Manpower management of nursing

1. HUMAN RESOURCE
MANAGEMENT
(H.R.M)
By / MahmoudShaqria
‫شقريه‬ ‫محمد‬ ‫محمود‬

2. Out lines
 Introduction
 Definition of human resource management
 NATURE OF HUMAN RESOURCE MANAGEMENT
 Objectives of HRM
 Importance of human resource
management
 Function of human resource management
Managerial function
Operative function
 Role of HR Managers
 Role of nurse managerial in human resource

3. Introduction
 Organizations do not only consist of building, machines or inventories.
 It is people they manage and staff the organization.
 As a result, if a business is to be successful and achieve its objectives,
then it needs to manage its human resources effectively.
 So step forward "human resource management"!
 Human resource management is usually shortened to "HRM"
 Human resource management is also function of management
concerned
with hiring, motivating, and maintaining people in the organization

4. Definition
 Is series of integrated decisions that form the employment
relationships, their quality, contributes to the ability of the
organizations and the employee to achieve their objectives.
(milkovich and boudreau)
 Human Resource Management is the planning, organizing,
directing and controlling of the procurement ‫أأأ‬‫أ‬‫ت‬ ,
development, compensation, integration, maintenance and
separation of human resources to the end that individual,
organizational, and social objectives are accomplished.
( Edwin B. Flippo)

5. NATURE OF HUMAN
RESOURCE MANAGEMENT
The nature of the human resource management has been
highlighted in its following features :
1.Inherent Part ‫الجزء‬‫األصلى‬ of Management : Human
resource management is inherent in the process of
management. This function is performed by all the
managers throughout the organization rather that by the
personnel department only.
2. Pervasive ‫ل‬ ‫شا‬ Function : Human Resource Management
is a pervasive function of management. It is performed by all
managers at various levels in the organization.
3. Basic to all Functional Areas : Human Resource
Management permeates all the functional area of
management such as production management, financial

6. 4. People Centered : Human Resource Management is
people centered and is relevant in all types of organisations. It
is concerned with all categories of personnel from top to the
bottom of the organisation.
5. Personnel Activities or Functions : Human Resource
Management involves several functions concerned with the
management of people at work.
6. Continuous Process : Human Resource Management is not
a ‗one shot‘ function. It must be performed continuously if the
organisational objectives are to be achieved smoothly.
7. Based on Human Relations : Human Resource
Management is concerned with the motivation of human
resources in the organisation. The human beings can‘t be
dealt with like physical factors of production.

7.  To act as a liaison ‫الربط‬ between the top
management and the employees.
 To arrange and maintain adequate manpower
inventory
 To devise employee benefit schemes
 To ensure and enhance the quality of work life
 To offer training
 To help keep up ethical values and behavior
amongst employees both within and outside the
organization.
 To maintain high morale and good human
relations within the organization.
Objectives of HRM

8. Importance of HRM
HRM is important to all
managers
 Hire the right person to the right job
 Low attrition ‫إنهاك‬ rate
 Ensure people to their best
 Time saved
 Avoid legal action for any discrimination
 Equity toward employee in relation to salary
 Effective training
 Avoid unfair labor practices
 Strengthen and appreciate the human assets continuously by
providing training and development programs.
 provide fair, acceptable and efficient leadership
 provide facilities and conditions of work and creation of
favorable atmosphere for maintaining stability of employment

9. FUNCTIONS OF HUMAN
RESOURCE MANAGEMENT

10. (A) Operative Functions : The following are the
Operative Functions of Human Resource Management
1- Procurement of Personnel : It is concerned with the
obtaining of the proper kind and number of personnel
necessary to accomplish organization goals. It deals
specifically with such subjects as the determination of
manpower requirements, their recruitment, selecting,
placement and orientation, etc.
2- Development of Personnel : Development has to do with
the increase through training, skill that is necessary for
proper job performance. In this process various techniques
of training are used to develop the employees. Framing a
sound promotion policy, determination of the basis of
promotion and making performance appraisal are the
elements of personnel development function.
3-Compensation to Personnel : Compensation means
determination of adequate and equitable remuneration ‫ة‬ ‫كاف‬

11. Advisory Functions

12. Operative function
Which include:
 Human resource planning
 Job analysis
 Recruitment
 Selection
 Induction
 Training
 Performance Appraisal
 Compensation ‫ضات‬ ‫تعو‬
 Welfare
 Retirement

13. 1- Human resource planning
Definition:
 HRP is the process by which an organization ensure that it has the right
number and kind of people at the right place at the right time capable of
effectively and efficiently completing those tasks that will help organization to
achieve its overall objectives and planned into the number of worker needed to
meet those objectives
 Without a clear cut planning estimation of an organization HR need is reduced
to mere guess work ‫ل‬ ‫الع‬ ‫تخ‬ ‫جرد‬
Importance of HRP:
 Estimate future personal needs
 Helps in strategic planning
 Creating aright talented personnel
 Global strategies
 Foundation of personnel function
 Increase investments in human resource
 Resistance to change decrease

14. Factors affecting HRP:
 Type of strategy of organization
 Organizational growth cycle and planning
 Time horizons
 Type and quality of forecasting information
 Nature of job being filled
 Out sourcing

15. 2- Job analysis
Job
defined as collection or aggregation of tasks, duties, and
responsibilities which are whole are regarded as a regular assignment
to individual employee
Job analysis
Is the process of studying and collecting information relating to
operations and responsibilities of a specific job
The immediate product of this analysis are job description and job
specification
Job description
List of job duties, responsibilities reporting relationship working
condition and supervisory responsibilities
Job specification

16. 3- Recruitment
 It is the process of finding and attracting capable applicants for
employment.
 The process begins when new recruits are sought and ends with
their applicants are submitted
 The result is a pool of applicants for which new employee are
selected
Prior to initiating the recruitment procedures the following
matters should be considered
 Clarification of the scope and skills sets required to successfully
perform the duties of the person
 Review the job facts sheet or position description to ensure that
skills and abilities have been met
 Analysis of the impact that the hiring will have on the budget

17. 4- Selection
Is the process of differentiating between applicants
in order to identify those with greater likelihood of
success in a job.
The selection of candidate with the right combination
of education, work experience, attitude and
creativity will not only increase the quality and
stability of the work force it will also play large role
in bringing management strategies and planning to
fruition.

