Human Resource

Management

Karima Hirani
RN, BScN, MScN
Nurse Manager
24/7 Emergency and
Acute Care
 Session Objectives: 2

1. Define Human Resource management

2.Discuss the different strategies for staff
management.
3.Describe the recruitment and retention
process.
4. Understand staffing and scheduling
5.Discuss the factors influencing staff
satisfaction and retention
6.Discuss strategies for enhancing staff
satisfaction and retention
7.Discuss staff development and various
strategies for staff development
8. Understand the importance of
delegation.
 3

 The most valuable asset of an organization

is
The Employee
 Human Resource Management 4

 Is defined as system of activities and

strategies that focus on successfully
managing employees at all levels of an
organization to achieve organizational goals
(Byars & Rue, 2006)
 Human Resource Management is the
process of acquiring and retaining the
organization's human resource
 Human resource management is about
enabling staff to use their qualities in order
to fulfill their role and contribute to the
organization’s mission and purpose.
 Key Components of Human Resource 5

Management
 Job analysis
 Recruiting Right people for the Right job
 Building Capacities
 Attraction & Retention
 Achieving High Performance
 Evaluating performance
 Preventing and managing Job Burn out
 Conflict management
 Disciplining and taking hard decisions
 Continuous Communication at all levels
 Strategies for Staff Management 6

 Set expectations from the day 1. Clearly

define job responsibilities and
accountabilities.
 Respect employees as individuals, in
addition to the job they do. Provide
learning and growth opportunities, show
that you care about them.
 Do not forget Recognition is more
powerful motivator then money. Many
people don't feel personally valued. When
people don't feel engaged or appreciated,
all the money in the world can't hold them
 Strategies for Staff Management 7

 Establish effective communication

systems. This has to be two ways.
• Employee end
• Manager end
 Provide feedback to employees about
their job performance
• they are unaware about their job
performance.
 Compensation for the right
reason.
 Recruitment and Retention process 8

 Companies and organizations thrive when

they are able to recruit competent, skilled,
and dedicated workers.
 Steps in Recruitment:
• Before recruiting, review or create a job
description that clearly outlines scope,
expectations for employer and employee.
• Select method for recruiting. Such as
advertisements, Open House,
websites, Job banks, job fair etc.
• Interviewing the potential candidate to
determine the best candidate
 Recruitment and Retention process 9

• Selection of the best candidate

• Contract signing

 Recruitment process at AKU

Fish Philosophy 10
 Factors influencing staff satisfaction 11

and retention
 Staff satisfaction can be described as
• collection of factors that creates a
feeling of satisfaction.
• It can be simply stated as a combination of
how an individual feel, thinks and
perceive about his or her Job and it is
affected by many internal and external
factors.
• A set of positive and negative feelings that
an employee have about his job is known as
job satisfaction.
 Factors influencing staff satisfaction 12

and retention

 Work environment plays a major role

 Relationship with the immediate supervisor
 Salary compensation and benefits
 Growth opportunities
 Training and development
 Job Security
 13

Strategies for Retention and enhancing

staff satisfaction
 Attract, Retain and Improve productivity

P - Provide a Positive Working Environment

R - Recognize, Reward and Reinforce the
Right Behavior
I - Involve and Engage
D - Develop Skills and Potential
E - Evaluate and Measure
(Gregory P. Smith 2008)
Strategies for Retention and enhancing 14

staff satisfaction
 Provide a Positive Working Environment
• Clarify your mission.
• Communicate positive feelings.
• Be fair and honest.
• Promote integrity.
• Do not tolerate sub-par
performance.
• Cultivate Culture of openness and
shared information.
Strategies for Retention and enhancing 15

staff satisfaction
• Help Employees to set life goals and
get focused on where they want to
go.
• Match personal and organizational
goals.
• Build mentoring relationships
• Provide challenges.
• Remove obstacles and barriers to
getting the job done.
Strategies for Retention and enhancing 16

staff satisfaction
 Recognize, Reward and Reinforce the Right
Behavior
• Recognize: Appreciation is a fundamental
human need. Employees respond to
appreciation expressed
through recognition of their good work
because it confirms their work is valued. It
increases their satisfaction and productivity
rises, and they are motivated to maintain or
improve their good work.
Strategies for Retention and enhancing 17

staff satisfaction
• Reward: Could be monetary, learning
opportunities, special favor,
challenging task etc.

