MANAGEMENT OF NURSING EDUCATIONAL INSTITUTION

MANAGEMENT OF NURSING EDUCATIONAL INSTITUTIONPREPARED BY:PRASEEDHA. S1ST YEAR M.SC NURSING

HUMAN RESOURCE PLANNING( STAFFING)

DEFINITION

1. According to EW Vetter, Human resource planning (HRP) is a process by which an organization should move from its Current manpower position to its desired manpower position.

CONTD.2. According to Leon C Megginson, human resource Planning is an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organizational members.

CONTD.3. Staffing is the function by which managers build an organization through recruitment, selection, and development of individuals as capable employees. Mc Farland

HUMAN RESOURCE INVENTORYName Date of birth Father's name/Husband's name Marital status Post for which he/she is appointedQualification at the time of appointment Qualification acquired every yearCompensation

CONTD. Scale of pay- Basic pay- Promoted scale- Personal pays if any- Awards and rewards, date month and year- Any other compensationPromotion- Date, month and year- Promoted position- Reasons and grounds for the promotions

CONTD.Achievements if any Languages knownTraining given and attended Number of papers publishedPunishment given and its details Sickness if any and its details CapabilitiesNumber of lectures given outside Performance rating General problems faced by him/her.

STAFFING PATTERN AS PER INC1. Principal cum Professor- M.Sc. (N) with 15 years experience after M.Sc.(N) out of which 12 years should be teaching experience with minimum of 5 years in collegiate programme.Ph.D. (N) is desirable2. Vice- Principal cum Professor- M.Sc. (N) with 12 years experience after M.Sc.(N) out of which 10 years should teaching experience with minimum of 5 years in collegiate programme.Ph.D. (N) is desirable

CONTD.3. Professor- M.Sc. (N) with 10 years experience after M.Sc. (N) out of which 7 years should be teaching experience.Ph.D. (N) is desirable

4. Associate Professor- M.Sc. (N) with 08 years experience after M.Sc.(N) including 5 years teaching experience.Ph.D. (N) desirable

CONTD.5. Assistant Professor- M.Sc. (N) with 3 years experience after M.Sc. (N)6. Tutor- M.Sc. (N) Or B.Sc. (N)/P.B.B.Sc. (N) with 1 year experience

S.No.DesignationB.Sc.(N)40-60 (Studentsintake)B.Sc.(N)61-100 (Studentsintake)1Professor cumPRINCIPAL112Professor cumVICE- PRINCIPAL113Professor014Associate Professor245Assistant Professor366Tutor10-1819-28

S.No.DesignationB.Sc.(N)40-60 (Studentsintake)P.B.B.Sc(N)61-100 (Studentsintake)1Professor cumPRINCIPAL12Professor cumVICE- PRINCIPAL13Professor04Associate Professor25Assistant Professor326Tutor10-182-10

S.No.DesignationB.Sc.(N)40-60 (Studentsintake)P.B. B.Sc.(N)61-100 (Studentsintake)M.Sc.(N)10-25(studentsintake)1Professor cumPRINCIPAL12Professor cumVICE- PRINCIPAL13Professor014Associate Professor215Assistant Professor323*6Tutor10-182-10

S.No.DesignationGNM20-60B.Sc.(N)40-60 (Studentsintake)P.B. B.Sc.(N)61-100 (Studentsintake)M.Sc.(N)10-25(studentsintake)1Professor cumPRINCIPAL12Professor cumVICE- PRINCIPAL13Professor01*4Associate Professor21*5Assistant Professor323*6Tutor6-1810-182-10

S.No.DesignationANM20-60GNM20-60B.Sc.(N)40-60 (Studentsintake)P.B. B.Sc.(N)61-100 (Studentsintake)M.Sc(N)10-25(studentsintake)1Professor cumPRINCIPAL12Professor cumVICE- PRINCIPAL13Professor01*4Associate Professor21*5Assistant Professor323*6Tutor4-126-1810-182-10

RECRUITMENT

DEFINITION1. Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applicants are submitted. -William B Werther & K. Devis

CONTD.2. Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient working force.- Yodar

FACTORS AFFECTING RECRUITMENT

Size of the institution. Number of departments Courses offered.Specialization offered. Employment conditions in the community.Working conditions, salary, and other benefits. Rate of growth of the institution. Plan for the future expansion Cultural, economic and legal forces, etc.

STEPS OF RECRUITEMENT PROCESSPreparation of the recruitment policy and rules. Planning and assessment of recruitment programs.Demand forecasting. Determination of resources of recruitment.Writing job description and person specifications.

CONTD.Drafting the application forms and instructions to the candidates Preparation of the advertisement and release in the media. Collecting filled up application forms. Handing over to the selection department.

RECRUITMENT POLICYServes as a guide to thinking and action of those, who have to make decision in the course of accomplishment of the educational institutions goal and as such here the recruitment of the teaching and, non-teaching staff.Asserts the objectives of the recruitment and provides a framework of implementation of the recruitment program in the form of procedures.

A GOOD RECRUITMENT POLICY MUST CONTAIN; Institution's objectives.Identification of the recruitment needs. Preferred sources of recruitment.Criteria of selection and preferences.The cost of recruitment and financial implications.

SELECTIONStarts from the point, where the recruitment is over or ends. The selection process begins only after an adequate number of applicants have been secured through the recruitment.The selection procedure is concerned with securing relevant information about an applicant.

CONTDOBJECTIVE OF SELECTION PROCESS:-To determine whether an applicant meets the qualifications for a specific job -To choose the applicant, who is most likely to perform well in that job.Selection process starts with the initial screening interview and concludes with the final employment decision.

CONTDTraditional selection procedures: Preliminary screening interviewCompletion of application formEmployment testsComprehensive interviewBackground investigationsPhysical examination Final employment decision to hire

STEPS IN SELECTION PROCEDURE1. Receipt of the application form from the recruitment section.2. Screening the applications3. Preliminary interviews4. Asking for additional information5. Tests if any6. Interviews

CONTD.7. Checking of references 8. Provisional selection 9. Final selection 10. Medical examination if any11. Placement 12. Induction.

CONTDPLACEMENTIt is the determination of the job to which an accepted candidate is to be assigned, and his assignment to that job.

INDUCTIONinduction is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the institution.

OBJECTIVES OF INDUCTION

It leads to reduction of such anxieties.It helps minimize the reality shockIt helps to introduce the new employee and the institution to each other.

BIBLIOGRAPHY

1. Sudha. R. NURSING EDUCATION-PRINCIPLES AND CONCEPTS. 1e. Haryana: Jaypee Brothers Medical Publishers (P) Ltd; 2013. PAGE NO: 344-3532. Basavanthappa. B.T. NURSING ADMINISTRATION. 2e. New Delhi: Jaypee Brothers Medical Publishers (P) Ltd; 2009. PAGE NO: 654

CONTD3. Www. Indian Nursing Council. Org

4. Www. Ncbi.nlm.nih.gov.pubmed/ 112910035. Www. Ncbi.nlm.nih.gov.pubmed/ 15494966

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