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    HR Functions & Contemporary Trends and Issues in Suwa Shanthi Hospital

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    Mimi Cane
    This document discusses HR functions and issues at Suwa Shanthi Hospital. It provides an overview of the hospital including its services, structure, and vision/mission. It then summarizes the key HR functions at the hospital including job design, recruitment, performance management, training, rewards, and succession planning. It also outlines some competitive challenges facing the hospital such as globalization, new technology, managing workforce changes, developing human capital, and cost containment. Finally, it identifies some HR issues like an aging workforce, a diverse workforce, and skill deficiencies.

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    HR Functions & Contemporary Trends and Issues in Suwa Shanthi Hospital

    Uploaded by

    Mimi Cane
    69 views36 pages
    This document discusses HR functions and issues at Suwa Shanthi Hospital. It provides an overview of the hospital including its services, structure, and vision/mission. It then summarizes the key HR functions at the hospital including job design, recruitment, performance management, training, rewards, and succession planning. It also outlines some competitive challenges facing the hospital such as globalization, new technology, managing workforce changes, developing human capital, and cost containment. Finally, it identifies some HR issues like an aging workforce, a diverse workforce, and skill deficiencies.

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    HR Function at Suwa Sewana

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    Final Presentation MHRM 5132 new

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    This document discusses HR functions and issues at Suwa Shanthi Hospital. It provides an overview of the hospital including its services, structure, and vision/mission. It then summarizes the key HR functions at the hospital including job design, recruitment, performance management, training, rewards, and succession planning. It also outlines some competitive challenges facing the hospital such as globalization, new technology, managing workforce changes, developing human capital, and cost containment. Finally, it identifies some HR issues like an aging workforce, a diverse workforce, and skill deficiencies.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    69 views36 pages

    HR Functions & Contemporary Trends and Issues in Suwa Shanthi Hospital

    Uploaded by

    Mimi Cane
    This document discusses HR functions and issues at Suwa Shanthi Hospital. It provides an overview of the hospital including its services, structure, and vision/mission. It then summarizes the key HR functions at the hospital including job design, recruitment, performance management, training, rewards, and succession planning. It also outlines some competitive challenges facing the hospital such as globalization, new technology, managing workforce changes, developing human capital, and cost containment. Finally, it identifies some HR issues like an aging workforce, a diverse workforce, and skill deficiencies.

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    © All Rights Reserved
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    of 36

    HR FUNCTIONS &

    CONTEMPORARY
    TRENDS AND ISSUES IN
    SUWA SHANTHI
    HOSPITAL
    Group No. 06

     1. H. M. C. Kumari (MHMRM/10/2019/39)
     2.H.W.N.P. Pathirana (MHMRM/10/2019/43)
     3. E.S. Yasanthi (MHMRM/10/2019/56)
     4 .B.M.D.Senevirathna. (MHMRM/10/2019/50)
     5.G.K.N.Geethani (MHMRM/10/2019/30)
    Content…
     Introduction
     HRM functions in the Hospital
     Competitive challenges in the

    Hospital
     HR Issues in the Hospital
     Conclusions and

    Recommendations
    Suwa Shanthi Hospital
    Introduction
     The Hospital “Suwa Shanthi” which is situated in
    Anuradhapura District.
     One of the largest Privet Hospital which is ensure the
    well being of the people in North Western Province.

     It has been developed since 1997 from a small


    dispensary to a Hospital with 80 of bed strength.

     Mr.H.K.A. Gunarathne and his wife Mrs Shanthi


    Liyanage were the beginners of this Hospital. Her
    name is been used for the name of the organization.
    Now it is been directed by there next generation
    under the board of directors.
    Introduction cont..
     The Hospital is fairly dealing with the patient care
    and other medical services.

     All these services are been conducted according


    to the national health policies of the country
    published by the Ministry of Health, Sri Lanka
    .
     The recommended standers , rules and
    regulations are been checked and reported to the
    health ministry through the Director of the Health
    service in the North Central Province.
    Available Services in the Hospital
     In ward patient treatments
     Out patient care
    ◦ specialists consultation.
    ◦ Out patient treatment. (wound dressing, injection,
    vaccination, dental care)
     Investigation facilities
    (blood tests, x-ray, Scanting, Electro Cardio-
    Graph ECG and Echo cardio-graphy)
     Pharmacy facilities.
     Channeling the consultants
     Shopping moles
     Food and brewages
     Online channeling taking appointments
    Structure
    Director board

    Chief chairman Financial manager

    HR 1 HR II HR III

    Senior
    CNO Consultant

    VP SMO Paramedics
    Nurses

    VS
    Overseer

    Assistants VOG

    Pediatrician

    Orthopedics and other


    Vision
    “Country with physical and mental well
    being is for healthy and vigorous
    future”
    Mission
    To contribute for building prosperous
    motherland by providing quality and
    efficient health service at an affordable
    basis to the citizen in the North Central
    Province
    HRM Functions in The Hospital
    Job analyzing and Designing

    Recruitment and Selections

    Training and Development

    Performance management

    Reward and Recognition

    Talent Management

    Succession Planning
    Job analyzing and Designing
     The organization has promoted the Engineering
    job design approach than Henchman approach.
     This is practice though the written
    introductions and details given by the Planning
    and Development Team (PDT).
     The motivations like achievements also been
    practiced related to best performances where
    dealing with patient care.
    Recruitment and Selections
     Recruitment decisions are taken according to
    the organizational capacity on training and
    financial commitment under the Assistant HR
    Manager in PDT .
     The Director Board is responsible for the
    recruitment.
     They recruit the necessary number of
    employees according to the Hospital Policies.

    .

    Internal Recruitments:
    Promoting the staff according to the talents
    and experience.

