Académique Documents
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Nursing Personnel
Management
Learning objectives
At the end of this unit, the learner will be
able to;
Define nursing personnel management
Mention acquisition and retention
activity of human resource
Compare different acquisition and
retention activities in HCO
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Definition of terms
1. Acquisition activity
A.
B.
C.
D.
B. Recruitment
Attracting qualified people to apply for
job or making applicants available for
selection.
Activities in recruitment;
1.Writing job description
2.Writing position description
3.Writing hiring specification
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Recruitment
Sources for recruitment depend on:
Type skill required (or nature of
position)
Environmental factors (demand)
Local labor pool (availability)
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Principles of recruitment
Affirmative action: giving priority for
Methods of recruitment
Peer recruiter (advantage: well
informed, person is identified).
Within the organization (advantage:
familiar, inspiring, less expensive).
Outside the organization (e.g.
colleges, graduate schools, other
organizations).
Formal announcement (mass
media).
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C. Selection
Process of choosing for employment.
Choose among the applicants.
The essence of selection is to determine
whether an applicant is suited for the job in
terms of training, experience and abilities.
The organization decides whether or not to
make job offer and the candidate decides
whether or not to accept it
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C. Selection
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Source of information
The source of information for
selection are;
Application forms
Pre-employment interview
Testing
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Selection process
The process depends on:1. The level of placement of employee in
the organization hierarchy
Lower level: routine (for example
recruitments of guards, cleaners, or, low
level employees)
Middle or upper level: extensive and
carefully planned - in-depth interview (for
example professionals, administrators).
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Selection process
2. Information exchange (organization to
candidate)
The organization may exaggerate its
strength (exaggeration of organizational
values and achievements)
The candidate may overestimate his or
her quality (exaggeration of personal
achievements and abilities). It good if the
candidate provides realistic job review
(strength and weaknesses)
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Selection process
The candidate may pass through the
following process;
1. Complete job application (applicable in
many organizations).
2. Initial screening interview (to filter the
type of candidate required).
3. Testing (some big organizations follow this
method).
4. Background investigation (contacting
previous employers or schools, etc).
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Selection process
5. In-depth selection interview
(competition among the possible
candidates)
6. Physical examination (this is usually
a requirement when the job is about to
be offered)
7. Job offer (the candidate wins a
position and the official offer comes
from the organization)
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D. Orientation/socialization
It is a program designed to help
employees to fit into the
organization smoothly.
Types of information provided
General information
About the organization
Detailed presentation
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Orientation/socialization
Employee concerns
Anxious because of new environment.
Perception of the tasks and performance.
Experience in relation to job and organization.
How to go along with other employee.
Personal and family problems.
Provide information, introduce, encourage
questions.
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Orientation/socialization
Advantage of orientation;
Builds employees sense of identification
in the HSO.
Helps to get acceptance by fellow
workers.
Give them a clear understanding of many
things they need to know.
Enables the new employee to become
familiar with the entire organization as
well as their own work area and dpt.
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2. Retention activity
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Management development
program
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Approaches to training
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Approaches to training
B. Off-the-job training: outside work
area or in cut of work. Done outside
the organization.
Vestibule training: training on
realistic job setting or equipment.
Behaviorally experienced training:
simulation, exercises, cases,
games, role-playing.
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B. Performance appraisal
A systemic review of an individual
Purpose of PA
Provide information for decision regarding
Common problem in PA
control is high
Leniency error (negative & positive)
Halo error
Deference in understanding of
standards
Reduced validity of ratings
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Characteristics of an effective PA
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C. Promotion
It is a movement to a position in
which responsibilities and
presumably, prestige are increased
-Dale Yoder.
Promotion results into more pay,
prestige, responsibilities, and
position with in organization
Purpose of Promotion
Motivate employees
Attract and retain talented people
Recognize and reward efforts and efficiency
Increase effectiveness and efficiency of
employee
Fill up higher posts form within the
organization
Build loyalty and morale
To provide career development path
Types of Promotion
1. Open promotions: open for all
individuals within the organization
and announce the vacancies
internally.
2. Closed promotions: not open
for all the individuals within the
organization and also does not
announce the vacancies internally.
Types of Promotion
3. Multiple Chain promotions: provides
for a systematic linkage of each position to
several others.
4. Dry promotions: in lieu of increase in
compensation.
5. Horizontal promotion: have similar
kind of work.
6. Vertical promotion : change in the
nature of the work.
Principles of Promotions
HRM must clearly established policy
whether to promote from with in to
fill higher vacant position or from
recruitment of external candidate
Basis of promotion (seniority or
performance)
Promotions against vacant positions
or non-vacant positions (time bound)
Principles of Promotions
Frequent promotions are not good
practice
Promotions decision must be made based
on job analysis and performance
appraisal
Clear promotion policy and
communication to employees
Promotion based on competence must be
advertised on notice board
Promotion Policy
Every organization should have a
promotion policy.
Each organization should strike a balance
between the internal sources of personnel
promotion and external sources of
recruitment on one hand and between
merit and ability as against length of
service on the other.
Promotion Policy
Characteristics of a sound promotion
policy:
1)It should have consistency and be corelated to the career planning.
2)It should be fair and impartial.
3)It should be a planned activity, so that
there is no phenomena of bunching or
no period of promotional drought.
Promotions criteria
Seniority based promotions
Merits
Easy to administer
Less subjectivity
Labour unions are
happy
Experience is taken
into account
Subordinates feel
relax
Loyalty is rewarded
Demerits
Competence is
ignored
Seniority issues
Young and competent
employees feel
aggrieved and
frustration
Poor performer may
get promoted
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Promotions criteria
Performance based
promotions
Merits
Demerits
Performance is
rewarded
Competent
employees get
motivated and
retained
Productivity
increases
Senior employee
get frustrated
Favoritism and
subjectivity
Loyalty and service
length are not
considered
Union leaders
oppose and retaliate
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D. Motivation
The force either with in or external to a
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Basic Principles
Motivating employees starts with
motivating yourself
Key to supporting the motivation
of your employees is
understanding what motivates
each of them
Recognize that supporting
employee motivation is a
process, not a task
Characteristics of motivation
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Importance of motivation
Peoples develop willingness to
work
Absenteeism would be decreased
Labor turn over would be
decreased
Efficient or qualified personnel
would be attracted to the ogns
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Importance of motivation
Good labor relations
KAP of employee is improved
People develop sense of
belongingness
Finally the ogns can utilize the
factors of production to the
maximum
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