How to frame the manpower planning in HOSPITAL INDUSTRY and kindly deliver your inputs and availability of books. murali
From India, Madras
1From India, Madras
hI
Regarding to Manpower planning for Hospital Industry. The major manpower required is for the Nursing Department.
There are 3 category of Nurses, 1. Diploma Holders / BSC/MSc nurses 2. ANM ( two yr nursing course) 3. Trained nurses (nurses by experience and not by qualification).
IMA (Indian Medical Association has given guidelines for these three category.
Well regards to Manpower planning for Nurses, IMA has given the guidelines in such a way that, For evey Three beds in General Ward one Nurse is required (Categroy 1 nurses), and for Emergency Ward like ICU, IRCU One Nurse (Category 1 Nurse) for one Bed. ( This is applicable for all Corporate Hospitals like Apollo).
Nav
Regarding to Manpower planning for Hospital Industry. The major manpower required is for the Nursing Department.
There are 3 category of Nurses, 1. Diploma Holders / BSC/MSc nurses 2. ANM ( two yr nursing course) 3. Trained nurses (nurses by experience and not by qualification).
IMA (Indian Medical Association has given guidelines for these three category.
Well regards to Manpower planning for Nurses, IMA has given the guidelines in such a way that, For evey Three beds in General Ward one Nurse is required (Categroy 1 nurses), and for Emergency Ward like ICU, IRCU One Nurse (Category 1 Nurse) for one Bed. ( This is applicable for all Corporate Hospitals like Apollo).
Nav
Hi,
I am the Head of HRD of the HRM Department of this new hospital which is aiming to be a 6-star hospital in Kuala Lumpur, I would like to network with you if you are also in-charged of HRD.
My colleague is the Head of Manpower Planning & HR Systems and I've another peer for Comp & Ben. So, I do not have an immediate response to your question.
The hospital will only be opened in mid-2007. Nursing Dept seems to be the most challenging business operations group. As a brief introduction to the hospital - it is owned by the national petroleum company (also owns the famous Petronas Twin Towers in Kuala Lumpur), aims to be JCI(JACHO) n 2 years' time and will be a paper-less(Total Hospital Information Systems) hospital where even medical records are going electronic.
Having come from an American company established for more than 150 years old, I have now to start from scratch all HRD processes including TNA/TNI, Policies etc.
Any help from out there would be much needed.
Regards
From Malaysia, Kuala Lumpur
I am the Head of HRD of the HRM Department of this new hospital which is aiming to be a 6-star hospital in Kuala Lumpur, I would like to network with you if you are also in-charged of HRD.
My colleague is the Head of Manpower Planning & HR Systems and I've another peer for Comp & Ben. So, I do not have an immediate response to your question.
The hospital will only be opened in mid-2007. Nursing Dept seems to be the most challenging business operations group. As a brief introduction to the hospital - it is owned by the national petroleum company (also owns the famous Petronas Twin Towers in Kuala Lumpur), aims to be JCI(JACHO) n 2 years' time and will be a paper-less(Total Hospital Information Systems) hospital where even medical records are going electronic.
Having come from an American company established for more than 150 years old, I have now to start from scratch all HRD processes including TNA/TNI, Policies etc.
Any help from out there would be much needed.
Regards
From Malaysia, Kuala Lumpur
Hi Alwiyah, I am happy to introduce me i have been working in corporate hospitals as a HR Executive at tamilnadu (India) For sharing our information, it will helps to improve us. murali
From India, Madras
From India, Madras
Dear ALL,
Warm Greetings!
Manpower Planning
Personnel management is productive exploitation of manpower resources. This is also termed as ‘Manpower Management’. Manpower Management is choosing the proper type of people as and when required. It also takes into account the upgrading in existing people. Manpower Management starts with manpower planning. Every manager in an organization is a personnel man, dealing with people.
Definition and importance of manpower Planning:
Planning is nothing but using the available assets for the effective implementation of the production plans. After the preparing the plans, people are grouped together to achieve organizational objectives.
Planning is concerned with coordinating, motivating and controlling of the various activities within the organization. Time required for acquiring the material, capital and machinery should be taken into account. Manager has to reasonably predict future events and plan out the production. The basic purpose of the management is to increase the production, so that the profit margin can be increased. Manager has to guess the future business and to take timely and correct decisions in respect of company objectives, policies and cost performances. The plans need to be supported by all the members of the organization. Planning is making a decision in advance what is to be done. It is the willpower of course of action to achieve the desired results. It is a kind of future picture where events are sketched. It can be defined as a mental process requiring the use of intellectual faculty, imagination, foresight and sound judgment.
