Presented By – Karan Shah

Corporate Head – Human Resource

Sunshine Global Hospitals Ltd.

The Indian healthcare industry is going through a transition and

the future is likely to see significant changes in the nature of

provision of healthcare and the roles of various players in the

industry.

The healthcare service scenario in Gujrat is expected to evolve into

a more developed stage from the current developing stage.

With this transition, management of human resources in health

care is a major challenge to health systems development in

Gujarat.

1. Healthcare outcomes are highly complex : Healthcare organisations face continuous pressure to become productive, innovative, and provide quality Healthcare Services to their clients.

2. Frequently uncertain and difficult to assess 3. Healthcare outcomes are mainly public organisations, hospitals

cannot, in most cases, be judged on the basis of profitability . 4. Healthcare organisations are particularly complex due to their dual

lines of accountability: professional and administration

The roots of management principles and prevalence of human resource practices can be traced to the world’s first management booked titled “Arthãshastra’ written by the celebrated Indian scholar & practitioner “Chanakya” over 3 Millennia before “Christ”.

He had three key foundations: 1) Public Policy

2) Administration and utilisation of people

3) Taxation and Accounting principles.

HRM is a planned approach to manage people effectively for performance by providing a more open, flexible, and

caring management style, so that the staff will be motivated, developed, and managed in a way that they can give their best to support departments.

HRM in hospitals has to function in a sector with some unique characteristics i.e. Large,Diverse, and includes Multiple Occupations.

Role of HR in

Healthcare Services

Manpower Planning

Recruitment &

Selection

Performance

Management

Optimum Manpower Utilization

Employee Engagemen

t

Retention of employee - Rewards

& Recognition

s

Career Succession Planning - Coaching & Mentoring

Aligning the HR goals to business

goal

Institutes to meet

challenge & considerable gaps as change agent

Accreditation Commission for Health Care (ACHC) - Collaborative approach to help healthcare providers identify, assess and manage risk while ensuring sustainable business practices

National Integrated Accreditation for Healthcare Organizations (NIAHO) – To assess Medicare Conditions of Participation (CoPs) & ISO 9001:2004 ( Formation and implementation of quality management systems) National Accreditation Board for Hospitals & Healthcare Services (NABH)

Joint Commission International (JCI)

Inadequate assessment of soft skills and other competencies mapping at the time of recruitment

In adequate trainings at various levels Centralised planning & target oriented performance

appraisals

Rewards not linked with performance and No Recognition at all

No core HR practices follow at Health care sector subject

to other industries

http://www.achc.org/programs/hospital-accreditation http://www.jointcommissioninternational.org/about-

jci/jci-accredited-organizations/ Aunno T, Fottler MD, O Connor SJ. Motivating People,

in Healthcare management: organisation design and

behaviour, Shortell SM and Kaluzny AD (Editors), Columbia,

Delmar, 2000; pp.64-105. Ozcan YA, Smith P. Towards a science of the

management of healthcare. Health Care Management Science 1998; 1 (1): 1-4.

ANY QUESTIONS ???

Email - shahkaran@live.in

Mobile - +919727374074

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