Human Resources Management. 2 Policy and planning.
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Transcript of Human Resources Management. 2 Policy and planning.
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Human Resources Management
Human Resources Management
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2Policy and planning
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3Policy and planning
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4Policy and planning
HRM involves employing people, developing theirsills, utilizing, maintaining and compensating them for their services in line with the job and organizational requirements to meet health objectives.
Human Resources Management
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5Policy and planning
Staff are your most valuable resource – manage them accordingly and keep.
Human resources =Valuable resources
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6Policy and planning
HR Management
Recruitment &Selection
Training & Development
PerformanceManagement
RewardManagement
CareerManagement
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7Policy and planning
Manpower Planning
What staff do we need to do the job?
What staff are available within our
organization?
Is there a match?
Mission and plans
If not, what type of people do we need, and how
should we recruit them?
Job Analysis
• Performance appraisal
• Training
• Management & development
What is impact on wage and
salary program?
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8Policy and planning
Manpower Planning
The financial resources available
Forecasting Workforce Requirements
Projected turnover (redistribution, resignation and terminations)
Skill and quality of your staff (in relation to changing health
service needs)
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9Policy and planning
Training Need Analysis
Training Objectives
Training Delivery
Training Evaluation
Training Process
What are the training needs for this person and/or job?
SpecificMeasurable AchievableResourcesTimeframe
On-the-job-training, action learning, etc.
Measure reaction, learning, behavior, and results
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10Policy and planning
Assessing Training Needs
Task
Analysis
A detailed analysis of a job to identify
the skills required, so that an
appropriate training program can be
instituted
Competency
Analysis
Careful study of competency level to
identify a deficiency and then correct it
with a training program, or some other
development intervention.
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11Policy and planning
Why Performance Appraisal?In line with organizational objectives, manager and staff:
● Review expected staff performance
● Review staff motivation & how well they meet expectations
● Develop a plan for corrective action if needed
● Review the person’s career plans in light of his/her exhibited
strengths and weaknesses
Appraisals provide information for decisions on: contract,
training needs, salary, redeployment, and promotion, etc.
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12Policy and planning
Performance Management
Setting Performance Targets
Regular Review and Monitoring
Performance Appraisal and Evaluation
● Training & Development Plan
● Salary/Bonus Adjustment
● Career Development
Feed back
Corrective Action
z
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13Policy and planning
Problems in Performance Appraisal
Lack of standards
Irrelevant or subjective standards
Poor measures of performance
Poor feedback to
staff
Negative communication
Failure to apply
evaluation data
Set the basis and procedures for appraisal.
Be supportive and help staff do a good job.
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14Policy and planning
Staff retentionStaff retention
How to “weld” the staff to your Aimag / Soum
“Ene huuhnuud uu”
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15Policy and planning
Staff retentionStaff retention
Ensure facilities for staff living in your aimag:
Places to live with comfort
How to help spouse to find a job
Kindergarten and schools for children
Attractive salary and allowances
Possibilities for saving
Career development
etc
“How to weld staff to your Aimag / Sum”
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16Policy and planning
Career planning & development
Providing staff assistance to form
realistic career goals
and opportunities to realize them
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17Policy and planning
Staff retentionStaff retentionEnsure staff have the supplies & equipment to do their job
Good staff supervision – be supportive
Recognize staff efforts
Listen to staff concerns and suggestions about the job
Manage change & conflict with sensitivity
Ensure staff safety at work
Offer job rotation or enrichment – in line with staff skills, anticipated career path, and organizational objectives
Interview staff that leave to understand why
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18Policy and planning
HRM and organizational success HRM and organizational success
Healthcare Customers
Internal customers (departments & staff)
External customers (Patients)
Patient satisfaction Staff satisfaction
Organizational Success
HRMHRM
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19Policy and planning
Organizational goalsOrganizational goalsEmpowering and managing staff well contributes to: Improving quality of patient care
Service excellence & operational excellence
Reduced overtime & use of temporary staff
Reduced medical error & achieving better clinical outputs
Decline in average hospital length of stay
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20Policy and planning
Key messagesKey messagesHuman resources are valuable resources
HR management = recruitment, training, deployment, performance management and career development to achieve organizational objectives
Plan your staff needs based on service demands and finances available
Facilitate staff to work in a professional manner
Take performance management seriously – and actively work to retain staff
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Thank youThank you