HUMAN RESOURCE

MANAGEMENT
Isaac Sing`ombe
(Registered Nurse, Registered Midwife, Bachelor of Science in Nursing, Master of
Science in Human Anatomy)
 Introduction
• It is believed that organizations cannot build a good team of
working professionals without good Human Resource
Management.

• The key functions of the Human Resources Management

(HRM) team include recruiting people, Staffing, Staff audit,
allocation of employees, orientation, providing Job
description and promoting staff development.
 Definitions
• Resource Management - is the process of using a
company's resources in the most efficient way possible.

• Human resource Management (HRM) - the effective use of

human resources in an organization through the management
of people-related activities.
 Purpose of Human Resource Management

• To hire, train and develop staff and where necessary to discipline or

dismiss them.

• Through effective training and development, employees in Organization

achieve promotion within the company and reach their full potential.

• This reduces the need for external recruitment and makes maximum use
of existing talent.

• This is a cost-effective way for a business to manage its people.

 Recruitment
• Introduction

• Recruitment and Selection is an important operation in HRM, designed to

maximize employee strength in order to meet the employer's strategic goals
and objectives.

• Recruitment and Selection is the process of sourcing, screening, shortlisting

and selecting the right candidates for the filling the required vacant
positions.
Cont`
• Definition

• Recruitment is the process of finding and hiring the best-qualified

candidate (from within or outside of an organization) for a job opening, in
a timely and cost-effective manner.

• OR - is a process of encouraging, inducing, or influencing applicants to

apply a certain vacant position.

• OR - it is a process of allocating qualified applicants who apply for

 Cont`
• Importance of Recruitment
• If the recruitment process is efficient, then –
• The organization gets happier and more productive employees
• Attrition rate reduces
• Builds a good workplace environment with good employee relationships.
• It results in overall growth of the organization.
• It determines the current and future job requirement.
• It increases the pool of job at the minimal cost.
• It helps in increasing the success rate of selecting the right candidates.
Cont`
• It helps in reducing the probability of short term employments.

• It meets the organization’s social and legal obligations with regards to the
work force.

• It helps in identifying the job applicants and selecting the appropriate

resources.

• It helps in increasing organizational effectives for a short and long term.

• It helps in evaluating the effectiveness of the various recruitment techniques

Cont`
• It attracts and encourages the applicants to apply for the vacancies in an
organization.
• It determines the present futures requirements of the organization and
plan according.
• It links the potential employees with the employers.
• It helps in increasing the success ratio of the selection process of
prospective candidates.
• It helps in creating a talent pool of prospective candidates, which
enables in selecting the right candidates for the right job as per the
organizational needs.
Cont`
• Types

• Internal sources recruitment – employees recruited within

the company.

• External sources of recruitment – applicants recruited

through school campus, references, advertisements,
placement agencies.
Cont`
Internal sources recruitment
• Hiring employees within the organization internally
• Promotions
• Upgrading the cadre of the employees by evaluating their performance
in the organization. It is the process of shifting an employee from a
lower position to a higher position with more responsibilities,
remuneration, facilities, and status
• Transfers
• Transfer refers to the process of interchanging from one job to another
without any change in the rank and responsibilities.
 Cont`
• Recruiting Former Employees
• Employees are called back depending upon the requirement of the position.
• This process is cost effective and saves plenty of time.
• The other major benefit of recruiting former employees is that they are very well
versed with the roles and responsibilities of the job and the organization needs to
spend less on their training and development.
• Internal Advertisements (Job Posting)
• Internal Advertisements is a process of posting/advertising jobs within the
organization.
• This job posting is an open invitation to all the employees inside the
organization, where they can apply for the vacant positions.
• It provides equal opportunities to all the employees working in the organization.
Hence, the recruitment will be done from within the organization and it saves a
Cont`
• Employee referrals is an effective way of sourcing the right candidates at a
low cost.
• Hiring new resources through the references of employees, who are currently
working with the organization.
• Present employees can refer their friends and relatives for filling up the
vacant positions.
• Cost effective and saves time as compared to hiring candidates from external
sources and motivate their employees, go ahead and reward them with a
referral bonus for a successful hire.
• Previous Applicants
• Hiring team checks the profiles of previous applicants from the organizational
recruitment database.
• These applicants are those who have applied for jobs in the past.
• It is inexpensive way of filling up the vacant positions
Cont`
• Advantages of Internal Sources of Recruitment

• It is simple, easy, quick, and cost effective.

