Management of nursing services

and education
Unit-2
Management process
 Management process
 Planning , mission , philosophy , objectives , operational plan
,
 Staffing: philosophy , study ,norms , classification systems .
 Human resource management: recruiting , selecting ,
deployment , retaining annuation etc, .
 Budgeting: concept , principles, types, cost
 Material management : equipment and supplies ,
 Directing process
 Controlling: quality
 program evaluation review
 Technique (PERT), Bench marking activity plan.
 introduction
Management process:
A process is a series of steps or actions which lead to achieve a goal . and it
is dynamic. Nurses are familiar with the application of nursing process such as
assessing, diagnosing, planning, implementing and evaluating the patient care
in the health care management of their patients/clients in any setting .
Similarly nurse leaders must also be aware of various steps involved in the
management process. Generally the students are aware of managing their
learning activities during their professional carrier, and in their work in
professional practice .
Some of the individuals basically organized but some will learn through
exposure to certain situations during their practice. The effective nurses are
those who really understand and consciously apply the principles of
management to practice.
 Henry Fayol (1925) first identified the functions of
management.
They are;
 Planning
 Organization,
 Command,
 Co-ordination and
 Control
• Later Luther Gullick (1937) expanded these activities by
introducing two more activities in addition.
(POSDECORB) Planning, Organizing, Staffing, Directing,
Co-ordinating , Reporting and Budgeting. All these are
again reorganized by clubbing reporting and coordinating
under the component of control and classified as five
major elements or steps in the management process
 Elements of management process
 The Major FIVE
elements of plan
ning
Management process
as follows;
contr Organ
 Elements of olling izing
management process
1.Planning
2.Organizing
3.Staffing direc staff
4.Directing ting ing
5.Controlling
 1. Planning:
Planning is Preparing a blue print. It is a
continuous , Intellectual process of
determining philosophy ,Objectives, Policies,
procedures and rules and standards, long and
short term projected out comes and fiscal
course of actions and managing planned
change. This is the preliminary and most
important step of management process.
 2. Organizing:

It is establishing the structure to carry out plans.

Determining the most appropriate type of patient care
delivery in a health agency. Or educational programs
in an institution. Grouping the activities to meet its
goals, Other functions involve;
 working within the structure of an organization and
 understanding and
 using power and authority appropriately.
3 .Staffing:
It is a process of assigning competent people to fill the
appropriate nursing roles in a institution , designated for the
organizational structure through;
 Recruitment & Selection of staff
 Hiring and Orienting staff ,
 Staff scheduling and
 Staff development activities,. staffing often becomes part of
organizing.
Example : Appointment of a Dean for the college of nursing,
nursing superintendent for a hospital or a head nurse for a
surgical unit etc.
4.Directing:
Is a process of involving many human
resource management responsibilities such as ;
 Motivating
 Managing a conflict,
 Communicating and
 Facilitating Collaboration and Coordination.
5. Controlling:
It is an ongoing process to ensure that
activities of an institution or organization
adhere to the plan .
It includes
 Quality assurance,
 Performance appraisal
 Fiscal accountability.
 Legal & ethical and professional control.
 Administration & management
ADMINISTRATION:
Administration is the organization and direction of human and material resources to
achieve desired ends.
- Pfiffner and presthus
Administration has to do with getting things done; with the accomplishment of
defined objectives. - Luther Gullick

MANAGEMENT:
Management may be defined as the art of securing maximum results with a minimum
of effort so as to secure maximum prosperity and happiness for both employer and
employee and give the public the best possible service.
- John Mee
Management is distinct process consisting of planning, organizing, actuating,
activating and controlling, performed to determine and accomplish the objectives by
the use of people and resources.
- George
 Administration & management
Management and Administration:

These two words are slightly similar and can employ

interchangeable.
 Management refers to private sector. Whereas
administration refers to public sector.
 Management or Administration is the process for
exceeding the goal expected.

- Derek French and Heather Saward.

Basis of Administration Management
difference

Nature of work It is concerned about the determination of It puts into action the policies and plans
objectives and major policies of an organization laiddown by the administration

Type of function It is a determinative function It is an executive function

Scope It takes major decisions of an enterprise as a whole It takes decisions within the framework set
by the administration.