It involves problem solving and decision making. Management has to prepare for short term strategy and measure the achievements, while the long term plans are prepared to develop the better and new products, services, expansion to keep the interest of the owners.
Advantages of manpower planning:
Manpower planning ensures optimum use of available human resources.
1. It is useful both for organization and nation.
2. It generates facilities to educate people in the organization.
3. It brings about fast economic developments.
4. It boosts the geographical mobility of labor.
5. It provides smooth working even after expansion of the organization.
6. It opens possibility for workers for future promotions, thus providing incentive.
7. It creates healthy atmosphere of encouragement and motivation in the
organization.
8. Training becomes effective.
9. It provides help for career development of the employees.
Steps in Manpower planning
1. Predict manpower plans
2. Design job description and the job requirements
3. Find adequate sources of recruitment.
4. Give boost to youngsters by appointment to higher posts.
5. Best motivation for internal promotion.
6. Look after the expected losses due to retirement, transfer and other issues.
7. See for replacement due to accident, death, dismissals and promotion.
Factors which affect the efficiency of labor:
1. Inheritance: Persons from good collection are bound to work professionally. The quality and rate of physical as well as mental development, which is dissimilar in case of different individuals is the result of genetic differences.
2. Climate: Climatic location has a definite effect on the efficiency of the workers.
3. Health of worker: worker’s physical condition plays a very important part in performing the work. Good health means the sound mind, in the sound body.
4. General and technical education: education provides a definite impact n the working ability and efficiency of the worker.
5. Personal qualities: persons with dissimilar personal qualities bound to have definite differences in their behaviour and methods of working. The personal qualities influence the quality of work.
6. Wages: proper wages guarantees certain reasons in standard of living, such as cheerfulness, discipline etc. and keep workers satisfy. This provides incentive to work.
7. Hours of work: long and tiring hours of work exercise have bad effect on the competence of the workers.
Downsizing of manpower:
Downsizing of manpower gives the correct picture about the number of people to be employed to complete given task in the predetermined period. It is used for achieving fundamental growth in the concern. It can work out the correct price by the resource building or capacity building. It aims at correct place, correct man on a correct job.
Thus manpower planning is must to make the optimum utilization of the greatest resource available i.e. manpower for the success of any organization.
According To Hospital: ( Following is an Example)
Planning manpower, outsourcing key to boost profitability
In a typical hospital set up, expenditure on salary amounts to roughly 25-30 per cent of total income or 30-35 per cent of total expenditure. This is not healthy statistics, say experts. Most hospitals are believed to operate with excess manpower. As competition increases and margins come under pressure, hospitals tomorrow will have no option but to rationalise manpower, which, in other words, would mean downsizing.
Most times, downsizing has led to further chaos, mainly because of improper manpower planning. Health-care consultants stress on a multi-skilled workforce to carry multiple tasks in order to maintain optimum employee per bed ratio, a key to boost and sustain profits.
To achieve this, manpower planning becomes crucial. But, such tasks are rarely undertaken in hospitals, say experts. Most hospitals operate on excess man power, says Dr K C Ojha, managing director, Hospic, Mumbai-based Hospital Consultancy Firm. “Ideally, employee to bed ratio should be 3 per bed,” he says. Three persons per bed could be a little stingy, say some, who find 4-5 persons per bed more acceptable.
Factors affecting Manpower
The type of hospital, the set-up and even the structure of the building counts when it comes to manpower allocation.
Specialty: The number of employees depends not on the size of hospital but more on its speciality, say experts. “Ideally for multi-speciality and super speciality hospitals the ratio of bed to employee should be around 1:6. This is an ideal situation and is practiced in developed countries as mandatory requisition,” says Dr C P Kamle, international associate ofAmerican Institute of Medicine and Hans Finne International.
Setup: More classes of wards means more staff. For instance, a deluxe room may have one staff for just 2 beds since the patients are charged higher and consequently demand better care. In median class, one employee can look after 6 patients.
Structure: Hinduja Hospi-tal has more staff than other hospitals in Mumbai because the building is designed to have four separate wings.
