- 1.HRM-Human Resource ManagementGroup VI Presentation Memberso
fGroup-VI Dr.Rinku Tomer Dr.Ekta Chopra Dr.Vineet Sikka Dr.Neelima
Dr.Kamal SinghDr.Richa Gupta Dr.Neeraj Sharma Dr.Najam
AliKhanMr.Sharad Sharma Mr.Rinku KumarDr.Mansi Nagpal
Dr.KalpanaPanwarMs.Monika Mathur Mr.Anil Kumar Dr.Sunaina Bhatti
Mr.RavishKumar
- Manpower Recruitment Process, Criteria
- Role & Importance of Training
- Employee Retention & Grievance Handling
- Performance Appraisal Parameters
2.
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- HRMsimply means employing people, developing their
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- resources, utilizing, maintaining and compensating their
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- services in tune with the job & organizational
requirement.
- Dave Ulrich segregates the role of HRM into 4 fields:
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- Strategic Business Partner
Human Resource Management : Definition & Role 3.
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- Recruitment, Induction & Orientation.
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- Compensation in wage or salary.
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- Employee benefits administration.
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- Organizational Health : Survey, Development.
Human Resource Management : Functions 4. HRM Manpower
RecruitmentProcess, Criteria.
- It is placing the Right Person in Right Place at Right
Time.
Determine Recruitment and Selection needs Human Resource
Planning Job Analysis HRM helps determine the number & type of
people an organization needs. Job Analysis & Job Design specify
tasks, duties of jobs & the qualifications expected from
prospective jobholders . 5. HRM Manpower RecruitmentProcess,
Criteria.
- - Prepare job description & job specification
- - Advertising the vacancy
6. HRM Manpower Recruitment Process, Criteria. Recruitment
Process Outsourcing: Employer outsource or transfers all or part of
staffing process to an external service provider like placement
consultancies. RPO ensure the client companies providing the right
candidates at the right time. With integrated screening process, it
ensures improvements in candidate quality & reduced staff
turnover.
- Placement Agencies / Outsourcing
SOURCES OF RECRUITMENT 7. HRM Role & Importance of
Training
- Learning process that involves:
- Changing of attitudes & behaviours to enhance
performance.
- TRAINING PROCEDURE - 3 Phases:
- - Pre-Training - Preparation Phase
- - Post-Training Follow up
8. HRM Role & Importanceof Training
- Employees require training when:
- - Found not capable enough to meet goals
- - There is gap between current & expected performance
- - Lack of sufficient knowledge & expertise
- - Develop friendship, fellowship, support &
trusteeship.
- - Ensure building technical, managerial, supervisory &
human competency
- - Put forward attitude-based training
- - Ensure value-based & self-sustained culture is built
- - Offer training inputs in need-based, organized &
lucrative manner
9. Employee Retention & Grievance Handling
- Employee Retention:Empowering the workforce is key to:
- - Attracting & retaining best employees
- - Improving quality of patient care
- - Service excellence & Operational excellence.
- - Reduce overtime & use of temporary staff.
- - Leads to reduced medical error & Better clinical
outputs
- - Decline in average length of stay
- Steps in Employee Retention:
- - Employee Counselling = Employee Retention
- - Compensation Management
- - Change & Conflict Management
- - Organisational Health Feedback & Development
10. Grievance Handling Mechanism: Grievance should be reported
to immediate reporting officerGrievance should be reported in
writing to Dept/ Section Hd. Officer should be able to solve within
1day Grievance should be discussed jointly with HoD & HR Mgr.
Dept. Head should be able to solve within 3 working days Grievance
should put to CEO whose decision should be binding to all concerned
If still unresolved,Employee Retention & Grievance Handling
GRIEVANCE: Its a discontent or dissatisfaction caused by various
reasons in hospitals. How to win the workforce : 5 Pillar
Leadership - Sustained focus on people, Service, Quality, Finance
& Growth 11. Performance Appraisal Parameters:
- - Yearly or monthly evaluations given to employees which
- evaluate needs of the employee & supervisor.
- Performance Appraisal Importance:
- - Help managers interact with employees
- - Employees learn expectations
- Having no performance evaluation process reduces the
credibility & effectiveness of management.
12.
- - PA process should be legally valid.
- - Standard form should be used.
- - First performance review - 6 months after hiring
- - Second, after 6 months & yearly after that.
- - Evaluation notice - 2 weeks in advance.
- - Appraisal & job description - Written input.
- - Supervisor - Record input in evaluation.
- - Goals - Clearly stated.
- - Form updated & finalized after PA is complete.
Performance Appraisal Parameters: 13. Performance Dialogue
Overview Hospital Mission Objectives of Hospital Faculty/Department
Objectives Individual/Team/ Organizational Performance
- Appraisal of individual contribution
- Identification of training and development needs
- Communication of major changes
- Adjustments and mutual feedback on results
Appraising performance Planning for performance Managing &
coaching for performance 14.
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- Behavioral Anchored Rating Scales (BARS)
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- Management by Objectives (MBO)
Performance Appraisal Parameters: 15. Perceived Challenges:
Culture Leadership Managerial & TeamEffectiveness Spotting,
utilizing & multiplying talent In current Scenario : Fast
changes in management structures Knowledge & Skill improvements
Increase in Competition. Growing Customer Expectations New emerging
business models Increase in Product Innovations Make
inter-personnel relations more productive. Reducing the adjustment
time of groups. Personnel Management & Policy Formulation
Change Management 16. HRM : Challenges in Healthcare Success
Healthcare Customers Internal Customer (Employees) External
Customer (Patients) Organizational Success Patient satisfaction
Employee Satisfaction 17. HRM - Group VI Team
- We welcome your feedback & suggestions - Thank You !
- Community:DHA - Indraprastha Apollo NDelhi @
www.orkut.co.in