Human Resource for Health

7/28/2019 Human Resource for Health

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MAMATA COLLEGE OF NURSING

KHAMMAM

UNIT: V

SUBJECT: NURSING MANAGEMENT

GUIDED BY: Dr. Mrs. Ratna Philip, Principal DATE:

PRESENTED BY: Mrs. Udaya Sree.G, M.Sc. (N) II year TIME:

HUMAN RESOURCE FOR HEALTH

SEMINAR ON HUMAN RESOURCE FOR HEALTH

Introduction

Human resource management is the process of acquiring and retaining the

organization's human resource.

Acquisition of human resource includes human resource planning, recruitment, selection

and orientation. Retention activities include performance appraisal, placement, training

and development, discipline and corrective counseling, compensation and benefit.

STAFFING

Introduction

Staffing is an orderly systematic process based upon sound rationale applied to

determine the number and kind of nursing personnel required to provide nursing care o

predetermined standard to group of patients in particular setting.

Too few or an improper mixture of nursing personnel will adversely affect the quality

and quantity of work performed. Such situation can lead to high rates of absenteeism and

staffs turn-over resulting in low morale and dissatisfaction.

Definition

Staffing is the process of determining and providing the acceptable number and mix o

nursing personnel to produce a desired level of care to meet the patients demand.


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Purpose

The purpose of all staffing activities is to provide each nursing unit with an appropriate

and acceptable number of workers in each category to perform the nursing tasks

required.

Factors Affecting Staffing

1. The type, philosophy, objectives of the hospital and the nursing service.2. The population served or kind of patients served whether pay or charity.3. the number of patients and severity of their illness-knowledge and ability of nursing

personnel are matched with the actual care needs of patients

4. Availability and characteristics of the nursing staff, including education, level opreparation, mix of personnel, number and position.

5. Administrative policies such as rotation, weekends, and holiday off-duties.6. Standards of care desired which should be available and clearly spelled out.7. Layout of various nursing units and resources available within the department such

as adequate equipment, supplies, and materials

8. Budget including the amount allotted to salaries, fringe benefits, supplies, materialsand equipment

9. Professional activities and priorities in non patient activities like involvementprofessional organizations, formal educational development, participation in research

and staff development.

10. Teaching program or the extent of staff involvement in teaching activities.11. Expected hours of work per annum of each employee. This is influenced by 40 hour

week law.

Philosophy of staffing in nursing

Nurse administrators believe that it is possible to match employees knowledgeand skills to patient care needs in a manner that optimizes job satisfaction and care

quality.

Nurse administrators believe that the technical and humanistic care needs ocritically ill patients are so complex that all aspects of that care should be provided

by the professional nurses.


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Nurse administrators believe that the health teaching and rehabilitation needs ochronically ill patients should be provided by professional and technical nurses.

Nurse administrators believe that patient assessment, work quantification and jobanalysis should be used to determine the number of personnel in each category to

be assigned to care for each type.

Nurse administrator believes that a master staffing plan and policies to implementhe plan in all units should be developed centrally by the nursing heads and staff othe hospital.

Objectives of staffing in nursing

1. Provide an all professional nurse staff in critical care units, operating roomslabour and delivery unit and emergency room.

2. Provide sufficient staff to permit a 1:1 nurse- patient ratio for each shift in everycritical care unit.

3. Staff the general medical, surgical, obstetrical, and gynecology, pediatricpsychiatry, units to achieve a 2:1 professional nurse ratio.

4. Provide sufficient nursing staff in general medical, surgical, obstetrical, andgynecology, pediatric, psychiatry units to permit a 1:5 nurse- patient ratio on a day

and afternoon shifts and 1:10 nurse- patient ratio on night time.

5. Involve the heads of the nursing staff and all nursing personnel in designing thedepartments overall staffing programme.

6. Design a staffing plan that specifies how many nursing personnel in eachclassification will be assigned to each nursing unit for each shift and how vacation

and holiday time will be requested and scheduled.

7. Post time schedules for all personnel at at least eight weeks in advance.8. empower the head nurse to adjust work schedules for unit nursing personnel to

remedy any staff excess or deficiency caused by census fluctuation or employee

absence.

9. Reward employees for long term service by granting individuals special timerequests on the basis of seniority.

10. Inform each nursing employee that requests for specific vacation or holidaytime will be honoured within the limits imposed by patients care and labour

contract requirements.


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The function of staffing

Staffing is a function of management. It has got other sub functions which help in better

managing people in the organization. They are

Manpower planning. Recruitment Selection. Training and development. Transfer and promotions. Performance appraisal. Organization development.

