Human resources is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command. Similar terms include manpower, labor, personnel, associates or simply: people.

1. HUMAN RESOURCE
OF HEALTH
Staffing and philosophy
PRESENTED BY:
Miss. Neha Malik
M.Sc nursing 2nd year

2. INTRODUCTION
Organization is the formal structure of
authority calculated to define, distribute and
provide for the co-ordination of the tasks as
contribution to the whole. When the aims of
the organization properly design the planning
of its institutions and its functional standard,
it will have identified the kind and numbers
of personnel it needs.
Human resource management is the critical
management area that is the most important
asset for any organization as well as health
care system

3. DEFINITION-
“Human resource management is
the integrated use of system,
policies and management practices
to support the organization to meet
its desired goal through recruitment,
maintaining and development of
employees.”
- According to
Management
Sciences for Health.

4. Human resources are one of three principle
 health system inputs, with the other two major inputs being
 physical capital and consumables.
in the below Figure -depicts the relationship between health system inputs, budget elements and expenditure
categories

7. BENEFITS OF A STRONG HRM SYSTEM
• for the organization
Increases the organization’s capacity to retain
staffs and achieve its goals.
Increases the level of employee’s
performance.
Uses employee’s skills and knowledge
efficiently.
Saves costs through the improved efficiency
and productivity of workers.
Improves the organization’s ability to manage
change.

8. for the employee:
Improves equity between
compensation of employee and level
of responsibility.
Helps employees to understand how
their work relates to the mission and
values of organization.
Helps to motivate employees.
Increases employee’s job satisfaction.
Encourages employees to work as a
team.

9. CATEGORIES OF HR FOR
HEALTH
1.Medical doctors and specialists
including public health specialists and
health administrators.
2. Nurses, ANMs and allied workers –
includes MPWs.
3. Lab techs, pharmacists, and technical
support staff.
4. Public health support staff.

10. STAFFING
Introduction
It is a process that ensures that an
organisation has qualifies staff available
at various levels of management to meet
the short term and long-term
requirement. Staffing involves manning
the organisation structure though proper
and effective selection, appraisal and
development of the personnel to fill the
roles assigned to the
employers/workforce.

11. Definition
“Staffing is the function by which managers build an
organisation through recruitment, selection, and development
of individual as capable employees”
-Mc farland
“The managerial functions of staffing are defined as filling
positions in the organisation structure through identifying
workforce requirements, inventorying the people available,
recruitment, selection, placement, promotion, appraisal,
compensation and training of needed people”.
-Koontz et al
“Staffing pertains to recruitment, selection, development and
compensation of subordinates.”
-Theo haimann

12. ACTIONS INVOLVED IN STAFFING
1. Identification of the type and amount of services needed by agency, client.
2. Determining the personnel categories that have the knowledge and skills to
perform needed services measures.
3. Predicting the number of personnel in each job categories that will be needed
to meet anticipated service demands.
4. Obtaining budgeted positions for the number in each job category needed to
service for the expected types and number of clients.

13. 5. Recruiting personnel to fill available
positions.
6. Selecting and appointing personnel
from suitable applicants.
7. Combining personnel in to desired
configuration by unit and shift.
8. Orienting personnel to fulfil assigned
responsibilities.
9. Assigning responsibilities for client
services to available personnel. Tips to
remember (ID-PORS-COA)

14. SAFE STAFFING
Safe staffing means that an
appropriate number of staff,
with a suitable mix of skill
levels, is available at all the
time to ensure that patients
care need are met and that
hazard free working
conditions are maintained
-INC

15. IMPORTANCE OF SAFE STAFFING
Cost effective
Safe staffing is cost-effective for the individual health
system and society
Related to Nurses
 Safe staffing increases nurses' job satisfaction
 It reduces stress among nurses and cases of
burn out
 Absenteeism and turnover rates are reduced
 It has positive impact on continuity and quality
of care by the nurses.
Related to Patients: -
Safe staffing leads to:
 Lower patient morbidity and mortality
 Reduce incidence of adverse events
 Shorten hospital length of stay
 Increase patient’s satisfaction.