18. Basic tests in selection process
Generally tests are administrated to determine
applicants
1- ability test: helps to determine how well one can perform his
task
2- aptitude test ‫الدأدرات‬ ‫اختبأار‬: helps to determine persons potential
to learn in a given area
3- personality test: to measure a prospective employees
motivation to function in a particular work environment
4- interest test: to measure an individual activity preferences for
career change or when there is multiple career option
available

19. 5- Induction
is a technique by which a new employee is rehabilitated into the
changed
surroundings and introduced to the practices, policies and purposes of
the
organization. When a newcomer joins an organization, he is an utter
stranger
to the people, work place and work environment. He may feel insecure,
and nervous. Induction leads to reduction of these anxieties
Typical techniques of Induction
A typical induction programmed should consist primarily of
three steps :
(a) General Orientation by the staff of the personnel department.
(b)Specific orientation by the job supervisor
(c) Follow-up orientation by either the personnel department or the
supervisor.
Follow-up induction takes place sometime within one week to six months

20. 6- Training
All the types of jobs require some type of training for
their efficient performance and therefore all
employees, new or old, should be trained or re-
trained.
Objectives of Training
(1) The workers are familiarized with some of the developed
techniques of working.
(2) The workers are also imparted training for developing,
their loyalty toward the organization.
(3) The training is provided with a view to raising up the
morale of the workers
(4) increase the worker’s knowledge and efficiency
(5) An important objective of training relates to the
appraising of the workers with the policies, activities and
the purposes of the organization.

21. 7- Performance Appraisal:-
appraisal generally means the evaluation of any
person’s worth quality or merit.
The performance appraisal is a continuous activity
and has to be planned in a systematic , continuous
and orderly manner by the management, there is the
need of trained and experienced experts who could
organize and operate it carefully.

22. 8- Compensation
The total of all rewards provided employees in
return to their services is called compensation

24. 9- Welfare:-
Welfare means faring or doing well.
It is a comprehensive term, and refers to the physical,
mental, moral and emotional well-being of an individual.
10- Retirement
Is the point where a person stops employment completely?
A person may also semi-retire by reducing work hours.
Many people choose to retire when they are eligible for
private or public pension benefits, although some are forced
to retire when physical conditions no longer allow the person
to work anymore (by illness or accident) or as a result of
legislation concerning their position

25. HR management function
B- Managerial function

26. B. Managerial function:
 Planning:
Planning is necessary to determine the goals of the organization and lay
down policies and procedures to reach the goals.
 Organizing:
Once the human resource manager has established objectives and
developed plans and programs to reach them, he must design and develop
organization structure to carry out the various operations.
 The organization structure basically includes the following:
Grouping of personnel activity logically into functions or positions.
Assignment of different functions to different individuals.
Delegation of authority according to the tasks assigned and
responsibilities involved.
Co-ordination of activities of different individuals.

27.  Directing:
The direction function of the personnel manager involves encouraging people to
work willingly and effectively for the goals of the organization ‫.روع‬
The manager can motivate the employees in an organization through career
planning, salary administration, ensuring employee morale, developing cordial
‫ودي‬ relationships and provision of safety requirements and welfare of employees.
 Controlling:
Controlling is concerned with the regulation of activities in accordance with the
plans, which in turn have been formulated on the basis of the objectives of the
organization.
Thus, controlling completes the cycle and leads back to planning.
It involves the observation and comparison of results with the standards and
correction of deviations that may occur.
It involves performance appraisal, critical examination of personnel records and
statistics and personnel audit ‫ق‬ ‫.تدق‬

28. Role of HR Managers
1. Humanitarian Role: Reminding moral and ethical obligations to
employees
2. Counselor: Consultations to employees about marital, health, mental,
physical and career problems.
3. Mediator: Playing the role of a peacemaker during disputes, conflicts
between individuals and groups and management.
4. Spokesman: To represent of the company because he has better
overall picture of his company’s operations.
5. Problem Solver: Solving problems of overall human resource
management and long-term organizational planning.
6. Change Agent: Change the culture of the organization if it is not
productive
7. Management of Manpower Resources: Broadly concerned with

29. The role of nurse manager in
HRM
 Nurse Managers are responsible for hiring, training, and developing employees,
must obtain staff satisfaction feedback regularly.
 Once they analyze the feedback, they can develop a plan to start the programs
and training staff members suggest.
 When hiring staff, nurse managers ensure the unit's staffing needs are met in the
most economical way possible so funds that would otherwise be used for
recruitment can instead are spent on retaining high-performing staff.
 Work closely with staff on professional development. and mentor staff members
 These professional development opportunities allow nurse managers to hire
from within when positions become open on the unit.
 Promoting positions internally and developing staff for these positions helps
increase teamwork on the unit.
 Nurse managers work with the staff to improve the systems on the unit by
applying good system design.
 Nurse managers also manage behavior. Managing behavior calls for nurse
managers to use empathy, coaching skills, and discipline when working with their
staff.