Elements of staffing

Staffing or human resource process consists of a series of steps which are given below:

1. Procurement: Employment of proper number and personnel is the first function o

staffing. This involves:

a) Manpower planning.b)

Recruitment.

c) Selection.d)Placement

Manpower planning is the process of determining current and futuremanpower needs in terms of the number and quality of personnel.

Recruitment implies locating sources of acceptable candidates. Selection involves choice of right type of people from the available

candidates.

Placement means assigning specific jobs in the selected candidates.

2. Development: After placing the individuals on various jobs, it is necessary to train

them so that they can perform their job efficiently.

Proper development of personnel is essential to increase their skill in the properdevelopment of personnel is essential to increase their skill in the performance o

their jobs.


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Development involves orientation, training, and counseling of personnel. Development means preparing the employees for additional responsibility or

advancement.

3. Compensation: compensating personnel for their contributions to the organizationa

goals.

Compensation involves job evaluation, performance appraisal, and promotion. Job evaluation is the process of determining the relative worth of different jobs in

the organization.

Performance appraisal involves evaluating the employees performance in therelation to certain standards.

Promotions, transfer are other elements of the reward system.

4. Integration: Sound communication system is required to develop harmony and teamspirit among employees.

It is essential to motivate employees towards the accomplishment oorganizational goals.

Discipline and labour relations are important elements of integration.

5. Maintenance: It involves provision of such facilities and services that are required to

maintain the physical and mental health of employees.

These include measures of health, safety, and comfort of employees. Various welfare services may consist of provision of cafeteria, restrooms

counseling, recreation club etc.

Staffing process

Staffing is logical operation that consists of several independent actions:

Identify the type and amount of nursing care needed by the patient. Determine personnel categories that have the knowledge and skills to perform needs. Predicting the number of personnel in each job category that will be needed to meet

anticipated care demands.

Obtaining budgeted positions for the number in each job category needed to care forthe expected type and number of patients.

Recruiting personnel to fill available applicants. Selecting and appointing personnel from available applications. Orienting personnel to fulfill assigned responsibilities.


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RECRUITMENT

Introduction

One of the important responsibilities of the personnel department in a hospital is to

recruit and select the right persons for the right jobs. Recruitment, selection and

induction are crucial complex and continuing functions of the personnel department

Every organization should pay maximum attention to evolve attractive staffing policesRecruitment is the first step in the process of filling a vacancy. Recruitment is a process

of searching for prospective employee. The purpose of recruitment to provide a pool o

potentially qualified job candidates.

DEFINITIONS

Recruitment is a process of securing applications to fill vacant positions. It coversboth the filling of new and replacement of previously established posts which fal

vacant.

Recruitment is a process to discover the source of manpower, to meet therequirements of the staffing schedule and to employ effective measures, attracting

the manpower in adequate numbers to facilitate effective selection of an efficient

working force.

-Acc to Yoder

According to Edwin B.Flippo, recruitment is the process of searching thecandidates for employment and stimulating them to apply for jobs in the

organization.

Recruitment is a process of finding and attracting capable applicants foremployment.

PURPOSE AND IMPORTANCE OF RECRUITMENT

Determine the present and future requirements of the organization in conjunction

with personnel planning and job analysis activities.

Increase the pool of job candidates at minimum cost

Helps to increase the success rate of the selection process by reducing the number

of visibly under qualified or over qualified job applicants.

Begin identifying and preparing potential job applicants who will be appropriate

candidates


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Increase organizational and individual effectiveness in the short term and longterm.

Evaluate the effectiveness of various recruiting techniques and sources for al

types of job applicant.

FACTORS AFFECTING RECRUITMENT

Recruitment differs according to:

Size of the organization Employment condition in the community Effect of past recruitment efforts Working conditions salary and other benefits Rate of growth of organization Cultural, economical and legal aspects

RECRUITMENT POLICY

It has been accepted that there is need for a sound recruitment policy, because faculty

recruitment policy inflicts a permanent weakness upon the administration the latter

virtually becomes a heaven for dull and incompetent. The basic elements of soundrecruitment policy should include the following:-

Discovery and cultivation of the employment market for posts/marketing a job in

the public/private services.

Use of attractive recruitment literature and publicity

Use of scientific tests for determining abilities of the candidates

Tapping capable candidates from within the service

PLANNING FOR RECRUITMENT

The shortage of nurses highlighted the need for health agencies to actively market

nursing positions to available applicants.

Marketing encompasses four concepts i.e. product, place, promotion and price. To

market employment to professional nurses, the recruiter should describe the product as


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a nursing position with opportunity for personal adventure, professional enrichment and

social expansion that can be shaped to satisfy an incumbents needs and showcase her or

his abilities.

