HR Effectiveness in Private and Public Health Institution

HR Effectiveness in Private and Public Health InstitutionReiner T. LibradoEzel A. ConsignaStatement of the ProblemWhat is the level of effectiveness of the roles of HR managers from:1.1 Private health institution1.2 Public health institution

2. Is there a significant difference in the level of effectiveness of the role of HR managers from the private and public health institution?Null HypothesisThere is no significant difference in the level of effectiveness between human resource managers from the private and public health institution.Alternative HypothesisThere is a significant difference in the level of effectiveness between human resource managers from the private and public health institution.

Significance of the StudyThe result of the study can be very helpful to the human resource managers, students and future researchers.HR managers will gain information on which HR function/role they need to observe so that they can maintain an effective planning and better decision-making.Students will acquire insights on the strengths and weaknesses of HR managers.Future researchers will gain knowledge in studying the functions and roles of HR managers.

Research ParadigmPrivate Health InstitutionPublic Health InstitutionHR EffectivenessChapter 3MethodologyResearch DesignThe research design was a comparative study. Comparative study is the comparison of outcomes, result, responses, etc. for different techniques approach or other inputs.

Research EnvironmentThe research was conducted among a private and public hospital. The private hospital is the Adventist Medical Center Valencia located at FACOMA Subdivision, Poblacion 8709, Bukidnon. It is a privately owned hospital which is an affiliated member of the Adventist Health System in Asia which is operated by the Seventh-Day Adventist. Thorough integration, clustering and centralized management hospital is better equipped, better prepared and more efficient in delivering quality health care to its constituents. The public hospital is the Bukidnon Provincial Hospital-Maramag; it is a government-owned hospital which is located in Purok 2, Maramag, Bukidnon. The hospital has seventy-five bed space capacity and a total of one hundred thirty-two working personnel.

Research SubjectThe respondents of this study are the doctors, nurses, technicians, office workers and the support staff which composes the organizational structure of both the private and the public hospital.

Research InstrumentThe instrument that was used in conducting the study was the Human Resource Role-Assessment Survey adopted from the study of David Ulrich and Jill Conner (1997). Its is composed of 40 question where in every four (4) question corresponds to a HR function. The instrument is answered using a 5-point scale in which 1 as not effective and 5 as highly effective.

Data GatheringIn gathering the data the researcher sent a request letter to the HR office requesting for the study to be conducted, then the researcher asked for the copy of the list of all regular employees. The questionnaires was distributed to them and was collected and the data were analyzed and interpreted.

Data TreatmentThe data that answered question 1 was treated by finding the average score of each HR function in per category and then adding the score of each HR function to find the overall performance of the HR. T-test was used to analyze the answer in question number 2.

Chapter 4DATA PRESENTATION, ANALYSIS AND INTERPRETATION

This chapter talks about the presentation, analysis and interpretation of the data relating to this study. The variables were the comparison of HR function in private and public health institution. The specific questions followed in sequence as stated in chapter 1.

The first question states: What is the level of effectiveness of the roles of HR managers from private and public health institution?

Table-1: Average score of Private and Public Health Institution on current level of HR functions.Private Health InstitutionPublic Health InstitutionTotal scoreInterpretationTotal score InterpretationStrategic Partner35Moderate39ModerateAdministrative Expert35Moderate39ModerateEmployee Champion33Moderate38ModerateChange Agent34Moderate37ModerateTotal137Moderate152Moderate

InterpretationOverall: Score above 160 considered a perception of high qualityScore between 91 and 159 considered a perception of moderate qualityScore below 90 considered a perception of low qualityPer Category:Score above 40 considered a perception of high qualityScore between 24 and 39 considered a perception of moderate qualityScore below 23 considered a perception of low quality Table-2: Level of difference among the public and private health institution on the current service level of HR functions.

T-ValueP-ValueInterpretationStrategic Partner-4.810.000SignificantAdministrative Expert-4.060.000SignificantEmployee Champion-2.840.005SignificantChange Agent-2.620.010Significant

T-test was carried out to observe significance of difference among the two health institution on the current level of service effectiveness of HR function. The P-value has been found to be significant at .05 level. The result shows a significant difference among the public and private health institution. It can be inferred that the two health institution have different level of HR function. The significant difference implies that even though both health institutions falls on the same level of effectiveness which is the moderate quality, public health institution scored higher than the private health institution. The public health institution's score almost reach the high quality level while private health institutions score lies on the moderate level.

Chapter 5Findings, Conclusion and RecommendationAccording to the findings both the private and public health institution lies on the scale of moderate quality in applying the HR function in their organization. The private health institutions score showed a good and positive result in total; it appears that the private health institutions dominant function that is being used are the strategic partner and the administrative expert, which tells us that HR, really is with a great value to the companys improvement. The HR also contributed to the organization development as they maintain the level of quality as a health institution. The public health institutions score also showed a good result, and their score is higher than the private health institution which is almost at the high quality level. The public health institutions highest score also is as a strategic partner; these indicate that HR helps in developing a solution to the organization for them to gain more competitive advantage. The findings indicate that the two health institutions have a good HR in their organization and they apply their knowledge well in helping build the organization and in maintaining good and quality employees.ConclusionHuman resource policies of an organization are important for its existence. For them to continue and develop as a quality health institution HR must frequently refresh their knowledge in their field, they must acquire new information for them to help the organization as well as deliver an effective HR function. With that it will help organization in achieving new heights in terms of productivity, cost effective, high morale of employees, team work and public image.

RECOMMENDATION

The following recommendations are then proposed:For the hospital administration conduct HR orientation to employees for them to fully appreciate the HR function.Further studies be conducted using more subjects and in different research environment.