Human Resource Management Strategy  in Regional Children’s Hospital

Vafin, A Yu; Fakhrutdinova, E.; Шавалиев, Р. Ф.; Kulikov, O. V.

doi:10.20969/vskm.2018.11(1).79-85

Cited by 3 publications

(1 citation statement)

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“…Для создания устойчивой мотивации важно сочетание материальных и нематериальных стимулов. При этом денежное вознаграждение стимулирует сотрудников к достижению высоких индивидуальных результатов и тем самым -к увеличению их вклада в коллективные достижения, что рассмотрено в публикациях, посвященных как стратегии ключевых факторов эффективности, так и бережливого производства [34,38,39]. Отмечается, что этот механизм эффективно работает в тех случаях, когда система материального стимулирования понятна каждому конкретному работнику, адекватна его трудовым усилиям, учитывает реализацию личного творческого потенциала [40,41].…”

Section: система критериев оценки результатов деятельности работников как основной фактор мотивацииunclassified

Motivation as key factor of deploying lean technologies in medical institutions (an analytic review)

Perevezentsev

Леванов

2020

Kuban. nauсh. med. vestnik

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Aim. To assess the importance, role, methods and conditions for creating and sustaining positive motivation of medical personnel in deploying a modern management system based on lean production to optimise the production ﬂow in medical institutions, improve quality, availability and efﬁciency of public medical care.Materials and methods. The authors employed historical, bibliometric and statistical methods to analyse domestic and foreign scientiﬁc archives on lean production, motivation and motivational risks as key factors in implementing lean technologies in medical institutions.Results. Implementation of lean production (LP) as a manufacturing management system is among key conditions for creating a new model of the medical institution. Principles of LP are applied at three interfaces: with patients, personnel and resources. Positive motivation of employees is prerequisite for accomplishing a project, which requires supervisors to know and leverage the basics of motivational management. Creation of a motivating environment for various categories of employees in developing a LP system requires taking into account the type and management culture level of a medical institution.Conclusion. In order to create and sustain motivation for realising creative potential of the team, it is necessary to account for the motivation risks, develop and implement a motivation system differentially by employee categories and project stages. Effective motivational measures are necessarily based on a system of material and non-material incentives with clear and achievable criteria, amounts and forms valued by employees and rooted in medical and economic feedback of implementing the LP principles.

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Section: система критериев оценки результатов деятельности работников как основной фактор мотивацииunclassified

Motivation as key factor of deploying lean technologies in medical institutions (an analytic review)

Perevezentsev

Леванов

2020

Kuban. nauсh. med. vestnik

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Human resources in a healthcare institution as the management efficacy improvement factor

Kukurika

2021

Issled. prakt. med. (Print)

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The article analyzes the current HR of the local healthcare organization. There was carried a SWOT-analysis of personnel management has been out, disclosed the main problems of the management system of a medical institution. Development strategies and an algorithm for improving personnel policy are formulated in order to increase the efficiency of management and the quality of medical care to the population.Purpose of the study. Is to analyze the current personnel policy, SWOT-analysis of personnel management, develop a strategies and set of practical recommendations for improving the management system of a public health institution while ensuring high quality medical services to the population.Materials and methods. An analysis of the personnel policy in a phthisiatric institution (Makeevka Municipal TB Dispensary, Donetsk region) was carried out, the heads of the main structural divisions were questioned. The analysis results are structured using the SWOT scale.Results. Based on the results of the sociological survey, the main advantages and disadvantages of personnel policy were identified, a SWOT analysis matrix was drawn up, and strategies for the development of a budgetary healthcare institution were developed. The breakthrough strategy is based on improving the material and technical base, attracting funding and investment, increasing the speed and quality of TB care at the regional level using information technology, while the survival strategy is based on increasing the income of health workers, social protection, improving working conditions and developing personnel motivation systems. The main recommendations include increasing the number of employees, creating a strategy for the formation of qualified personnel, improving the quality of the working environment, creating a favorable psycho-emotional climate, and developing an effective system of incentive payments.Conclusion. The medical industry is in dire need of modernization in order to improve personnel processes, financial, economic and regulatory support. The conducted research and developed recommendations will have a beneficial effect on the achievement of the main strategic goal - improving the health and quality of life of the population of the state.

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Welcome-Technologies as a Tool Adaptation of Workers in a Medical Institution

Masilova¹

2021

AOSREAA

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The purpose of the article is to present the results of a study of the practice of using modern technologies for personnel adaptation in medical organizations repurposed for the treatment of patients with a new coronavirus infection, and to propose technologies for personnel adaptation based on taking into account the specific working conditions of employees, which will reduce the loss of an employee's time to receive the necessary information, the time of colleagues and management to clarify typical questions, the risks associated with the mistakes of the newly hired employee, increase his awareness, reduce the costs of the institution and achieve the necessary work efficiency in the shortest possible time. The subject of the research was the practice of carrying out the adaptation process and the methods and technologies used in it. Research methods: observation of the adaptation process, analysis of documents and statistical data, sociological survey in the form of a questionnaire survey of leaving employees. As a result of the analysis of the data obtained, problems were identified in the quality of adaptation, which leads to instability of personnel. The study of the documents showed the essence and shortcomings of the regulatory, organizational and technological support of this process. It is recommended for a more productive implementation of adaptation to use modern welcome-technologies that ensure the entry of a newly hired employee into a medical institution. The proposed technologies will minimize the loss of time of objects and subjects of management, personal contacts, increase awareness and, in general, the productivity of the process. The main provisions and conclusions of the article can be used in the practice of managing the adaptation of a medical institution.

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Human Resource Management Strategy in Regional Children’s Hospital

Cited by 3 publications

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Motivation as key factor of deploying lean technologies in medical institutions (an analytic review)

Motivation as key factor of deploying lean technologies in medical institutions (an analytic review)

Human resources in a healthcare institution as the management efficacy improvement factor

Welcome-Technologies as a Tool Adaptation of Workers in a Medical Institution

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