Definition : The researcher presents in his research (Health Management Policy / Modern Management) subjects like human resources, general relations, time management, and training and development, which play essential roles in improving and developing - PowerPoint PPT Presentation

Loading...

PPT – Definition : The researcher presents in his research (Health Management Policy / Modern Management) subjects like human resources, general relations, time management, and training and development, which play essential roles in improving and developing PowerPoint presentation | free to download - id: 4ced8d-YjgyM



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

Definition : The researcher presents in his research (Health Management Policy / Modern Management) subjects like human resources, general relations, time management, and training and development, which play essential roles in improving and developing

Description:

Introduction Definition : The researcher presents in his research (Health Management Policy / Modern Management) subjects like human resources, general relations ... – PowerPoint PPT presentation

Number of Views:740
Avg rating:3.0/5.0

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: Definition : The researcher presents in his research (Health Management Policy / Modern Management) subjects like human resources, general relations, time management, and training and development, which play essential roles in improving and developing


1
  • Introduction
  • Definition The researcher presents in his
    research (Health Management Policy / Modern
    Management) subjects like human resources,
    general relations, time management, and training
    and development, which play essential roles in
    improving and developing our offices. These
    titles save money, time, efforts, and reducing
    the daily routines which are followed in our
    offices nowadays. The headings are given new
    information and knowledge that could change the
    personal attitudes and behaviours of employees to
    accomplish the office's goals and ambitions.
  • Research Methodology the researcher follows a
    descriptive narrative analytic study in his
    research. Data are taken from Wassit Health
    Directorate / Training and Development Section.
    The subjects are illustrated in details with such
    accurate and precise information of each titles,
    are presented above in the definition, due to
    they are highly-recommended and dependable
    sources.
  • Research Hypothesis the idea of writing and
    authorising such a research for there is a real
    and actual need to present something that is able
    to draw the new and modern policy for our human
    resources and offices according to new
    technologies and systems in Management, Training,
    Development, and General Relations that could
    achieve the offices' goals and aims in systemtic
    and organised procedures and methods. Syllabuses
    are explained in a simplified way, that meet the
    real needs of our employees, given job
    description and health policies for the human
    resources administration.
  • Research Aim it is to change the attitudes and
    methods of human resources and develop them in
    such modern approaches through using health
    planning, organisation, leadership, monitoring,
    and evaluation. Applying the new and modern
    principles of management in our offices through
    training and development according to well-built
    plans, well-evaluated results, well-managed
    execution and monitoring.
  • Results Discussions, Recommendations
    Conclusions they are at the end of the research.
  • Research Sources they are national and
    international. Sources are highly-recommended
    and trustworthy.

2
Human Resources Administration
  • The luxury and welfare of the society bases on
    gathering the human resources who are able to
    work in the productive and service-presenting
    offices. The human resources should believe in
    the goals of the office and try to achieve them.
    These offices have employees who are different in
    attitudes, skills, abilities, habits, values,
    trends, directions and hopes.
  • Besides, the office is a social system which is
    small and affects by the society in which the
    office is in and influences by it, the office
    cannot separate its employees from their
    environment.
  • Money is unable to achieve any goal and the
    administration means completing and accomplishing
    the works by the help of others one makes the
    planning, organisation, direction, and
    monitoring while the other takes the burden of
    execution.
  • Edwin defines the management as "planning,
    organisation, guidance, monitoring supplying,
    developing, compensation, integration,
    continuation, and finalising the human resources
    service for the interest of the individual,
    goals, organisation, and community.

3
Human Resources Management has two Meanings
  • The functional meaning which deals with the
    activities of the human resources in the office
    that includes planning, organisation, leadership,
    and monitoring for the humans to guarantee the
    ideal and active usage to them for the benefit of
    the society and the office.
  • The organic meaning which means the
    organisational division that is responsible on
    the administrative activities or operations
    inside the office as well as the specified jobs
    to direct the human resources.
  • The specified jobs of human resources includes
    job description, quantitative definition for
    human resources, selection and employment,
    training, fees, evaluating employees performance,
    promotion, encouragement, career safety, human
    resources service, work relations, and work
    organisation.
  • The nature of the human resources is executive
    and consultative. Each one has its advantages
    and disadvantage. The second one is not found in
    the real concept.

