TOPIC 2.

PERSONNEL MANAGEMENT
IN HEALTH CARE INSTITUTIONS

LEARNING OBJECTIVES:

 Basic principles of personnel

management.

 Personnel policy.

 Features of the selection of

medical personnel.
 WHAT IS THE PERSONNEL MANAGEMENT?
Personnel management is an integral element of healthcare management in general.

Personnel management is:

 The activities of the organization aimed at

the effective use of personnel to achieve
goals, both organizational and individual
(personal).

 The type of activity that represents the

management of people and is aimed at
achieving the goals of a firm, organization,
enterprise or institution by using the labor,
experience, talent of these people, taking
into account their satisfaction with work.
 CONCEPT OF PERSONNEL MANAGEMENT
The concept of personnel management has two main aspects:

 functional; From the organizational point of view,

personnel management covers all employees of
 organizational. the organization and all its structural units
responsible for working with personnel.

From the functional position in personnel

management, it is understood to perform such
important tasks as: definition of the general
strategy of personnel management; formation
and implementation of personnel policy;
planning of personnel requirements taking into
account the working personnel; recruitment,
selection and evaluation of personnel;
adaptation of personnel; training and
development of personnel; promotion system.
 PERSONNEL MANAGEMENT PROCESS
The personnel management process of a healthcare
institution should consist of the following subsystems :

 forecasting and planning of the quantitative and qualitative

composition of the personnel, taking into account the existing staff;
 labor market research;
 recruitment and selection of personnel;
 personnel adaptation;
 definition and organization of work;
 formation of salary policy and social package for employees;
 training and professional development of personnel;
 conflict management;
 management of an effective system of motivation and stimulation of
activities;
 career development planning and organization (career management);
 labor productivity management;
 monitoring and evaluation of activities;
 PERSONNEL POLICY
Personnel policy is the key element of the overall development
strategy of a healthcare institution and the mechanism for implementing
state personnel policy in the field of healthcare at the micro level.

The personnel policy of the healthcare

institution is the master plan for working
with personnel that defines a set of rules,
standards, norms and tools for personnel
work and has a long-term nature of action.

The main task is the continuous search for

tools to increase productivity and labor
efficiency, implemented through the use of
modern management tools and the rational
use of existing human resources –
personnel.
 KEY PRINCIPLES OF THE PERSONNEL POLICY

The key principles of building the personnel

policy in the field of healthcare are:

 focus on a strategic approach;

 definition of personnel as the main factor of

competitiveness and efficiency;

 giving priority to democracy and partnership in

social relations;

 investing in the training and professional

development of the institution's staff;

 increasing the level of psychological comfort in

the exercise of labor activity.
.
 TOOLS OF THE PERSONNEL POLICY
The tools of personnel policy include:

 Personnel planning.

 Current personnel work.

 Implementation of personnel
management.

 Personnel training and development

activities.

 Measures to resolve social

contradictions.

 Mechanism of motivation and stimulation.

 PERSONNEL POLICY
The personnel policy together with the personnel strategy allow:

 To provide the healthcare institution with the necessary human

resources, taking into account the strategic goals and priorities of
the institution's development.
 To form an internal environment of the institution aimed at the
result.
 To implement an effective system of motivation and stimulation of
personnel.
 To form and develop the human capital of the institution through a
comprehensive system of training and professional development
of personnel.
 To develop professional competencies of senior personnel at all
levels of management.
 To provide information and psychological support for staff support
during all types of activities of a healthcare institution
 SELECTION OF MEDICAL PERSONNEL
The analysis of the provision of a medical institution with
personnel is carried out in the following areas:

1. Analysis of the number of personnel

(quantitative analysis).
For such an analysis, it is necessary to compare
the planned indicators with the actual ones for the
analyzed period and with similar indicators for the
previous period. The analysis is carried out in the
following categories: doctors, secondary medical
personnel, junior medical personnel, other
personnel, non–medical personnel - administrative
and managerial (managers, professionals,
specialists).

2. Analysis of staffing.
At this stage, the staffing of medical and non-
medical personnel is calculated by: categories of
personnel; staff positions; actually employed staff
units; percentage of staffing.
 SELECTION OF MEDICAL PERSONNEL
The analysis of the provision of a medical institution with
personnel is carried out in the following areas:

3. Analysis of part-time staff.

4. Analysis of personnel by age

composition (qualitative analysis).
In the course of such an analysis, the number
of employees of a medical institution is
estimated by age categories: up to 20 years;
from 20 to 30 years; from 30 to 40 years; from
40 to 50 years; from 50 to 60 years;
pensioners – and changes in the structure of
personnel for the analyzed period are
determined.

5. Analysis of the level of training and

certification of personnel.
 PERSONNEL SELECTION SYSTEM
An effective personnel selection system is a selection depending on certain needs
in the number of personnel, qualifications, experience, age, health status; depending
on the psychological profile of the candidate for quick adaptation in the team.

To do this, the healthcare institution must:

 establish clear requirements for candidates for the

position (gender, age, experience, marital status, health
status, the possibility of business trips, including long-
term ones, the ability to quickly adapt in a team);

 develop a questionnaire with questions, the answer to

which will give the manager an overall picture of the
level of business qualities (qualifications, experience,
ability to learn quickly, efficiency, patient interaction
skills, organizational skills, etc.) and personal qualities
(non-conflict, diligence, attentiveness, discipline,
decency, punctuality, etc.);
 PERSONNEL SELECTION SYSTEM

 determine the list of questions that will be asked to the

candidate in the interview;

 identify ways to find candidates for the position

(advertisement, online recruitment, on the website of a
medical institution, educational institutions, HR
agencies, an employment center, according to
recommendations from employees, acquaintances or
reservation of personnel) depending on the financial
capabilities of the medical institution.

 determine the obligation (non-obligation) of a resume or

recommendations for a previous job; develop a system
for evaluating the work of an employee for the period of
the test.