In addressing place the agency and the nursing unit should be described as settings for

high quality care of selected types of patient and enriching professional experience for

nurses of the applicants description.

In planning promotion of the job to applicants the recruiter must decide who can most

persuasively convey what facts about the job and when and how this information should

be transmitted to attract the highest quality candidates. In marketing job, the price facto

should include present salary, insurance benefits, in-service education opportunities

pension or retirement provisions and promotional opportunities.

RECRUITMENT PROCESS

It involves a systematic procedure from sourcing the candidates to arranging andconducting the interviews and requires many resources and time.

A general recruitment process is as follows:-

a) Identifying vacancy:- The recruitment process begins with the human resourcedepartment receiving requisitions for recruitment from any department of the

company. These contain:-

Posts to be filledNumber of personsDuties to be performedQualification required

b)Preparing the job description and person specification.c) Locating and developing the source of required number and type of employees

(Advertising) etc.

d)Short listing and identifying the prospective employee with requiredcharacteristics

e) Arranging the interviews with the selected candidates.f) Conducting the interview and decision making.


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RECRUITMENT METHODS

Health agencies use multiple methods to recruit needed employees as follows:

A)ADEVERTISING: - By giving advertisements in newspapers local, regional, nationaand international levels and also journal advertisements. The advertisemen

should be designed in such way that it arouses the interest of potential candidate

The media of advertisements should be selected carefully. It is always betterinserted in a newspaper or journal.

B)CAREER_ DAY PROGRAMME:- In some places nursing schools and colleges holdannual career day programmes during which recruiting officers from local health

agencies inform senior students about employment opportunities in those

organizations.

C)OPEN HOUSE:- It is showcase of the opening of a new service or educationprogramme. If health agency is well organized and their setting will be attractive to

idealistic, service-oriented nurses. Invitation to an open house may be sent to

individual nurses, groups of specialty nurses, professional organization final year

student nurses and aluminizes of schools/colleges to attend open house for

recruitment.

D)EMPLOYEE REFERRALS:- Is the method in which the present staff recruit theirnurse-acquaintances i.e. recruiter who wishes to fill positions in a particular

nursing unit should ask employees in the unit to recruit nurses with whom they

have worked comfortably on other settings.

After calling for an application for the positions, through notifications or

advertising or any method, the recruiter receives applications from applicants

When recruitment activities are unusually effective, several candidates may apply

for a single position.

Next step is to screening of applications for short listing through scrutinizingapplications. Next step is calling for applicants to appear for interview, by fixing

the date, time, and venue etc.

E)SELECTION:- Personal selection is the process of choosing from severacandidates the one to be employed in particular positions. Actually the selection

process starts when applications are received and screened in the persona

department.


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The steps which constitute the employee selection process are the following:-

Interview by personal departmentPre- employment testsInterview by department head. Decision of administrator to accept or reject.Medical examinationCheck for referencesIssue of appointment order

F)INTERVIEW:-Interviewing is the main of appraising an applicants suitability for apost. The main objectives of interview are:

For the employer to obtain all the information about the candidate to decide abouhis suitability for the post.

To give the candidate a complete picture of the job as well as of the organizationand

To demonstrate fairness to all candidates.

Pre employment interviewing:-

Interviewing a job applicant is a time- consuming activity. To obtain the necessary

information from the applicant, the interviewer must employ high quality interviewing

skills.

The following interviewing principles should guard the pre-employment interview :

a) Create and maintain/offer comfortable environment throughout interview toensure minimal physical and psychological stress.

b)Conduct the interview according to a preplanned outline. It is better more fromgeneral to personal issues

c) Explore the applicants background and future plans before describing theavailable position. It is better to follow with description of job.

d)Encourage the applicants to talk freely by asking non directive, open endedquestions. Encourage questions by applicants.


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e) Listen actively and talk sparingly while the applicant describes her or hisbackground and future plans to facilitate self revelation by applicant.

f) Identify and describe both positive and negative aspects of job in detail and createrealistic expectations.

g) Conclude interview by outlining further signs in selection process.

PRE EMPLOYMENT TESTS:-

For certain categories of posts, there is a need for testing the professional competence o

the candidates, because there are several characteristics which cannot be properly

assessed either during interview or investigating back groups.