• No need of induction and training, as the candidates already know their job
and responsibilities.

• It motivates the employees to work hard, and increases the work

relationship within the organization.

• It helps in developing employee loyalty towards the organization.

Cont`
• Disadvantages of Internal Sources of Recruitment
• It prevents new hiring of potential resources. Sometimes, new
resources bring innovative ideas and new thinking onto the table.
• It has limited scope because all the vacant positions cannot be filled.
• There could be issues in between the employees, who are promoted
and who are not.
• If an internal resource is promoted or transferred, then that position
will remain vacant.
• Employees, who are not promoted, may end up being unhappy and
demotivated.
Cont`
External Sources of Recruitment
• Direct Recruitment
• This is where the recruitment of qualified candidates are done by
placing a notice of vacancy on the notice board in the organization.
• This method of sourcing is also called as factory gate recruitment, as the
blue-collar and technical workers are hired through this process.
• Employment Exchanges
• Employment exchange is a government entity, where the details of the
job seekers are stored and given to the employers for filling the vacant
positions.
• This external recruitment is helpful in hiring for unskilled, semi-skilled,
and skilled workers.
Cont`
• Employment Agencies
• Employment agencies are a good external source of recruitment.
• Employment agencies are run by various sectors like private, public, or
government.
• It provides unskilled, semi-skilled and skilled resources as per the
requirements of the organization.
• Advertisements
• Advertisements are the most popular and very much preferred source of
external source of recruitment.
• The job vacancy is announced through various print and electronic media
with a specific job description and specifications of the requirements.
• Using advertisements is the best way to source candidates in a short span and
it offers an efficient way of screening the candidates’ specific requirements.
Cont`
• Professional Associations
• Professional associations can help an organization in hiring professional,
technical, and managerial personnel, however they specialize in sourcing
mid-level and top-level resources.
• There are many professional associations that act as a bridge between the
organizations and the job-seekers.
• Campus Recruitment
• Campus recruitment is an external source of recruitment, where the
educational institutions such as colleges and universities offers opportunities
for hiring students.
• In this process, the organizations visit technical, management, and
professional institutions for recruiting students directly for the new positions.
Cont`
• Word of Mouth Advertising

• Word of mouth is an intangible way of sourcing the candidates for

filling up the vacant positions.

• There are many reputed organizations with good image in the market.

• Such organizations only need a word-of-mouth advertising regarding a

job vacancy to attract a large number of candidates.
Cont`

• Advantages of External Sources of Recruitment

• It encourages new opportunities for job seekers.

• Organization branding increases through external sources.

• There will be no biasing or partiality between the employees.

• The scope for selecting the right candidate is more, because of the large
number of candidates appearing.
Cont`
• Disadvantages of External Sources of Recruitment

• This process consumes more time, as the selection process is very lengthy.

• The cost incurred is very high when compared to recruiting through internal
sources.

• External candidates demand more remuneration and benefits.

 Factors that Influence Recruitment
Internal Factors

• Organizations have control over the internal factors that affect their recruitment functions

• Size of Organization

• To expand the business, recruitment planning is mandatory for hiring more resources,
which will be handling the future operations.

• Recruiting Policy

• Recruitment policy of an organization, i.e., hiring from internal or external sources of

organization is also a factor, which affects the recruitment process.

