ADAGO POSTGRADUATE COLLEGE

HUMAN RESOURCE MANAGEMENT FOR HEALTH

Ali Y. (MPH in HSM)

Woldia, Ethiopia
August 2022
 Resources
2

1. Human Resource for health

2. Time

3. Financial resource

5. Equipment, Space …etc

Ali Y. (BSc, MPH) January 30, 2025

3

Human resource management

Ali Y. (BSc, MPH) January 30, 2025

 Session objectives
4

At the end of this session you are expected to :

 Describe the functions related to HRM

 Identify the different steps of employment

 Know the concept of performance appraisal

 Describe the different steps of disciplinary actions

Ali Y. (BSc, MPH) January 30, 2025

 Human Resource Management

5
 HRM is the part of the organization concerned with the “people”
dimension.
 The process of attracting, developing and maintaining a talented
and energetic workforce to support organisational mission,
objectives and strategies.
 This is the management function that tries to keep the
organization supplied with the right people in the right position,
when they are needed.
 It deals with the “mobilization, motivation, development, and
fulfillment of human beings in and through work” (WHO, 1978).

Ali Y. (BSc, MPH) January 30, 2025
 Why is Human Resource so important for
HSOs/HS?
6

 The life of the organization is based on HRM

 Help to avoid common personal mistake

 Hiring incompetent people

 High turnover

 Finding employee not doing well

 To gain competitive advantage

Ali Y. (BSc, MPH) January 30, 2025
 HRM…
7
HRM includes seven basic activities:

1. Human resource planning

2. Recruitment

3. Selection

4. Socialization/Orientation/induction/

5. Training and Development

6. Performance Appraisal

7. Promotions, Transfers, Demotions, and Separations.

Ali Y. (BSc, MPH) January 30, 2025
 1. Human Resource Planning

 The process by which management ensures it has the right

number and kinds of people in the right places at the right time,
who are capable of helping the organization achieve its goals
 Steps in the planning process:
1. Assessing current human resources

2. Assessing future human resources needs and developing a

program to meet those needs
3. taking into account analysis of both internal and external
factors
4. Planning for recruiting & development of employees

Ali Y. (BSc, MPH) January 30, 2025

 Sources of human resource
9

1. Internal

 Transfer or promotion from within

 It is more cost effective

 It is quicker and avoids recruitment and relocation costs

 It enhances employee moral

2. External

 Advertising vacancies
Ali Y. (BSc, MPH) January 30, 2025
 2. Recruitment
 Searching for and attracting prospective employees
10
 The development of a pool of job candidates in accordance with a
human resource plan
Recruitment includes:
 Job Specification
 The human qualifications in terms of traits, skills, and
experiences required to accomplish a job.
 Job Description
 A document that identifies a particular job, provides a
brief job summary, and lists specific responsibilities and
duties of the job including its location on the organization
chart.
 Note: Every employee should be provided with a job
description.
Ali Y. (BSc, MPH) January 30, 2025
 Job description
11

 Defines what employees are expected to do and how they should

be prepared for their job

 Includes:

1. Job title – standard title of the person. E.g. Head Nurse, Senior

Nurse, Midwife Nurse, etc…

2. Job code e.g. PS/ADM1 (professional science/administration 1)

Ali Y. (BSc, MPH) January 30, 2025
 Job description …
12

3. Job summary – a statement of the core duties and

responsibilities of the employee

4. General duties and responsibilities

5. Supervision given or received

6. Special working conditions (including equipment or systems

used
Ali Y. (BSc, MPH) January 30, 2025
 Job description …
13

7. Qualifications-

§ A statement of qualifications should include the minimum

education, training, experience, and demonstrated skills

required.

