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Hr in hospital
1.
2. Introduction
• India has a historical background of absorbing
managerial ideas and practices from around the world.
• The roots of management principles and prevalence of
human resource practices can be traced to the world’s
first management book, titled ‘Arthashastra’, written
three millennia before Christ, which highlighted many
aspects of human resource practices in ancient India.
• The sociocultural roots of Indian heritage are diverse
and have been drawn from multiple sources including
ideas brought from other parts of the old world.
3. Hospital
• According to the Directory of Hospitals in
India, 1988,
‘A hospital is an institution which is operated
for the medical, surgical and/or obstetrical care
of in-patients and which is treated as a hospital
by the Central/state government! Local
body/private and licensed by the appropriate
authority.’
4. Need for HR in Health care
• Human Resource (HR) managers oversee employee
administrative affairs in an organization.
• The benefits of a HR department have gradually gained
recognition in health care, owing to such challenges as
economic instabilities, health care regulations and a
dearth of experienced personnel.
• The American Society for Healthcare Human
Resources (ASHHRA) says that the presence of a HR
manager in a health care facility is essential in
delivering effective services
5. Cont…
• A well motivated and appropriately skilled and
deployed workforce is crucial to the success of
health system delivery.
• The actual methods used to manage human
resources in healthcare are in themselves a
major constraint or facilitator in achieving the
objectives of any health organisation.
6. HR Job Descriptions in Healthcare
• Recruiter
• Compensation Manager
• HR Generalist
• Training and Development Manager
7. HR Practices
in Healthcare
• Staffing and Placement
– Recruitment
– Induction
• Legal Research on Health Care
– Health-related laws
– Disputes arising from employee contracts.
8. Cont…
• Management of Employees
– Training
– Performance Appraisal
– Job Satisfaction
• Decision-Making
– Benefits
– Promotion
– Career Planning
9. Challenges
• Healthcare organisations face continuous pressure
to become productive, innovative, and provide
quality healthcare
• Frequently uncertain and difficult to assess
• Healthcare outcomes are public organisations,
hospitals cannot, in most cases, be judged on the
basis of profitability.
• Healthcare organisations are particularly complex
due to their dual lines of accountability:
professional and administrative.
10. human resource issues limiting the health system
• Inadequate assessment of soft skills and other
competencies at the time of recruitment
• Inadequate training at various levels
• Centralised planning and target-oriented
performance appraisal
• Rewards not linked to performance
11. Waysto Develop HRD Programs in Hospitals
Training Programs :
Training can be largely divided into two segments.
– The continual medical training given to doctors,
nurses and paramedics.
– Service and behavioral training given to the
front-office staff, telephone operators as well as
nurses.
12. Training programfor Nurses:
The Training Program for Nurses should not only focus on medical aspects but
also on hospitality.
13. General TrainingPrograms:
Training For Improving Soft Skills:
• Self-awareness
• Confidence-building
• Interpersonal Skills
• Team Spirit
• Corporate Communication
• Behavioral Management
• Leadership.
14. Leadership programmes
To enhance the behavioral skills of its employees, hospitals
should initiate leadership programmes for its doctors and also the
staff.
The environment in which health care professionals practice is
one in which conflict and the need for negotiation abounds.
In order to develop as managers and senior leaders, individuals
must know how their peers, subordinates, and supervisors
perceive them.
15. Internal Team-building :
Training programmes are also effective platforms for
internal team building.
When employees from different departments of a
hospital come together by dint of a training initiative,
it gives them an opportunity to understand each other
better.
16. Technical Training :
ECG, Echo, TMT, X-Ray, and also anaesthesia technicians,
physician assistants, cath lab technicians and nursing care
professionals.
Training to handle disaster situations:
Hospitals are amongst the most vulnerable places in case of any
natural disaster because it houses patients who may not be able
to escape.
Such a training program is provided by NDMA.
17. Training for cleaning staff
A hospital generates medical wastes which may be harmful if
not properly disposed. As a result their training programmes
include:
• How to handle bio-hazard, used syringes and other medical
wastes.
• Separation of waste into recyclable and non-recyclable
components.
• learning how to operate hospital oriented cleaning machines.
• Maintain a log of cleaning activities done.
18. Feedback from
Staff Members
• Regular feedback from hospital staff should be
taken about the working environment and HRD
programs being conducted in the hospital.
• This data can be used to analyze the problems
faced by the employees and undertake
appropriate actions to help structure the programs
in a better way.
19. Conclusion
• The critical importance of HRD and its various issues can no
longer be ignored
• Rational recruitment procedures to meet the organisational
goals, timeliness of the reward systems, transparent transfers
policy, effective support systems, etc., are the felt needs of the
times.
• While there have been substantial policy changes in India in
the area of public sector of healthcare, human resource
management will have to be managed strategically and in an
integrated manner
