Human Resources Management

Human Resources Management

2Policy and planning

3Policy and planning

4Policy and planning

HRM involves employing people, developing theirsills, utilizing, maintaining and compensating them for their services in line with the job and organizational requirements to meet health objectives.

Human Resources Management

5Policy and planning

Staff are your most valuable resource – manage them accordingly and keep.

Human resources =Valuable resources

6Policy and planning

HR Management

Recruitment &Selection

Training & Development

PerformanceManagement

RewardManagement

CareerManagement

7Policy and planning

Manpower Planning

What staff do we need to do the job?

What staff are available within our

organization?

Is there a match?

Mission and plans

If not, what type of people do we need, and how

should we recruit them?

Job Analysis

• Performance appraisal

• Training

• Management & development

What is impact on wage and

salary program?

8Policy and planning

Manpower Planning

The financial resources available

Forecasting Workforce Requirements

Projected turnover (redistribution, resignation and terminations)

Skill and quality of your staff (in relation to changing health

service needs)

9Policy and planning

Training Need Analysis

Training Objectives

Training Delivery

Training Evaluation

Training Process

What are the training needs for this person and/or job?

SpecificMeasurable AchievableResourcesTimeframe

On-the-job-training, action learning, etc.

Measure reaction, learning, behavior, and results

10Policy and planning

Assessing Training Needs

Task

Analysis

A detailed analysis of a job to identify

the skills required, so that an

appropriate training program can be

instituted

Competency

Analysis

Careful study of competency level to

identify a deficiency and then correct it

with a training program, or some other

development intervention.

11Policy and planning

Why Performance Appraisal?In line with organizational objectives, manager and staff:

● Review expected staff performance

● Review staff motivation & how well they meet expectations

● Develop a plan for corrective action if needed

● Review the person’s career plans in light of his/her exhibited

strengths and weaknesses

Appraisals provide information for decisions on: contract,

training needs, salary, redeployment, and promotion, etc.

12Policy and planning

Performance Management

Setting Performance Targets

Regular Review and Monitoring

Performance Appraisal and Evaluation

● Training & Development Plan

● Salary/Bonus Adjustment

● Career Development

Feed back

Corrective Action

z

13Policy and planning

Problems in Performance Appraisal

Lack of standards

Irrelevant or subjective standards

Poor measures of performance

Poor feedback to

staff

Negative communication

Failure to apply

evaluation data

Set the basis and procedures for appraisal.

Be supportive and help staff do a good job.

14Policy and planning

Staff retentionStaff retention

How to “weld” the staff to your Aimag / Soum

“Ene huuhnuud uu”

15Policy and planning

Staff retentionStaff retention

Ensure facilities for staff living in your aimag:

Places to live with comfort

How to help spouse to find a job

Kindergarten and schools for children

Attractive salary and allowances

Possibilities for saving

Career development

etc

“How to weld staff to your Aimag / Sum”

16Policy and planning

Career planning & development

Providing staff assistance to form

realistic career goals

and opportunities to realize them

17Policy and planning

Staff retentionStaff retentionEnsure staff have the supplies & equipment to do their job

Good staff supervision – be supportive

Recognize staff efforts

Listen to staff concerns and suggestions about the job

Manage change & conflict with sensitivity

Ensure staff safety at work

Offer job rotation or enrichment – in line with staff skills, anticipated career path, and organizational objectives

Interview staff that leave to understand why

18Policy and planning

HRM and organizational success HRM and organizational success

Healthcare Customers

Internal customers (departments & staff)

External customers (Patients)

Patient satisfaction Staff satisfaction

Organizational Success

HRMHRM

19Policy and planning

Organizational goalsOrganizational goalsEmpowering and managing staff well contributes to: Improving quality of patient care

Service excellence & operational excellence

Reduced overtime & use of temporary staff

Reduced medical error & achieving better clinical outputs

Decline in average hospital length of stay

20Policy and planning

Key messagesKey messagesHuman resources are valuable resources

HR management = recruitment, training, deployment, performance management and career development to achieve organizational objectives

Plan your staff needs based on service demands and finances available

Facilitate staff to work in a professional manner

Take performance management seriously – and actively work to retain staff

Thank youThank you