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

• Topics :

Manpower Recruitment Process, Criteria

Role & Importance of Training

Employee Retention & Grievance Handling

Performance Appraisal Parameters

Perceived Challenges

2.

• HRMsimply means employing people, developing their

• resources, utilizing, maintaining and compensating their

• services in tune with the job & organizational requirement.

Role of HRM :

Dave Ulrich segregates the role of HRM into 4 fields:

• Strategic Business Partner

• Change Management

• Employee Champion

• Administration

Human Resource Management : Definition & Role 3.

• Workforce Planning.

• Recruitment, Induction & Orientation.

• Training & Development.

• Compensation in wage or salary.

• Employee benefits administration.

• Performance Appraisal.

• Employee Feedback

• Organizational Health : Survey, Development.

Human Resource Management : Functions 4. HRM Manpower RecruitmentProcess, Criteria.

RECRUITMENT :

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.

- Identify vacancy

- Prepare job description & job specification

- Advertising the vacancy

- Managing the response

- Short-listing

- Arrange interviews

- Conduct interviews

- Decision making

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.

Internal Sources

• Present Employee

• Transfers

• Promotions

• Demotion

• Retired Employee

External Sources

Advertisements

Educational Institutes

Placement Agencies / Outsourcing

Employment Exchanges

Labor Contractors

Walk-ins

Employee Referrals

Job Fairs

SOURCES OF RECRUITMENT 7. HRM Role & Importance of Training

TRAINING:

Learning process that involves:

Acquisition of knowledge

Sharpening of skills

Concepts & Rules

Changing of attitudes & behaviours to enhance performance.

TRAINING PROCEDURE - 3 Phases:

- Pre-Training - Preparation Phase

- Training

- Post-Training Follow up

8. HRM Role & Importanceof Training

Training - Need :

Employees require training when:

- Found not capable enough to meet goals

- There is gap between current & expected performance

- Lack of sufficient knowledge & expertise

- Monotonous management

- Change of level

Training - Importance:

- 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

- Job Rotation

- Exit interviews

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:

Performance appraisal:

- 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

- Strengths & weaknesses

- Prepare action plan

Having no performance evaluation process reduces the credibility & effectiveness of management.

12.

Guidelines:

- 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

Hospital objectives

Individual objectives

Development plans

Communication of major changes

Adjustments and mutual feedback on results

Coaching

Informal follow-ups

Review discussions

Appraising performance Planning for performance Managing & coaching for performance 14.

Common Techniques:

• Job results/outcome

• Essay method

• Ranking

• Forced Distribution

• Graphic Rating Scale

• Behavioral Checklist

• Behavioral Anchored Rating Scales (BARS)

• 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

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