Level of It is a top-level activity. It is a middle level activity

authority

Nature of status It consists of owners who invest capital in and It is a group of managerial personnel who
receive profits from an enterprise. use their specialized knowledge to fulfill the
objectives of an enterprise

Nature of usage It is popular with government, military, educational, It is used in business enterprises.
and religious organizations.

Decision making Its decisions are influenced by public opinion, Its decisions are influenced by the values,
government policies, social, and religious factors. opinions, and beliefs of the managers.

Main functions Planning and organizing functions are involved in

it.

Abilities It needs administrative rather than technical It requires technical activities

abilities.
 LEVELS OF MANAGEMENT
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 Who are Managers?
Someone who coordinates and overseas the
work of other people so that organizational
goals are accomplished.
First-line Managers
Individuals who manage the work of non-
managerial employees.
Middle Managers
Individuals who manage the work of first-line
managers.
Top Managers Individuals who are responsible
for making organization-wide decisions and
establishing plans and goals that affect the
entire organization.
 Stages of management
 i) Top management
 ii) Middle order management
 iii) Lowest level management

i) Top management Responsible for planning. It

lays down the polices and programmes for the
enterprise. It thus, provides a framework
within which the entire enterprise works. Top
management is responsible for providing
leadership, guidance and supervision.
ii) The middle order management Responsible
for executive work at the second tier which
certainly functions as the second order to the top
management.

iii) The lowest level management Like the

middle order responsible for the execution for
the plans, polices and programmes. This level is
directly involved in the operation of job while
the middle order management, the second tier, is
indirectly responsible for execution.
 continuation
on

Tomorrow

than-q
 Personnel management
PERSONNEL :- PERSONNEL MEANS
THE HUMAN EQUIPMENTS OF ANY INSTITUTION

PERSONNEL MANAGEMENT IS NOW

CONSIDERED AS SCIENCE OF
• Human Relations
• Human Engineering
• Organizational system and design.
E.F.I. French: Personnel management is the recruitment, selection,
development, utilization of and accommodation to human resources by
organizations

“NOW PERSONNEL MANAGEMENT IS CALLED AS ‘HUMAN RESOURCE

MANAGEMENT”.

DEFINATION :-
Personnel Management (HRM) is that activity in an enterprise
which serves to mould human resources in to an effective
organization, Provides opportunity for maximum individual
contribution, under desirable working condition, promotes
individual development and encourages mutual confidence and
understanding between employees and employers as well as
among employees themselves.
By. Walter D. Scott
Functions of personnel management
managerial

Planning

organizing

directing

controlling
 Definition of personnel management
The Traditional concept of personnel management has
been replaced by “HUMAN RESOURCE
MANAGEMENT”.

_Is a subsystem of the total management primarily

concerned with the management of people,
individual or group workers , as also their
relationship.

_It is the process of managing people in organization

in a structured & thorough manner
 Components of HRM
Major components of HRM
HR Utilization

Recruitment

HR Development
selection

Placement

Compensation
It meansto enable the
existing employes to
Appraisal of the HR

assume the new roles and

functions
 FUNCTIONS OF HRM
 Establishing healthy relationship.
 reciprocal activity
 motivate to work
 increase the organizational effort
 strengthens the self identity
 Gain self confidence
 train employees.
 Better co ordination and understanding.
 promotes industrial peace.
 RECRUITMENT
Meaning:- -Is interpreted as the procedure of exploring and
obtaining application for jobs, from among whom the right people
can be picked out. It is the process of detecting and appealing
capable applicants for employment.

DEFINATION :-
“ Recruitment is the process of searching the candidates for
employment & stimulating them to apply for job in the
organization.”
By. Flippo.
METHODS/SOURCES OF RECUITMENT :-

1) Internal sources :-
 Transfer
 Promotion

2) External sources :-
Advertisements
 Direct recruitment
 Unsolicited Application
 Employment Agencies
 Labor Contractor
 Recommendations
 Recruitment policy
This provides a frame work for recruitment and
contains aspects such as ….