16. NATURE OF STAFFING
Staffing is an integral part of human resource
management. It facilitates procurement and
placing right staff on the right job. The nature
of staffing functions is as follows:
1. Staffing is staff centered
2. It is applicable in all the types of
organisation
3. It is concerned with all categories of
personnel from top to operational level
4. Its basic function of management; like
management it also needs planning,
organizing, directing, coordinating and
controlling functions

17. 5. Manager of each level is engaged in
performing the staffing function
6. Staffing is a continuous activity as the
manager is to guide and train the
subordinates and also evaluate their
performance
7. Staffing helps in placing right men at the
right job
8. The basis of staffing function is efficient
management of personnel
9. Staffing is concerned with training and
development of human resources
Each manager is required to have human
relation skills to perform staffing functions

18. FEATURES OF STAFFING

19. OBJECTIVES OF STAFFING IN NURSING
 Provide an all professional nurse staff in critical care
units, operating rooms, labor, delivery unit, emergency
room.
 Provide sufficient staff to permit a 1:1 nurse-patient
ratio for each shift in every critical care unit.
 Staff the general medical, surgical, Obsteritic and
gynecology, pediatric and psychiatric units to achieve a
2:1 professional –practical nurse ratio.
 Provide sufficient nursing staff in general medical,
surgical, Obsteritic, pediatric and psychiatric units to
permit a 1: 5 nurse-patient ratios on a day and after
noon shifts an d1:10 nurse –patient ratio on the night
shift.

20. PHILOSOPHY
Components of the staffing process as a control system
include a staffing study, a master staffing plan, a
scheduling plan, and a nursing management information
system (NMIS).
NMIS includes these five elements;
1. Quality of patient care to be delivered and its
measurement.
2. Characteristics and care requirements of patients.
3. Prediction of the supply of nurse power required for
components 1 &2.
4. Logistics of the staffing program pattern and its control.
5. Evaluation of the quality of care desired, thereby
measuring the success of the staffing itself.

21. Philosophy of staffing in nursing
Nurse administrators of a hospital nursing department
might adopt the following philosophy.
 Nurse administrators believe that it is possible to
match employee ‘s knowledge and skills to patient
care needs in a manner that optimizes job satisfaction
and care quality.
 Nurse administrators believe that the technical and
humanistic care needs of critically ill patients are
complex that all aspects of that care should be
provided by professional nurses.
 Nurse administrative believe that the health teaching
and rehabilitation needs of chronically ill patients are
so complex that direct care for chronically ill patients
should be provided by professional and technical
nurses.

22. Should believe that believe that patient
assessment, work quantification and job
analysis should be used to determine the
number of personnel in each category to be
assigned to care for patients of each type
(such as coronary care, renal failure, etc.,).
Should believe that a master staffing plan and
policies to implement the plan in all units
should be developed centrally by the nursing
heads and staff of the hospital.
Should the staffing plan should be
administrated at the unit level by the head
nurse, so that can change based on unit
workload and workflow.

23. Principles of Nursing Staffing
According to ANA, Safe staffing is very important to improve patient satisfaction, nurse
retention, and productivity and also reduces hospital-acquired infections, length of stay,
nurse
turnover, and hospital costs.it can also be possible through staffing plans that account
for the individual needs of each patient care units. These staffing plans should be based
on some principal. The following are the principles advocate by ANA:
 Patient Care Unit Related
 appropriate staffing levels for a patient care unit reflect analysis of individual
and aggregate patient needs.
 There is a critical need to either retire or seriously question the usefulness of
the concept of nursing hours per patient day (HPPD).
 Unit functions necessary to support delivery of quality patient care must also
be considered in determining staffing levels.

