Role of HR in Health Care Services in context to Gujarat 1. Overview of Health Care in Gujarat 2. What is HRM? 3. Major HRM Challenges & Opportunities 4. Quality Certifications & Authority

1. Presented By – Karan Shah
Corporate Head – Human Resource
Sunshine Global Hospitals Ltd.

2.  The Indian healthcare industry is going through a transition and
the future is likely to see significant changes in the nature of
provision of healthcare and the roles of various players in the
industry.
 The healthcare service scenario in Gujrat is expected to evolve into
a more developed stage from the current developing stage.
 With this transition, management of human resources in health
care is a major challenge to health systems development in
Gujarat.

3. 1. Healthcare outcomes are highly complex : Healthcare organisations
face continuous pressure to become productive, innovative, and
provide quality Healthcare Services to their clients.
2. Frequently uncertain and difficult to assess
3. Healthcare outcomes are mainly public organisations, hospitals
cannot, in most cases, be judged on the basis of profitability .
4. Healthcare organisations are particularly complex due to their dual
lines of accountability: professional and administration

4.  The roots of management principles and prevalence of human
resource practices can be traced to the world’s first
management booked titled “Arthãshastra’ written by the
celebrated Indian scholar & practitioner “Chanakya” over
3 Millennia before “Christ”.
 He had three key foundations:
1) Public Policy
2) Administration and utilisation of people
3) Taxation and Accounting principles.

5.  HRM is a planned approach to manage people effectively
for performance by providing a more open, flexible, and
caring management style, so that the staff will be
motivated, developed, and managed in a way that they
can give their best to support departments.
 HRM in hospitals has to function in a sector with some
unique characteristics i.e. Large,Diverse, and includes
Multiple Occupations.

6. Role of HR
in
Healthcare
Services
Manpower
Planning
Recruitmen
t &
Selection
Performanc
e
Manageme
nt
Optimum
Manpower
Utilization
Employee
Engagemen
t
Retention
of employee
- Rewards
&
Recognition
s
Career
Succession
Planning -
Coaching &
Mentoring
Aligning
the HR
goals to
business
goal
Institutes
to meet
challenge &
considerabl
e gaps as
change
agent

7.  Accreditation Commission for Health Care (ACHC) -
Collaborative approach to help healthcare providers identify,
assess and manage risk while ensuring sustainable business
practices
 National Integrated Accreditation for Healthcare
Organizations (NIAHO) – To assess Medicare Conditions
of Participation (CoPs) & ISO 9001:2004 ( Formation
and implementation of quality management systems)
National Accreditation Board for Hospitals & Healthcare
Services (NABH)
 Joint Commission International (JCI)

8.  Inadequate assessment of soft skills and other
competencies mapping at the time of recruitment
 In adequate trainings at various levels
 Centralised planning & target oriented performance
appraisals
 Rewards not linked with performance and No Recognition
at all
 No core HR practices follow at Health care sector subject
to other industries

9.  http://www.achc.org/programs/hospital-accreditation
 http://www.jointcommissioninternational.org/about-
jci/jci-accredited-organizations/
 AunnoT, Fottler MD, O Connor SJ. Motivating People,
in
Healthcare management: organisation design and
behaviour,
Shortell SM and Kaluzny AD (Editors), Columbia,
Delmar, 2000; pp.64-105.
 OzcanYA, Smith P.Towards a science of the
management of healthcare. Health Care Management
Science 1998; 1 (1): 1-4.

10. ANY QUESTIONS ???

11.  Email - shahkaran@live.in
 Mobile - +919727374074
 Linked In Profile - shahkaran@live.in