sumber daya paling penting di rumah sakit adalah
SDM, yang pada sisi lain menjadi sumber daya yang
paling sulit dikelola.
Tantangan ini menjadikan kebijakan dan manajemen
SDM di rumah sakit sebagai fokus perhatian utama
dalam pengelolaan, baik di tingkat makro maupun di
tingkat mikro
3

4. 1. HR & HEALTH SYSTEM
6/8/2023 4

5. HUMAN RESOURCE STATEMENT

6. HEALTH SYSTEM: THE INTEGRATED
ROLES & RESPONSIBILITY

7. HRH variables
THE INDICATORS

8. 2. HRM EVOLUTION
6/8/2023 8

9. EVOLUTION OF HUMAN RESOURCE
MANAGEMENT
HR
Administration
1930
Level
Regulation
Terms of contract
Punishment
Managing
process
HR practice
Staffing
Training
Compensation
Job design
HR
Administration
HR practice
HR
Administration
HR Strategy
Talent
Management
Linking
organization
strategy to HR
strategy
HR practice
HR
Administration
HR Strategy
Aligning Human
Capital to
stakeholders value
Creating HC value
HR
From outside-in
1970 1990-2000 2010
Human
cloud
2020

10. 3. ISU TAKSONOMI
6/8/2023 10

11. ISU
TAKSONOMI
7/1/20XX Pitch deck title 11

12. ISU TAKSONOMI (2)
• HR Planning vs Work Load Assessment
• Empowerment vs Development
• Assessment vs Audit
• Performance vs Quality
• Remuneration vs Compensation
• Engagement vs Loyalty vs Commitment
• Inter-professional vs Trans-professional
• etc
7/1/20XX Pitch deck title 12

13. 4. HRM PERSPECTIVE
6/8/2023 13

14. A. DISPLIN ILMU
Comprehensive HR Policy &
Management
Psychology
Economic
& Business
Law Anthropology
Digital
Technology

15. B. TINGKAT
PEMBAHASAN
6/8/2023 15

17. KERANGKA
TEORI
Status
Demografi
Target
Pelayanan
Kebutuhan
SDM

18. HR-planning
Initiation-
Orientation
attraction
T&D
Performance
Appraisal
Reward-
Punishment
selection
Career
Develop-
ment
Lay-off
Turnover
Job security &
Comfort ability
Strategic vision and mission
T. Hani Handoko

19. 5. HRM & HEALTH CARE
TREND
6/8/2023 19

20. Pitch deck title 20
Efforts to decarbonise
healthcare are underpinned by
the Paris Agreement
Healthcare is a major
polluter. It has the largest
carbon footprint of any
service sector and is
responsible for 4-5% of
global carbon emissions

21. 21
• HRM policies and practices to stimulate green behavior in an
organization’s employees in order to create an
environmentally sensitive, resource efficient, and socially
responsible work-place and company (Jabbour & Renwick,
2020; Memon et al., 2021; Renetal., 2018)
NET ZERO HC AND GREEN HRM
“clinical decision making towards less
carbon emitting procedures”

22. THE PRACTICAL CONTRIBUTION
Pitch deck title 22
Fig 1How much health can a tonne of carbon buy? Estimated carbon costs and health benefits for four interventions in high income countries.
Since the data come from highly heterogenous sources14242526272829 this figure is intended for illustrative purposes only. A 3% discount rate
has been applied to disability adjusted life years (DALYs) averted

23. 23
GHRM

24. 6. HR CURRENT TERMS
6/8/2023 24

25. 25
❑ High competency talent management
❑ High involvement management
❑ High performance work systems
❑ HRM systems comprise ‘bundles’ of these organizational
practices that have complementary effects with each bundle
of practices preferably‘‘creating synergistic effects in which
certain practices reinforce one another to increase
organizational efficiency and effectiveness” (Posthumaetal,
2013)
HIGH PERFORMANCE WORK SYSTEM

26. 5 KEY FUNCTIONS
26
•(1) systematic selection
•(2) extensive training
•(3) performance appraisal
•(4) high relative compensation
•(5) empowerment & engagement

27. 7. HR & DIGITAL HEALTH
6/8/2023 27

28. THE MEGA TREND

29. 29

30. 30
substitution

31. AI TO SUBSTITUTE HR
31

32. 32

33. THE FUTURE OF
“ANAMNESIS”: PATIENT
DATA

34. THE FUTURE OF DIAGNOSTIC

35. AT THE END OF THE DAY….
(A. ROSHDY / TRENDS IN ANAESTHESIA AND CRITICAL CARE 15
(2017) 8E11)
Human
Komputer
Robot
Substitusi
Substitusi
Kolaborasi

36. 8. HR RESEARCH AREA
6/8/2023 36

37. 37
• Human Resource Planning
• Work Load & Need Assessment
• Inter-professional collaboration
• Effective and Impactful Training-Development Program
• Managing Dual Practice
• Performance appraisal method and practice
• Remuneration
• Career Development
• etc
LOCAL RESEARCH AGENDA

38. 38
• Employee creativity and innovation
• Talent management and mobility
• Performance management Workplace inequality, employee voice, and diversity
management
• (New) employment modes and work-life balance
• Cross-country comparative studies on particular HRM themes
• Off shore out-sourcing and implications for HRM
• Multinational firms from Asia operating across the globe
• Multinational firms operating in Asia
• The role of leadership styles, culture and employee behaviors
• Psychological contracts
• Corporate social responsibility, employee well-being and resilience
• Post Pandemic Provider Safety
• HR-AI collaboration
GLOBAL RESEARCH AGENDA

39. CLOSING REMARKS: “?”

40. REFERENCE
7/1/20XX Pitch deck title 40

41. THANK YOU
andremeliala@ugm.ac.id
41