Nursing Management

UNIT:II MANAGEMENT PROCESS

HUMAN RESOURCES/PERSONAL MANAGEMENT
Presented By:Mrs BeminaDinesh
Assistant Professor
ESIC College of Nursing
INTRODUCTION

 HRM is the management of the organization’s

employees.
 This includes employment & arbitration in
accord with the low ,& with a company is
directives.
 HRM is the most critical function of manager.
 The main function is the focus on recruitment
of management, & providing direction for the
people who work in the organization
DEFINITION
 “It is the organizational function that deal with issues
related to people such as compensation, hiring,
performance management, organization development,
safety, wellness, benefit, employee motivation,
communication & training” .
  It is defined as the art of procuring, developing and
maintaining competent workforce to achieve the goals of
an organization in an effective and efficient manner.
 It is the process of acquiring, training, appraising and
compensating employees and of attending to their labor
relations, health and safety and fairness concerns
It Includes The Personnel Aspects Of The Management Job, Like

 Conducting the job analysis

 Planning labor needs and recruiting job candidates
 Selecting job candidates
 Orienting and training new employees
 Managing wages and salaries
 Providing incentives and benefits
 Appraising performance
 Conducting interviews, counseling, disciplining
 Training and developing managers
 Building employee commitment
Objectives of HRM
 To help the organization reach its goals
 To employ the skills and abilities of the work force
efficiently.
 To provide the organization with well trained and well
motivated employees
 To increase to the fullest the employee’s job satisfaction
and self actualization.
 To develop and maintain quality of work life
 To communicate the HR policies to all employees.
 To be ethically and socially responsible to the needs of
society
Nature of HRM
 Pervasive function
 Action
 Oriented
Individual Oriented
People Oriented
Future Oriented
Development Oriented
Integrating
 Mechanism
 Comprehensive function
 Continuous function
RECRUITMENT
INTRODUCTION:-
 Recruitment is an important function of health manpower
management, which determines, whether the required will be
available at the work spot, when a job is actually to be undertaken.
 Meaning: -
In a simple term, recruitment is understood as the process of
searching for and obtaining applicants for job, from among whom
the right people can be selected’
Definition:-
 According to B Flippo: “It is defined as the process of searching
for prospective employees and stimulating them to apply for job in
the organization”.
 According to IGNOU Module: “It is a process in which the right
person for the right post is procured”.
TYPES OF RECRUITMENT

 There are “3” types of recruitment:

1. Planned: arise from changes in
organization and recruitment policy.
2. Anticipated: by studying trends in the
internal and external organization.
3. Unexpected: arise due to accidents,
transfer and illness. Types of recruitment:-
Objectives of recruitment:-

 To attract people with multi-dimensional skills and experiences that suit the present
and future organizational strategies.
  To induct outsiders with new perspective to lead the company.
  To infuse fresh blood at all levels of organization.
  To develop an organizational culture that attracts competent people to the company.
  To search or head hunt people whose skills fit the company’s values.
  To devise methodologies for assessing psychological traits.
  To search for talent globally and not just within the company.
  To design entry pay that competes on quality but not on quantum.
  To anticipate and find people for positions that does not exist yet.
  Determine the present and future requirements of the organization in conjunction
with the personnel planning and job analysis activities.
  Increase the pool of job candidates with minimum cost
  Help increase the success rate of the selection process reducing the number of
obviously under qualified or over qualified job applicants.
  Help reduce the probability that the job applicants, once recruited and selected will
leave the organization only after short period of time.
Purposes and importance:

 Start identifying and preparing potential job applicants who will be

appropriate candidates.
  Increase organizational and individual effectiveness in the short and
long term.
  Evaluate the effectiveness of various recruiting techniques and
sources for all types of job applicants.
  Recruitment should be done from a central place. Eg: Administrative
officer/Nursing Service Administration.
  Termination and creation of any post should be done by responsible
officers, eg: regarding nursing staff the Nursing superintendent along
with her officers has to take the decision and not the medical
Superintendent.
  Only the vacant positions should be filled and neither less nor more
should be employed.
  Job description/ work analysis should be made before recruitment
PRINCIPLES OF RECRUITMENT:-