• It specifies the objectives of the recruitment and provides a framework for the
 Cont`
• Image of Organization

• Organizations having a good positive image in the market can easily attract competent resources.

• Maintaining good public relations, providing public services, etc., definitely helps an
organization in enhancing its reputation in the market, and thereby attract the best possible
resources.

• Image of Job

• Just like the image of organization, the image of a job plays a critical role in recruitment.

• Jobs having a positive image in terms of better remuneration, promotions, recognition, good
work environment with career development opportunities are considered to be the
characteristics to attract qualified candidates.
Cont`
External Factors

• External factors are those that cannot be controlled by an organization

• Demographic factors – Demographic factors are related to the attributes of

potential employees such as their age, religion, literacy level, gender, occupation,
economic status, etc.

• Labor market – Labor market controls the demand and supply of labor.

• E.g. if the supply of people having a specific skill is less than the demand, then the
hiring will need more efforts.

• On the other hand, if the demand is less than the supply, the hiring will be relative
easier.
Cont`
• Unemployment rate – If the unemployment rate is high in a specific area,
hiring of resources will be simple and easier, as the number of applicants is
very high.

• In contrast, if the unemployment rate is low, then recruiting tends to be very

difficult due to less number of resources.

• Labor laws – Labor laws reflect the social and political environment of a
market, which are created by the central and state governments.

• These laws dictate the compensation, working environment, safety and health
regulations, etc., for different types of employments.
Cont`
• Competitors – When organizations in the same industry are
competing for the best qualified resources, there is a need to
analyze the competition and offer the resources packages that
are best in terms of industry standards.
 Recruitment Process/Steps in Recruitment
• The recruitment process includes;

1. Analyzing the requirements of a job

2. Attracting employees to that job

3. Screening and selecting applicants

4. Hiring

5. Integrating the new employee to the organization.

 Staffing
• Definition - is the selection and training of individuals for specific
job functions, and charging them with the associated
responsibilities

• OR the process of filling the vacant position of the right personnel at

the right job, at right time

• In management, the meaning of staffing is an operation of

recruiting the employees by evaluating their skills, knowledge and
then offering them specific job roles accordingly.
Cont`
Functions of Staffing
• To obtain qualified personnel for different jobs position in the organization.
• The right person is recruited for the right jobs, therefore it leads to
maximum productivity and higher performance.
• It helps in promoting the optimum utilization of human resource through
various aspects.
• Job satisfaction and morale of the workers increases through the recruitment
of the right person.
• Staffing helps to ensure better utilization of human resources.
• It ensures the continuity and growth of the organization, through
development managers.
Cont`
• Characteristics of Staffing

• People-Centered - Staffing can broadly view as people-centered function and

therefore it is relevant for all types of organization. It is concerned with categories of
personnel from top to bottom of the organization

• Responsibility of Manager - staffing is the basic function of management which

involves that the manager is continuously engaged in performing the staffing function.
They are actively associated with the recruitment, selection, training, and appraisal
of his subordinates.

• Therefore the activities are performed by the chief executive, departmental managers
and foremen in relation to their subordinates
Cont`
• Human Skills

• Staffing function is mainly concerned with different types of training and development of human resource
and therefore the managers should use human relation skill in providing guidance and training to the
subordinates.

• If the staffing function is performed properly, then the human relations in the organization will be cordial
and mutually performed in an organized manner.

• Continuous Function

• Staffing function is to be performed continuously which is equally important for a new and well-
established organization. Since in a newly established organization, there has to be recruitment, selection,
and training of personnel. As we compare that, the organization which is already a running organization,
then at that place every manager is engaged in various staffing activities.
 Staff Audit
• Introduction

• The word ‘audit is derived from the Latin word ‘audire’ which
means to hear.

• In the olden days, whenever the proprietors of a business concern

suspected fraud or errors, they appointed a person to check the
accounts and to hear the explanations given by the persons responsible
for keeping the accounts.
Cont`
• Definition - is a form of a consulting service which enables the employer to
obtain a comprehensive insight into personnel affairs.

