iv yr B sc nursing

1. Nursing Management
UNIT:II MANAGEMENT PROCESS

2.  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

3.  “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” .

4.  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

5.  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

6.  Pervasive function
 Action
 Oriented
Individual Oriented
People Oriented
Future Oriented
Development Oriented
Integrating
 Mechanism
 Comprehensive function
 Continuous function

8. RECRUITMENT

9.  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”.

10.  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:-

11.  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.

12.  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

13.  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.

15.  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.

16. 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.

17. Modern sources of recruitment:-
 Tele recruitment: Organizations advertise the
job vacancies through World Wide Web
(WWW)

18.  The process comprises five inter-related stages
Planning
Strategy development
Searching
Screening
Evaluation & Control

19.  All organization, 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

20.  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.

21. 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.

22.  It is 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.

23.  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.

24.  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.

25.  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

26.  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

27.  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.

28. 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 ,.

29.  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.

30.  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

31. 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

32.  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

33.  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

34.  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.

35.  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

36.  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 •

37.  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

38.  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.

39.  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.

40.  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

41.  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.

42.  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

43.  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

44.  In some 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.

45.  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

46.  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

47.  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

48.  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.

49.  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.

50.  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.

51.  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.

52.  • 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

53. 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

54.  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

55.  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

56.  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

57. 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.

58. Thank you