Report. on the analysis of human resource management issues in the medical institutions

Transcription

1 Report on the analysis of human resource management issues in the medical institutions Designed by Oleg Galbur consultant assistance in developing local human resources strategy and action plan for implementation Chisinau 2011

2 C ONTENTS Introduction...3 Demographic analusis of human resource service staff medical institutions...4 Analysis of human resource service...10 Analysis of professional staff training of human resources service...13 Conclusions...17 Recommendations

3 Introduction In the last years have greatly reduced the public health system provide not only medical personnel, but also other categories of professionals, absolutely necessary for efficient activity of medical institutions, such as specialists in the field of economic and financial resources human ancillary services that have migrated to other areas of national economy, private medical institutions abroad. In the transition of the health system, the reforms were fully implemented several quality improvement of health care (family medicine implementation, the assurances compulsory medical, public health system, etc..) HR remained marginalized, without specialist trained, whose activity is reduced to complete work records, drawing up draft orders on the staff, military records and other technical activities. During HR professionals have been deprived of training, the service is employed by the illiterate and work experience, these features become unattractive in terms of remuneration, unimportant, priority technical nature. Therefore, the decline in medical staffing and the inability of institutions has worsened the human resource service, creating a vicious circle, when institutions lack the necessary medical staff, and human resource professionals responsible for providing service with teaching institution, are not able to promote effective management of human resources. Given the above, we outlined the urgent need to strengthen human resource service and health care institutions, which is directly responsible, together with the managerial staff of the institution, staffing of the institution, through a complex process of actions that include recruitment, selection, hiring, motivating, planning, retention, records, continuing education, promotion of staff, determining needs, providing good working conditions, strategy and personnel policy, etc.. In this context, the study in question comes to shape human resource service issues and identify some solutions to improve the situation in this area, 3

4 such as staff training, broadening the spectrum of activities and responsibilities by developing regulations (sheet-type job, Framework Regulation the staff abilities, selection criteria etc.) to ensure efficiency of service activity in question. Simultaneously, in the context of implementing automated information system for recording human resources in health care system, it was considered necessary to evaluate and service capabilities of human resources information, such as equipping with computers, the computer operating skills of staff, Internet access etc.. Therefore, the study in question aims to assess ways to optimize human resource service work in health care system, the main objectives of the study are: a) demographic assessment of human resource service employees of medical institutions b) assessing the skills of human resource service staff c) determining the technical capabilities of the human resource service d) highlight the problems of human resources services e) identify ways possible to optimize human resources service activity. Demographic analysis of human resource service staff medical institutions To review the existing situation in the department of human resources management in the health care institutions and proposals identifying ways to optimize the service activity was assessed human potential of the subdivisions responsible for human resources management from the medical institutions, according to the following parameters: gender age education work experience in the field basic speciality 4

5 Thus, it was found that most employees human resources services, or about 96.9% are women and only about 3.1% of men, which suggests that this area of activity is not attractive to men, in particular, for reasons that will be reduced to some technical work (completion of work books, etc.), less being involved in activities to elaborate strategic plans. No remuneration of such specialists, compared with other workers, is not attractive to men, since not provide a subsistence minimum. Chart 1. A human resource service staff breakdown by gender The age of human resource service staff is between 21 and 71 years, averaging about 47 years, which enables the staff say that age is optimal for subdivisions human resources professional activity. The effective and proper human resource service keeps medical institutions including staff competence, which is directly influenced by level of education achieved. Thus, it was found that 38.9% of staff are college graduates, 8.9% - incomplete higher, 38.9% - secondary special and 13.3% - secondary education. Therefore, the dates in question reveals that about 52.2% of service employees have secondary education or special, and about 47, 8% of employees have higher education or studying in institutions of higher education. This situation shall be put into question the capacity of human potential of human resources services from care medical institutions to perform their job tasks effectively, according to current needs. 5

6 Chart. 2 Assessment of human resource service staff by level of education The working experience is a significant factor influencing the quality of work and education level and training gained substantial contributions to improving the quality continues to exercise the powers of office, with direct impact on the quality of human resources management within institutions. The study found that 10.6% of employees have a work experience less than one year, 25.4% - from 1-5 years, 18.0% years, 7.4% active in service of 11 to 15 years, 10.1% years, 12.2% years and 16.3% have a work experience more than 25 years. The review finds that more than half of service employees have a work experience less than 10 years (54.0%). Chart. 3 Work experiences of human resource service staff About 69.2% of human resources staff in the last 10 years have higher or incomplete higher education, and training among those working more than 10 years, only about 30.8 % have higher education. 6