 Recruitment should be done from a central place, i.e. Administrative

office/Nursing service administration.
1. Appointment and termination is sole right and liability of concern authority.
2. Only desired post should be filled to meet the HR demands of organization. Over
and under recruitment is not advisable.
3. A predefined job description and work analysis must be ready before recruitment.
4. Recruitment procedure must be designed by a well experienced and capable
person in a view to meet the mission and vision demands of organization.
5. A internal promotion or external recruitment can be a choice to fulfil the desired
post.
6. Recruitment should be done on the basis of defined qualification and set
standards.
7. A recruitment policy should be followed.
8. Promotion policy must be well described and made understood to all.
9. Institution reserves the rights to revise policies as per requirements.
Linkage of Recruitment
SOURCES OF RECRUITMENT
 1. Direct source/ Internal sources
 2. Indirect source/ External sources
I) Internal sources:-include present employees, employee referrals,
former employee and former applicants.
  1.) Present employees :- Promotion of present employee from his/her
present post to higher post based on ability and performance.
2.) Employee referrals:- A employee refers a new candidate for a said
post based on his relationship and capabilities known to him which
can be an assert to organization.
3.) Former employees:- Part time recruitment of retired employees
based on there request or candidate recommended by them.
4.) Previous applicants:- One who is in waiting list can be called
based on CV submitted by them who fulfill demands of said post.
II) External sources:-
Sources external to an organization are professional or trade associations, advertisements,
employment exchanges, college/university/institute placement services, walk-ins and writer-
ins, consultants, contractors etc.
 1. Professional or trade association:- Many organizations provide placement and selection
facility.
2. Advertisement:- Contents job title, required qualification, designation, norms, sometimes
salary packages and other info. Seeking for applicant to apply for desired post.
3.Employee exchange:- A/c to employee exchange act 1959 employee exchange is applicable
to all industries having 25 or above employee. This act as preliminary screening and proof of
employee’s details verified and provides a ling for further opportunities.
4. Campus recruitment:- Recruitment of fresh passed students from conducting a placement
drive at educational institute itself by various employers to find new candidates as per
organizational demands.
5. Walk in, write in and talk in recruitment.
6. Consultants:- Are corporate agencies providing job assistance and consultancy to job
seekers and same time arranges job interviews as demanded by employers.
7. Contractual:- Recruitment for a specific time period of contract and after completion of
contract tenure it comes to end automatically.
Other Sources:-

Modern sources of recruitment:-

 Tele recruitment: Organizations advertise the
job vacancies through World Wide Web
(WWW)
Recruitment process / steps:-

 Theprocess comprises five inter-related stages

Planning
Strategy development
Searching
Screening
Evaluation & Control
Factors effecting recruitment:-
 Allorganization, whether large or small, do engage in recruiting
activity, though not to the same extent.
This differs with:
 The size of the organization
 The employment conditions in the community where the
organization is located
 The effects of past recruiting efforts which show the
organization’s ability to locate and keep good performing people.
 Working conditions an salary and benefit packages offered
by the organization- which may influence turnover and necessitate
future recruiting
 The rate of growth of organization
RECRUITMENT BASIC ELEMENTS OF
SOUND RECRUITMENT POLICY

 1.Discovery and Cultivation of employment

Market
 2. Use of Attractive literature and publicity
 3. Use of scientific entrance test
 4. Tapping capable candidate from within the
service. (Departmental placement)
 5. Placement program for right man to right
job
 6. Follow up probationally programme.
CREDENTIALING
Introduction
 Credentialing is the process of establishing of licensed professionals,
organizational members and assessing their background and
legitimacy.
 It may granting and reviewing specific clinical privileges and
medical or allied health staff membership.
 Definition It is the process of establishing the qualifications of
licensed professionals, organizational members or organizations, and
assessing their background and legitimacy.
 PURPOSES
1. Prevent a problem before it’s occurrence.
2. Reviewing and verifying information.
3. Research qualifications and background of individual companies.
CREDENTIALING SIGNIFICANCE

