MLS 8: LABORATORY MANAGEMENT
MODULE 4: Management of Human Resources
2nd SEMESTER | S.Y 2022-2023
LECTURER: Graceleen Faith Valensoy
Management of Human Resources
Personnel are the most essential laboratory resource.
 These people should possess the following:
 Integrity
 Recognize
 Participate
Laboratory Leadership
 Ensure that qualified staff are hired and properly
trained
 Creating a team of competent personnel should
begin with the proper selection of candidates
Competency Assessments
 Must be included in a well-defined organization
training program
 PURPOSE: objectively measures actual task
performance compared to the procedure standard
Performance Standards
 Assists the staff to understand what they need to
do have a successful accomplishment of the tasks
 Enables coworkers to form a stronger sense of
teamwork
Recruiting and Retaining Qualified Staff
 During the selection process, job description
should consider the applicant’s: (HIRING)
 Education
 Expertise
 SkillS
 It is also necessary to evaluate the applicant’s
interpersonal communication skills
Recruitment strategies center on techniques that are
targeted toward candidates:
A. Inside
 Vertical - Chief
Promotion
Staff
 Lateral - Receptionist Phlebotomist
B. Outside - You are not included in the company
TRANSCRIBED BY: MLS 2B
Common approaches in conducting an outside
recruitment campaign are:
 Advertisements
 Sign-up bonuses
 Employment agencies
 Educational institutions
 Unsolicited application or chance walk-ins
 Professional organizations
Roles of a Laboratory Manager
 Hire - Appropriate number of employees
 Verify - That data on the job application is correct
 Develop - Complete and thorough job descriptions
 Train - Each employee in their specific duties
 Provide orientation - For new employees
 Conduct and Record - Competency assessment
 Provide opportunities - For continuing education
 Conduct - Yearly employee performance appraisals
Roles of a Quality Manager
 Orientation and Training
 Employee records
 Policies
Roles of a Laboratorian
 Training and continuing education
 Request training
 Professional Development
Standard of Performance
 Evaluating candidates
 References must be obtained
 Clearly define objective and quantifiable
performance measures for employees
 Identify conditions in marketplace
Importance of Motivation
 Implies existence of incentives, motives, and
purpose
 Define concisely as the reason people do things
they do
 MLS 8: LABORATORY MANAGEMENT
MODULE 4: Management of Human Resources
2nd SEMESTER | S.Y 2022-2023 TRANSCRIBED BY: MLS 2B
LECTURER: Graceleen Faith Valensoy
Personnel Qualification Competency and Competency Assessment

 Education Competency
 Skills
 Knowledge  Application of knowledge, skills and behavior
 Experience used in performing specific job tasks

Hiring and Retention of Staff Competency assessment

Contributing Factors to Loss of Staff:
 Economic factors
 Lack of a good working environment
 Improper management practices
 Any system for measuring and documenting
personnel competency
 GOAL: identify problems and correct
employee performance before they affect Px
care

Job Description Competency Assessment method

Should:  Direct observation

 Monitoring records
 Lay out all activities and tasks  Reviewing and analyzing QC records and
 Specify responsibilities for conducting testing and results of proficiency tests
implementing the quality system  Retesting or rechecking results to compare
 Reflect the employee’s background and training results among personnel
 Be kept current and be available for all people  Assessing knowledge or problem solving skills
working in the laboratory (Case analysis)

Staff position requirements is dependent on the Policies and Processes

following:
The following questions should be addressed:
 Laboratory size
 Complexity of testing services
Orientation
Purpose: introducing a new staff member to the new
work environment and to their specific tasks or duties
Should include the following aspects:
 Who will conduct assessments ?
 What will be assessed?
 Which job task or tasks and procedure
performed in the pre-examination (before
testing - specimen collection), examination
(testing - FBS), and post-examination (after
test) testing process will be assessed?
 When will assessments occur?

 General orientation Procedure for Competency Assessment

 Personnel policies
 Employee handbook 1. The assessor contact the employee in advance.
 Copy of the employee’s job description 2. The assessment is done while the employee is
 Overview of SOPs performing tasks using routine samples.
3. The assessment is done by a specified method
A checklist that addresses each aspect of the previously described and is documented in a
orientation is important. logbook.
4. The results of the assessment are shared with the
employee.
5. A remedial action plan is developed defining
required retraining.
 MLS 8: LABORATORY MANAGEMENT
MODULE 4: Management of Human Resources
2nd SEMESTER | S.Y 2022-2023 TRANSCRIBED BY: MLS 2B
LECTURER: Graceleen Faith Valensoy
6. The employee is asked to acknowledge the  Employment details
assessment , related action plant, and  Original application and resume
reassessment.  Tests the employee is authorized to perform
 Conditions of continued employment
If more than one person makes the same error even  Job description
after training has occurred, consider the root cause of  Both original and subsequent competency
the error, such as equipment malfunction and assessments
operating procedure ambiguity.  Continuing education programs attendance
 Personnel actions
Training and Continuing Education  Leave records
 Health information
 Training  Performance appraisals
 Retraining  Emergency contact information
 Cross-training
 Continuing Education “You’ve got to get your team to not only understand
your company brand, but also to understand their
Periodic Appraisal personal brand.” - Amber Hurdle

 Employees overall performance should have a

periodic formal appraisal
 Performance standards can be utilized to do the
appraisal

What will be the effect of periodic appraisal to the

employees?

 Help them understand what is required to

successfully accomplish tasks
 Form a stronger sense of teamwork

Feedback

Appraisal can affect an employee’s morale, motivation,

and self-esteem, and should be conducted equitably for
all employees.

Causes of Poor Performance

 Distractions
 Insufficient
 Excessive Workload
 Resistance to Change
 Compromised Sample (Hemolyzed Sample)
 Poorly Written Procedures
 Absence of SOPs or failure to update
 Job descriptions that are unclear

Personnel Records

What should be included in the personnel records?

 Positions held and dates for each of these positions

 All Employment terms and conditions