4
General Relations
  • The general relations regard as one of the modern
    sciences that represents a tool or a mean for
    communication between offices and audiences. It
    is a science that works for the benefits and
    interests of the human and supply the specified
    needs for him. It is emerged due to the needs of
    the human.
  • It is style of getting the satisfication of the
    audiences and their support through using the
    direct communication with them.
  • The real philosophy of the general relations is
    that the human cannot deal with his needs or the
    human is not able to achieve all the wishes and
    ambitions he wants to accomplish. So, the
    general relations, inside the offices, is
    necessary and essential to deal with issues of
    the human. The general relations works hard to
    crystalise the ideas, views, trends, etc. and
    directing them all in a way that is scientific
    and logical.
  • The general relations try to show the real and
    clear picture of the works, that are done in the
    office, and achievements as well as the
    implemented ones to the community and people to
    satisfy them and create such a healthy
    environment through continuous communications and
    meetings.

5
  • 1.) General relations use the scientific method
    by relying on specific rules in analysis and
    influence as well interpretation. So, it is
    regarded as a science.
  • 2.) General relations clarify the work steps and
    determine the organisation or office direction
    from the inside to be strong and well-built to
    encounter the audiences. So, it is regarded as
    an art.
  • 3.) General relations aim at using the method of
    interest exchange among offices and directorates
    and audiences. So, it is regarded as a science
    and an art.

6
Causes of General Relations Emergence are
  • 1.) Progress in sciences and complexity of
    institutes works that have plenty of employees
    and old legislations or laws.
  • 2.) Relations vary between individuals and
    groups.
  • 3.) Easiness in transformation for persons and
    ideas resulted from transportation of modern
    communication tools.
  • 4.) Diffusion and prevalence of education.
  • 5.) Increase in the power and importance of the
    individual in the modern society.
  • 6.) Progress in knowledge and science in
    different branches.
  • 7.) Growth in the humanitarian sciences that
    deals with the human resources study due to the
    human resource development, in European
    countries, is regarded as capital.
  • 8.) Identify the office goals and projects as
    well as policies to the community and society.
  • 9.) Getting the audiences' support.
  • 10.) Leaving secrecy and follow the policy of
    exhibting the information to the audiences.
  • 11.) Prepare scientific researches and studies.
  • This is not found in our ministry and
    directorates.

7
Time Management
  • Time is a true living phenomenon that has two
    dimensions one is natural represented in the
    spent moments between a temporal point and
    another point that follows it. The second is
    social and cultural dimension represented in a
    glance or a perception impression about the time
    and the spent moments and about other moments in
    the present or future. This perception is often
    concentrated on the importance of these moments,
    the importance of their usage, and how they are
    used or the different substitutions that could be
    specified to these moments.
  • Wolf's study in 1985 refers to the nation
    variation in their look at the importance of time
    and the useful usage of it, as well the
    importance of speed in accomplishing the daily
    life tasks. Japan is regarded as the most
    adherent nation for the time in the world and
    they respect the time so much. Whereas,
    Indenosia is regarded as the laziest nation for
    the time in the world.
  • Also, Black's study in 1994 exposes that the
    American employee is working 1934 hours annually
    and gets rest about 19.4 day per-year. Whereas,
    the worker in South Korea is working 2833 hours
    annually and gets rest about 4.5 day per-year.
    But the individual in Japan is working 2180 hours
    annually and gets rest about 9.6 day per-year.
    So, we conclude that the American employee works
    more hours in comparison with European countries
    but it is regarded as exaggerated in his
    laziness if it is compared with to Asia.

8
Realities about Time are
  • 1.) Time is regarded as the rarest resources or
    elements available to the individual.
  • 2.) Time is the only element that could not be
    retrieved.
  • 3.) Management is an organised human activity
    which contains many subactivities like planning,
    organisation, guidance, and monitoring and all
    need time management.
  • 4.) A specific administrative success does not
    measure by the size of spent time to accomplish
    it, but it is measured by the skills and
    qualifications of the manager's activity in using
    and managing the time.

