Strategies of Human Resources Development at Dr. (H.C.) Ir. Soekarno Public Hospital Bangka Belitung (original) (raw)
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Development of human resources is essential for any country that would like to be dynamic and growth-oriented. Human Resources Development (HRD) is basically a human process. India is a large country having huge population with high potentials. Unlike other resources, human resources have rather unlimited potential capabilities. Human Resources are the most important of the health system’s inputs and consume major share of resources. The health care system involves a variety of stakeholders. These include qualified doctors, nurses, para-medical staff, technicians and staff on the one hand and the communities who utilize the services on the other hand. Improving the performance of the health systems depends ultimately on improving the performance of the workforce. Human Resources are clear prerequisite for healthcare, with utmost medical interventions requiring the services of physicians, nurses or other types of health workers. Growth of the country is associated with the development of its people hence the quality of the health care services are essential in the country. Existing healthcare organizations are expanding by opening hospitals in new service areas and new organizations entering with state of art equipments, latest technology and marketing strategies. Consequently, competition in the healthcare sector is on the rise. Increased incomes and awareness levels are driving the patients to seek quality healthcare. The providers in turn need to be more innovative in their approach and offer quality services at competitive price. All this necessitates the systematic Human resource Management by trained professional managers and administrators. In this juncture, there is a significance to study HRD practices in health care units in particular to the training and performance appraisal and its contributions will be discussed in this paper. The main objective of the paper is to focus on training methods and performance appraisal which impacts the organizational growth. The methodology of the study is purely based on primary data.
DEVELOPMENT OF HUMAN RESOURCES IN MEDICAL INSTITUTIONS
KNOWLEDGE – International Journa, 2019
The management of human resources is the main function of management in the organization. This defines the nature and the development of the Organization as a whole, modifies people's management in the working process to steer them towards the goals that the organization sets itself. The effective management of human resources requires the elaboration of clear strategies for the development of staff, managers with values and patterns of behaviour, corresponding to the stated values of the organization, who understand the significant effect of improving work to improve the human resources system in order to achieve better results. In order to achieve the objectives of an organization such as the Specialized Hospital of obstetrics and gynecology for active treatment Varna (SHOGAT), the leaders of each level need to know the theoretical-methodological foundations of the staff motivation, the legal framework for the action; To know and guide conflict resolution in hospital sectors. Knowing the patterns of motivation, the management raised the 100% satisfaction of its employees by improving the jobs and renovating the building stock. Managers in the medical institution work in the direction of engaging the personnel in the curative and diagnostic process, as well as in participating in the training process of the future cadres. This helps to plan labour resources on hospital structures and to select staff. The management and development of human resources is aimed at implementing the decision and implies forming in the managing system (the supervisors) the ability to properly influence the managed system (health teams) in order to ensure that the task is implemented by using the most effective methods and means.
https://www.ijrrjournal.com/IJRR\_Vol.6\_Issue.12\_Dec2019/Abstract\_IJRR0070.html, 2019
Quality Human Resources (HR) is a determinant of company success. The need for competent human resources in the field of communication and information technology is increasing along with the convergence of communication and information flows. The research aims at analyzing the decline of employee's performance of the HR Department in developing employee productivity and obtains the strategy to improve the HR performance. The study was conducted using quantitative. In this case all permanent employees of the company become research respondents (census). The methods used in this research are descriptive to obtain an overview of employee competencies in the HR Department, Strategic Assumption Surfacing and Testing (SAST) to formulate the assumptions of the strategy and Analytical Hierarchy process (AHP) to determine strategy priorities based on certainty and interest in the company. The results showed that the HR Department got a bad evaluation caused by many things found in the HR competency which is negatively impacted to the employee's performance. There are several priorities that are considered capable of improving the performance and competence of the management department at PT. Persada consists of assessment (0,342), employee rotation (0,246) and competency directory (0,148).
International Journal of Academic Research in Business and Social Sciences
The development of educational administrative personnel has become one of the main concerns in the Faculty of Nursing Science, Padjadjaran University. It aims at improving the competence, professionalism and quality of educational administrative personnel to achieve maximum individual and organizational performance. The purpose of this study is to identify and analyze the implementation of personnel development among administrative personnel, the existing obstacles and efforts or solutions proposed to overcoming the obstacles. The research employed a descriptive qualitative method. The data were collected through observations, interviews and document reviews. The data were then analyzed through the process of data collection, data reduction, data presentation and conclusion drawing. The analysis results showed that in general the implementation of personnel development personnel development among administrative personnelin Padjadjaran University is quite good. Despite of this finding, the aspect of target recognition and the program evaluation were not optimally implemented. It is recommended that the administrative personneldevelopment policies need to be integrated and tailored to the needs of faculty. For this purpose, the training need analysis should be designed. Furthermore, an instrument ought to be formulated for monitoring and evaluation instrument and every educational administrative personnel who has attended a development or training program is required to make a written report.