1) Organizational objectives.
2) Identification of the recruitment needs.
3) preferred sources of recruitment.
4) Criterion of selection and preferences and
5) The cost of recruitment the financial
implementations of the same.
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implies matching people with the right job.
Steps f
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 placement
_ As the determination of the job to which an accepted
candidate is to be assigned to that job.

placement can be made effective in the following ways:

 Job rotation.
 Team work.
 Training and development.
 Job enrichment.
 Empowerment.
 Orientation of new staff
The freshly appointed candidates are than given orientation in
order to familiarize and introduce the organization.
Generally the information given during the orientation are:

 Employee’s layout.
 Type of organizational structure.
 Departmental goals.
 Organizational layout.
 General rules and regulations.
 Standing orders.
 Grievance system or procedure.
 During orientation employees are made aware about the
mission and vision of the organization, the nature of operation
of the organization, policies and programmes of an
organization.

 The main aim of conducting orientation is to buildup

confidence , morale and trust of employee in the new
organization.

 the nature of orientation program varies with organizational

size , i.e, smaller the organization the more informal is the
orientation and larger the organization more formalized is the
organization programme.
 training
Training is an activity which involves the
development of hidden talent of an individual
and using it for the benefit of the organization.
After the candidates are selected for job there is
need for the management to provide for their
training and development , which is essential
for the efficiency of an organization.
 Reasons for training
To know the
Understand
Identifyexpectations
and of
organizational
satisfyboss
the and to satisfy
problems and
individual needs resolving them

Reasons
 Stages of training

Its helps the staff to improve the knowledge and

skills in the particular specialized area
Discovering and identifying training needs

Getting ready for the job

Preparation of the learner

Presentations of operations and knowledge

Performance try out

Follow up(rewards & feed back)

 Staff deployment
Deployment is defined as the movement
of staff from ones' current assignment to
another to meet operational needs.

 Deployment practices affect the level of

productivity, motivation, innovation quality,
relations, and participation and communication
patterns among other core human resources
activities.
 Effectiveness of staff deployment
Self evaluation check list that schools can use to assess
aspects of their structures , systems , procedures, etc and
identify ways of improving the management and
Deployment of staff ,
the check list covers:

 Staffing policies and procedures.

 Staffing performance management and appraisal.
 The role of governors.
 Strategic and curriculum planning.
 Management information systems and bench marking
 promotion
A change for better prospects from one job to
another job is deemed by the employee as a
promotion.
Promotion is advancement of an employee to a
better job , better in terms of greater
responsibility, more prestige or status , greater
skill and especially increased rate of pay or
salary.
 PURPOSES OF PROMOTION
As per Watkins,
1. To maintain proved training , skill and
ability.
2. To propose legitimate training for
progression.
3. To provide an effective incentive.
4. To pull in competent and suitable workers.
5. To cut down unrest discountent.
 Types of promotion
 Multiple chain promotions.:
Which provide for a systematic linking of each position to
several others. Such promotions identify multi
promotional opportunities in the organization.
 In an up or out promotions.:
a person may earn promotion or seek employment else
where.
 Dry promotions:
Are those that are given in lieu of increases in
compensation, i.e. when all compensations adjusted
upward to keep peace with the cost of living.
 RETAINING STAFF
DEFINITION:
Staff choose to stay for long periods within a
cost centre, turnover is under is 10% annually.
NINE PRINCIPLES TO HELP FOSTER STAFF
RETENTION:
1.Respectful collegial communication and
behavior.
2. Communication-rich culture
3. A culture of accountability
4. The presence of adequate numbers of
qualified nurses
5. The presence of expert, competent, credible,
visible leadership
6.Shared decision-making at all levels
7.The encouragement of professional practice
and continued growth/ development
8. Recognition of the value of nursing‘s
contribution
9. Recognition of nurses for their meaningful
contribution to the practice
FIVE CHARACTERISTICS OF SUCCESSFUL
RECRUITMENT AND RETENTION
PROGRAMS:
 1. Sustained leadership commitment to
workforce as a strategic imperative.
 2. A culture centered around employees and
patients.
 3. Work with other organizations to address
workforce needs
 4. Systematic and structured approach
 5. Excellence in human resource practice
END & THAN Q

FOR LISTENING.