9
  • Effectiveness
  • Efficiency
  • Effortlessness
  • Personal Time Management
  • These three characteristics recognise the
    active management of time. It must be noticed by
    every individual when he deals with his working
    time or any other life activities.

10
Ignorance of Time Management Causes
  • 1.) Feeling worried, depressed, upset, and late
    in finishing a specific mission its time is about
    to finish.
  • 2.) Huge number of meetings or appointments that
    are waiting to be postponed or concealed.
  • 3.) A lot of working days that reflect inaccuracy
    and mistakenness in the production.
  • 4.) Repetition of crises appearance that make you
    unable to deal with them.
  • 5.) Repetition of forgetting most of the
    appointments and important meetings and feeling
    embarrassed for that and worried to present
    pretexts.
  • 6.) The desk of you office is filled with plenty
    of papers and files due to disarrangement that
    make you feel worried, embarrassed, and depressed
    due to there is not time management system.

11
Classification of Time Management is
  • -Creative Time.
  • -Preparatory Time.
  • -Productive Time.
  • -Overhead Time.
  • The last one is widely used in our offices.

12
Time Management Principles are
  • -Tasks Planning Principles.
  • -Tasks Execution and Organisation Principles.
  • -Execution Monitoring Principles.

13
Lost Confrontation Includes
  • -Daily Working Plan,
  • -Tasks Executive Delegation,
  • -Never reschedule or postpone,
  • -Mutual Assistance,
  • -Refuse Politely,
  • -Avoid Discontinuity,
  • -Make Active Meetings,
  • -Reduce Paperworks,
  • -Careful Files Arranagements,
  • -Organise Telephone Calls,
  • -Organise Daily Emails,
  • -Simplify your Life,
  • -Evaluate your Works.

14
  • Example 1Task Executive Nature Deficiency
    Complex tasks
  • Difficult Decision
  • Afraid from failure
  • Unlike Tasks
  • Mind Dispersion
  • Typical Works
  • Hatred for the Manager
  • Care for the Mission Marketing or Postponing Task
    Executive Framework 

15
  • Example 2 Active and Inactive Meetings
  • Repeating Discussions for those not coming
    Meeting Commencement
  • All Arrive in Time
  • Allowing Interruptions that is not Organised
  • Allowing Views
  • All have opportunity to Talk
  • Fruitless Arguments Violent Fights
  • Discussing Views
  • Accepting Negotiations Settlements
  • Repeating Issues
  • Discussions Again
  • Reaching Results
  • Brief Typical Results
  • Undated Activities Accomplishments
  • Determining what to do?
  • Determine Activities Accomplishments
  • Disputations Unacceptance for Decsions
  • Finalizing Summarising Activities
  • Executive Monitoring

16
Human Resources Training and Development
  • Training concentrates on the behavioural side in
    the training operation due to it is regarded as a
    tool for change or modification in attitudes,
    trends, values, and directions of the individual,
    to get a new satisfaction.
  • Training is a way to change the current situation
    of the individual into a new one that meets the
    office's goals and ambitions.
  • Training is a method that aims at developing and
    evolving the specific skills and abilities of the
    individual, and makes him able to comprehend
    things easily and accomplishing the tasks as well
    as being aware of the responsibility.
  • Changing the individual's behaviour means
    searching for more knowledge by the individual to
    understand new procedures.
  • Training is the planned activity that is capable
    of plugging the gap between the present
    performance and the desired one for the human
    resources through effecting their behaviours,
    increasing their knowledge, and developing their
    abilities and skills.

17
Human Resources Training and Development
  • Training concentrates on the behavioural side in
    the training operation due to it is regarded as a
    tool for change or modification in attitudes,
    trends, values, and directions of the individual,
    to get a new satisfaction.
  • Training is a way to change the current situation
    of the individual into a new one that meets the
    office's goals and ambitions.
  • Training is a method that aims at developing and
    evolving the specific skills and abilities of the
    individual, and makes him able to comprehend
    things easily and accomplishing the tasks as well
    as being aware of the responsibility.
  • Changing the individual's behaviour means
    searching for more knowledge by the individual to
    understand new procedures.
  • Training is the planned activity that is capable
    of plugging the gap between the present
    performance and the desired one for the human
    resources through effecting their behaviours,
    increasing their knowledge, and developing their
    abilities and skills.