Media Ekonomi dan Manajemen
Human resource management (HRM) is the foundation to face business competition. Organizational strategies related to HRM create satisfaction among employees so that employees perform well and can create a competitive advantage for their organization. The need for human resources in the hospital industry has developed along with the availability of hospitals reaching 2813 hospitals in Indonesia. This of course requires superior human resources performance. HRM practices are expected to drive human resources performance and achieve a competitive advantage in the hospital industry. This study will examine the effect of HRM practices, namely training, performance appraisal, and compensation systems on employee performance. Furthermore, this study will also examine the role of job satisfaction to mediate HRM practices on employee performance. The study was conducted in a private hospital in the Surakarta area with a sample of 120 respondents. Convenience sampling technique as a sampling ...
The manager strategy on developing human resources of nursing in the hospital
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Hospital management must have a strategy to increase nursing resources to provide quality, effective and efficient nursing services. The purpose of this study is to determine the manager's strategy in developing human resources of nursing to improve professional competency education. This type of research used in this research is qualitative research. The subject and object of this research include the place, namely the situation and condition of the hospital environment, the nurses as the perpetrator and the parties around them, including the leader and the head of the room, the activity that is the development of nurse resources that has been carried out. This research was conducted at Limpung Regional Hospital of Batang Regency in August 2019 - November 2019. This research instrument uses in-depth interviews using interview guidelines and documentation to collect profiles of Limpung Regional Hospital, Batang Regency, and information data from various media sources related to ...
International Journal of Modern Trends in Engineering & Research, 2016
Human resources planning is a systematic process which is used to predict demand and supply of human resources in the future. Based on the annual report of Martapura 2 Primary health centre in 2015 if the D/S only reached 77.37% and its still under national average which is 80%. Those case above might be happened as the result from the management of primary health centre itself which is not sufficient in planning, actuating, monitoring, evaluating, and any supporting factors as well. One of the determinant factor of the quality of service is Human Resources. This study is to find out the implementation of human resources's management function in Martapura 2 primary health centre. There four aspects in the implementation of human resources's management function which are planning, organising, actuating, and monitoring. The method of the study is qualitative with descriptive approaching. The method used in this study is survey using deep interview method. The result of the study showed that some of human resources's management functions have been done well although some studies might be needed in case to qualify human resources not only based on education level, but also any other supporting skills. The impelementation of human resources health management not running so well because the mechanism of reward and punishment have not run optimally. The implementation of reward and punishment needed to be clearer and evaluated continually as a part of monitoring aspect so that can support the performance of human resources to be better.
Essential Independent Factors for Developing Human Resource In Iran's Hospitals
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Human resource development (HRD) has served the needs of organizations to provide employees with up-to-date expertise. The present study aimed to identify the essential independent factors for developing human resource in Iran's Hospitals. This study was descriptive and applicable. The study is done through analysis of a questionnaire designed after recognition of the main variables. Sixty five Iranian Social Security Organisation's hospitals (the major governmental health institutions in Iran), were chosen as a sample among all Iranian healthcare centers. The educational managements and education experts were the members of research community (n= 130). Content validity and construct validity were assured with expert judgment and the reliability of the questionnaire was determined using Cronbach's alpha and Pearson correlation (first and second times) .Cronbach's alpha coefficient was respectively as 0.810 and Pearson correlation was (p<0.001) 0.870. After the sample size was proved to be sufficient, the exploratory and confirmatory factors were analyzed. The findings of the present Study showed that three factors which named "welfare system", "organization development" and "performance management" were the essential factors for developing human resource in these hospitals. The calculated fitness indexes proved the desirability and appropriateness of the components and their structural relations. It is concluded that these factors have essential roles in developing human resource in these organizations.
Comparative study of human resources management in two county hospitals
Analele Universităţii din Oradea, Fascicula: Ecotoxicologie, Zootehnie şi Tehnologii de Industrie Alimentară, 2015
The most difficult step in an organization's success rate in a process of transition is its own process of change. The process of change is a complex structural adjustment action which takes into account continuously modifying factors from the socioeconomic , cultural, political, educational, legislative or traditional domains. Changes in the structure of organizations should first of all take into account the changes of managerial methods and procedures and then of technical and technological means (Mathis R.L., 1999). These changes can be ensured only by a highly performing management of human resources. The present study proposes a comparative analysis of personnel deficit in wards with beds of two county hospitals: the EmergencyCountyHospital in Suceava and the ClinicalEmergencyCountyHospital in Oradea.