• OR the analysis and evaluation of personnel policies, procedures and prac­

tices to determine the effectiveness of personnel/human resource
management in an organization

• OR is a periodic review to measure the effectiveness of personnel manage­

ment and to determine the steps required for more effective utilization of
human resources
Cont`
• Objectives of Personnel Audit

1. To review the whole organizational system of human resource practices, i.e.,

acquiring, developing, allocating and utilizing human resources in the organization.

2. To evaluate the effectiveness of various personnel policies and practices.

3. To identify shortcomings in the implementation of human resource practices in

the organization

4. To modify the existing human resource practices to meet the challenges of

personnel/human resource management.
Cont`
The primary objective of personnel audit is to know how the
various units are functioning and how they have been able to
meet the policies and guidelines which were agreed upon; and
to assist the rest of the organization by identifying the gaps
between objectives and results, for the end product of an
evaluation should be to formulate plans for corrections of
adjust­ments.
Cont`

• Reasons for conducting a Staff audit

1. Facilitate the selection of appropriate staff members, to verify the

employees' skills, efficiency and motivation

2. To ensure that the human resource policies observed in the company

are consistent with the law and statutory regulations

3. to “improve productivity” of individual employees and thus increase

“organizational effectiveness” by better utilization of a firm’s human
resources.
Cont`
• Reasons for Staff Audit (An employee audit is a valuable tool in)

4. Company re-organization

5. Allocation or distribution of new work duties

6. Analysis of personnel affairs

7. Developing job profiles

8. Assessing employee competencies required for the given position

Cont`
• Process of Personnel Audit (Steps)

(i) Identifying indices, indicators, statistical ratios and gross numbers

in some cases.

(ii) Examining the variations in a time frame in comparison with a

similar previous corresponding period.

(iii) Comparing the variations of different departments during

different time periods,
Cont`
(iv) Examining the variations of different periods and then

comparing them with the similar units working in the region,

(v) Drawing trends, ascertaining frequency distribution and

correlations between them.

(vi) Preparing a report and send it to the top management for

information and action.
 Staff Orientation
• Introduction

• Effectively orienting new employees to the Organization and to their

positions is critical to establishing successful, productive working
relationships.

• Your employee's first interactions with you the Management should

create a positive impression of your department and the Organization.

• The time you spend planning for the new person's first days and weeks
on the job will greatly increase the chance for a successful start.
Cont`
• Definitions

• Orientation is the process of giving ideas, philosophy, and

information about the organization to the newly appointed
employees so that they can adjust themselves with the
organization.

• Employee Orientation is the planned introduction of new

employees to their jobs, coworkers, and the organization
Cont`
• Objectives of orientation are to;

• Gain employee commitment,

• Reduce his or her anxiety,

• Help him or her understand the organization’s expectations, and

• Convey what he or she can expect from the job and the
organization.
Cont`
• Orientation may be done by the supervisor, the HRM staff or some
combination.

• It may be formal or informal, depending on the size of the organization.

• It Covers such things as:

• The organization’s objectives, History, Philosophy, Procedures, Rules.

• HRM policies and benefits, Fellow employees.

• Learning the Organization’s Culture - Culture includes long-standing,

often unwritten rules about what is appropriate behavior.
Cont`
• Six Types of Employee Orientation

• Realistic Orientation - these people are attracted to occupations that involve

physical activities requiring skill, strength, and cooperation. Examples include
forestry, farming, and agriculture.

• Investigative Orientation

• Investigative people are attracted to careers that involve cognitive activities

(thinking, organizing, and understanding) rather than affecting activities
(feeling, acting or interpersonal and emotional tasks). Examples include
biologist, chemist and college professor.
Cont`
• Social Orientation - these people are attracted to careers that involve interpersonal
rather than intellectual or physical activities. Examples include clinical psychology,
foreign Service and social work

• Conventional Orientation favors careers that involve structured, rule-regulated

activities as well as careers in which it is expected that the employee subordinates
his or her personal needs to those of the organization. Examples include
accountants and bankers.