 Itis very significant because it shows that an individual

or company performing a service is qualified to do so.
  CREDENTIALING LEGAL PROTECTION It is a
good idea to have credentialing process to protect you
and your business from a lawsuit or other legal problems.
  HEALTH CARE CREDENTIALING Health care
credentialing is a system used by various organizations
and agencies to ensure that their health care practitioners
meet all the necessary requirements and are appropriately
qualified. The credentials may vary depending on the
specified area of the practitioner.
CREDENTIALING COMPONENTS

 1.) Appointment:- Evaluation and selection of nursing staff.

 2.) Clinical privileges:- Declaration of specific nursing services may
managed within the institute.
 3.) Periodic reappraisal:- Continuing review and evaluation of each
member of the nursing staff.
 CREDENTIALING CRITERIA FOR SELECTION OF NURSING
STAFF
• Proof of licensure
• Education and training
• Specialty board certification
• Previous experience
• Recommendations
Clinical prerveledged criteria:-
Includes the proof of speciality training and of performance of nursing
procedure or speciality care during training and previous appointments.
SELECTION
 Introduction
 It is process of choosing best applicant among eligible applied for a post.
Selection includes:-
1. Interviewing
2. Employer's offer
3. Acceptance by applicant
4. Signing of a contract or written offer
 Definition
 “It is the process of choosing from among applicants the best qualified
individuals,,
 The process of selection leads to employment of persons having the ability
and qualification to perform the jobs which have fallen vacant in an
organization.
 The basic purpose of selection is rejection of unskilled candidates and
choosing a right type of person on various positions in the organization.
 SELECTION POLICIES
 1. Application form
 2. Selection committee:- Includes HOD college of nursing,
professor, representative of local controlling authority, representative
of nursing division of state, an educational psychologist.
 It includes:-
 Personal interview of candidate
 Test of previous achievements both written and oral
 It should be made clear to them that final acceptance for the
course will be subject to a satisfactory medical report and assessment
during a preliminary training period.
 3. Orientation programme
 4. Development of master rotation plan
 5. Parent teacher association
STEPS IN SELECTION
  1. Interview by Personnel Department
 2. Pre-employment tests(written/oral/Practical)
 3. Interview by departmental head
 4. Decision of administrator to accept or reject
 5. Medical Examination
 6. Check of reference
 7. Issue of appointment letter
 8. Placement
Steps in selection

 1. Pre-employment tests-written/oral/practical
2. Interview
 3. Interview by department head
 4. Decision of administrator to accept or reject
5. Medical examination
 6. Check of references/ Verification
 7. Issue of appointment letter.
1. PRE EMPLOYEMENT TEST

  To ensure selection of the most suitable candidates for

various posts pre-employment tests should be held in a
systematic manner wherever necessary & possible.
These tests can broadly be divided in to four types
a) Test for general ability-intelligence:- IQ test
b) Tests of specific abilities- Aptitude test:- Testing for
abilities of potential development.
c) Test of achievement:- Test for professional proficiency
achievement reported by candidate.
d) Personality test:- to know personality traits emotional
stability, interest, values ,.
2. INTERVIEW
 It is the most intricate and difficult part of the selection
process. It can be divided into four parts:-
 1. The warm-stage
 2. The drawing-out stage
 3. The information stage
 4. The forming an-opinion stage
 Objective of an interview:-
1. Employer obtain all information regarding candidate.
2. Briefing candidate regarding organization and job
profile.
3.Interview by department head:-

 In some organization, the selection committee

consists of one person from the personnel
department, and one representative of the head of
the Institute/hospital.
 After the interviewing all the candidates, the
selection committee submits its
recommendations for approval to the head of the
hospital, who is generally the hiring authority.
 4. Decision of administrator to accept or reject
5. Medical examination

