Functions of Human Resource Management in Healthcare

Functions of Human Resource Management (HRM) in Healthcare

• Enhances economic growth, fostering higher living standards.

Managerial Functions of HRM

• Planning: Involves workforce planning and developing personnel programs.
• Organizing: Task allocation based on employee skills, grouping activities, and coordinating roles.
• Directing: Guiding and motivating staff to achieve organizational goals.
• Controlling: Monitoring activities to ensure alignment with plans.

Personnel Functions of HRM

• Job Analysis: Identifies duties, responsibilities, and required skills for positions to inform hiring and workforce planning.
• Job Description & Specification: Details job tasks and required qualifications (e.g., education, experience, attitudes).
• Recruitment and Selection: Processes for attracting and choosing candidates.
• Induction and Orientation: Introduction and onboarding of new employees.
• Training and Development: Process for enhancing employee skills and managerial skills.
• Compensation and Benefits: Structure for wages, promotions, and employee benefits.
• Performance Appraisal: Methods used to evaluate employee performance.

Performance Appraisal Methods

• Rating Scale: Employee performance rated from "Excellent" to "Poor."
• Checklist: Simple yes/no evaluations of employee traits.
• Forced Choice Method: Evaluative statements presented as true/false for employee performance.
• Forced Distribution Method: Performance categorized based on a bell curve grading system.
• Critical Incidents Method: Evaluation based on significant behavior occurrences.
• Behaviorally Anchored Rating Scale (BARS): Combines descriptive standards with performance evaluation.
• Field Review Method: External evaluation of employee performance by someone outside the department.

Elements of Employee Relations

• Involves formal and informal employment policies, collective bargaining, and dispute handling.
• Community between management and employees is vital for effective communication and engagement.
• Governed by legal frameworks and regulations, ensuring employee rights and benefits.

Employee Engagement

• Reflects employee commitment to organizational success, based on involvement and enthusiasm.
• Defined and categorized into four groups based on workplace perceptions.

VOICE Framework (by John Storey et al.)

• Vision: Clear goals and objectives.
• Opportunity: Growth and advancement options.
• Incentive: Rewards for performance.
• Community: Team and workplace relationships.
• Experimentation: Encouragement of innovation and new ideas.

Material Resource Management (MRM)

• Focuses on the efficient provision of health services through effective planning, procurement, utilization, and distribution of materials.
• MRM ensures essential materials are available as necessary for health operations.

Tertiary Health Facilities

• Provide specialized, technologically advanced services for serious health conditions requiring expert care.
• Include national hospitals, teaching hospitals, and specialized medical centers.

Primary Health Care Levels

• Composed of various health professionals, including doctors, nurses, and community health workers.
• Hierarchical structure includes:
  • Village Health Workers: Community members trained in basic healthcare.
  • Intermediate Health Workers: Professional healthcare providers handling more complex cases.
  • First Line Hospital Personnel: Specialized professionals delivering hospital care and managing referrals.

This quiz explores the essential functions of Human Resource Management (HRM) within healthcare services. It covers managerial and personnel functions, including planning, organizing, and directing, to understand how they contribute to economic growth and improve standards of living.