Human resources management involves planning, organizing, directing, and controlling the procurement, development, compensation, integration, and separation of human resources. Key functions include recruitment and selection, training and development, performance management, and compensation and benefits. The nurse manager plays an important role in human resources management tasks like hiring, staff development, and performance feedback. Material management aims to obtain the right quality and quantity of supplies at the minimum cost through planning, procurement, and control of materials. Resource mobilization is the process of identifying and acquiring the financial and human resources needed to achieve organizational goals in a sustainable way. Barriers can include lack of funding, personnel, space, and resistance to change.

1. Mobilizing nursing resources
Resources management
(Human& inhuman resources)
By / MahmoudShaqria
‫شقريه‬ ‫محمد‬ ‫محمود‬

2. Outlines:-
 Introduction
 Definition of HRM
 Objectives of Human Resource Management
 HR management function
 Role of HR Managers
 The role of nurse manager in HRM

3.  MATERIAL MANAGEMENT
 Objectives of material management:
 Material used in hospitals
 Material planning
 Aim of material planning
 Material controlling
 Techniques of material control system are:
 What is resource mobilization?
 Why is resource mobilization so important?
 Resource Mobilization Process/strategy
 Barriers of resource mobilization

4. Introduction
 Organizations do not only consist of building, machines or inventories.
 It is people they manage and staff the organization.
 As a result, if a business is to be successful and achieve its objectives, then it needs to manage
its human resources effectively.
 So step forward "human resource management"!
 Human resource management is usually shortened to "HRM"
 Human resource management is also function of management concerned
with hiring, motivating, and maintaining people in the organization

5. Definition of HRM
 Is a part of management function which is primarily concerned with the
human relationships within an organization .
 Human Resource Management is the planning, organizing, directing and
controlling of the procurement, development, compensation, integration,
maintenance and separation of human resources to the end that individual,
organizational, and social objectives are accomplished.( Edwin B. Flippo)

6. Objectives of Human Resource Management:-
 To attain an effective utilization of human resources in the achievement
of organizational goals.
 To establish and maintain sound organizational structure and desirable
working relationships among all the members of the organization.
 To identify and satisfy individual and group needs

7.  To maintain high employees morale and sound human relations by
sustaining and improving the various conditions and facilities.
 To strengthen and appreciate the human assets continuously by providing
training and development programs.
 To provide fair, acceptable and efficient leadership
 To provide facilities and conditions of work and creation of favorable
atmosphere for maintaining stability of employment

8. HR management function

9. A. Managerial function:

10.  Planning:
Planning is necessary to determine the goals of the organization and lay down policies and
procedures to reach the goals.
 Organizing:
Once the human resource manager has established objectives and developed plans and
programs to reach them, he must design and develop organization structure to carry out
the various operations.
The organization structure basically includes the following:
Grouping of personnel activity logically into functions or positions.
Assignment of different functions to different individuals.
Delegation of authority according to the tasks assigned and responsibilities involved.
Co-ordination of activities of different individuals.

11.  Directing:
 Mainly by supervision
 The direction function of the personnel manager involves encouraging people to work willingly and effectively for
the goals of the organization .
 The manager can motivate the employees in an organization through career planning, salary administration,
ensuring employee morale, developing cordial ‫ودي‬ relationships and provision of safety requirements and welfare of
employees.
 Controlling:
 Controlling is concerned with the regulation of activities in accordance with the plans, which in turn have been
formulated on the basis of the objectives of the organization.
 Thus, controlling completes the cycle and leads back to planning.
 It involves the observation and comparison of results with the standards and correction of deviations that may
occur.
 It involves performance appraisal, critical examination of personnel records and statistics and personnel audit ‫.تدقيق‬

12. B. Operative function Related to specific activities
Procurement
Development
Motivation and compensation
Maintenance
Integration
Contemporary
Retirement

13. 1- Procurement:
Job analysis:
Job analysis Process of collecting information relating to the operations and
responsibilities pertaining to a specific job.

14. HRP:
HRP Process of determining and assuring that the organization will have an adequate number of
qualified person, available at proper times.
Recruitment:
Recruitment Process of searching for prospective employees stimulating them to apply for jobs in
organization.
Selection:
Selection Process of ascertaining qualification, experience, skills and knowledge of an applicant
with a view to appraising their suitability to the job.
Placement:
Placement Process that ensures a 360 degree fit, matching the employee's qualification, experience,
skills and interest with the job.
Induction:
Induction By which a new employee is rehabilitees in his new surroundings.
Internal mobility :
Movement from one job to another.