These tests include

Tests in general ability-Intelligence tests Tests in specific ability-Aptitude test Tests for achievement-Trade tests Personality tests

After conducting pre employment interview and pre employment tests, selectiondecisions are made with an eye towards satisfying specific organizational goals. In

making a selection decision, the manager must pay close attention to the candidates

present abilities and interests on the other hand, placement is the process of choosing

from several positions, to one best suited for a particular candidate, and placement

decisions are made with an eye to satisfying specific employee goals.

SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment process

from two kinds of sources: internal and external sources. The sources within the

organization itself (like transfer of employees from one department to other

Promotions) to fill a position are known as the internal sources of recruitment

Recruitment candidates from all the other sources (like outsourcing agencies etc.) are

known as the external sources of the recruitment.


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Sources of recruitment

INTERNAL SOURCES OF RECRUITMENT

1. Transfers: The employee transferred from on e department to another according totheir efficiency and experience.

2. Promotions: The employees are promoted from one department to another withmore benefits and greater responsibility based on efficiency and experience.

Others are upgrading and demotion of present employees according to their

performance.

3. Retired and retrenched employees: may also be recruited once again in case oshortage of qualified personnel or increase in load of work, recruit such people savetime and costs of the organizations as the people are already aware of the

organizational culture and the policies and procedures.

The dependents and relatives of deceased employees and disabled employees are also

done by many companies so that the members of the family do not become dependent on

the mercy of others.

INTERNAL

TRANSFERS

PROMOTIONS

UPGRADING

DEMOTION

RETIRED&RETRENCHED

EMPLOYEES

DEPENDANTS AND

RELATIVES OF DECEASED

EMPLOYEES

EXTERNAL

PRESS ADVERTISEMENTS

EDUCATIONAL INSTITUTES

EMPLOYMENT EXCHANGES

PLACEMENT AGENCIES

LABOUR CONTRACTORS

EMPLOYMENT REFERRELS

RECRUITMENT AT FACTORYGATE


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EXTERNAL SOURCES OF RECRUITMENT:

1. PRESS ADVERTISEMENTS: Advertisements of the vacancy in news papers andjournal are widely used source of recruitment. The main advantage of this method

is that it has a wide research.

2. EDUCATIONAL INSTITUTES: Various managerial institutes, engineering collegesmedical colleges etc. are a good source of recruiting well qualified executive

engineers, medical staff etc. They provide facilities for campus interviews and

placements. This source is known as Campus recruitment.

3. PLACEMENT AGENCIES: Several private consultancy firms perform recruitmenfunctions on behalf of client companies by charging a fee. These agencies are

particularly suitable for recruitment of executives and specialists. It is also known

as RPO (Recruitment Process Outsourcing).

4. EMPLOYMENT EXCHANGES: Government establishes public employmenexchanges throughout the country. These exchanges provide job information to job

seekers and help employers in identifying suitable candidates.

5. LABOUR CONTRACTERS: Manual workers can be recruited through contractorswho maintain close contacts with the sources of such workers. This source is used

to recruit labour for construction jobs.

6. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations havestructured system where the current employees of the organization can refer their

friends and relatives for some position in their organization. Recruitmen

management can inquire these leaders for suitable jobs .In some organization

these are formal agreements to give priority in recruitment to the candidates

recommended by the trade union.

7. RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at thefactory gate these may be employed whenever a permanent worker is absent

More efficient among these may be recruited to fill permanent vacancies.


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APPOINTMENT

In some hospitals, the selection committee consists of one person from the personne

department, the department heads and one representative of the head of the hospital.

After interviewing all candidates the selection committee submits its

recommendations for approval to the head of the hospital who is generally the hiring and

firing authority.

Medical examination: - The selection of the right type of employee requires a thorough

knowledge of his physical capacities and handicaps. No employee should be placed on

the job unless he has been declared medically fit.

ORIENTATION

Orientation is the process of acquiring a new worker with the work environment so that

she or he can relate quickly and effectively to new surroundings. The purpose o

orientation is to make the new employee feel wanted and needed by co-workers and

supervisors and to convince the employee that her or his presence is important to

achievement of (health) agency goals.

The preliminary aspect of orientation is indoctrination or induction training.

Induction training includes introduction to rules, regulations, policies andprocedures that apply to all agency employees.

Indoctrination begins with an explanation of agencys history, purpose, andstructure and is followed by information about conditions of employment

workers identification, working hours, holiday time, vacation allowance, sick

time, position classification, performance standards, performance evaluation

pay days, parking facilities, eating facilities health services, laundry service and

educational opportunities.

PROBATION

During probation period, a close watch should be kept on the employee. If a new

employee is properly groomed by his immediate supervisor and head of the department

he will prove to be an asset for the organization. The probationary report should be

given by department head, 15 days prior to the completion of probation period, which

should be just and fair.


