Human

Resource
Management
In Hospital
 Contents
• Principles of HRM
• Functions of HRM
• Profile of HRD Manager
• Tools of HRD
• Human Resource Inventory
• Manpower Planning
• Different Departments of Hospital
• Recruitment, Selection, Training Guidelines
• Methods of Training
• Evaluation of Training
• Leadership grooming and Training
• Promotion
• Transfer
 WHAT IS HRM?

• Activities and practices to plan for, attract,

select, develop and retain human
resources, to achieve the organization’s
goals

• The objective is to determine the best use

of the talent and skills available to
accomplish the organizational goals
3
4
 AREAS IN HRM
HR Utilization
– Recruitment
– Selection
– Placement
– Appraisal
– Compensation
– Workplace planning

5
 AREAS IN HRM
HR Development
– Education
– Training
– Development

HR Environment
– Job enrichment
– Job enlargement
– Organization development
6
HR Management Cycle

Recruitment & Training & Performance

Selection Development Management

Reward
Management

Career
Management
 HR Strategy and Business Result

Recruitment &
Selection

Training & Performance

Business Business
Development Management
Strategy Result

HR
STRATEGY

Reward Career
Management Management
 Functions of HRM
• HRM is concerned with integration by getting all the
members of the organization involved so that they may
work together with a sense of common purpose.

• HR policies of the organization should be fair to all. .

• Human resources are the most important assets and their

tactful management is the key to success of an org.

• The culture and values of an organization exert enormous

influence on the organization. Therefore. Organizational
values and culture should be accepted and acted upon by
one and all in the organization.

9
Functions of HRM

10
 Managerial Functions of HRM

8/24/2012 11
 Planning
• Planning is necessary to give the organization
its goals and directions to establish best
procedure to reach the goals. Planning staff
levels requires that an assessment of present
and future needs of the organization be
compared with present resources and future
predicted resources. Appropriate steps then be
planned to bring demand and supply into
balance.
 Organizing
• After objectives have been established and
plans been developed then personnel manager
must design and develop organisation structure
to carry out various operations. Such as-

• Grouping of personnel activity

• Assignment of different groups of activities to
different individuals
• Delegation according to task assigned
• Co-ordination of activities of different individuals.
 Directing

• The directing function of the personnel manager

involves encouraging people to work willingly
and effectively for the goals of the orgainsation .
 Controlling

• Controlling helps to evaluate and control the

performance of the department in terms of
various operative functions.
 Operative Functions of HRM

8/24/2012 16
Characteristics of HR Management

• Human oriented
• Development oriented
• Pervasive in nature
• Continuous process
• Multi – disciplinary
• Developing discipline
• Management oriented

17
 Importance of HR Management
• For the organization
• Maintaining adequate manpower supply
• Developing right attitudes
• Maintaining high morale of workers
• Developing good industrial relations

• For the Employees

• Improving quality of work life
• Enhancing the dignity of labor
• Raising workers morale by giving them opportunities

18
 Importance of HR Management

• For the Society

• Maintaining good industrial relations

• Increasing productivity through workers

• Better utilization of Human resources

• Marinating adequate manpower supply

19
Whether human Resource Management is a
Science or an Art?

8/24/2012 20
 HR Utilization
• Improve recruitment, selection and induction
programme
• Increase manpower budget
• Introduce incentive scheme
• Start work measurement system
• Introduce training programmes based on training
needs
• Stress on future planning
• Lay emphasis on new technology

21
Why outsourcing in human
resource management?

22
 GROWTH OF HR FUNCTION

• Industrial Revolution

• Human Relations Approach

• Recent Development

23
 HR DEPARTMENT

• To support managers’ HR responsibilities

• Help the organization to meet its

objectives by designing HR programs

• Managers and the HR Department need to

work together

24
 FACTORS INFLUENCE HR DEPT.

• Size of organization

• Unionization of the workplace

• Ownership of the company

• Philosophy of top management

25
 CHALLENGES IN HRM

• Environmental challenges

• Organizational challenges

• Individual challenges

26
 ENVIRONMENTAL CHALLENGES

• Rapid change
• Work force diversity
• Globalization
• Legislation
• Evolving Work and Family Roles
• Skills shortages and the Rise of the
Service Sector

27
 ORGANIZATIONAL CHALLENGES

• Competitive position: cost, quality, distinctive

capabilities
• Decentralization
• Downsizing
• Organizational restructuring
• Self-managed work teams
• Small businesses
• Organizational culture
• Technology
• Outsourcing
28
 INDIVIDUAL CHALLENGES

• Matching people and organization

• Ethical dilemmas and social responsibility
• Productivity
• Empowerment
• Brain drain
• Job insecurity

29
 CHANGING TRENDS IN HRM
• Technological changes

• Globalization and increase competition

• Employee education and expectation

• Workforce diversity

• Useful statistics
30
CAUSES FOR POOR HUMAN RESOURCE MANAGEMENT

Four Major Causes:

Indiscipline
High turnover
Poor service by the staff
Low morale of its personnel.

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 structure
KEY ACTIVITIES OF HUMAN RESOURCES

• Human Resource Planning

• Human Resource Policies
• Salary and Benefit Administration
• Human Rights and Labour Laws
• Recruitment, Selection and Orientation
• Performance Management
• Training and Staff Development
• Communications and Counselling