24.  Staff related
 The specific needs of various patient populations should determine the appropriate
clinical competencies required of the nurse practicing in that area.
 Registered nurses must have nursing management support and representation at
both the operational level and the executive level.
 Clinical support from experienced RNs should be readily available to those RNs
with less proficiency.
 Institution/Organization related
 Organizational policy should reflect an organizational climate that values registered
nurses and other employees as strategic assets and exhibit a true commitment to
filling budgeted positions in a timely manner.
 All institutions should have documented competencies for nursing staff, including agency or
supplemental and travelling RNs, for those activities that they have been authorized to perform.
 Organizational policies should recognize the myriad needs of both patients and nursing staff.

25. SYSTEM APPROACH TO STAFFING
Gillies DA has used a system approach to determine safe staffing. it includes the input,
process and output. However, control and feedback loop are also important variables in
system approach
 Inputs
Inputs of staffing system include the information about daily average census; patient’s
needs, and staff capabilities, amount and type of supervision required, patients’
classification data, nursing care standards and other activities required time.
 Process
The process of system would include all those calculations based on the various
approaches for staff requirements.
 Output
Output for the staffing system will be number of each category for each unit as shown in
Figure

26. Staffing system
 Control
The control is the staffing norms recommended for nurse patient ration as per the
accreditation council
 Feedback Loop
Feedback loop will include the overlapping time in between the shifts, type of assignments,
etc

27. COMPONENTS/STEPS OF STAFFING PROCESS
Staffing involves implementing planned program with and through qualified individuals,
who have a shared organizational goal. The components or the steps in staffing leads
directly from manpower planning, where the needs are identified and personnel
requirements are forecasted. The following are the steps in staffing as shown in the below
Figure

28. Staffing pattern
Staffing patterns are the ways the planning
is done so the appropriate number of
nursing personnel are made available to
carry forward the goal of the institution and
the particular units comprising it.
Purpose: -
The purpose of staffing patterns is
appropriate coverage of the job to be done
in the interest of the patients and entrusting
themselves to be the institution and
equitable utilization of nurses in their
interest.

29. Factors Influencing Staffing Pattern
Staffing is concerned with manpower planning and
development in order to ensure that requisite number of staff
with appropriate skills is employed at the right time to meet
the requirement of the work to be done.
Staffing patterns are influenced by a wide variety of mutually
dependent factors within any situation. Some factors which
are related to the staffing pattern of nursing services are as
follows:

30. TYPES OF NURSING SERVICES
NUMBER OF PATIENTS
STANDARD OF CARE
ROLE DEFINED BY PROFESSION
QUALIFICATION AND JOB
SPECIFICATION
SUPPLY OF PERSONNEL
PATIENTS; CONDITION
FLUCTUATION OF WORK LOAD
METHOD OF ASSIGNMENT
GEOGRAPHY OF NURSING UNIT
SUPPORTING STAFF
TYPE OF HOSPITAL
PERSONNEL POLICIES
BUDGET

31. Analysis for working on staffing pattern
Planning of staffing patterns involve to appraise needs,
determine priorities and to plan for the future. The
need to establish a new service or to improve the
existing plan is other reasons for determining staff
requirements. The type of functions or activities are
performed can be gathered by conducting time and
motion study. Job descriptions must be available for
each group classification of staff.
the following variables are kept in mind for working
on staffing pattern:
 Determination of services provided per year
 Enumeration of services requirements
 Staff required for intended service

32. Determination of Services Provided Per Year
To determine the number of nursing staff required for the
service, it is necessary to know how much service one staff
can render during the year. This involves establishing the
number of working days per nurse and the average amount
of service she can provide in a day. There is a need to
know how many nurses are required to carry out that job in
addition to the number already employed.
Working Days per Nurse per Year
Staff available for Nursing Service
Time available for Nursing Services in a Year
Daily Activities
Time required per unit of activity
Services provided
Enumeration of Service Requirements
Staff Required for Intended Service