This document discusses human resource planning and management in healthcare. It outlines the importance of human resource planning to ensure the right number and types of employees are available at the right times. The document describes the key roles in healthcare that require human resources including doctors, nurses, technicians, and other support staff. It also discusses the importance of ongoing training and development programs, as well as maintaining employee well-being and satisfaction, to improve human resources in healthcare organizations. The overall goal of human resource policies in healthcare is to attract, recruit, and retain competent staff while creating a continuously learning organization.

1. HRM= “PEOPLE DIMENSION IN
MGMT”
HUMAN RESOURCE
MANAGMENT

2. WHAT TO DO - OBJECTIVE
WHEN TO DO - TIME
HOW TO DO - METHOD
WHOM TO DO - PERSON
PLANNING

3. It is the process including forecasting,
developing and controlling by which a firm
ensures that it has-
•The right number of people,
•The right kind of people,
•At the right places,
•At the right time, doing work for which they
are economically most useful.
HUMAN RESOURCE PLANNING

4. •Assessing present resources
•Human resources inventory
•Workforce profiles
•Forecasting HR requirements
•Replacement
USES OF HR PLANNING

5. •Continuing competitive pressures to develop
new or different markets, products and
services
•Greater demand for better services at lower
costs
•Introduction of new technologies
•Changes in work systems and methods
•Changing attitudes among various groups in
the workforce.
CHALLENGES OF HR
PLANNING

6. •A systematic and integrated approach to HR policies
and programs
•An improved framework for communicating clearly
defined goals and strategies
•Improved employee relations and higher productivity
•Higher quality products or services
•Greater security and stability of employment
•Improved competitiveness.
BENEFITS OF HR PLANNING

7. •Develop and monitor business plan for the
organization
•Take a long-term view of the organizations
goals and strategies
•Ensure the allocation of appropriate
resources
•Communicate standards of performance
•Discuss training and development needs with
employees
HR ROLES & RESPONSIBILITIES IN
HR PLANNING

8. INTERNATIONAL LEVEL
•Policies to encourage migration
•Programs for the international
recognition of occupational or
professional qualifications
•Agreements that allow people to work
in foreign countries
LEVELS OF HR PLANNING

9. •Monitoring labor markets and
employment patterns
•Reviewing education and training policies
•Providing employment and training
advice and assistance
•Financial assistance for the unemployed
NATIONAL LEVEL

10. •Close involvement in planning
and providing education and
training for potential members
•Regulation of entry
•Monitor and control standards of
performance and behavior of
members
INDUSTRY AND
OCCUPATION LEVEL

11. •Acquiring Human Resources
•Developing Human Resources
•Managing And Motivating Human
Resources
•Renewing Human Resources
ORGANIZATION OR
ENTERPRISE LEVEL

12. •Assess Requirements
•Assess Available Human
Resources
•Gap Analysis
•Plan Action To Close Gaps
•Implement And Monitor Plans
HR PLANNING PROCESS

13. DIAGRAMATIC

14. Planning of human resources is the
key to any health care provision. The
objective of human resource (HR)
policy is to
a) Attract, recruit, retain and develop
competent personnel and
b) Create a continuously learning
health care organization.
HUMAN RESOURCE PLANNING
IN HEALTH CARE

15. •DOCTORS
•NURSES
•HOSPITAL ATTENDANTS
•TECHNOLOGISTS
•PUBLIC RELATION
•SECURITY
•CANTEEN
•LAUNDARY
TARGET HUMAN RESOURCES
IN HEALTH CARE

16. This is done through three ways such
as
a) Work system,
b) employee education, training and
development, and
c) employee well being and
satisfaction.
IMPROVEMENT OF HUMAN
RESOURCES

17. •Design temporary or long term units,
infection control team, waste management
team, quality improvement team etc.
•Compensation, recognition and reward
practices . This could be monetary or non-
monetary.
•Communication meeting at all levels.
Communication upward & downward.
WORK SYSTEM

18. •Employees' education, training and
development should be a continuous process.
•Training needs in terms of technical,
managerial and behavioral aspects should be
identified. For e.g.- bed side teaching for
doctors and nurses.
•There has to be an evaluation stem in place
for monitoring the effectiveness of training.
EMPLOYEE EDUCATION ,
TRAINING & DEVELOPMENT

19. •A healthy work environment needs to be created
where employees feel safe to work.
•Every employee needs to be provided with certain
awareness programs and facilities for him or her to feel
“proud and being looked after” by the organization.
•Identify improvement priorities. This will at least make
the employees feel that management is sincere about
its concern for them.
EMPLOYEES WELL BEING &
SATISFACTION

20. HAVE A NICE DAY
HARVINDER SINGH
VEDANAND TIRATH
JACKY JAIN
THANKING YOU