MH0057: MANAGEMENT OF HEALTHCARE HUMAN RESOURCES

1) Explain the objectives of HRM in healthcare?

In simple terms, the healthcare organizations are considered to be one of the most multifaceted types of human association that have ever been supervised (Drucker, 1993). Moreover, recent researches have brought to light the fact that healthcare organizations are significantly further than just businesses. However, the biggest challenge faced by the healthcare organizations is the recognized requirement to satisfy what emerges as an unquenchable demand for healthcare with limited monetary assistance and efficient employees. 

The sections below highlight the role played by HRM and the relation between human resource management and healthcare organizations. 

Relation between human resource management and healthcare organizations 

Taking into account various health care organizations operating throughout the world, it can be clearly noticed that an increased attention is being laid on HRM (human resources management). Particularly, human resources are perceived to be one of the three chief factors of health system inputs, whereas the other two are namely: consumables and physical capital. Moving ahead, human resources, with respect to health care organizations, can be precisely described as the diverse types of medical and non-medical employees accountable for society and individual health involvement. 

Moving ahead, while exploring worldwide health care organizations, it is both helpful as well as essential to analyze the influence of human resources and their effective management on health sector reorganization. Moreover, the detailed health care development procedures differ from regions to regions but three main trends that have been examined are namely: competence, equity and superiority goals. 

Human resource management performs a number functions with respect to healthcare organizations such as planning the actual number of employees required, appointing the right applicant for right position, supervising salaries and compensations, providing proper training to employees, motivating employees to give their best, formulating trustworthiness etc. A number of human resource management efforts have been adopted in order to amplify efficiency of the employees, quality of facilities and patients contentment. In view of the fact that all health care facilities are eventually provided by people or employees, therefore efficient management of human resources will play an important part in the accomplishment of health sector reform. 

It is quite true that an efficient and appropriate management of human resources is essential in imparting a high quality of health care facilities. Further, a progress on human resources management with respect to health care organizations and additional examination are required to formulate new and advanced

strategies. Lastly, effectual Human Resource Management (HRM) policies are significantly required to attain improved results from and way in to the various health care organizations running globally.

2) Define manpower planning . explain the steps of manpower planning ?

Answer:- Manpower Planning also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has got an important place in the arena of industrialization. Human Resource Planning has to be a systems approach and is carried out in a set procedure. The procedure is as follows:

1. Analyzing the current manpower inventory 2. Making future manpower forecasts 3. Developing employment programmes

4. Design training programmes

Steps in Manpower Planning:

1. Analyzing the current manpower inventory- Before a manager makes forecast of future manpower, the current manpower status has to be analyzed. For this the following things have to be noted-

Type of organization Number of departments Number and quantity of such departments Employees in these work units

Once these factors are registered by a manager, he goes for the future forecasting.

2. Making future manpower forecasts- Once the factors affecting the future manpower forecasts are known, planning can be done for the future manpower requirements in several work units.

The Manpower forecasting techniques commonly employed by the organizations are as follows:

i. Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique.

ii. Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis (central tendency measure).

iii. Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division.

iv. Work Force Analysis: Whenever production and time period has to be analyzed, due allowances have to be made for getting net manpower requirements.

v. Other methods: Several Mathematical models, with the aid of computers are used to forecast manpower needs, like budget and planning analysis, regression, new venture analysis.

3. Developing employment programmes- Once the current inventory is compared with future forecasts, the employment programmes can be framed and developed accordingly, which will include recruitment, selection procedures and placement plans.

4. Design training programmes- These will be based upon extent of diversification, expansion plans, development programmes,etc. Training programmes depend upon the extent of improvement in technology and advancement to take place. It is also done to improve upon the skills, capabilities, knowledge of the workers.

3) Discuss management development in healthcare organizations ?

4)Explain the importance of human relations in healthcare services?

HUMAN RELATIONSOwners and managers of profit and nonprofit organizations define human relations as fitting people into work situations so as to motivate them to work together harmoniously. The process of fitting together should achieve higher levels of productivity for the organization, while also bringing employees economic, psychological, and social satisfaction. Human relations covers all types of interactions among people—their conflicts, cooperative efforts, and group relationships. It is the study of why our beliefs, attitudes and behaviors sometimes cause interpersonal conflict in our personal lives and in work-related situations.One of the most significant developments in recent years has been the increased importance of interpersonal skills in almost every type of work setting. For many employers, interpersonal skills represent an important category of transferable skills a worker is expected to bring to the job. Technical ability only is usually not enough to achieve career success. Studies indicate that many people who have difficulty in obtaining or holding a job possess the needed technical competence but lack interpersonal competence

5) Discuss the model of reward management ?

Answer:- Reward management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization. Reward management consists of analyzing and controlling employee remuneration and all of the other benefits for the employees. Reward management aims to create and efficiently operate a reward structure for an organization. Reward structure usually consists of pay policy and practices, salary and payroll administration, total reward, minimum wage, executive pay and team reward.

History

Reward management is a popular management topic. Reward management was developed on the basis of psychologists' behavioral research. Psychologists started studying behavior in the early 1900s; one of the first psychologists to study behavior was Sigmund Freud and his work was called the Psychoanalytic Theory. Many other behavioral psychologists improved and added onto his work. With the improvements in the behavioral research and theories, psychologists started looking at how people reacted to rewards and what motivated them to do what they were doing, and as a result of this, psychologists started creating motivational theories, which is very closely affiliated with reward management.

Objective

Reward management deals with processes, policies and strategies which are required to guarantee that the contribution of employees to the business is recognized by all means. Objective of reward management is to reward employees fairly, equitably and consistently in correlation to the value of these individuals to the organization. Reward system exists in order to motivate employees to work towards achieving strategic goals which are set by entities. Reward management is not only concerned with pay and employee benefits. It is equally concerned with non-financial rewards such as recognition, training,

development and increased job responsibility.

There are two kinds of rewards:

Extrinsic rewards: concrete rewards that employee receive. o Bonuseso Salary raiseo Giftso Promotiono Other kinds of tangible rewards

Intrinsic rewards: tend to give personal satisfaction to individualo Information / feedbacko Recognitiono Trusto Relationshipo Empowermento Monogrammed name plaque

6)as a HR manager of a healthcare organization, explain the methods of recruitment you would follow in selecting the right candidate for the right job in cafeteria. ( cooking the food and cleaning the cafeteria ) ?