The medical examination of a prospective employee is an aid both to

the employee and to the management.
 The purpose of the medical examination is threefold:
a) It is for the protection of the applicant himself to know whether
that job will suit him or not from the medical point of view.
b) It is for the protection of the other employees so that they are not
at risk of any communicable or other disease which the prospective
employee may have.
c) It is for the protection of the employer as well, so that he may
avoid selecting a wrong person.
 The medical examination will eliminate an applicant whose health
is below the standard or one who is medically unfit
6. Joining report by employee
6.References/ Verification
 The references provided by the applicant should be cross-checked to ascertain his past
performance and to obtain relevant information from his past employer and others who
have knowledge of his professional competence.
 The references letters should be brief and should require as little writing as possible by
the person to whom it is sent.
 If it is directed to a former employer, it should ask for the following data:
Date of joining ,
Date of leaving ,
Job title
Last salary drawn
Promotion/demotion, if any
Unauthorized absentee record
Reason for termination/ leaving
Ability to work with others
Dependability
Emotional stability , Health conditions
Any other information
7. Joining report by the employee

 When new employees reports for joining, he

should be given an appointment letter, his job
description and handbook of the
hospital/Institute.
 He/She should be asked to submit his joining
report
3. Orientation programme:

 After selection an orientation programme is to

be conducted to make the employee aware of
the college rules, hostel rules and the hospital
and the college building and associated
parallel medical education departments.
 Orientation should be given by a senior
faculty of the college of nursing.
PLACEMENT
 Placements are a credit bearing part of a degree course. If a student
opts out of a placement or there is no placement available, this
means that placement is not guaranteed.
 Importance:-
• To fairly and without any element of discrimination evaluate job
applicants in view of individual differences.
• To employ qualified and competent hands
• To place job applicants in the best interest of the organization
 Help in human resource and manpower planning
 Reduce recruitment cost.
Placement team:-
1. Placement coordinator
2. Academic tutors with each of separate speciality
DEPLOYMENT