15. 2- Development :
Training :
Training By which employees learn skills, knowledge, abilities to further organizational and personal goal.
Executive development:
Executive development Process of developing managerial skills and capabilities through appropriate
programs.
Career planning and development:
Career planning and development Planning of one’s career and implementation of career plans.
 language and communication : to meet operational needs
and to prepare for the future
 computer : to provide staff with basic computers skills.

16. 3-Motivation and compensation:
Job design:
Job design Organizing tasks and responsibilities towards having a productive unit of work.
Work scheduling:
Work scheduling To motivate employees.
Job evaluation:
Job evaluation Determine the value of job.

17. Performance appraisal :
It is a continuous and ongoing process where every employee is evaluated in their
Performance whether they satisfactorily meet the set standards of the organization
in terms of the quality of work, outcome, personal traits and behaviors.
Performance appraisal will also evaluate the employee’s strengths and weaknesses,
as well as their suitability for the promotion.
Performance appraisal is normally carried out once a year or according organization

18. Guidance and Supervision
Day-to-day guidance and supervision is necessary to provide direction and
feedback to staff.
It reinforces the annual performance appraisal, helps groom officers for
Promotion, and assists staff who are not performing well.
Feedback should be:-
frequent
balanced
immediate
specific
constructive

19. Incentives:
Incentives Process of formulating, administering and reviewing the schemes
of financial incentives.
Fringe benefits: ‫فرعى‬
Fringe benefits include( Housing facilities, Education facilities, Canteen
facilities ,Recreation facilities, Conveyance facilities ,Credit facilities)

20. 4. Maintenance:
Maintenance Health and safety:
Health and safety ensure a healthy work environment.
Employee welfare:
Employee welfare Facilities for physical, psychological and social
wellbeing.
Social security measures:
Social security measures Medical benefits Sickness benefits Disablement
benefits Dependent benefits Retirement benefits.

21. 5. Integration:
Discipline:
Discipline Forces that prompt to observe the rules and regulations for attainment of an
objective.
Team :
Team To create positive synergy.
Collective Bargaining:
Collective Bargaining Process of agreeing on a satisfactory labor contract between
management and union.

22. 6. Contemporary:
Personnel records
HR research
7. Retirement
 Is the point where a person stops employment completely.
 A person may also semi-retire by reducing work hours.
 Many people choose to retire when they are eligible for private or
public pension benefits, although some are forced to retire when physical
conditions no longer allow the person to work any more (by illness or
accident) or as a result of legislation concerning their position

23. C-Advisory Functions

24. Top Management Advice:
 HR Manager is a specialist in Human Resource Management functions.
 She/he can advise the top management in formulating policies and procedures.
 He/she can also recommend the top management for the appraisal of manpower
which they feel apt.
 This function also involves advice regarding maintaining high-quality human
relations and far above the ground employee morale.
Departmental Head advice:
Under this function, he/she advises the heads of various departments on policies related
to job design, job description, recruitment, selection, appraisals.

25. Role of HR Managers .
1. Humanitarian Role: Reminding moral and ethical obligations to employees
2. Counselor: Consultations to employees about marital, health, mental, physical and career
problems.
3. Mediator: Playing the role of a peacemaker during disputes, conflicts between individuals
and groups and management.
4. Spokesman: To represent of the company because he has better overall picture of his
company’s operations.
5. Problem Solver: Solving problems of overall human resource management and long-term
organizational planning.
6. Change Agent: Change the culture of the organization if it is not productive
7. Management of Manpower Resources: Broadly concerned with leadership both in the
group and individual relationships and labor-management relations

26. The role of nurse manager in HRM
 Nurse managers are responsible for hiring, training, and developing employees ,must obtain
staff satisfaction feedback regularly. Once they analyze the feedback, they can develop a
plan to start the programs and training staff members suggest.
 When hiring staff, nurse managers ensure the unit's staffing needs are met in the most
economical way possible so funds that would otherwise be used for recruitment can instead
be spent on retaining high-performing staff.
 work closely with staff on professional development. and mentor staff members

27.  These professional development opportunities allow nurse managers to hire from within
when positions become open on the unit.
 Promoting positions internally and developing staff for these positions helps increase
teamwork on the unit.
 Nurse managers work with the staff to improve the systems on the unit by applying good
system design.
 Nurse managers also manage behavior, Managing behavior calls for nurse managers to use
empathy, coaching skills, and discipline when working with their staff.

28. MATERIAL MANAGEMENT

29. MATERIAL MANAGEMENT
Materials management is the function responsible for the
coordination of planning, sourcing, purchasing, moving, storing
and controlling materials in an optimum manner in order to
provide a pre decided service to the customer at a minimum cost.