Should be continuously updated

Fundamental document in legal disputes

Ali Y. (BSc, MPH) January 30, 2025
 2. Recruitment . . .
14
Methods of recruitment

 Peer recruiter (advantage: well informed person is identified)

 Within the organization (advantage: familiar, inspiring, less

expensive)

 Outside the organization (e.g. colleges, graduate schools,

other organizations)

 Formal announcement (mass

Ali media)
Y. (BSc, MPH) January 30, 2025
 3. Selection

15
 It is the process of choosing individuals who can

successfully perform a job from available candidates

 It is a crucial process in management and requires constant

attention, interest and concern of management.

 The three sources of information used in selection are

application forms, pre-employment interviews and

testing Ali Y. (BSc, MPH) January 30, 2025

 4. Introduction (Socialization) and Orientation

16

 When the candidate or the best applicant is selected and

offered a job, it is necessary to introduce the new employee to
the philosophy, rules and polices, etc. of the organization.
 Thus, before the employee begins his/ her work, he/she should
be assimilated to job and organizational environment.
 It is a program designed to help employees to fit into the
organization smoothly

Ali Y. (BSc, MPH) January 30, 2025

 Socialization…
17

Employee’s concerns:

• Anxious(new environment)

• Perception of the tasks and performance

• Experience in relation to job &organization

• How to go along with other employee

• Personal and family problems.

Ali Y. (BSc, MPH) January 30, 2025

 5. Training and development

18

 Training begins the very first day, which is designed to

improve the person’s skills and knowledge to do the
current job at high level.
 Designed to provide learners with the knowledge and
skills needed for their present jobs – formal and informal
 Development: Involves learning that goes beyond today's
job – more long-term focus

Ali Y. (BSc, MPH) January 30, 2025

 Approaches to training
19

On-the –job training

 Job rotation: variety
 Internship: Combined classroom teaching
 Apprenticeship: training under guidance of skilled co-worker

Off- the-job training

 Vestibule training: training on realistic job setting or equipment
 Behaviorally experienced training: simulation exercises, cases,
games, role-playing (done outside
Ali Y. the
(BSc,organization)
MPH) January 30, 2025
 Merits of continuing education

20
 Shares and exchanges experience with colleagues

 Avoids professional decay and continuing ignorance

 Motivates the health work force

 Improves performance efficiency and proficiency

Ali Y. (BSc, MPH) January 30, 2025

 6. Performance Appraisal
21
 The process by which an employee’s contribution to the
organization during a specified period of time is assessed.

 It is the process through which a manager measures

employees’ activities and output against organizations
objectives.

 It involves measuring actual performance of an employee and

providing information about his/her strengths
Ali Y. (BSc, and30,
MPH) January weakness
2025
 Performance Appraisal…
22

Purpose:
 To give feedback,
 To recognize outstanding performance,
 To locate the need for additional training
 To identify candidates for promotion

Ali Y. (BSc, MPH) January 30, 2025

 Performance Appraisal
23

Types: informal appraisal and formal systematic appraisal

 Formal appraisals
 An appraisal conducted at a set time during the year and
based on performance dimensions that were specified in
advance(usually semi-annually or annually)
 Informal appraisals
 An unscheduled appraisal of ongoing progress and areas
for improvement
Ali Y. (BSc, MPH) January 30, 2025
 Who Appraises Performance?
24

 Self
 Self appraisals can supplement manager view.
 Peer appraisal
 Coworkers provide appraisal; common in team settings.
 360 Degree
 A performance appraisal by peers, subordinates, superiors,
and clients who are in a position to evaluate a manager’s
performance
Ali Y. (BSc, MPH) January 30, 2025
 7. Promotion, Transfer, Demotion and Separation
25
Promotion
 Moving to a higher position and responsibility
 Recognize outstanding performance
 Should be fair (merit-based)

Transfer

Shift to other positions without change in status or pay.

 For experience
 To fill gap
Ali Y. (BSc, MPH) January 30, 2025

 Discipline, Demotion and Separation…

26

When the organization’s policy is violated.

Steps:
 Counseling/Advising
 Warning
 Probation
 Suspension
 Disciplinary transfer
 Demotion& discharge Ali Y. (BSc, MPH) January 30, 2025
27 Ali Y. (BSc, MPH) January 30, 2025