 Meaning: use of something or someone

• Deploy means arrange, manage or give position to their
employees.
 Deployment in Nursing: staff Nurses having qualification
of bsc or msc nursing being deployed as teaching faculty in
schools and colleges i.e. redesignation form staff nurse to
tutor/ lecturer.
Higher cadre
 DEFINITION
Deployment is the process of using personnel in an
effective and efficient way •
OBJECTIVES
 Creating value to the customer and the service to be able to
be handed over to the service operatia
  Clear and comprehensive release and deployment
management plans on.
  Building, installing, testing and deploying release packages
efficiently, successfully and on schedule
  Ensuring new or changed services, enabling systems,
technology and organization are capable of delivering the
agreed service
  minimal unpredicted impact
  ensuring that customers, users, and service management
staff are satisfied
RETENTION
 Definition:-
Ability of an organization to retain the staff to avoid turnover and to
improve the productivity of institute or organization.
Why it is important:-
1. Key skills, idea, knowledge and experience remains within
organization.
Client relationship and networks are also preserved along with
income generated by them.
2. Loosing key skill workers will inversely harm institute by
making them available for extreme competitors eventually results
in benefits to rivals.
3. Direct cost involved in loosing employee. We need to train new
one and it cost a lot.
RETENTION PRINCIPLES TO HELP
FOSTER STAFF RETAINTION
  1.Respectful collegial communication and behaviour
 2. Communication rich culture
 3. A culture of accountability
 4. Presence of adequate number of qualified nurses
 5. Presence of expert, competent, credible, visible leadership
 6. Shared decision making at all levels
 7. Encouragement of professional practice and continuous
growth/development
 8. Recognition of value of nursing’s contribution
 9. Recognition of nurses for there meaningful contribution to
practice.
 PROMOTION
 Promotion policy is one of the most controversial issues in every organization.
 The unions generally favours promotions on the basis of seniority.
 Definition:- A change for better prospects from one job to another job is deemed by the
employee as a promotion.
Factors implying promotion:-
“Seniority v/s merit” concept.
There has been great deal of controversy over the relative values of seniority and merit in
any system of promotion.
Seniority will always remain a factor to be considered, but there be much greater
opportunity for efficient personnel, irrespective of their seniority, to move up speedily if
merit is used as the basis for promotions.
It is often said that at least for the lower ranks, seniority alone should be the criterion for
promotion. One cannot agree with this.
1. Increase in salary
2. Increase in prestige
3. Upward movement in hierarchy of job
4. Additional supervisory responsibility
5. A better future
Nature and scope of promotion
 The quality of work is more important in the lower ranks as in the
higher. There are some who argue against this plan and advocate the
merit policy for the following reasons:
 They believe that more length of service evidence only of continued
service but are surely no indication of vast experience.
 Promotion on the basis of seniority . (Once they realize that
promotions in the organization are on the basis of seniority alone, they
lose all enthusiasm for showing better performance)
 There are individual differences amongst persons working in the
some of them are most efficient, some barely average and some below
average.
 If their differences are not distinguished and they are uniformly
rewarded, all individual will gradually sink to the level of the below-
average employee.
PROMOTION POLICY
 The management usually favors on the basis of merits and the
unions opposite to that favors seniority promotional criteria.
 However, in practice, both seniority and ability criteria should
be taken into consideration.
 Promotion policy includes:-
1. Charts, diagrams showing job relationship and ladder of
promotion
2. Definite system for making a waiting list
3. Notification of all existing vacancies to all employees
4. Eight factors must be basis for promotion:- Achievement
Experience Seniority Initiative
The following eight factors must be the
basis for promotion:
 Outstanding service in terms of quality as well as
quantity
 Above average achievement in patient care and for
public relations
 Experience
 Seniority
 Initiative
 Recognition by employee as a leader
 Particular knowledge and experience necessary for a
vacancy and
 Record of loyalty and cooperation
  Insome instances, it may be possible to use pre-employment test, to
determine eligibility for the vacant position.
 Though the department heads may initiate promotion of an employee, the
final approval should be with top management.
 The personnel department can help at the stage by proposing the names of
prospective candidates out of the existing employees in the organization and
also submit their performance appraisal record of the last few years to the
department head.
 All promotion should be for a trail period. In case the promoted person is
not found capable of handling the job.
 In case of promotion, the personnel department should carefully follow the
progress of the promoted employees.
 A responsible person of the personnel department should hold a brief
interview with the promoted person and his department head to determine
whether everything is going on well or not.
Advantages
 It provides an incentive to employee to work more and
show interest in their work.
 They put in their best in their best and aim for promotion
within the organization.
 It develops loyalty amongst the employees, because a
sound promotion policy assures them of their
promotions if they are found fit.
 It increases satisfaction among the employees.
 It generates greater motivation as they do not have to
depend on mere seniority for that advancement.
 Finally, increases the effectiveness of an organization
PROMOTION POLICY
ADVANTAGES
 Recognition in ladder of promotion
Knowledge and experience according to
vacancy Record of loyalty and cooperation
Outstanding service in terms of quality as well
as quantity Loyalty amongst employees
Increase satisfaction generates motivation
provide ample of opportunities Increases
productivity
 SOLUTION TO PROMOTION
PROBLEMS:
 Difficult human relations problem can arise in promotion cases
 In promoting an employee to a better job, his salary should be at
least one step above his present salary.
 Specific job specifications will enable an employee to realize
whether or not his qualifications are equal other.
 There should be a well-defined plan for informing prospective
employees may know the various avenues for their promotion.
 The organization chart and promotion charts should be made so that
employees may know the various avenues for their promotion.
 The promotion policy should be made known to each and every
organization.
Management should prepare and practice promotion policy sincerely
PERSONNEL POLICIES POLICY:-

 Policy is a statement of predominant guidelines.

  It is a set of rules that defines a manner in which a
organization deals with human resources.
  It is statement of accepted personal principles and the
resulting course of administrative action by which a
specific organization pattern determines the pattern of
employment condition. Importance of personnel policy
  It represents a guarantee of fair and equitable
treatment to employees.
  It is a safeguard. It relieves a responsibility of making
a personal decision.
OBJECTIVES OF PERSONNEL POLICY

  1.Ensure best man for job.

