Human resource management in hospitals focuses on employees as the most important asset. It aims to motivate employees and encourage their participation in decision making. Flexibility and work-life balance are high priorities. The main principle is to determine what should be provided to employees to extract desired work. Core HR responsibilities include staffing, recruitment, compensation, benefits, training, and performance evaluation. The human resource manager oversees all HR activities and policies in compliance with labor laws. HR functions can also be outsourced to reduce costs and allow in-house HR to focus on strategic matters.
Role of HR in Health Care Services in context to Gujarat
1. Overview of Health Care in Gujarat
2. What is HRM?
3. Major HRM Challenges & Opportunities
4. Quality Certifications & Authority
Human resource management in hospital and community servicesKULDEEP VYAS
HRM is the function within an organization that focuses on recruitment ,managing and providing direction for the people working in that organization.
*It is the organizational function dealing with issues related to people such as hiring, compensation, performance management ,safety, organization development, wellness, benefits, employee motivation, communication, administration and training.
Role of HR in Health Care Services in context to Gujarat
1. Overview of Health Care in Gujarat
2. What is HRM?
3. Major HRM Challenges & Opportunities
4. Quality Certifications & Authority
Human resource management in hospital and community servicesKULDEEP VYAS
HRM is the function within an organization that focuses on recruitment ,managing and providing direction for the people working in that organization.
*It is the organizational function dealing with issues related to people such as hiring, compensation, performance management ,safety, organization development, wellness, benefits, employee motivation, communication, administration and training.
SIM Unit 4
Store management :
Materials handling,
Flow of goods/FIFO,
Computerization of inventory transactions
Security of stores,
Stocking and technical impacts-
shelf life,
wastage,
pilferage
Medical Records: Intro, importance, characteristics & issuesSrishti Bhardwaj
Unit 1 of MHA SEM- III's syllabus of Medical records Management
(Bharati Vidyapeeth- Center for Health Management Studies & Research, Pune)
Self made- study purpose- reference presentation
avoid hyperlinks on certain slides- inactive
sources shared on last slide as REFERENCES
Hope it helps :)
SIM Unit 4
Store management :
Materials handling,
Flow of goods/FIFO,
Computerization of inventory transactions
Security of stores,
Stocking and technical impacts-
shelf life,
wastage,
pilferage
Medical Records: Intro, importance, characteristics & issuesSrishti Bhardwaj
Unit 1 of MHA SEM- III's syllabus of Medical records Management
(Bharati Vidyapeeth- Center for Health Management Studies & Research, Pune)
Self made- study purpose- reference presentation
avoid hyperlinks on certain slides- inactive
sources shared on last slide as REFERENCES
Hope it helps :)
Meaning of HRM, Importance of HRM, Objectives and Functions, process of HRM, Systems and Techniques, Role of human resource manager, duties and responsibilities of human resource manager, typical organization set up of human resource department.
Explore the innovative world of trenchless pipe repair with our comprehensive guide, "The Benefits and Techniques of Trenchless Pipe Repair." This document delves into the modern methods of repairing underground pipes without the need for extensive excavation, highlighting the numerous advantages and the latest techniques used in the industry.
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This presentation is about the working procedure of Shahjalal Fertilizer Company Limited (SFCL). A Govt. owned Company of Bangladesh Chemical Industries Corporation under Ministry of Industries.
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For more technical information, visit our website https://intellaparts.com
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Overview of the fundamental roles in Hydropower generation and the components involved in wider Electrical Engineering.
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Author: Robbie Edward Sayers
Collaborators and co editors: Charlie Sims and Connor Healey.
(C) 2024 Robbie E. Sayers
Quality defects in TMT Bars, Possible causes and Potential Solutions.PrashantGoswami42
Maintaining high-quality standards in the production of TMT bars is crucial for ensuring structural integrity in construction. Addressing common defects through careful monitoring, standardized processes, and advanced technology can significantly improve the quality of TMT bars. Continuous training and adherence to quality control measures will also play a pivotal role in minimizing these defects.
Immunizing Image Classifiers Against Localized Adversary Attacksgerogepatton
This paper addresses the vulnerability of deep learning models, particularly convolutional neural networks
(CNN)s, to adversarial attacks and presents a proactive training technique designed to counter them. We
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the immunity of models against localized universal attacks by up to 40%. We evaluate our proposed approach
using contemporary CNN architectures and the modified Canadian Institute for Advanced Research (CIFAR-10
and CIFAR-100) and ImageNet Large Scale Visual Recognition Challenge (ILSVRC12) datasets, showcasing
accuracy improvements over previous techniques. The results indicate that the combination of the volumetric
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1. Human Resource
Management in Hospital
Prepared by,
S. CAROLINE
AP / ECE, SXCCE
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 1
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
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 2
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 3
5. Assumptions of HRM
HRM integrates and emphasizes on
• Performance appraisal
• Career planning
• Training and development
• Organizational development
• System development
• Incentives, welfare measures
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 5
6. Contd…
• Members of organization are reservoirs of untapped
resources.
• Top management to tap these reservoirs
• Formulate plans and strategies
• Maintain harmonious relationship
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 6
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.
HUMAN RESOURCE MANAGEMENT IN
HOSPITAL
7
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 8
9. Core responsibilities of Human
Resource Management
• Planning for staffing needs
• Employee Recruitment and Selection
• Employee Compensation and benefits
• Employee training & performance evaluation
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 9
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 10
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 11
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 12
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 13
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 14
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 15
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
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 16
17. Supervision level
HR Director
• belongs to top-level management, responsible for
the administration of all human resource activities
and policies.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 17
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 18
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 19
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 20
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 21
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
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 22
23. Functions of HRM
❖ Policy formulation
❖ Staff function
❖ Line function / Operative function
❖ Control
❖ Managerial function
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 23
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.
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 24
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
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 25
26. Outsourced HR functions
• Recruitment
• Selection
• Pay roll processing
• Maintenance of PF
• Income tax accounts
• Conducting interviews
• Hiring Services
• Developmental Services
• Performance Management
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 26
27. Outsourced activities
• House keeping
• Security
• Food services
• Washing of linen
• Legal matters
• advertising
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 27
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
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 28
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
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 29
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
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 30
31. • Help public-sector organizations keep up with the
latest technology and innovations
• Provide improved service
HUMAN RESOURCE MANAGEMENT IN HOSPITAL 31