• Enterprising Orientation - verbal activities aimed at influencing others

characterize enterprising personalities. Examples include managers, lawyers, and
public relations executives.
Cont`
• Artistic Orientation - people here are attracted to careers that
involve self-expression, artistic creation, expression of emotions
and individualistic activities. Examples include artists, advertising
executives, and musicians.
 Cont`
• Topics Covered in the Employee Orientation program
• Following topics are covered in the orientation or socialization process.
• Introduction: Regarding the organization, supervisor, trainers, and co-
workers
• Job Duties: It provides job-related information like job location, job tasks,
job safety requirements, an overview of the job, job objectives, relationship
to other jobs, etc.
• Organizational Issues: This provides the information about the overall
organization it may include; history of employer, organization of employer,
name & titles of key executive, employee’s titles and departments, layout of
physical facilities, probationary period, overview of production process,
company policies and rules, disciplinary regulations, employee handbook,
safety procedures etc.
Cont`

• Employee Benefits: This part provides the information about the

benefits that are offered by the organization like; Pay scales &
paydays, vacations, rest break, training & education, benefits,
counseling, housing facilities, insurance benefits, retirement
program, employer-provided services for employees, rehabilitation
program.
 Cont`
• The Manager’s Role in Employee Orientation

• Senior management is often visible during the new employee orientation process.

1. Welcomes new employees.

2. Provide a vision for the company.

3. Introduce company culture — what matters.

4. Convey that the company cares about employees.

5. Allay some new employee anxieties and help them to feel good about their job
choice.
 FINANCIAL AND MATERIAL RESOURCE MANAGEMENT
• Ordering of resources

• Ordering of resources for various activities in the hospital requires that you
follow procedures

• These procedures are necessary to check on the utilization and prevent misuse
or theft cases.

• Resources are kept in stores depending on the type of materials you are
keeping e.g. food stuff like sugar, cooking oil, or drugs in the pharmacy
Cont`
• Inventory procedures and documentation

• Inventory procedures and documentation requires verification

by Managers to confirm that Hospitals’

• Goods and services are checked and right totals have been
submitted.

• The process of inventory procedures and documentation

requires the Managers knowledge on the following;
Cont`
1. Taking Inventory (detailed list of goods or furniture) of the

Organization.

• It is necessary that you as a Manager understand the Beginning balance

which is quantity of usable stock on hand at the beginning of a given time
period, which should be equal to ending balance of the previous period.

• The Ending balance is required at the end of a given period.

 Cont`
2. Consider Loss/adjustment of any item removed from inventory for any reason other than
issued or dispensed, e.g., missing, damaged, theft, demonstration use.

• An arrangement on Physical count - a count of items by hand to verify quantities

recorded on stock cards can also be conducted by heads of departments to get the actual
stocks

3. Be aware on Consumption - The quantity of items given to clients, this can only be found
at health centres or aggregated health centre data at higher level, take note on the amounts
given from one facility to another
 Cont`
3. Be aware on Attendance statistics: information about people who visit health facilities,
their age, parity, etc. This information will help you to plan for their services in relation to Staff
and required stocks

4. Ensure that other heads of departments follow the stocks by ensuring that the following are
done;
 Stock card records: These are records that list quantities received, quantities issued, dates of
receipts/issues, losses/adjustments.