18
Differences between Training and Development for
Human Resources
  • Training is a process for developing the human
    resources which includes the executive level only
    and it is done on short-term extent.
  • Development is a process that concentrates on the
    human resources and high-level employees like
    managers and also concentrates on the theoretical
    concepts and principles, and it is done on
    long-term extent.
  • Development of the human resources means each
    efforts that is spent to increase the skills and
    qualifications the workers even if it is done
    outside the planned training programmes extention.

19
Training and Development Strategies
  • Putting accurate and precise plans (Weekly,
    Monthly, Mid-Year).
  • Looking for the actual and urgent needs for the
    office.
  • Determining times and dates for holding the
    courses.
  • Making forms of evaluating and monitoring for
    participants.
  • Selecting those who are really in need for
    training and development.
  • Writing reports and course evaluation.
  • Selecting good trainers and lecturers who have
    skills and methods of training and development.
  • Helping, audiovisual, and illustrative tools to
    make the lectures or courses comprehensive and
    aimed.
  • Choosing good places or sites for training and
    development.

20
Table1
Number of Participants Year Training Course Type
1398 2009 Administrative
491 2009 Medical
13 2009 Engineering and Technical
409 2009 Healthy and Nursing
10 2009 Researches
21
Table 2
Number of Participants Year Training Course Type
2823 2010 Administrative
2084 2010 Medical
132 2010 Engineering and Technical
1168 2010 Healthy and Nursing
30 2010 Researches
22
(No Transcript)
23
Table 3
Accomplished Courses Year Training Course Type
79 2009 Administrative
85 2009 Medical
17 2009 Engineering and Technical
90 2009 Healthy and Nursing
10 2009 Researches
24
Table 4
Accomplished Courses Year Training Course Type
81 2010 Administrative
152 2010 Medical
33 2010 Engineering and Technical
100 2010 Healthy and Nursing
30 2010 Researches
25
(No Transcript)
26
Table 5 / Training of MSI Organisation to Wassit
Health Directorate
Number of Trainees Type of Course
11 Anti-corruption
220 Problems Solving Team Building
3 Health Planning
200 Project Management
253 Budget
156 Human Resources Management
43 Statistics
243 Communication Leadership
103 Procurement
17 It Management
22 Training of Trainers
967 The Number of Male
298 The Number of Female
20-55 Age of Trainees
2008-2009-2010 Time of Training
1265 Total of Trainees
27
Table 6 / Wassit Health Directorate Employees
Female Male Type
52 161 Specialists
18 54 Residents
27 33 Practitioners
241 264 Rotators
939 2566 Nurses
23 61 Engineers
26 187 Technicians
359 991 Administrators
35 73 Finances Auditors
6 19 Legal
1726 4409 Totals
28
(No Transcript)
29
Results Discussions
  • In table 1 that shows participants in 2009, we
    have the administrative courses are higher than
    others due to MSI Organisation concentrates on
    training the management employees. The
    Continuous Medical Education Unit in hospitals
    were not active, but in table 2 shows an increase
    in numbers of medical and nursing staff for there
    are new plans and strategies, implemented courses
    on job training, and monitoring and evaluation is
    activated and run by Training Development
    Section. Trainers are taken from the hospitals
    to present courses and workshops. But they are
    not highly-qualified in training, development,
    syllabus, and feedback.
  • In tables 3-4, it is clear that meetings of
    higher managers with their employees change their
    views and attitudes towards training and
    development. In 2009, there was no encouragement
    from the Ministry of Health but in 2010 MOH puts
    conditions to promote office's employees like
    entering special training courses according to
    job title and years of services. This motivates
    employees to look for courses to enter, but the
    aim is not to get new information or
    technologies but to get an official letter
    proves that you have passed a specific course of
    training to promote you!!!
  • Besides, most participants look for incentive and
    financial motivation to participate. If we look
    at table 5 , we see the number of participants is
    highly increased due to MSI Org. gives 65 for
    each participant in its management courses, and
    it gives 700 to the trainers or lecturers. We
    have seen the attandance of employees.

