WHO said, "The Medical Department, while working in close collaboration with the human resources department, must not report to them directly." What do you think is the reason? What are the advantages/disadvantages if the medical department is not directly reporting to the HR department?
In this situation, it is essential to consider the implications of the medical department not reporting directly to HR. While there may be benefits such as increased autonomy for the medical department in decision-making, there could also be challenges in terms of coordination and alignment with HR policies and procedures. It is crucial to weigh these factors carefully to ensure effective functioning and collaboration within the organization.
From Philippines, Makati
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In this situation, it is essential to consider the implications of the medical department not reporting directly to HR. While there may be benefits such as increased autonomy for the medical department in decision-making, there could also be challenges in terms of coordination and alignment with HR policies and procedures. It is crucial to weigh these factors carefully to ensure effective functioning and collaboration within the organization.
From Philippines, Makati
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Hello, Can you give more info about it OR the Link to the WHO Report you refer to? Rgds, TS
From India, Hyderabad
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1650From India, Hyderabad
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Thank you. I'm trying to find the source, but I just can't find it again. I am just 22, the youngest and the newest HR staff in one of the largest malls owned by one of the richest individuals here in the Philippines.
I asked this because if our employees have unresolved grievances on health-related policies (union matters), they seem to not trust the medical section as well. They said the medical section is under HRD, therefore not independent. Medical decisions are aligned according to policies being carried out by HRD. (I know some employees are missing the point.)
In a large company like ours (1000+ employees), would it be better if the medical section is not included in the HR Department structure? Our medical section is composed of 5 doctors, 5 dentists, 30 nurses, 10 medical aides, 10 ambulance drivers, 5 dietitians, and 6 gym instructors.
Please enlighten me.
From Philippines, Makati
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I asked this because if our employees have unresolved grievances on health-related policies (union matters), they seem to not trust the medical section as well. They said the medical section is under HRD, therefore not independent. Medical decisions are aligned according to policies being carried out by HRD. (I know some employees are missing the point.)
In a large company like ours (1000+ employees), would it be better if the medical section is not included in the HR Department structure? Our medical section is composed of 5 doctors, 5 dentists, 30 nurses, 10 medical aides, 10 ambulance drivers, 5 dietitians, and 6 gym instructors.
Please enlighten me.
From Philippines, Makati
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Hello,
Can you suggest any alternative - under whom should the Medical section come? This is NOT to convey that the perception is correct - just wanted to view the situation from ALL angles.
Regards,
TS
From India, Hyderabad
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Can you suggest any alternative - under whom should the Medical section come? This is NOT to convey that the perception is correct - just wanted to view the situation from ALL angles.
Regards,
TS
From India, Hyderabad
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Thank you. I think if the company is large enough (100+ employees), the medical section must not be under the HRD structure. I believe that the function of HRD is very different from that of the medical section. HRD implements compensation and policies based on the results of medical examinations. The credibility of the medical section is crucial and can only be preserved if employees see that decisions are made by a section independent of HRD.
Please let me know your views...
From Philippines, Makati
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Please let me know your views...
From Philippines, Makati
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Greetings,
Even though the HRD and every department are playing their own roles and every department has its own credibility, the recruitment, posting, appraisal, promotion, retirement, resignation, training & Development, Discipline, and other activities are to be done only with the HR Department. Without the HR's involvement, the activities done will not be complete.
The Medical Department has its own role, and obviously, no one can interfere. If the Medical Department recommends sick leave, the HR department has to sanction it, and they cannot deny it. However, if other line managers or Department Heads recommend leave, the HR Department can deny it with proper reasoning.
From India, Kumbakonam
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Even though the HRD and every department are playing their own roles and every department has its own credibility, the recruitment, posting, appraisal, promotion, retirement, resignation, training & Development, Discipline, and other activities are to be done only with the HR Department. Without the HR's involvement, the activities done will not be complete.
The Medical Department has its own role, and obviously, no one can interfere. If the Medical Department recommends sick leave, the HR department has to sanction it, and they cannot deny it. However, if other line managers or Department Heads recommend leave, the HR Department can deny it with proper reasoning.
From India, Kumbakonam
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Hello, If NOT under the HRD, then under which Dept are you suggesting? It HAS to be under some Dept — right? Rgds, TS
From India, Hyderabad
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From India, Hyderabad
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Hello Seniors, Let me rephrase....Is the medical section under your present HRD organizational structure? why?
From Philippines, Makati
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From Philippines, Makati
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Hello,
If not under the HRD, it could be under Administration!
Whether HRD or Administration, there is a basic difference in functional knowledge and skill base, and perhaps the attitudes as seen/practiced in HRD/Administration as against the Medical Dept. But the Medical Department is presumed to be uninitiated in handling administrative matters in the organization, and it will also involve them in areas they are not trained for, and perhaps that is the reason they SHOULD be under either the HRD or Administration.
General experience is that when the Medical Department is put under HRD or any other department, it is only administratively so, and their functional autonomy must remain so!! If this little issue is comprehended and digested well, then there would be no difficulty in the Medical Dept. being under HRD.
The situation you mentioned does not explain the rationale of WHO's decision and therefore cannot be responded to directly, but at a conceptual level one should deal with the issue on the above lines unless there are STRONG reasons not to do so!
Regards,
Samvedan
September 9, 2012
From India, Pune
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If not under the HRD, it could be under Administration!
Whether HRD or Administration, there is a basic difference in functional knowledge and skill base, and perhaps the attitudes as seen/practiced in HRD/Administration as against the Medical Dept. But the Medical Department is presumed to be uninitiated in handling administrative matters in the organization, and it will also involve them in areas they are not trained for, and perhaps that is the reason they SHOULD be under either the HRD or Administration.
General experience is that when the Medical Department is put under HRD or any other department, it is only administratively so, and their functional autonomy must remain so!! If this little issue is comprehended and digested well, then there would be no difficulty in the Medical Dept. being under HRD.
The situation you mentioned does not explain the rationale of WHO's decision and therefore cannot be responded to directly, but at a conceptual level one should deal with the issue on the above lines unless there are STRONG reasons not to do so!
Regards,
Samvedan
September 9, 2012
From India, Pune
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