• FEFO: First Expiry, First Out - not quite the same as FIFO (first in, first out) or FISH (first-
in, still here!)
Cont`
Quantitative: using numbers as compared to qualitatively—
using feelings
Stock-out: having no supply of an item in stock
Re-supply site: any person/location that receives supplies from
the district
Rational drug use: the appropriate prescribing of drugs by
medical personnel and the appropriate use by the client
Average Monthly Consumption (AMC): the average quantity
of stock consumed over a period of several months
 Time Management
• Introduction: When we think of time management at a work place, we tend
to think of personal time management, loosely defined as managing our
time, to waste less time on doing the things we have to do so we have more
time to do the things we want to do

• Definition: the development of processes and tools that increase efficiency

and productivity.

• OR to managing time effectively so that the right time is allocated to the

right activity.
 Cont`
• Time Management refers to making the best use of time as time is always limited
• Time Management plays a very important role not only in organizations but also
in our personal lives.
Time Management includes:
• Effective Planning
• Plan your day well in advance.
• Prepare a To Do List or a “TASK PLAN”. Jot down the important activities that
need to be done in a single day against the time that should be allocated to each
activity.
• High Priority work should come on top followed by those which do not need
much of your importance at the moment.
• Complete pending tasks one by one. Do not begin fresh work unless you have
finished your previous task.
 Cont`
• Setting Goals and Objectives - Working without goals and targets in an
organization would be similar to a situation where the captain of the ship
loses his way in the sea.
• Yes, you would be lost. Set targets for yourself and make sure they are
realistic ones and achievable.
• Setting Deadlines
• Set deadlines for yourself and strive hard to complete tasks ahead of the
deadlines.
• Do not wait for your superiors to ask you every time.
• Learn to take ownership of work. One person who can best set the deadlines
is you yourself.
• Ask yourself how much time needs to be devoted to a particular task and for
how many days.
Cont`
• Delegation of Responsibilities - Learn to say “NO” at workplace. Don’t do everything
on your own.

• There are other people as well. One should not accept something which he knows is
difficult for him.

• The roles and responsibilities must be delegated as per interest and specialization of
employees for them to finish tasks within deadlines

• Prioritizing Tasks - Prioritize the tasks as per their importance and urgency.

• Know the difference between important and urgent work.

• Identify which tasks should be done within a day, which all should be done within a
month and so on.
Cont`
• Spending the right time on right activity - Develop the habit of
doing the right thing at the right time.

• Work done at the wrong time is not of much use.

• Don’t waste a complete day on something which can be done in an

hour or so.
Cont`
For Effective Time Management one needs to be:
• Organized - Avoid keeping stacks of file and heaps of paper at your
workstation.
• Throw what all you don’t need.
• Put important documents in folders. Keep the files in their respective
drawers with labels on top of each file. It saves time which goes on
unnecessary searching.
• Don’t misuse time - Do not kill time by loitering or gossiping around.
Concentrate on your work and finish assignments on time.
• Remember your organization is not paying you for playing games on
computer or peeping into other’s cubicles.
• First complete your work and then do whatever you feel like doing.
• Don’t wait till the last moment.
Cont`
• Be Focused - One needs to be focused for effective time management.

• Develop the habit of using planners, organizers, table top calendars for
better time management.

• Set reminders on phones or your personal computers.

 Cont`
Benefits of Time Management

Makes an individual punctual and disciplined. One learns to work when it is

actually required as a result of effective time management.
One becomes more organized as a result of effective Time Management. Keeping
the things at their proper places minimizes the time which goes on unnecessary
searching of documents, important files, folders, stationery items and so on
Boosts an individual’s morale and makes him confident. As a result of Time
Management, individuals accomplish tasks within the stipulated time frame,
making them popular in their organization as well as amongst their peers.
Cont`
Individuals who stick to a time plan are the ones who realize their
goals and objectives within the shortest possible time span.
Helps in better planning and eventually better forecasting. Individuals
learn to plan things well and know where exactly they stand five years
from now.
Reduces stress and anxiety

