2. Intro
• Human resource management is one of the most
important and complex responsibilities of the hospital
administration where more than 65% of the average
hospital’s total budget is allocated for pay roll alone.
• However, on close observation of any hospitals’ board
meeting,
– 40% of the time at these meetings is spent by the board
members discussing finances,
– 20% buildings and equipments,
– 15% medical, para-medical and nursing problems,
– 10% services,
– 10% public relations and
– 5% miscellaneous matters including human resource
management.
3. Contd…
• Everyone admits that HRM being one of the newest of the arts
and sciences and is yet to be recognized by the hospitals.
• In practice, administrators have neither considered HRMs an
important and integral part of the administrative team nor
they have given directions to the line managers to take
seriously the counselling of the human resource managers.
• In the absence of above, the line managers are likely to ignore
the human resource managers and may continue to make
decisions about the personnel of their own.
• However, if the hospital administrator makes it clear to the
line managers that the advice of the human resource
managers is to be taken seriously, its influence on day-to-day
decisions will grow.
4. Contd…
• In short, if the hospital administrator gives due importance to
the human resource manager in the hospital administration, he
(human resource manager) can recommend, counsel and
cooperate with the line managers, and they in turn can actually
accept his recommendations and act upon effectively to
increase their efficiency.
• The hospital administrator can expect from the human
resource managers the production of programme which afford
employees the opportunity for continued self-development
and the possibility of realizing their potentialities.
• Human resource managers have not been employed even in
1% of the health care institutions in India.
• However, wherever they have been employed, they are getting
salary between fifteen to twenty thousand rupees per month
on an average;
• They are postgraduates or diploma holders either in personnel
management or in human resource management.
5. Contd…
• Human resource managers are particularly
remembered
– when the hospital administration is in trouble either due
to strike/demonstration threat given by the
employees/their unions, or a legal threat received from
any other corner.
– Whenever any replacement or extra person is required in
any department
– Requisition for recruitment of personnel properly
approved by the hospital administrator if forwarded to the
human resource department
– Primarily responsible to notify the vacancy in the
employment exchange or to place an advertisement in
the newspapers.
– Conduct interviews and complete necessary formalities
with regard to the appointment.
6. Contd…
• Human resource manager focuses the attention of
the hospital administrator and the medical
superintendent upon the social and psychological
needs of the hospital.
• He does this by giving advice to them. Therefore, he
is to serve them as one of the organization leaders.
• He must be an active member of the top
administrative team
• Should participate in organizational planning by
projecting the organization into the future
• Evaluate the present manpower and develop
programme to improve skills by conducting surveys
which indicate staffing patterns in similar
organizations in the region, and compare them with
his own organization
7. Good HR Practices
• Good HR practices suits all organization are
– Promotion of existing employees rather than
recruiting new ones for higher posts
– Make employees feel that they are special to the
organization
– Trust in employees
– Readdressing employee grievances ASAP
– Sharing vision of the orgranization with employees
– Incentive scheme for employees
– Considering ex-employees for re-employment
– Assisting employees
8. Some causes for poor Human Resource
Management
• Defective communication system
• Reluctance to share information
• Role ambiguity
• Absence of accurate job description
• Wrong selection of employees
• Lack of promotional avenues
• Poor policies
• Unattractive salary structures
• Management action leading to low morale of its
personnel, etc.
9. HR Manager’s Plan
• HR Manager begins with manpower planning and
the effective identification of the right people who
would prove to be true assets to the organization.
• Identification takes place in 2 levels
– Recruitment of fresh candidates
• Picked straight from education institutes. Given job training.
Placed under supervision of established supervisors.
– Recruitment of experiences employees
• Monitoring and analyzing are important so that they follow the
policies and procedures of the orgranization
10. Contd..
• HR managers must remember the following five
points in the interest of employees as well as the
organization.
– Begin with a smile
– Train the brain
– Lead kindly light
– The route to develop
– Retain-do not lock up
11. Begin with a smile
• Honest with potential staff
• Right from the beginning the HRM should tell all
about their working practices, culture and ethics to
the employees
12. Train the brain
• New employees musty be trained into the mode of
operation of the organization
• Practical training must be given rather than
theoretical based training
• More the employee trains himself and hones his
skills, the greater will be his ability to perform well
13. Lead Kindly Light
• A leader has to be effective
• He holds the responsibility to keep his team
motivated and driven to work
• He should display competence and ability
14. The Route to Develop
• Development of employee is of paramount
importance
• Is the employee develop, organization develops
naturally
• Every individual employee has his own needs,
aspiration and abilities.
• It is the job of the HR manager to identify them
and synchronize them with the broader
organizational goals
15. Retain do not lock up
• Employees who express their desire to leave
the organization should be taken in good spirit
and allowed to go
• A better approach is to seek the reason for
their leaving so that others donot follow this
16. HRM as a Profession in Hospitals
• HRM drawn its knowledge from political science,
psychology, sociology, economics, history,
philosophy etc.
• With these in mid, the HR manager has to develop
his own sense of responsibility, knowledge and
skill for working with people under specific social,
economic and emotional conditions
• HRM has organized professional associations that
maintain standards of performance and behaviour
embodied in a code of ethics
