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• 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.

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