7 At the same time, between the staff and an older age more than 10 years experience in human resources, share platforms with specialized secondary education is higher than in people with more experience than 10 years (i.e % and 38.8%). Another criterion evaluated and analyzed in the present research was based specialty of human resources staff of medical institutions, which proved to be extremely different. Thus, it was found that 20.6% of employees have pedagogical studies, juridical studies %, 15.7% of personal have secondary education of medical studies, studies in economics %, technology - 8.4%, the service employees have also trade studies, psychology, construction, bibliography, agronomy, etc.. But most alarming is the fact that 12.9% of service employees have only general secondary education, which can be considered absolutely inappropriate with responsibilities, role and strategic importance of this service. Thus, in most cases the employees have insufficient or irrelevant studies and do not have any specialized or the professional skills have no one touches the human resources department, which reflected negatively on the quality of the exercise of the function responsibilities. Chart. 4 The basic specialty from the staff of human resources service The effectively activity service of human resources staff, as and the staff of other services, confidence and security directly into the workplace, the wage, the psycho-emotional environment of the collective, etc. 7

8 Thus, those assessments have found that approximately 7.0% of human resources service employees of the health care institutions are hired through a temporary employment contract, which does not ensure a duration of work, and not motivate employees to self activity, for medium and long term planning, etc.. Depending on the staff number of institution, the human resources staff is a temporary employee for one salary, per ½ salary or 1,4 salary, circumstances that do not contribute to efficiency in the performance function properly, does not stimulate learning in human resource training and namely, the negative impact on human resources management and the whole institution too. Chart. 5 Type of employment contract for employees of human resources service The analysis of the staff who works in human resources is an additional service to the basic work, shows that the spectrum of professions and activities is very diversified: % working as nurse, a situation characteristic, usually to regional Public Health Centers, where the number of employees is low % working on the basic function as a secretary % of part-time employees in the service of human resources as a core activity management services - 7.9% working as a cashier or accountant - 5.3% working as an economist or a lawyer. Simultaneously it was found that employees working in human resources service, they work is well in function of entomologist, engineer, medical assistant, statistician, etc. 8

9 Chart. 6 The basic activity of the staff of human resources service Therefore, the results of those evaluations to denote a precarious situation of compartment subdivisions human resources activity within the medical institutions that are meant not only to promote the principles of modern human resource management (recruitment, selection, hiring, motivating, planning, retention, records, continuing education, promotion of the staff, necessity establishment etc.), but is also responsible for implementing the key objectives of the organization's at human resources chapter in the design and implementation of organization policies and strategies terms of human capital, in counseling, guidance and support of both management and the other employees, especially young professionals in various work issues. Thus, to continue the human resource service in health institutions and the auxiliary one technical character, where they employ people without education or general secondary education, cannot provide favorable conditions for implementing a human resource management health system based on modern principles, centered on the interests of employees, the current and future needs of the health system (supply and demand), the principles of cost-effective in generating human resources etc.. 9

10 Analysis of technical skills of human resources service In order to elucidate the human resource service situation in the health care institutions considering on the technical capabilities and take appropriate measures to optimize the service have been examined following parameters: Assuring workplace to computer Internet connection or access the internet from another computer Computer skills work Working knowledge in computer Computer training courses in computer use work The existence of a database of human resources of the institution. Being, that the implementation of the automated information system for human resources is concerned with ensuring system health checks for staff working in human resources service working with computers, it is obvious need to assess this issue, and the skills of staff working at the computer. Therefore, it was found that about 29% or about one third of human resources personnel do not have a computer at work. Chart. 7 Workplace with computer and Internet connection From the number of computers registered, only about 31.9% have Internet connection, and about 68.1% are forced to seek other offices to send or receive information. 10

11 In addition, it was found that about 12.6% of employees of human resources service have no working in computer skills. Chart. 8 Operating skills to the computer of human resources service staff The level of computer knowledge is part of the basic requirements for implementing an automated information system of human resources in the health system. From the staff working on computer skills, 100% can edit text in Microsoft Word, 45.5% operate in both Microsoft Word and the Internet, 18% who can run a table in Excel, can operate about 10% in Microsoft Word, Internet, Excel and PowerPoint and only 2% of respondents can use Microsoft Office Access. Chart. 9 Operating skills in the computer of human resources service staff The research found that of all those who have skills in computer operation, only 30.5% employees have attended training courses, others 69.5% got computer skills by themselves (family, from colleagues, friends, etc.). 11

12 Chart. 10 The modality to obtain the computer operating skills To the creation of contemporary requirements and maintain databases is directly based into computer use by human resources service staff. Thus, always use a computer in their daily work 59.5% of employees, 26.8% use the computer sometimes and 13.7% of those, which offices are equipped with computers do not use the computer in their work. Chart. 11 Daily use of computers in human resources service work staff Mentioned, that about 49.5% of staff working in human resources service have already created databases of staff in the institution, which is significant in the context of implementing automated information system of human resources in health care system. 12

13 Analysis of professional training of human resources service employees In developing measures to strengthen human resource service to medical institutions were examined both, in the past presence of training human resources and training to carry out future perspective. Thus, the following aspects were considered: The past effectuated training in the domain of human resources The number of made training When where effectuated the last trainings Willingness to participate in training human resources training thematic preference As was mentioned previously, the vast majority of staff working in human resources service had no professional relation to this service. In the best cases, employees have legal training, management, economics, but most pedagogical education, medical, technological or not having a specialty. In such cases, employment in the service of human resources must be preceded by training in the field, given the fact, that mentioned activity is appropriate with the labor law, payment system, military records, filing documents, elaboration of orders, certificates and other documents, which requires certain skills and a thorough training in the field. Meanwhile, the study demonstrated that many of human resources service employees have not been training in the area, which reflects negatively on the professional duties and who suffer from not only human resource management, but and general management of the institution. Therefore, only 56% of human resources service employees of health care institutions have effectuated field training in the past. 13