 2. Guaranteed fairness in discipline maintenance.
 3. Staff welfare and faculty development.
 4. All steps to avoid extra working hours.
 5. Ensure greatest practicable degree of permanent and
continue employment.
 6. Maintain standards of remuneration.
 7. Maintain high levels of working conditions.
 8. Provide proper orientation.
 9. Encourage social and recreational facilities for employees.
 10. Develop appropriate scheme for employee welfare.
TYPES OF POLICY
 A) IMPLIED POLICY:-
1. Policy which is not written but established by pattern of
decision by experience of events and times followed by precedent.
2. May have +ve /-ve effects.
3. A superior authority do not need to issue policy statement to
fellow.
 Basically in this a person with authority will guide only a
standard norm and a fellow should take independent decision
based on understanding.
B) EXPRESSED POLICY :-
1. Declared verbally or written.
2. Oral policy is more flexible then written.
ELEMENTS OF PERSONNEL POLICY
STATEMENT

 1. Operating procedure policy

 2. Employee conduct policy
 3. Equipments use regulations and manuals
 4. Professionalism
 5. Employer’s authority
 POLICIES RELATED TO NURSING PRACTICES
 FACATORS AFFECTING PERSONNEL POLICIES 1.
Low of country 2. Social values and customs 3.
Management philosophy and values 4. Stage of
development 5. Financial position of firm 6. Type of
workforce.
Demotions

• Demotion is the lowering of a rank, reduction in

salary, reducing status and responsibility.
 Defined as- “ the assignment of an individual to a
job of lower rank and pay usually involving lower
level of difficulty and responsibility
 Causes of demotion
• Breach of discipline
• Inadequacy of knowledge
• Unable to cope with change
• Organizational changes
TERMINATION

DEFINITION:- Employee termination is the process by which an

organization ends an individual’s employment against his/her will.
CAUSES :-
 1. Poor job performance
 2. Incompatibility with organization
 3. Inability to perform job responsibility
 4. Conflict with senior or felloe employees
 5. Misconduct
 6. Incidence of employment separation
 7. Poor performance:- lack of punctuality, abscentism, failure to
produce desired results.
 8. Resisting change
CAUSES OF TERMINATION
 9.Negativism
 10. Insubordination
 11. Violating values of organization
 12. Questionable character and ethical laps 13.Criminal acts
 14. Behavioural causes:-
Abscentism and tardiness
Unsatisfactory performance
Lack of qualification and ability
Changed job requirements
Gross misconduct Breech of company norms and policy
 TERMINATION PROCESS
1. Be honest
2. Be compassionate
3. Be quick
SUPER ANNUATION
 INTRODUCTION:-
Is a retirement fund (Including Pension)give to the employee at the
time of retirement.
  Superannuation means pension given to the employee after
retirement. • Pension: steady income given to person after
retirement. pensions are the payments made in the form of
guaranteed annuity to a retired or disabled person
 SUPERANNUATION
 Pension given to employees after retirement. Or Includes all the
benefits, arrears, compensations & financial settlements.
  Superannuation types of pensions
  disability pension employment based pension
  social & state pension
SUPERANNUATION BENEFIT:-

 FALL IN TO THREE CATEGORIES:- A. Preserved benefit. B. Restricted non

reserved benefit C. Unrestricted non reserved benefit

 A.Preserved benefit:-
Are benefit that must be retained in a superannuation fund until the employee’s
preservation age/retirement age.

 B.Restricted non reserved benefit:-

Although not preserved, cannot be accessed until an employee meets a condition
of release, such as terminating their employment in an employer superannuation
scheme.

 C.Unrestricted non reserved benefit:- do not require the fulfilment of a

condition of release & may be accessed upon the request of the worker, eg where a
worker has previously satisfied a condition of release & decided not to access the
money in their superannuation fund
Types of superannuation plans-

ACCUMULATION FUND
 How much is accumulated over working
life. Investment earnings- expenses.
DEFINED BENEFIT FUND Defined by a set
formula considering length of service & age
of retirement. 
Thank you