Chapter 17:

Human Resources Management

Presenter and Venue

Prepared By : Serkalem Girma/FMOH/DHRDA

FEDERAL DEMOCRATIC REPUBLIC OF ETHIOPIA

MINISTRY OF HEALTH 1
Outline
Sesstion1: Introduction to HRM
Session 2: Operational Standards
Session 3: Implementation Guidance
Time :1:30

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Session one : Effective HRM system

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 Introduction

“Individual Exercise:
Choose a manager who you know or knew
personally and who you consider a good or
even great manager
 Think about what this person does or did to

produce results
 List the actions and behaviors of this

person that, in your opinion, helped to

produce results and share it with the
larger group
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 Session objective
At the end of this session, participants will be
able to:
◦ Define Human Resources Management
◦ Describe the Components of an Effective HRM
system

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 Introduction to HRM

HRM is the integrated use of systems,

policies, and management practices to
recruit, maintain, and develop employees
in order for the organization to meet its
desired goals

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Effective HRM
Acquisition Function
HR planning , job analysis , recruitment,
selection , induction
Development Function :Training needs
assessment(TNA), Employee ,Training,
management development, career development
Utilization function :Motivation , compensation &
benefits performance productivity
Maintenance functions : employee discipline,
staff relations, staff safety & welfare

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objectives

SessionService
summary
users
/communi
ty
objective

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Session 2: operational standards

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Session objective
To explain operational standards for HRM
To discuss on the implementation challenges
of OS

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Intrdouction
Individual tasks : take 5 minutes
Which of the operational standards do you
find it easy to implement/measure ? Share
your view to
the larger group

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 Operational Standards

Operational Standards

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Operational Standards

HRM directorate /
Department/ Support
Process staffed by
Qualified experts
Comprehensive HRM
plan Including HR Operational
Standards
Development plan 1,2,3
HR Head an active
member of senior
hospital management
team
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Operational Standards

Institutionalization of

HRIS

National Human
Resource Policy Operational
Standards
Implementation
1,2,3

Employee handbook

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Operational Standards

Availability of Job
descriptions signed by
staffs
Fully Functional
Performance Operational
Management system Standards
Personnel file 1,2,3
organization and
updating System

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Operational Standards

Availability of Job
descriptions signed by
staffs

Code of Conduct and

Professional Ethics
Operational
Standards
Implementation of 1,2,3
occupational health
and safety policies and
procedures

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Operational Standards

ID badges and
appropriate uniforms
are wear by employees
at all times
Regularity of staff
satisfaction survey &
Operational
results shared with
Standards
SM 1,2,3
Productivity and
performance
measurements

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Implementation Guidance

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Implementation Guide
By the end of this session the participants will
be able to:
Understand various tools used to establish
effective HRM system in hospital setting
Explain steps to conduct workload
indicators for staffing needs
Understand main concepts of staff
productivity and performance measurements

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Implementation guide
Contents of the Guide:
Human Resource Department: staff mix and
capacity
Human Resource Policies implementation
Employee Job Description
Human Resource Acquisition Plan( application
of WISN method

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Workload indicators for staffing Needs (WISN)

How can WISN help you?

Determine how best to improve your current
staffing situation. You can set better priorities
for allocating new staff or transferring existing
staff
Plan future staffing of health facilities
Measure the daily workload pressure on the
staff

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WISN Steps
Determining the priority cadre(s) and work
unit/service area(s) for applying the WISN
method

Estimating available working time1544 hrs/year

Defining workload components (health service

activities and those supporting these activities)

Setting activity standards, the local

circumstances
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WISN Steps
Establishing standard workloads -the amount
of work within a health service component that
one health worker can do in a year

Calculating allowance factors in order to take

account of the staff requirement of support
activities
Determining staff requirements by calculating
the total staff required to cover both health
service activities and support services

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WISN Application
Group task:
Divide participants into small groups and ASK
them to read the case study in next slide and
calculate total required number of staff based
on WISN steps listed above

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WISN Application
Case study: 30 minutes
You are a human resource Manager of the hospital inX
Region. By looking at last year’s service statistics, you
find that 2 midwives in your hospital cared for 1124
antenatal and 812 postnatal clients, conducted 267
deliveries and saw 2254 family planning clients. You
previously worked out that the standard workload of a
midwife for antenatal care is 4536. For postnatal
care it is 2268, for deliveries 189, and for family
planning, 3024. Calculate Total required number of
staff based on WISN steps listed above.

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Case study answer
Workload Annual Standard work Required
component workload load number of
staffs
Antenatal care 1124 4536 0.25
Postnatal care 812 2268 0.36
Deliveries 267 189 1.41
Family 2254 3024 o.75
planning
Total required staff for health service activities 2.77=3
Midwives

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Implementation guide
Recruitment
Vacancy announcement
Application process
Selection process
Competitive assessment
Reference checking
Appointment and probation
Promotion
Transfers

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Implementation guide
Orientation
New Hire Orientation
provided to all new employees
enables the new employee to become
familiar with the entire organization as
well as his/her own work area and
department

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Implementation guide
In-service orientation
recurring orientations to all staff is
needed to:
orient existing staff who may not have
received new hire orientations
introduce new HR policies and
procedures to staff
provide employees with a forum to
discuss issues with the HR department

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Implementation guide
Performance Management
an on-going process focused on einforcing
high performance or improving ubstandard
performance to enhance the knowledge,
skills and behaviours of all employees in
order to achieve organizational goals
Supportive supervision
Performance Based Evaluation
Performance Improvement Process
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Implementation guide
 Training and Development
Federal Legislation stipulates that all
Public hospital employees are entitled to
training to improve his/her capability, or
prepare him/her for increased
responsibility based on career
development. Staff training includes both
Short and long-term training and
educational opportunities.
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Implementation guide
Training needs assessment
Organizations that develop and implement
training without first conducting a needs
assessment may end up over training, under
training, or just missing the point all together
Training can be expensive; therefore it is
critical that training be tailored to meet the
specialized needs of the organization and the
individual trainees

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Implementation guide
Employee relations
Employee Code of Conduct and
Professional
Ethics
Employee Motivation
Job Satisfaction
Employee Recognition
Health Workforce Productivity

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HWF Productivity Measurements
 Health workforce productivity measures the
amount of health services produced by health
workers in a given period of time

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HWF Productivity Measurements
Step 1 – Define the Service Unit
Step 2 – Define the Categories of Health Services
to Include as Outputs in the Numerator
Step 3- take a weighted sum of the volume of
various categories of services produced in a
service unit
Step 4 – Define the Categories of Human
Resources to Include as Inputs in the
Denominator

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HWF Productivity Measurements
Personnel Records
Organization of Personnel Records
What to maintain in the Personnel
Record
Keeping the Personnel Record up to
date
Computerized Personnel Records
Confidentiality of Personnel Records

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HWF Productivity Measurements
Occupational Health and Safety
Risk Assessment
Medical Screenings and Health
Promotion
Immunizations
Workplace injuries
Occupational Health and Safety Training

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Thank you

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