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SELECTION

Once the organizations recruitment activities have succeeded in attracting sufficien

number of relevant applicants from the external labour market the aim of the subsequen

selection activities is to identify the much suitable applicants and persuade them to join

the organization.

Selection procedure:

The selection techniques or methods are mainly depends upon the size of the

institutions, nature of the duty, kind and number of person to be employed, government

regulations to be followed.

Steps in selection procedure:

a) Job analysis: It is the basis for selecting the right candidate.

b)Recruitment: It is the process of searching for perceptive staff nurses andstimulating them to apply for job in an organization.

c)Application form: It is also known as application blank is traditional and widelyaccepted for securing information from the perceptive candidates.

d)Written examinations: The organization has to conduct written examinations fothe qualified candidates to measure the candidates ability towards the job.

e) Preliminary interview: An interview is a face to face observational and personamethod of evaluating the applicant.

f) Group discussions: It is a method where group of successful applicants arebrought around conference table and are asked to discuss either a case study or a

subject matter. The candidates in the group are required to analyze, discuss, find

alternative solution and select the sound selection.


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g) Tests: Tests are conducted to measure the job related abilities and skills oapplicants. The tests may like psychological tests, performance tests.

h)Final interview: It is usually followed by the testing.

i) Final decision by the line manager: The manager concerned has to make thefinal decision whether to select or reject a candidate.

j) Employment: After the final decision the institution has to intimate this decisionto the successful as well as unsuccessful candidates through the appointment

orders.

k)Appointment: The selected candidate is given an appointment letter with aldetails such as terms and conditions of the appointment and period of probation

Job description salary scale, hospital policy.

l) Placement: It is the termination of the job to which accepted candidate is to beassigned and his management to the job, it reduces employee turnover

absenteeism, and improve morale.

m)Induction: The final step in the selection process is that of induction of the newemployee into the social setting of his work, it mainly includes :

Introduction with supervisors and coworkers. Tour of all departments. Explaining job description.


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RETENTION

Employee retention

It involves taking measures to encourage employees to remain in the organizationfor maximum period of time.

Organizing is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer, but retention

is more important than hiring.

Employees stay and leave organizations for some reasons. The organizations arebecoming aware of these reasons and adopting many strategies for employee

retention.

PROMOTION

The word promote is derived from the Latin expression defines promovere meaning

to move forward. The dictionary meanings of promote are:

To excel in a situation, rank or honour, to elevate, to advance.To contribute to growth or prosperity for something cause to perform furtherTo advance from a given grade or classes as qualified for one higher.

The term promotion refers to a change for better prospects from one job to another job

in deemed by the employee. The factors which are considered by employee as implyingpromotion are

a. An increase in salaryb. An increase in job prestigec. An upward movement in the hierarchy of jobsd. Additional supervisory responsibility ande. A better future.

The unions generally favour promotions on the basis of seniority and managements

usually favour promotion on the basis of merits. However, it is an ideal to have following

factors which must be the basis for promotion.

Outstanding service in terms of quality as well as quantity Above average achievements in patient care and or public relations Experience


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Seniority Initiative Recognition by employees as a leader Record of loyalty and co-operation.

Purpose of promotion:

Organizational needs - promotion helps organization to retain its talented humanresources.

Individual needs - the individual attach very high importance to status and jobresponsibilities which they get out of promotion.

Promotion is a reward for better performance of an employee. It attracts suitable persons in the organization. It is done to put employees in a position where he will be more useful to the

organization.

CONCLUSION

Hence, every organization should pay maximum attention to evolve attractive staffing

polices. Recruitment is the first step in the process of filling a vacancy. Recruitment is aprocess of searching for prospective employee.

BIBLIOGRAPHY

BT Basavanthappa. The text book of Nursing administration, 1st edition; Jaypee

brother publication, 2008.

BT Basavanthappa. The text book of Nursing administration, 2nd edition; Jaypee

brother publication, 2008.

Neelam Kumari. The text book of management of nursing service and education: P

V publications.

KP Neeraja Text book of nursing education; Jaypee brothers medical publishers

(p) ltd New Delhi; 2007


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SEMINAR ON

HUMAN RESOURCE FOR HEALTH

SUBMITTED TO SUBMITTED BY

MRS. Dr. Ratna Philip.M.Sc (N), Ph.D., MRS.UDAYA SREE.GPrincipal M.Sc. (N) II YEAR

MAMATA COLLEGE OF NURSING MAMATA COLLEGE OF NURSING

KHAMMAM KHAMMAM

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Human Resource for Health