30
  • The number of employees in Wassit Health
    Directorate is 4409 males and 1726 females. So,
    the achievements or accomplishments are not
    promising in comparison with the numbers and we
    have two educational hospitals. So, we need to
    open new training centres in hospitals and
    sectors to cover the whole employees in different
    branches.
  • The numbers in tables 2-6 have increased due to
    we have been training Sections Departments
    Employees to train and develop their staff but
    in reality the process needs to be reinforced
    form MOH. The biggest issue is the training
    halls and equipments that were not available in
    2009. Besides, we need to open centres or units
    for training and development in each hospital and
    sectors due to we have most of our employees in
    PHCs and Hospitals.
  • Most of these training is done inside Wassit
    Health Directorate due to the office budget is
    not sufficient to cover participants finance
    requirements to participate in colleges,
    universities, or other ministries courses of
    training and development. So, there is no
    specific training budget which is a big dilemma.

31
  • The period of training is 2-5 days which is not
    enough to develop a new employed especially in
    the practical courses or workshops. So, courses
    should be extended to 10 days at least and they
    have to include practical subjects in 80
    percentage and 20 percentage for theoretical.
    Also, the syllabus of courses is not
    highly-recommended or evaluated due to the
    trainers take the simplified information relying
    on old sources. Most of them do not have training
    and teaching methods and strategies.
  • The number of researches is few in 2009 for there
    was no encouragement and motivation to present
    such a research. MOH does not give incentives or
    bonus to researchers and developers. In other
    words, it is not required from doctors and other
    employees in higher studies or promotion. But in
    2010, our office has held its First Scientific
    Medical Conference in which 31 researches have
    been presented and discussed.
  • Sending employees outside Iraq to be trained does
    not bring benefits to the office and other
    employees due to it is a personal benefits and
    interests. The training lacks the practical
    issues and most do not present similar training
    courses or writing such a good reports. This
    will take money, effort, and time from each
    office, and we could give the money to Iraqi
    specialists to train their colleagues inside Iraq
    and we shall save money, time and effort.

32
Recommendations Conclusions
  • Opening training centre in each Health
    Directorate. Also, opening training centre or
    unit in each sector and hospital.
  • Following the suggested selection, evaluation,
    and monitoring forms in nominating participants
    for courses of training and workshops.
  • Each nominate for a course or workshop of
    training and development must present similar one
    which makes the benefits for all employees not
    personal.
  • Reports of completing courses of training should
    be studies from the scentific committees inside
    the Health Directorate.
  • Opening General Relations Section in each Health
    Directorate with its Units.
  • Higher management should enter courses or
    workshops of training in time management to know
    how to spend their times effectively and
    actively.
  • Human resources is the capital of each Health
    Directorate which need to be trained and
    developed periodically due to knowledge is a
    rapid development process needs to be escorted.
  • MOH should implement new and modern evaluation
    forms of training and development for all job
    titles that we have in our Ministry, that must be
    sent to the Minister Bureau to see the progress
    and amend the lateness.
  • Opening research centre with the necessary
    equipments to make experiments and studies
    especially in the educational hospitals. The
    researches should be supported or funded with
    money.
  • On job training is better than outside training
    which saves money, time, and effort.
  • MOH should put a specific budget for training
    and development to make participation expanded
    not limited.
  • TOT (training of trainers) are important for
    each Health Directorate.
  • Each employee in MOH must be able to use the
    Computer Programs and able to use the English
    language like UAE's health offices.

33
Modern Management in Health Facilities
  • Researcher // Ali Ismael Hama Al-Jaf
  • Research Name //Modern Management in Health
    Facilities
  • Directorate // Wassit Health Directorate
  • Thank You for Listening
About PowerShow.com