14 Chart. 12 Training in domain of human resources service Of the number of employees trained, only 14.5% had three training sessions during professional work in human resources, 34.9% had two training and 50.6% had only one training in the field. The number of training staff in human resources duties you directly to the quality function, familiarity with legal and regulatory framework occurred in the area, the degree of professionalism of employees. However, continuous professional training, in order to ensure real access to current information in the field, must obey the periodicity in training mechanisms. Taking into consideration the changes in the health system in recent years from the development strategy of the health system, National Health Policy of the Republic of Moldova, the delimitation of the primary care hospital, it requires training and developing a well organized plan for employees of service human resources to bring at their acquaintance the modifications in the documents received by the institutional and human resources development plans of the health system. Regrettably, the human resources staffs in most cases obtain work experience and professional skills rather than through training, but with help of colleagues, self-instruction or exercises functions wherever possible. This is due to the fact that since 1997 growth in human resources training is a negative. 14

15 Chart. 13 Dynamics of human resources training of service staff Therefore, the study found that only 2.4% of service personnel have been training in the field during the past year, 4.8% - over the past 2-3 years 4.8% of employees were trained in the field the last 4-5 years, 12% - over 5-10 years, and 75.9% of service workers have effectuated last training more than 10 years ago. According to the survey, the most human resources staff wants to do both, in human resources training and the operation of computer. Independent of the presence or not working at computer skills, 49.5% of the human resources staff wants to do additional training in computer operation, which will increase work efficiency and promptness of information circulation. Simultaneously, 87.9% of human resources employees require training in human resources management such as recruitment, selection, planning, inventory, employment, lifelong learning, promotion of personnel and of course in labor law and completion of related documentation human resources. In the same order of ideas the problems were assessed in the work of service and satisfaction of human resources staff. 15

16 Chart. 14 Existing problems in human resource service activity Thus, in human resource service work highlights several problems that reduce the efficiency and residing on the degree of professional satisfaction. Significant reserves are at chapter of working conditions, given that, about 26.7% of employees do not dispose adequate conditions for work (no separate office, space is limited, many employees in a small office, no computer) in some cases. High volume of work compared with 29.2% reported a modest salary of employees of human resource service, which shows that the functions are not clearly defined, these people being involved in other auxiliary activities not related directly to field activity. Important is the fact that, 44.1% of employees stated that the major problem is the lack of training activity in the human resource service area. Insufficient knowledge of the duties of office, human resources legislation, specialty specific documentation, methods planning, selection and training of staff is causing considerable problems in daily human resource service staff. 16

17 CONCLUSIONS: 1. Responsibilities, functions and complexity of many human resource service and health care institutions, which include recruitment and selection, performance evaluation, staff training, psycho-emotional climate assessment team, developing mechanisms to motivate employees and increase professional satisfaction, understanding organization culture and developing a sense of belonging, high performance, retention and promotion of employees in the organization of human resources management coefficient requires special training specialists and various skills. 2. Demographic analysis of human resource service staff points out that most of them are women (96.9%), the average age being 47 years. Only about 47.8% of service employees have higher or incomplete higher education, compared to 52.2% with secondary education and medium education. More than half of service employees (54.0%) have a work experience of up to 10 years. About one third of service workers (27.3%) have secondary education or careers without touching upon the work and skills in human resources work. About 35.8% of staff working through the cumulus, as most nurses working in the household service, as secretary etc. 3. Analysis of the technical capabilities of the service's human resources from health care institutions found that only 71% of human resources service personnel have computer at work, and of these 68.1% have not Internet access. Of the total employees of human resources service, approximately 12.6% have not operating skills in computer, and more than half of those who operate the computer, they can only edit text in Microsoft Word, about 13.7% of those, where the offices are equipped with computers do not use the computer for his professional activity. 17

18 4. Training of service staff analysis found that only about one third of service employees have attended courses in computer operation, the other two thirds obtain knowledge in the family from colleagues, friends etc.. About 44% of human resource service staff did not attend training in human resource management, more than half of employees (50.6%) had during his professional activity in the human resources department only one training field. More than 75% of workers in service training effectuated last more than 10 years ago. Employees from department of human resources need to be trained in human resources management, labor law, the use of information technologies, etc. 5. Analysis of human resources problems and degree of satisfaction in human resource work has highlighted the fact that the vast majority of service employees (44.1%) were mentioned as major problem is the lack of human resource service training activity professional. RECOMMENDATIONS 1. Elaboration of normative documents regarding the regulation of human resource service of health care institutions and establishing norms of personal in service. 2. Unification of criteria and professional demands of the employee s human resource service in health care institutions. 3. Elaboration and implementation a training program, including continuous, of human resource service to staff health care facilities. 4. Implementation and further development of automated information system for recording human resources in health care system. 18