A ward boy in one wing may not be able to give his best to all the wings on the same floor. So the staff increases. Says
Col Rampal, director, HR, Hinduja Hospital, “The solution is to economise without effecting patient care. For eg, non-core sector like support staff, house keeping can be outsourced. We have outsourced security and are thinking of outsourcing food
service too.”
Measures to be taken
Audit: Manpower audit, which must be carried out regularly is seldom done. According to Dr Vivek Desai, MD of Hosmac Consultancy, Mumbai, knowledge among healthcare professionals on manpower audits is not satisfactory.
Multi-skilling and multi-tasking: Employee per bed ratio can be kept optimum, provided effective utilisation of manpower is done by creating multi-skilled and multi-tasked personnel. Explains Dr Ojha, “In any hospital, an ECG technician does the job of just taking the ECG. And if it is a male technician, he can see only male patients. Most of the times therefore he is left without work.” The right way he says is to employ female employees or train nurses to carry out the same for full utilisation of man power.
Giving an example of multi-skilled employee, Dr Ojha says that a peon must have knowledge of computers, lift operation, vehicle driving and handling patients. He emphasises that even class IV staff be given training and apprenticeship. Full orientation for computer application must be given. This will reduced manpower requirement, say experts.
Outsource: Consultants advice that hospitals must explore services which can be outsourced. Dr Desai says that contracting some services can bring down man power to 4 persons per bed.
From India, Madras
Warm Greetings!
Manpower Planning
Personnel management is productive exploitation of manpower resources. This is also termed as ‘Manpower Management’. Manpower Management is choosing the proper type of people as and when required. It also takes into account the upgrading in existing people. Manpower Management starts with manpower planning. Every manager in an organization is a personnel man, dealing with people.
Definition and importance of manpower Planning:
Planning is nothing but using the available assets for the effective implementation of the production plans. After the preparing the plans, people are grouped together to achieve organizational objectives.
Planning is concerned with coordinating, motivating and controlling of the various activities within the organization. Time required for acquiring the material, capital and machinery should be taken into account. Manager has to reasonably predict future events and plan out the production. The basic purpose of the management is to increase the production, so that the profit margin can be increased. Manager has to guess the future business and to take timely and correct decisions in respect of company objectives, policies and cost performances. The plans need to be supported by all the members of the organization. Planning is making a decision in advance what is to be done. It is the willpower of course of action to achieve the desired results. It is a kind of future picture where events are sketched. It can be defined as a mental process requiring the use of intellectual faculty, imagination, foresight and sound judgment.
It involves problem solving and decision making. Management has to prepare for short term strategy and measure the achievements, while the long term plans are prepared to develop the better and new products, services, expansion to keep the interest of the owners.
Advantages of manpower planning:
Manpower planning ensures optimum use of available human resources.
1. It is useful both for organization and nation.
2. It generates facilities to educate people in the organization.
3. It brings about fast economic developments.
4. It boosts the geographical mobility of labor.
5. It provides smooth working even after expansion of the organization.
6. It opens possibility for workers for future promotions, thus providing incentive.
7. It creates healthy atmosphere of encouragement and motivation in the
organization.
8. Training becomes effective.
9. It provides help for career development of the employees.
Steps in Manpower planning
1. Predict manpower plans
2. Design job description and the job requirements
3. Find adequate sources of recruitment.
4. Give boost to youngsters by appointment to higher posts.
5. Best motivation for internal promotion.
6. Look after the expected losses due to retirement, transfer and other issues.
7. See for replacement due to accident, death, dismissals and promotion.
Factors which affect the efficiency of labor:
1. Inheritance: Persons from good collection are bound to work professionally. The quality and rate of physical as well as mental development, which is dissimilar in case of different individuals is the result of genetic differences.
2. Climate: Climatic location has a definite effect on the efficiency of the workers.
3. Health of worker: worker’s physical condition plays a very important part in performing the work. Good health means the sound mind, in the sound body.
4. General and technical education: education provides a definite impact n the working ability and efficiency of the worker.
5. Personal qualities: persons with dissimilar personal qualities bound to have definite differences in their behaviour and methods of working. The personal qualities influence the quality of work.
6. Wages: proper wages guarantees certain reasons in standard of living, such as cheerfulness, discipline etc. and keep workers satisfy. This provides incentive to work.