Enables an individual to prioritize tasks and activities at workplace

Helps an individual to adopt a planned approach in life

Cont`
• Time Management Techniques
It is essential for individuals to value time and allocate the right time
to the right activity.
Set your Priorities. Know what all needs to be done on an urgent basis
Make sure you finish your assignments within the stipulated time
frame.
Understand the difference between urgent and important work.
Stay focused. Do not leave your work station if some urgent work
needs to be done
Do include time for your tea breaks, net surfing, personal calls and so
on in your daily schedule - Assign half an hour to forty-five minutes to
check updates on social networking sites, call your friends or family
 Cont`
Set realistic and achievable targets for yourself. Know what you need to
achieve and in what duration?
Do not overburden yourself. Say a firm no to your boss if you feel you
would not be able to complete a certain assignment within the assigned
deadline.
Be disciplined and punctual. Avoid taking unnecessary leaves from work
unless there is an emergency
Keep things at their proper places. Files must be kept at their respective
Cont`
Do not treat your organization as a mere source of money. Change
your attitude. Avoid playing games on computer or cell phones during
office hours. It is unprofessional
Develop the habit of using an organizer. It helps you plan things
better. Keep a notepad and a pen handy. Do not write contact numbers
or email ids on loose papers. You will waste half of your time
searching them. Manage your emails. Create separate folders for each
client. Do not clutter your desktop.
 Cont`
• Role of Managers in Inculcating Time Management Skills in Employees

Managers must lead by example. The best way to finish work on time is to be punctual at
workplace
The rules and regulations of an organization are not only meant for subordinates but also
for team leaders and superiors. Managers must adhere to guidelines of the organization for
their team members to respect company’s policies.
Ask your administration supervisor to issue notepads, registers, pens, folders etc to all
your employees. Point them out if they write on loose papers. As managers it is your
responsibility to tell them their mistakes so that they manage things well. Personally check
their drawers once in a while.
Cont`
Delegate them responsibilities as per their specialization, educational
qualification and background
Keep a track of employee performance. Install software which tells
you when an employee enters and leaves the office. Implement a
strong reporting system. Give them deadlines and ensure they finish
work within the stipulated time frame. Appreciate employees who
finish their work on time in the presence of all.
It is essential for the superiors to know what their employees are up to
 Cont`
Promote various training programs to instill time management skills in
employees. Conduct various workshops where employees can be given
certain tasks apart from their daily work. Ask them to finish off activities
within the assigned time slots. Reward them suitably.
Be a good listener. Employees must have an easy access to their Boss’s
cabin. Proper coordination between employees and their team leaders is
essential for effective time management. Do not keep tasks pending at your
end. Give approvals on time and make sure your team members do not
indulge in unproductive tasks.
 Cont`
Personal time management skills include:

• Goal Setting

• Planning

• Prioritizing

• Decision-making

• Delegating

• Scheduling
 Health Economics
• Definition: is a branch of economics concerned with issues related to efficiency,
effectiveness, value and behavior in the production and consumption of health and health
care.

• The scope of health economics is divided in to eight distinct topics as proposed by Alan
Williams'. These are

• What influences health? (other than health care)

• What is health and what is its value

• The demand for health care

• The supply of health care

Cont`

• Micro-economic evaluation at treatment level

• Market equilibrium

• Evaluation of the whole system level

• Planning, budgeting and monitoring mechanisms.

 Cont`

• Cost benefit analysis

• A cost benefit analysis finds, quantifies, and adds all the positive factors.
These are the benefits.

• Then it identifies, quantifies, and subtracts all the negatives, the costs.

• The difference between the two indicates whether the planned action is
advisable.

• The real trick to doing a cost benefit analysis well is making sure you include
all the costs and all the benefits and properly quantify them.
Cost effectiveness
• Cost effectiveness is being economical in terms of tangible benefits
produced by money spent
 Cont`
• Examples Cost Benefit Analysis

• Should we hire additional Five Nurses or assign overtime? Is it a good idea to have
Teas for Members of Staff or not provide any teas at all?

• Each of these questions can be answered by doing a proper cost benefit analysis.

