SIGNIFICANCE OF PERSONNEL MANAGEMENT IN HEALTH CARE DELIVERY SYSTEM
INTRODUCTION
Human resources, when pertaining to health care,
can be defined as the different kinds of clinical and non-clinical staff responsible
for public and individual health intervention [1]. As
arguably the most important of the health system inputs, the performance and
the benefits the system can deliver depend largely upon the knowledge, skills
and motivation of those individuals responsible for delivering health services
[1].
As well as the balance between the human and
physical resources, it is also essential to maintain an appropriate mix between
the different types of health promoters and caregivers to ensure the system's
success [1].
Due to their obvious and important differences, it is imperative that human
capital is handled and managed very differently from physical capital [1]. The
relationship between human resources and health care is very complex, and it
merits further examination and study.
Both the number and cost of health care consumables
(drugs, prostheses and disposable equipment) are rising astronomically, which
in turn can drastically increase the costs of health care. In publicly-funded
systems, expenditures in this area can affect the ability to hire and sustain
effective practitioners. In both government-funded and employer-paid systems,
HRM practices must be developed in order to find the appropriate balance of
workforce supply and the ability of those practitioners to practise effectively
and efficiently. A practitioner without adequate tools is as inefficient as
having the tools without the practitioner.
Background
This paper addresses the health care system from a
global perspective and the importance of human resources management (HRM) in
improving overall patient health outcomes and delivery of health care services
Various key success factors emerge that clearly
affect health care practices and human resources management. This paper will
reveal how human resources management is essential to any health care system
and how it can improve health care models. Challenges in the health care
systems in Canada , the United States of America
and various developing countries are examined, with suggestions for ways to
overcome these problems through the proper implementation of human resources
management practices. Comparing and contrasting selected countries allowed a
deeper understanding of the practical and crucial role of human resources
management in health care
1.1
BACKGROUND OF THE STUDY
This study was conducted at Ido in
Ekiti East local government area in Ekiti state.
Ø
LOCATION:
Ido is an town in Ekiti state, its located in east
part of the state by political division at the town in eastern region of Nigeria geopolitical and it is in the middle
belt of Nigeria .
Ø
POLITICAL
UNIT: Ido is a big town in Ekiti east local government
which has only two ward ( Ido ward) with
many villages attached to it.
Ø
LANGUAGE:
the town inhabitant by the yoruba language spoken by the people. However, the
dialect of the people is Yoruba. This is not to say that other setter like
Hausa Igbo Igbira, Fulani and others cannot be found in the town.
Ø
POPULATION:
This town has the population of 100,000 in 2011 cencus.
Ø
COMMERCIAL
ACTIVITIES: The town is a commercial center where many people engage in
trading, hence these are two function market they are as follows (a) Oja Oba
and main market. There are numerous small and medium scale industries in the
town.
Ø
OCCUPATION:
The people of Ido mostly engage in trading and farming and they
are also engaged in civil servant.
Ø
RELIGION-:
The people of Ido are mostly Christian and Muslim.
Ø
SOURCE OF
WATER-: Where are main sources of water supply in the township? They are
pipe borne water, bore hole and hand dug
well surface water.
Ø
ELECTRICITY:
The electricity supply at the town by (PHCN)Power Holding Company of Nigeria that is
connected to the national grid
Ø
MEANS OF
TRANSPORTATION: The source of transportation is by motorcycle and motor.
1.2 STATEMENT OF THE PROBLEM
The
problems that hindered the smooth and efficient
Running of this establishment included the
following:
Federal medical centre Ido Ekitihas diverse and
varied personnel management problem which includes lack of motivation policies
for their employee.
Federal medical centre Ido Ekitihad not articulated
a meaningful training or retaining programmes for their workers
Federal medical centre Ido Ekitihad not been
promoting their staff as and when due.
The welfare packages of the state teaching hospital
were not promoting and cannot be compared to other similar establishments.
SIGNIFICANCE OF PERSONNEL MANAGEMENT IN HEALTH CARE DELIVERY SYSTEM
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