30. Objectives of material management:
1-Minimize Inventory Investment
One of the goals of a material manager is to ensure the inventory budget is not
bloated.
He does this by identifying and planning what supplies need to be bought and in what
quantity.
He also designs and implements accountability systems to reduce misuse or theft of
material.
2-Maximize Quality of Products
A materials manager seeks to ensure that a company receives a high quality of
material to produce the best products .

31. 3-Create a Favorable Relationship with Supplier
 A materials manager identifies suppliers and tests their products to ensure they meet a
company‘s standards.
 He then initiates and maintains contact with qualified suppliers to evaluate pricing terms
and maintain adherence to quality .
4-Continuity of Supply
A materials manager ensures a consistent supply of material through appropriate budgeting
and regular stock-taking.

32. Hospital material medical side Hospital material management side
Perfusion materials
Surgical disposables
Instruments Drugs, medicine, oxygen,
linen
Biomedical equipment
Disinfecting items Computers, telephone
and fax
Food and beverage materials
Anesthetic equipment Electro medical
equipment
Glass ware, dental machines
Surgical dressing utensils
Artificial limbs ,bandages, cots for
patient, furniture
Engineering items and many others
• Computer, fax, telephone, stationary
items
• Public address items overhead
projector
• Audiovisual systems

33. Material planning:
Material planning is the scientific way of determining the requirements that goes into meeting
production needs within the economic investment policies.
Aim of material management planning
To get:
 The Right quality
 Right quantity of supplies
 At the Right time
 At the Right place
 At right cost.

34. Factors affecting Material planning :
1) Macro factors :
Global factors such as price trends, business cycles, government's import and export policies
etc are called the Macro factors.
2) Micro factors :
These are essentially the factors existing within the organization such as corporate policy on
Inventory holding, production plan, investments .

35. Material control:
Refers to the management function concerned with acquisition, storage,
handling and use of materials so as to minimize wastage and losses, derive
maximum economy and establish responsibility for various operations
through:-
physical checks, record keeping, accounting and other devices

36. Importance of material control:
For keeping the stock of raw materials within limits in the stores
i.e., to avoid overstocking and under stocking of raw materials, materials
control is significant.
It ensures proper storage of materials.
For the proper preservation and safety of materials, adequate storage
facilities are to be provided.
ensuring optimum utilization of materials.
In order to undertake continuous checking of material.
A well managed system of materials control ensures the availability of
different kinds of materials without delay.

37. Who is responsible for material control:
1-purchasing ‫المشتريات‬ ‫قسم‬
Purchasing managers and buyers are responsible for buying raw materials
2-Quality Control
Organizations use incoming quality control inspectors to examine materials from
suppliers before using them in production
3-inventory Management
Inventory control workers such as cycle counters see to it that an organization
maintains an accurate inventory database.
4-Receiving, Stocking and Shipping
Receiving workers verify shipments ‫الشحنات‬ from suppliers to ensure the materials
match purchase orders and they enter quantities into the organization‘s inventory
management system.

38. What is resource mobilization?
Resource Mobilization does not only mean use of money but it
extensiveness denotes ‫علىد‬ ‫يدد‬ the process that achieves the mission of the
Organization through the mobilization of knowledge in human, use of skills,
equipment, services etc.
It also means seeking new sources of resource mobilization and right and
maximum use of the available resources.
- is a process, which will identify the resources essential for the development,
implementation and continuation of works for achieving the organization's
mission

39. Why is resource mobilization so important?
Resource mobilization is critical to any organization for the following reasons:
Ensures the continuation of your organization’s service provision to clients
Supports organizational sustainability
Allows for improvement and scale-up of products and services the organization
currently provides
To decrease dependency on others
For maximum use of domestic capital and skills.
To expand deep relations with the stakeholder and community.
To clean the image of the Organization and expand relations.
To fulfill responsibilities towards the community

40. Resource Mobilization Process/strategy

41. 1.Assessing current situation
Defining what activities to be carried out
Determining what it should take to carry out the activities;
Clarifying expected outcomes.
2. Identifying Required Resources
List all resources needed for the project
Review and list all resources available
ensure that all resources are considered
 Human – skills, capacities ,equipment's

42. 3.Compare needs with existing resources and note gaps
4.Identifying potential sources of needed resources
5. Outlining best strategies for approaching stakeholders (donors and
partners)
6. Monitoring review mechanisms
7.Documentation of all activities

43. Barriers of resource mobilization
1-lack of finances
2-lack of personnel
3-lack of space
4-over extended staff
5-resistance to change