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Human Resource Management Standards

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Abdi Tofik
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142 views24 pages

Human Resource Management Standards

Uploaded by

Abdi Tofik
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

Chapter – 20

Human resource management and


Development

FEBRUARY 2024
Outline of presentation

 Objective/s
 Introduction
 Operational standards
 Implementation guidance
 Summary
Objectives

 By the end of this session the participants will be able to :-

 To explain operational standards for Human Resource Management

and Development.

 To discuss on the implementation challenges of operational standards.

 Understand main concepts of staff productivity and performance

measurements
1.Introduction

The most important asset of a hospital is the health workforce.

 Human resource Management and Development is the integrated

use of systems, policies, management practices to:

 recruit,

 maintain,

 Recognize and develop employees to meet organization

desired goals.

 Health workforce shall be competent, compassionate, caring and

productive to achieve the best health outcomes.


Introduction….1
 The HRM and D Department/Directorate (HRMD) plays a
crucial role:
 Creating a conducive work environment.

 Capacity building on initiatives (MCC, QI concepts).

 Strong support, monitoring, and feedback.

 Performance-based evaluation and recognition.

 Attracting, developing, retaining, and motivating qualified

employees for high-quality patient care.


 The purpose of this chapter is to provides guidance for the

establishment of a human resource functions


2. Operational standards

1. The hospital has a Human Resources Management


Directorate/Department/ which lead and manage the HR
management and development of the hospital.
2. The hospital has a human resource development plan.
3. The hospital established a transparent and accountable system
of staff acquisition.
Operational standards….(2)

4. The hospital has the number and professional mix in


accordance with the regional/national standards.
5. The HRMD Directorate/Department maintains each personnel
file and fully implement HRIS.
6. The Human Resource Directorate/Department creates
conducive work environment to motivate health work force.
Operational standards….(3)

7. The hospital strengthens a system to have Motivated, Competent,

and Compassionate (MCC) human resource for the hospital.

8. The hospital has a performance evaluation management system

and reward policies to formally and objectively evaluate all the

employees.

9. The hospital has occupational health and safety policies, plan, and

procedures.
Operational standards…. (4)
10. The hospital’s HRMD directorate enhances Productivity and
working hours management of the hospital.
11. HRM&D prepares an Employee Handbook that contains
policies and procedures to help ensure consistency in service
delivery.
12. The hospital regularly conducts a staff job satisfaction survey
and exit interview.
3. Implementation guidance
 Human Resource Department
 Human Resource Department responsible for the:-
 Planning
 Recruitment
 Placement
 Performance appraisal
 Development, motivation and retention of employees, and
for
 Establishing policies and procedures to manage
employee/employer relations.
Implementation guidance….(2)
 Workload indicators for staffing Needs (WISN).
 How can Workload indicators for staffing Needs help
you?
 Determine how best to improve your current
staffing situation.
 You can set better priorities for allocating new staff or
transferring existing staff
 Plan future staffing of health facilities
 Measure the daily workload pressure on the
staff
Implementation guidance…(3)
 Workload indicators for staffing Needs(WISN) Steps
 Establishing standard workloads -the amount of work within a
health service component that one health worker can do in a
year.
 Calculating allowance factors in order to take account of the
staff requirement of support activities
 Determining staff requirements by calculating the total staff
required to cover both health service activities and support
services
Implementation guidance…(4)
 Recruitment
 Vacancy announcement
 Application process
 Selection process
 Competitive assessment
 Reference checking
 Appointment and probation
 Promotion
 Transfers
Implementation guidance….(5)
 Orientation
 New Hire Orientation
 provided to all new employees
enables the new employee to become
familiar with the entire organization as
well as his/her own work area and
Department.
Implementation guidance….(6)
 In-service orientation
 Recurring orientations to all staff is needed to:
 orient existing staff who may not have
received new hire orientations
 introduce new HR policies and procedures to staff
 provide employees with a forum to discuss issues
with the HR department
Implementation guidance….(7)
Performance Management
An on-going process focused on enforcing
high performance or improving substandard
performance to enhance the knowledge,
skills and behaviours of all employees in
order to achieve organizational goals.
 Supportive supervision
 Performance Based Evaluation
 Performance Improvement Process
Implementation guidance….(8)

Training and Development


 Training to improve his/her capability, or
prepare him/her for increased
responsibility based on career
development.
 Staff training includes both
Short and long-term training and
educational opportunities.
Implementation guidance…(9)
 Training needs assessment
 Organizations that develop and implement

training without first conducting a needs.


 assessment may end up over training, under

training, or just missing the point all together.


 Training can be expensive; therefore it is

critical that training be tailored to meet the

specialized needs of the organization and the

individual trainees
Implementation guidance…(10)
 Employee relations
 Employee Code of Conduct
 Professional
 Ethics
 Employee Motivation
 Job Satisfaction
 Employee Recognition
 Health Workforce Productivity
Implementation….(11)
 Health work force Productivity
Measurements
 Step 1 – Define the Service Unit
 Step 2 – Define the Categories of Health Services to
Include as Outputs in the Numerator
 Step 3- Take a weighted sum of the volume of various
categories of services produced in a service unit
 Step 4 – Define the Categories of Human Resources to
Include as Inputs in the Denominator
Implementation….(12)
 Health work force Productivity
Measurements
 Personnel Records
 Organization of Personnel Records
 What to maintain in the Personnel Record
 Keeping the Personnel Record up to date
 Computerized Personnel Records
 Confidentiality of Personnel Records
Implementation….(13)

 HWF Productivity Measurements

 Occupational Health and Safety:-


 Risk Assessment
 Medical Screenings and Health Promotion
 Immunizations
 Workplace injuries
 Occupational Health and Safety Training
4. Summary
 In summary this chapter sets standards and guidance for the
establishment of a human resource functions contributes to
 the advancement of the vision,
 mission and
 Guiding principles of the hospital
 The chapter contributed to hospital's health workforce,
particularly the HRMD in achieving the institution's patient
care goals.
Thank You!

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