Rajasthan Presentation

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Rajasthan Presentation

• Strategic Plan
• for
• Human Resources
• Dr. Poonam Chand Ranka
• group

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• HUMAN RESOURCE PLANNING IN HEALTH CAREHuman
  beings are the most important resources in health
  care. Machines and gadgets which are integral
  parts of health care require the human touch,
  expertise, and commitment for their full utility
  and application in delivery of health care.
  Therefore planning of human resources is the key
  to any health care provision.

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Manpower Planning Key Interventions / Benchmarks

• Assess present and future requirements for the
  health care set up Develop HR Policy in
  collaboration with Director HA.
• Role and Responsibilities to be defined for the
  cadre not yet developed
• Up scaling on going BCC training
• Developing Rural cadre for Medical officers to
  increase promotion avenues for them.
• Develop more and Hospital and Health Managers at
  NIHFW
• Anticipate from Past records
• Resignations
• Retirements
• Dismissals
• Deaths
• Determine Sources of Recruitment Autonomous body.
• Providing Group Housing near accessible schools
  and colleges
• Providing mobile phones in hard areas
• Vehicle loans for hard areas
• Special leave for hard areas
• Determine Training and development Needs
• PAR on the basis of HSIP training reporting and
  reviewing officers and regular DPCs

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Manpower Planning Key Interventions / Benchmarks
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Situation analysis

• Lack of Medical nursing Colleges
• No Fair transfer and Recruitment Policy
• Poor salaries and Wages
• Non salary support facilities like housing ,
  Security, mobility facilities for spouse and
  children are inadequate
• Financial incentives for working at hard areas

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FACTORS AFFECTING TURNOVER

• Low salary
• Better prospects elsewhere
• Poor working conditions
• Transport Problem
• Housing problems
• Marriage in case of female employees
• Health grounds
• Family Circumstances

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Manpower Planning

• It is a strategy for ensuring that the present
  and future manpower needs of an MH Dept. are
  met.
• It is concerned with Supply of people of the
  required quality and in required numbers to
  achieve organisational objectives.
• Main Concern Desired number of manpower in right
  mix are available at the right place at the right
  time with the right skills and motivation for
  patient care

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Manpower Projection
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Financial Projections
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Job description

• Broad Statement of what job holder does.
• Purpose
• Scope
• Duties
• Responsibilities
• Provides detailed factual information both to the
  employee and employer (supervisor)

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HRH availability

• More institutions are required at least 6 more
  medical colleges to have 600 more seats (Policy
  already exists in the state)
• PPP for institutions in private sector(1 model is
  under process)
• Applicants too from rural areas( will require
  cabinet decision)
• Rationalization of manpower available with system
  (earlier done Year 1995,declaired by HM -shortly
• Trainings in service in clinical and non clinical
  aspects (going on)

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TRAINING

• Training involves providing health personnel the
  necessary facilities and opportunities to
  acquire knowledge, develop skills and cultivate
  attitudes and habits for efficient and effective
  discharge of their duties and responsibilities.
• AIM
• Development of desired skills among identified
  individuals to facilitate career mobility.
• Ultimate aim being improved performance.
• Integration of individual goals with
  organisational goals to create identity of
  purpose.

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In Service Training( Off the Job Training)

• Determination of Training Needs all newly
  recruited manpower in clinical and managerial
  skills (done will be used by NRHM)
• Formulation of learning objectives (most of the
  training module ready even at district level)
• Selection of methodology to match objectives
  (agreed with training agency)
• Use of appropriate training aids (training aids
  have been provided to Districts)
• Implementation as per schedule
• Evaluation( Pretest, feed back ,post test,
  database,TORs for evaluation ready with the
  state)

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Trainings
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Performance Appraisal

• Process through which an individual employees
  behaviour and accomplishments for a fixed time
  period are measured and evaluated.
• In Rajasthan still annual confidential reports
  are means of performance appraisal. It is Used as
  a tool to give promotions.
• PA is now being promoted as a technique for
  employee development

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Rewards/Punishments

• Helps to maintain the motivation of capable
  people and helping poor performers to take
  corrective actions
• It can be in form of
• Salary increments refused by finance
• Promotions merit ground removed it invited
  litigations
• Preferred job assignment done in some of the case
• Opportunity to learn a new procedure in
  practice-but no financial provisions
• A public appreciation of work done-Yes it done
• A genuine praise or recognition of efforts Yes it
  is done

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Organisational development

• OD is a planned changed in the hospital
  organisation to make it more effective in solving
  structural, functional and peoples problems and
  creating a conducive environment to perform
  optimally.Hospital Performance Improvement
  Program

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Performance Appraisal

• Process through which an individual employees
  behaviour and accomplishments for a fixed time
  period are measured and evaluated.
• In Rajasthan still annual confidential reports
  are means of performance appraisal. It is Used as
  a tool to give promotions.
• PA is now being promoted as a technique for
  employee development

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Framework for Performance Improvement System
Solved!
Solved!
Solved!
Solved!
Yes
Yes
Yes
GOR
HSRT
Yes
HSIC
HSIT
No
No
No
FEEDBACK LOOP
Problem
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The aim is

• To view hospital as a common entity to harmonies
  cooperative action
• To develop better interpersonal relationships
• To develop team spirit
• To confront conflicts and problems arising
• To move towards optimum collaboration and least
  competition
• To increase the level of workers personal
  enthusiasm and zeal.
• To increase the level of individual and group
  responsibilities in planning implementation and
  self assessment, problem solving, complaint
  redressal
• To develop organisational health by improving
  employees skill sets

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RHSDP has now entered into its fourth year of
implementation with the same objective of
providing innovative, quality cost effective
health solutions to the society it serves. World
Bank, RHSDP, Medical Department and Medical
fraternity have shared a unique relationship of
guidance and trust, while working together for
the care and betterment of patients specially
from BPL families but the HR is the key Issue.
At this juncture NRHM has emerged as a logical
potential partner in our endeavors. We will
provide all the support and guidance towards
achieving what we have set out for, to assist
Rajasthan realize its Health Vision with
assistance and support of WBI,Harward School of
PH and NIHFW.
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THANKS