• Reinforce the Right Behavior:

» Be timely. Try to catch individuals in

the moment.
» Be specific. Link your comments to the
precise thing that an individual is doing that
you appreciate.
Strategies for Retention and enhancing 18

staff satisfaction

» Be sincere. Show that you truly

appreciate what an individual did.

» Be performance-based. When you’re

reinforcing or rewarding, praise for actions
related to the behavior you’re looking for,
even if it’s an initial effort.

» Be Personal. Praise directly

whenever possible. It has a great
impact.
 Employee Growth and development 19

 Employee growth strategies deal with

personal and professional growth.
 Good employees want to develop new
knowledge and skills in order to improve
their value in the marketplace and enhance
their own self-esteem.
 Take time to explore your employees'
different needs and the best way to meet
those needs.
 Employee Growth and development 20

 Assess for training and development needs

for staff constantly.
 Establish a learning culture.
 Create individual learning plans.
 Encourage people to join professional and
trade associations.
 Invest in career planning.
 Operate a mentorship programme.
 Provide incentives for learning.
 Identification of gaps and competency
development for the skills required
for effective job performance.
 Staffing 21

 nurse-patient ratio, in which the number

of nurses per number of patients or patient
days determines staffing levels. patient
acuity, in which patient characteristics are
used to determine a shift's staffing needs.
 Acuity is: The severity of illness or client
condition. • It can translate into volume
( census, visits or encounters) or severity
or intensity
 Adequate Nurse staffing levels with
appropriate nurse patient ratios improves
patients outcomes by reducing mortalities,
incidences, errors, infection rates, falls etc
 Staffing 22

 Purposes of staffing
• Appropriate numbers and mix of nursing
staff.
• Delivery of effective and efficient nursing
care.
• Increase productivity.
• Avoid role confusion, communication
problems and time waste.
• Maintain stability in team work.
 23

Scheduling
 A schedule, often called a rota or roster, is a
list of employees, and associated
information e.g. location, working times,
responsibilities for a given time period e.g.
week, month.
 Staff Model
 24

Delegation and its importance

 Delegation is the assignment of

responsibility or authority to another person
(normally from a manager to a
subordinate) to carry out specific activities.
It is one of the core concepts of
management leadership.
 Delegation is yet another form of
empowerment that managers can provide to
their employees
 Delegation and its importance 25

 It is an opportunity for the manager to

assess the employees capacity to perform
according to the needs of the task.
 Managers often fails to delegate
 Hold on to a task because they like doing it,
or want to do it,
 Delegation empowers a subordinate to
make decisions, i.e. it is a shift of decision-
making authority from one organizational
level to a lower one
 References 26

 Kalisch, B. J., Tschannen, D., & Lee, K. H.

(2011). Do staffing levels predict missed
nursing care?. International Journal for
Quality in Health Care, 23(3), 302-308.
 https://connectconsultinggroup.com/maste
r-the-3-rs-recognize-reinforce-and-reward/
 Masood, A., Aslam, R., & Rizwan, M.
(2014). Factors Affecting Employee
Satisfaction of the Public and Private Sector
Organizations of Pakistan. International
Journal of Human Resource Studies, 4(2),
97.
 References 27

 Aziri, B. (2011). Job satisfaction: A literature

review. Management research and
practice, 3(4), 77-86.

 KANE‐URRABAZO, C. H. R. I. S. T. I. N. E.
(2006). Management's role in shaping
organizational culture. Journal of nursing
management, 14(3), 188-194.
 28

Thank you