• Human resource management (HRM) is the strategic and
coherent approach to the management of an organization's
most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. [1] In simple words, HRM means employing people, developing
their capacities, utilizing, maintaining and compensating their
services in tune with the job and organizational requirement. • Human resources is a term used to describe the individuals who make up the workforce of an organisation. This function title is often abbreviated to the initials 'HR'. • Human resources is a relatively modern management term, coined as early as the 1960s - when humanity took a shift as human rights came to a brighter light . • The origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. • From these terms emerged a largely administrative management activity, coordinating a range of worker related processes and becoming known, in time, as the 'personnel function'. Human resources progressively became the more usual name for this function, • Human resources, when pertaining to health care, can be defined as the different kinds of clinical and non-clinical staff responsible for public and individual health intervention [1]. As arguably the most important of the health system inputs, the performance and the benefits the system can deliver depend largely upon the knowledge, skills and motivation of those individuals responsible for delivering health services [1]. Business practice
• Work force planning
• Skills management • Training and development • Time management • Employee benefits Work force planning
• is the business process for ensuring that an
organization has suitable access to talent to ensure future business success. Access to talent includes considering all potential access sources (employment, contracting out, partnerships, changing business activities to modify the types of talent required, etc.). Skills management
• the practice of understanding, developing and
deploying people and their skills. Well- implemented skills management should identify the skills that job roles require, the skills of individual employees, and any gap between the two. Training and development
• the field concerned with organizational
activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development Time management • refers to a range of skills, tools, and techniques used to manage time when accomplishing specific tasks, projects and goals Employee benefits
• benefits in kind are various non-wage compensations provided to
employees in addition to their normal wages or salaries. • this is generally referred to as a 'salary sacrifice' arrangement. In most countries, most kinds of employee benefits are taxable to at least some degree. • Some of these benefits are: housing (employer-provided or employer- paid), group insurance (health, dental, life etc.), disability income protection, retirement benefits, daycare, tuition reimbursement, sick leave, vacation (paid and non-paid), social security, profit sharing , funding of education, and other specialized benefits. • The purpose of the benefits is to increase the economic security of employees. • The impact of human resources on health sector reform When examining global health care systems, it is both useful and important to explore the impact of human resources on health sector reform. While the specific health care reform process varies by country, some trends can be identified. Three of the main trends include efficiency, equity and quality objectives [3]. • Various human resources initiatives have been employed in an attempt to increase efficiency. Outsourcing of services has been used to convert fixed labor expenditures into variable costs as a means of improving efficiency. Contracting- out, performance contracts and internal contracting are also examples of measures employed [3]. • Many human resources initiatives for health sector reform also include attempts to increase equity or fairness. Strategies aimed at promoting equity in relation to needs require more systematic planning of health services [3]. Some of these strategies include the introduction of financial protection mechanisms, the targeting of specific needs and groups, and re- deployment services [3]. One of the goals of human resource professionals must be to use these and other measures to increase equity in their countries. • Human resources in health sector reform also seek to improve the quality of services and patients' satisfaction. Health care quality is generally defined in two ways: technical quality and sociocultural quality. Technical quality refers to the impact that the health services available can have on the health conditions of a population [3]. Sociocultural quality measures the degree of acceptability of services and the ability to satisfy patients' expectations [3]. • Human resource professionals face many obstacles in their attempt to deliver high-quality health care to citizens. Some of these constraints include budgets, lack of congruence between different stakeholders' values, absenteeism rates, high rates of turnover and low morale of health personnel [3]. • Better use of the spectrum of health care providers and better coordination of patient services through interdisciplinary teamwork have been recommended as part of health sector reform [4]. Since all health care is ultimately delivered by people, effective human resources management will play a vital role in the success of health sector reform.