7. Hours of work: long and tiring hours of work exercise have bad effect on the competence of the workers.
Downsizing of manpower:
Downsizing of manpower gives the correct picture about the number of people to be employed to complete given task in the predetermined period. It is used for achieving fundamental growth in the concern. It can work out the correct price by the resource building or capacity building. It aims at correct place, correct man on a correct job.
Thus manpower planning is must to make the optimum utilization of the greatest resource available i.e. manpower for the success of any organization.
According To Hospital: ( Following is an Example)
Planning manpower, outsourcing key to boost profitability
In a typical hospital set up, expenditure on salary amounts to roughly 25-30 per cent of total income or 30-35 per cent of total expenditure. This is not healthy statistics, say experts. Most hospitals are believed to operate with excess manpower. As competition increases and margins come under pressure, hospitals tomorrow will have no option but to rationalise manpower, which, in other words, would mean downsizing.
Most times, downsizing has led to further chaos, mainly because of improper manpower planning. Health-care consultants stress on a multi-skilled workforce to carry multiple tasks in order to maintain optimum employee per bed ratio, a key to boost and sustain profits.
To achieve this, manpower planning becomes crucial. But, such tasks are rarely undertaken in hospitals, say experts. Most hospitals operate on excess man power, says Dr K C Ojha, managing director, Hospic, Mumbai-based Hospital Consultancy Firm. “Ideally, employee to bed ratio should be 3 per bed,” he says. Three persons per bed could be a little stingy, say some, who find 4-5 persons per bed more acceptable.
Factors affecting Manpower
The type of hospital, the set-up and even the structure of the building counts when it comes to manpower allocation.
Specialty: The number of employees depends not on the size of hospital but more on its speciality, say experts. “Ideally for multi-speciality and super speciality hospitals the ratio of bed to employee should be around 1:6. This is an ideal situation and is practiced in developed countries as mandatory requisition,” says Dr C P Kamle, international associate ofAmerican Institute of Medicine and Hans Finne International.
Setup: More classes of wards means more staff. For instance, a deluxe room may have one staff for just 2 beds since the patients are charged higher and consequently demand better care. In median class, one employee can look after 6 patients.
Structure: Hinduja Hospi-tal has more staff than other hospitals in Mumbai because the building is designed to have four separate wings.
A ward boy in one wing may not be able to give his best to all the wings on the same floor. So the staff increases. Says
Col Rampal, director, HR, Hinduja Hospital, “The solution is to economise without effecting patient care. For eg, non-core sector like support staff, house keeping can be outsourced. We have outsourced security and are thinking of outsourcing food
service too.”
Measures to be taken
Audit: Manpower audit, which must be carried out regularly is seldom done. According to Dr Vivek Desai, MD of Hosmac Consultancy, Mumbai, knowledge among healthcare professionals on manpower audits is not satisfactory.
Multi-skilling and multi-tasking: Employee per bed ratio can be kept optimum, provided effective utilisation of manpower is done by creating multi-skilled and multi-tasked personnel. Explains Dr Ojha, “In any hospital, an ECG technician does the job of just taking the ECG. And if it is a male technician, he can see only male patients. Most of the times therefore he is left without work.” The right way he says is to employ female employees or train nurses to carry out the same for full utilisation of man power.
Giving an example of multi-skilled employee, Dr Ojha says that a peon must have knowledge of computers, lift operation, vehicle driving and handling patients. He emphasises that even class IV staff be given training and apprenticeship. Full orientation for computer application must be given. This will reduced manpower requirement, say experts.
Outsource: Consultants advice that hospitals must explore services which can be outsourced. Dr Desai says that contracting some services can bring down man power to 4 persons per bed.
From India, Madras
Hi everyone,
I am an immigration consultant for Canada. Anyone interested in either migrating permanently or wants to work in Canada for few years can get in touch with me at
"
Look forward to meet with people who are interested.
Regards
Narinder Arora
From Canada, Surrey
I am an immigration consultant for Canada. Anyone interested in either migrating permanently or wants to work in Canada for few years can get in touch with me at
Look forward to meet with people who are interested.
Regards
Narinder Arora
From Canada, Surrey
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Manpower Planning Form(1).xls
Manpower Planning,Rect & Selection PPTs.zip
Manpower Planning Questionnaire.d oc