     External Recruitments:
    Hiring specialized Doctors Nurses for
    special situations and initial recruitments
    for other positions.
    Performance management
     Theperformance monitoring is done by the
    Planning & Development team consisted with
    Assistant HR.

     TheHospital strategic plan has an employee


    monitoring system including punctuality,
    attendance, communication skills and evaluation
    through the customer’s feedback and evaluation.
     Assistant HR manager of the training center is
    responsible for the performance management
    of all the professional and non professional
    bodies of the Hospital.
     Staff members are rated according to the

    special rating system for each staff category


    according to their job descriptions and
    responsibilities.
    Training and Development
     Suwa Shanthi Hospital have a Training
    Center under the management of workforce
    Development and Management team.
     They plan indoor training programmed with
    the planning team focusing the employee’s
    knowledge, skills and attitude development to
    achieve organizational goals.
     Specially personnel development programs,
    quality and productivity enhancing programs
    and communication skill development
    programs for all the employees are been
    conducting throughout the year.
    Reward and Recognition

     HR team identify the talented staff members


    and the more loyal members to the
    organization.
     The evaluated employees are rewarded with

    several types of incentives and Rewarded at


     Annual Colors Night.
    Talent Management

     The process of talent management is not


    remarkably practice in this Hospital.

     But they used to give priority for the skilled


    staff members such as allowing the more
    over time duties, granting leadership and
    highlighting the personal events in their lives
    to keep them interact with the organization.
    Succession Planning

     TheSuccession Planning is been really


    practiced within the organization
    which is more dealing with financially
    oriented frame work and no Hospital
    rather that recruiting for new
    positions which are become vacant.
    Competitive Challenges in Suwa
    Shanthi Hospital.
    • Globalization
    • Technology
    • Managing Changes
    • Human Capital
    • Responsiveness
    • Cost Containment
    • Major Challenge is : to keep with
    latest HR Innovations.
    Globalization
     Anuradhapura, Dambulla, Sigiriya places are
    very closed to Anuradhapura District, Shanthi
    Hospital Should broad their capabilities to
    attract tourist .
     Therefore partnership with foreign firms or
    tourism industry is important to invade the
    global market.
     HR managers Should focus on Developing
    foreign culture and work practice training
    programs in the Hospital.
    New Technology
     Hospital staff should have to update with
    the upcoming technology to the job in
    efficient way.
     Online Booking facilities,
     Skype channeling facilities,
     Training with new medicinal instruments,
     Online laboratory facilities are few of the

    technological advancements in the health


    sector and Shanthi Hospital also have that
    challenge to integrate these new
    technologies
    New technology cont….
     HR Managers should focus on Integrated HRIS
    (Human Resource Information System),

     Developed training programs to introduce


    new technical instruments.
    Managing the Changing
    Work force
     The Hospital staff consist of different age
    groups, different cultural groups with different
    educational level.
     It is a challenge to HR department to recognize
    the unique contribution of the staff toward the
    organization.
     HR managers should arrange structural shift for
    different sectors.
     Make work life balance of the staff with
    providing flexible hours, flexible night shifts for
    the staff.
    Developing Human Capital
     Human capital is the main asset of
    the Hospital.
     Therefore, recruit knowledge,

    skilled and capability individuals


    to the Hospital is very important.
     Surgery section required more

    skilled nursing staff and there are


    shortage of skilled staff in the
    Hospital.
     HR Managers Task is to
    identifying the Labor shortage of
    the Hospital,
     Recruiting knowledgeable, skilled

    experienced staff and providing


    them a proper training .
     Managing their talents
     Providing higher ethical standards
    Cost Containment
     Private Hospitals are the profit
    orientated organizations in Heath
    sector .
     Downsizing, Out sourcing or the

    Employee leasing are some important


    process to increase the profit.
     In Shanthi Hospital Head Hunting is the

    main important factor, as there is a


    shortage of the skilled surgery nurses.
    HR Issues In the Hospital
    An Aging workforce
    A Diverse workforce
    Skill Deficiencies of the

    work force are the


    identified HR issues in the
    Hospital
    An Aging workforce
     Well experience workforce of the
    Hospital is aging and their motivation
    towards the work is comparatively very
    low
     Aging staff also hoping for the advance
    healthcare from the Hospital.
     Retaining older workforce limited the
    available vacancies for more skilled
    younger workforce.
    A Diverse workforce
     Diversity among the staff members is major
    issue.
     Hospital staff also consist with variety of Age,

    Ethnic group, Personalities, Education


    background and more.
     Then Hospital management should have to

    maintain the proper interpersonal


    relationship with the staff
     Effective Communication with the staff is

    important.
    Skill Deficiencies of the workforce
     Surgery experienced nursing staff is essential
    to the Hospital, however, in the Hospital it
    can be identified that there is a shortage of
    the skilled nurses.
     New clinical test kits for dengue, Kidney

    failure are not been used in the Hospital due


    to the skilled deficient work force.
    Conclusions

     Effectiveperformance management is
    helps align employees, resources, and
    systems to meet strategic objectives.

     Empoweringemployees with Training


    and Development to improve their
    performance of individuals and groups.
    Conclusions
    top talent employees can shape
     Attracting

    the direction and success of the


    hospital.

     Succession planning increases the


    availability of experienced and capable
    employees that are prepared to assume
    these roles as they become available.
    Recommendations
     Hiring top quality talent in numbers.

    AHRIS is an immensely helpful tool in best


    HRM practices.

     Introduce Job rotation employees


    developed himself a lot & learn that how
    the task will complete or what is the
    parameter is required for the
    different jobs.
    Recommendations
     Hiring fixed and contract based employees
    on specialized skill and flexible scaling
    option for the Hospital.

     Introduce Staff training & development


    programs.

     Introduce concept of Digital Healthcare.

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