Human Resource Management
Human Resources (HR) Planning is integral to the efficient running and continued success of businesses, enterprises and even start-up companies. At times, many corporations and business owners due to circumstances, certain business factors or extraneous issues have a badly mismanaged top management tier and inconsequential HR departments. The resultant poor human resource planning has an immediate and long-term impact on organizational functioning, employee recruitment and management policies and corporate profitability.
A. Discuss the health human resource action framework. Present the: 1. Interrelationships of its components and
HRM SYSTEM S
Human Resources for Health Action Framework charts a pathway for developing comprehensive national HRH strategy to help managers to sustain a supply of adequately trained health staff. This framework identifies the six components of planning and managing the workforce and describes the goals of each. When these components are functioning properly, an organization will have appropriately trained staff available in the right place at the right time. HRM SYSTEMS are at the center because of their importance in integrating all the other components.
a) HRM Systems are in places that result in adequate and timely staffing, staff
retention, teamwork, effective planning, and good performance.
b) Policy- Appropriate human resource policies have been established and are
enforced. Government employment processes are streamlined.
c) Finance- The approved budget is adequate to sustain projected health
workforce requirements. Allocation authority is aligned with technical and management planning and decision-making.
d) Education- Pre-service training institutions have the capacityto meet the
demand for essential workers, and they adapt curricula as needed for new content requirements.
(networking/linkaging)- Planned districts, and NGOs increase human capacity.
f) Leadership- Managers at all levels demonstrate that they value health
workers and provide leadership to help staff face challenges and achieve results.
HRM is the integrated use of policies, systems, and management and leadership practices to plan for necessary staff and to recruit, motivate, develop, and maintain employees so that an institution or organization can meet its goals. When HRM functions effectively, staff members’ skills, job satisfaction, and motivation will improve and, over time, lead to a high level of performance. (WHO)
The conditions needed to make HRAF applicable in the Philippines
a) HRM capacity- policies and organizational systems to guide and support work. b) Absence of strong HRM policies and systems makes good management and leadership practices essential for providing structure, supportive supervision, fairness, and advocacy for staff. c) Improved employee satisfaction, performance, and retention in the unit. d) Planned how to assign resources, accountabilities, and time lines. e) Planned to organize people, structures, systems, and processes to carry out the HRM plan. f) Efficiently, effectively, and responsively implemented activities. g) Monitoring and evaluation of HRM achievements and results against plans
B. Propose a workable solution of reducing the unemployment and underemployment rate of nurses. Note: Consider actual data.
Unemployment rate: 7.3% (2010 est.) 7.5% (2009 est.) Definition: This entry contains the percent of the labor force that is without jobs. Substantial underemployment might be noted. Source: CIA World Factbook - Unless otherwise noted, information in this page is accurate as of January 9, 2012 Related Data From the International Monetary Fund Variable: Unemployment rate Note: Unemployment rate can be defined by either the national definition, the ILO harmonized definition, or the OECD harmonized definition. The OECD harmonized unemployment rate gives the number of unemployed persons as a percentage of the
labor force (the total number of people employed plus unemployed). [OECD Main Economic Indicators, OECD, monthly] As defined by the International Labour Organization, unemployed workers are those who are currently not working but are willing and able to work for pay, currently available to work, and have actively searched for work. [ILO, http://www.ilo.org/public/english/bureau/stat/res/index.htm] Units: Percent of total labor force Country-specific Note: Source: CEIC Latest actual data: 2010 Employment type: Harmonized ILO definition. Please note that data prior to 2005 are not based on harmonized ILO definition but based on national definition. Primary domestic currency: Philippine pesos Data last updated: 09/2011
Year 1985 1986 1987 1988 1989 1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010
Unemployment rate 11.058 11.682 11.062 9.402 9.129 8.4 10.5 9.8 9.3 9.475 9.525 8.525 8.675 10.05 9.75 11.175 11.125 11.4 11.4 11.825 11.35 8 7.325 7.4 7.475 7.2
5.64 % -5.31 % -15.01 % -2.90 % -7.99 % 25.00 % -6.67 % -5.10 % 1.88 % 0.53 % -10.50 % 1.76 % 15.85 % -2.99 % 14.62 % -0.45 % 2.47 % 0.00 % 3.73 % -4.02 % -29.52 % -8.44 % 1.02 % 1.01 % -3.68 %
1. Workable Solutions A.. Philhealth to hire 600 nurses By Susan G. De Leon Monday 13th of February 2012 QUEZON CITY, Feb 13 (PIA) -- The state-run Philippine Health Insurance Corp. (PhilHealth) is looking for at least 600 nurses to be
government hospitals nationwide as customer relations staff.
PhilHealth president and chief executive officer Dr. Eduardo Banzon said in a news release, the nurses would be employed as part of the firm’s Customer Assistance, Relations and Empowerment Staff (CARES), and receive a monthly compensation of about P15,000 plus health insurance coverage. The nurses will be trained to help lessen the problems encountered in benefits availment of PhilHealth members, Banzon added.
They will also help the hospitals in facilitating the documentary requirements and significantly reduce the number of Return-to-Hospital (RTH) claims, which affects the processing time of claims. Aside from providing member assistance, the CARES will also perform datagathering functions such as exit interviews with patients and members, surveys and other studies that PhilHealth might initiate in the future. Initially, around 334 CARES will be fielded to Levels 3 and 4 government hospitals, and around 196 more will be deployed to Levels 1 and 2 hospitals. Deployment is expected to commence in March, once the recruitment and training processes have been completed. The engagement will run for six months but may be renewed until end-2012. Nurses interested to join PhilHealth CARES have until Feb. 14 to apply online. They may also email their resumes [email protected]
under the subject heading “PhilHealth CARES Application.” Applicants should have superior communication skills, both oral and written; have the ability to listen and respond to customer concerns; be knowledgeable about MS Office applications; and adept at using online application systems on wireless communication devices. (PhilHealth/RJB/SDL/PIA-NCR) B. Objectives of RN Heals 1. General Objective The nurses and midwives learning and deployment aims to create a pool of registered health professionals with enhanced clinical and public health competencies towards the improvement of health care service delivery. 2. Specific Objectives
Improve access to quality healthcare services; Increase nurses’ and midwives
employability through the provision of lea
rning Foster independence in the community’s health care delivery system Address the inequitable distribution and augment the nursing and midwifery workforce in DOH hospitals and health facilities especially rural, under-served, hardship communities; Improve the current nurse to patient ratio in accordance to DOH standard staffing patterns; Improve local health systems that will support the country’s attainment of universal health care or “Kalusugan Pangkalahatan”