• As the Ward Manager, you are proposing the purchase of a $1 Million sluicing
machine to increase bedpan, sputum mugs and urinal cleanliness.

• Before you can present the proposal to the Senior Medical Superintendent, you need
know some facts to support your suggestion, so you decide to run the numbers and
do a cost benefit analysis. This is important so that you request is not rejected
 Performance Assessment
• Definition - Performance management is an ongoing, continuous
process of communicating and clarifying job responsibilities, priorities
and performance expectations in order to ensure mutual understanding
between supervisor and employee

• Objectives

1. Increase two-way communication between supervisors and

employees
Cont`
2. Clarify mission, goals, responsibilities, priorities and
expectations

3. Identify and resolve performance problems

4. Recognize quality performance

5. Provide a basis for administrative decisions such as

promotions, succession and strategic planning, and pay for
performance.
Cont`
• Performance Cycle
Cont`
• Supervisor's responsibilities

• The supervisor's responsibilities in performance assessment are to:

1. Communicate and clarify major job duties, priorities and expectations.

2. Establish and communicate performance standards.

3. Monitor employees' performance through observation, discussion, etc.

4. Document good and unacceptable performance.

5. Provide continuous coaching and constructive feedback in a timely manner. 6.

Hold performance discussions (at least annually).
 Cont`

7. Correct poor performance and reinforce good performance.

8. Help employees to develop skills and abilities for improved

performance.

9. Provide necessary information, resources and opportunity to

allow accomplishment of key results.
 Hospital Costing
• As a leader you will need to know Hospital costing if you have to budget
effectively for your department.
Importance of Hospital costing

1. To develop a clear and appropriate method for calculating the services cost

2. To estimate actual economic cost of services delivered by each department

3. To create a basis for the pricing system of medical services delivered by the
Hospital that can be used to establish fees for services and contracts
 Discipline
• Definition: is training expected to produce a specific character or pattern of
behavior, especially training that produces moral or mental improvement.

• How disciplinary procedures work

• It is obvious that no employee may be disciplined for breaking a rule that

he/she was not aware of in the first place, and therefore it is essential that
the employer's Disciplinary Code and Procedure be communicated to all
employees in writing, in a language that the employees can clearly
understand.
 Cont`

• This may mean printing your Disciplinary Code in perhaps 3 different languages.

• If an employee is illiterate, then the Disciplinary Rules must be translated to him

in a language that he/she can clearly understand.

• The Standards of Conduct should contain rules that are, as far as possible,
common to all employees.

• It is advisable to include a dress code as well, particularly for those employees

who have dealings with members of the public or the employer's clients.
Cont`

• Employer e. g in Health, the Ministry of Health should put its

disciplinary procedure in writing, and make it easily available to all
staff.

• It should say what performance and behaviour might lead to

disciplinary action and what action your employer might take.

• NB: The Ministry of Health in Zambia is using the Code of conduct

for all Civil servants.
 Cont`
• Disciplinary steps
1. Your employer’s disciplinary procedure should include the
following steps:
2. A letter setting out the issue or a charge letter.
3. A meeting to discuss the issue where An Offender is going to
appear.
4. A disciplinary decision.
5. A chance given to the Offender to appeal this decision within a
specific period of time.
 Cont`
• Approaches to Difficulty staff

• Difficult people present no problem if we pass them on the street, in the supermarket or in
a building lobby.

• Nevertheless, when we have to work with them difficult people can become major
irritants.

• It seems that some people are just born to be difficult. We have all worked with them and
most of us dislike them.

• Difficult people are easy to recognize - they show up late, leave early, don't turn their
work in on time and have an excuse for every failing.
Cont`
• How to Handle Them:

1. Don't ignore the problem.

2. Intervene as soon as possible.

3. Research the problem personally

4. Help the problematic employee to get back on track.

5. If all else fails, termination may be necessary.

END