This document discusses personnel management in medical laboratories. It defines key terms like management, laboratory management, and personnel management. Effective personnel management involves planning, organizing, directing, and controlling human resources. It also covers recruitment, motivation, and orientation of new staff. The roles of the laboratory director, quality manager, and laboratorians are outlined. Staff recruitment should establish qualifications while retention focuses on a good working environment and management practices. A thorough orientation introduces new employees and covers policies, procedures, and job responsibilities.

1. PERSONNEL MANAGEMENT
ALPHONCE PM (BMLS)
TUTORIAL ASSISTANT
PATHOLOGY DEPARTMENT-MUHAS
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2. Learning Objectives
By the end of this session, participants should be
able to;
Define the following terms:
Management
Laboratory Management
Personnel Management
Quality Management System (QMS)
Mention elements of motivation
Describe recruitment process
Explain laboratory human resources planning
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3. Definitions of Management
● It isvery difficult togiveaprecisedefinitionof theterm
‘m
anagem
ent’.
 Management involves the coordination and
integration of resources to accomplish specific results
 Management is a social process comprising a series
of actions that lead to the accomplishment of
objectives
 Management is defined as “Getting from where we
are to where we want to be with the least
expenditure of time, moneyand effort
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4. Definitions of Management
Management is the universal process of efficiently
getting activities completed with and through other
people
• Another definition which was formulated on
consensus is:
 Management is the guiding of human and
physical resources into dynamic organization
units that achieve their objectives to the
satisfaction of those served and with a high
degree of morale and sense of attainment on
the part of those rendering the service
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5. Definitions of Management
● The definitioncontains fourbasic elements:
 Toward objectives
 Through people
 Using techniques
 In an organization
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6. Definitions of Management
● Toward objectives
 Goals and purposes consistent with
efficient delivery of laboratory services for
quality healthcare.
● Through people
 Guiding "leading and directing" in such a
manner that these professional laboratory
technicians feel a sense of responsibilities and
attainment "achievement"
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7. Definitions of Management
● Using techniques
 Physical resources such as laboratory
equipment, computers, space and so forth
● Inanorganization
 Into dynamic organizational units implying
division of labor, specialization, protocols and
procedures, and functional processing units
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8. Definitions of Management
● It must be pointed out that management is an
activity, it is not letting each day take care of itself,
and rather it is making things happen
● Too often laboratory managers fall into the
trap of "fighting fires" on daily basis
● For management to be effective, and to ensure
efficient operation of the laboratory
 it must be in control,
 planning ahead the steps
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9. Definitions of Management
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Human

10. Laboratory Management
● Laboratory management: is the integration and
coordination of organizational resources so that
quality laboratory services can be provided as
effectively and efficiently as possible
● Organizational resources include personnel,
equipment, money, time and space
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11. Medical Laboratory
Services
Laboratory results are essential to all aspects
of health care and they should be:
 Accurate
 Reliable
 Timely
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12. QUALITY MANAGEMENT
SYSTEM (QMS)
• QMS: is a systematic, integrated set of
activities to establish and control the
work processes from pre-analytical
through post-analytical processes,
manage resources, conduct evaluations,
and make continual improvements to
ensure consistent quality results
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13. Personnel Management 13

14. PERSONNEL MANAGEMENT
Personnel Management is the
 Planning
 Organizing
 Directing
 Controlling
Of the
 Procurement, Development
 Compensation, Integration
 Maintenance & Separation
Of human resources to the end that individual,
organizational, and societal objectives are
accomplished.
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15. LABORATORY STAFF
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16. Importance of motivation
• Motivated employees are more likely
committed to their work.
Elements of motivation
– concrete rewards such as bonuses and
praise
– flexible work schedule
– Recognition
• The manager can motivate the team by
emphasizing that everyone’s job is important
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17. Personnel Management 17

18. Personnel Management 18

19. Role of laboratory director
• Hire an appropriate number of staff to
cover workload.
• Verify that items on the job application
are correct.
• Develop complete and thorough job
descriptions for each employee.
• Train each employee in their specific
duties.
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20. Role of laboratory director
• Provide orientation for new employees. Even
with a credible background, differences
between laboratories are common, so a
manager needs to assure new employees have
adequate orientation and training.
• Conduct and record competency assessments
on all personnel. It is management’s
responsibility to verify that trained employees
are sufficiently competent to do their work.
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21. Role of laboratory director
• Provide opportunities for continuing
education; new techniques or updates for
existing methods can be introduced using
continuing education courses.
• Conduct annual employee performance
appraisals.
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22. Role of Quality Manager
• provide employees with orientation and
training;
• keep track of employee records and
make sure they are confidential;
• include policies relevant to personnel in
the Quality Manual
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23. Role of laboratorian
• Participate in training and continuing
education opportunities.
• Request training that may be needed as
job responsibilities increase.
• Maintain records of personal professional
development.
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24. Staff Recruitment
• Management must establish appropriate
personnel qualifications for all positions in the
laboratory.
• These should include requirements for
– education, skills, knowledge, and
experience.
• When defining qualifications, keep in mind any
special skills and knowledge that are needed
such as language, information technology, and
biosafety.
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25. Staff Retention
• Migration and turn-over of staff have been
described as major challenges in many
countries.
• Reasons
 Economic factors,
Lack of good working environment
 Improper management practices can
contribute to loss of staff.
• A good personnel management program can
contribute to the retention of staff.
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26. Orientation
• Orientation is the process of introducing
a new staff member to the new work
environment and to their specific tasks or
duties.
• Nothing is more frustrating to an
employee than not knowing where to find
the necessary resources.
• Orientation is different from training.
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27. Orientation
• Orientation of laboratory personnel should include
the following aspects:
General orientation:
A tour of the workplace and introduction to all
management and staff. Information about
How the organization fits into the medical
community and/or the public health system
 Key personnel and lines of authority
 The laboratory interaction with both users and
customers of the laboratory;
The policies and procedures regarding facilities
and safety.
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28. Orientation
Personnel policies:
Ethics
Confidentiality
 Employee benefits
Work schedules
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29. Orientation
• An employee handbook that outlines the
policies of the organization and
information about the laboratory quality
system.
• A copy of the employee’s job description
and a detailed review of its contents.
• An overview of standard operating
procedures (SOPs).
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30. Orientation
• A checklist that addresses each aspect of
the orientation is important.
• Ask employees to initial and date the
checklist to document discussion of each
topic.
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31. Orientation
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