BUSINESS AND TECHNOLOGY (IJSSBT), Vol. 1,.2, FEBRUARY 213 Invesigaion of Human Resource Managemen Pracices (HRM) in Hospials of Jalgaon Disric Saroj B. Pail*; Dr. P.T.Choudhari** *Research Scholar, rh Maharasra Universiy, Jalgaon, India. ** Head, Deparmen of Commerce, M.J. College, Jalgaon, India Email:*Sarojpail74@rediff.com ABSTRACT This sudy is aimed o invesigae, idenify and compare Human Resource Managemen (HRM) pracices in governmen and privae hospials of Jalgaon Disric. Self developed quesionnaire; based on lieraure reviews are an insrumen used for daa collecion.the findings of his sudy are imporan for undersanding he needs of human resource managemen pracices in hospials, conribuions of differen facors owards qualiy care of paiens and work culure among he saff. Keywords: HRM, Hospial INTRODUCTION Human behavior means, how he people reac o siuaion, wha moivae he people and how organizaion creae an environmen for people o feel comfor and work independenly. Human resource managemen no only deals wih individuals bu wih eam work. Work ogeher o give bes oupu managemen ask is for ensuring a success and moivaed workforce and deal wih work place environmen. Human resource managemen in healh secor seeks o improve he qualiy of services and paiens saisfacion. Healh care qualiy is generally defined in wo ways: echnical qualiy and socio-culural qualiy. Technical refers o he impac ha he healh services available can have on he healh condiion populaion. Socio-culural qualiy measures he degree of accepabiliy of services and he abiliy o saisfy paien expecaions. Beer use of he specrum of healh care providers and beer co-ordinaion of paien services hrough iner disciplinary eam work have been required as a par of human resource managemen. Since all healh care is ulimaely delivered by people, effecive human resource managemen will play a vial role in he success of healh policies in any naion. Fisher (1991) and Spreizer (1998) sugges ha rus in managemen and percepions ha downsizing was handled in a jusifiable manner can lead o reduced hrea and greaer cooperaion from saff. Specor (1997) said ha job saisfacion is he mos frequenly sudied variable in organizaional behavior reach. He discussed he reason why we should be concerned wih job saisfacion. He concluded ha, job saisfacion is o some exen a reflecion of good reamen and i can lead o behavior by employees ha affec organizaional funcioning. Objecives of he sudy are - 1. To idenify he HRM pracices in hospials 2. To compare HRM policy and pracices in governmen and privae hospials. 3. To propose workable suggesions o improve HRM in hospials. METHODOLOGY HRM pracices were analyzed o idenify he influence of hese pracices on job saisfacion level of nurses hrough defined quesionnaire for docors i.e. hospial adminisraors. By using he Chi-square value, p-value, coun value, cross abulaions and sample percenage value inerpreaions were developed. All saisical daa is also represened by suiable chars in presenable manners for beer undersanding. Furher, all he variables were esed by using Chi-Square es o es he hypohesis ha made an adequae and saisfacory deerminaion. ANALYSIS AND FINDINGS The researcher used a quesionnaire for collecing he daa. The daa is analyzed and resuls are graphically presened as below: A. Human Resource planning developmen i. Vision and mission displayed In governmen hospials he mission and vision are promulgaed by he minisry of healh and welfare. They are mandaorily displayed. The nurses are more aware abou hem and here is an equaliy of privae hospials also o do so for heir professional reasons. The resul is ha 66.67% of he docors in governmen hospials and 63.% of he privae hospial docors agreed ha vision and mission of [76]
BUSINESS AND TECHNOLOGY (IJSSBT), Vol. 1,.2, FEBRUARY 213 hospial is displayed. There is no significan relaionship exis wih reference o he parameer mission and vision of hospials and ype of hospials was repored. 8 6 4 2 (Chi-square =1.33, df =1, p=.248). Fig.. 1: vision and mission displayed ii Nursing saff is encouraged The governmen hospials have sysemaic procedure of employee unions. The 63.34% of he docors in governmen hospials and 35.% of he privae hospial docors agreed ha hospial is encouraging nursing saff o paricipae in human resource planning. The docors of governmen hospial fel ha hey have encourage nurses o paricipae in HR planning while he privae hospials no o do so. There is significan relaionship exiss wih reference o he parameer paricipaion of nurses in HR planning and ype of hospials was repored. (Chi-square =7.617, df =1, p=.4) 7 6 5 4 3 2 1 Fig.. 2: Graph for nursing saff is encouraged B.RECRUITMENT AND SELECTION i. Recruimen process defined well In all governmen secors he recruimen procedure is quie well defined. Hospials are no excepion. There are norms for selecion procedures for privae secors also. Bu here is some flexibiliy in he norms iself and cerain degree of auonomy is given o privae secor for saff selecion. This is obviously being refleced in he response of docors given herein regarding selecion process. I is observed ha 9% of he docors in governmen hospials and 7.% of he privae hospial docors agreed ha recruimen process defined well in heir hospial. There is significan relaionship exis wih reference o he parameer recruimen process of nurses and ype of hospials was repored. (Chi-square =4.873, df =1, p=.272) 8 6 4 2 Fig.. 3: Recruimen process defined well ii. Saff Selecion is fair & clearly se ou he crieria of selecion in heir hospial. When he procedures are no followed sringenly, he confidence level falls down. I is observed ha 8.36% of he docors in governmen hospials and 65.% of he privae hospial docors agreed ha he saff selecion is fair and clearly se ou he crieria of selecion in heir hospial. There is significan relaionship exis wih reference o he parameer fair saff selecion processes and ype of hospials was repored. (Chi-square =13.645, df =1, p=.2) 6 5 4 3 2 1 Fig.., 4: Saff Selecion is fair & clearly se ou he crieria of selecion in heir hospial [77]
BUSINESS AND TECHNOLOGY (IJSSBT), Vol. 1,.2, FEBRUARY 213 C. PERSONAL POLICIES i. Career developmen scheme exiss in heir hospial. The minisry of healh and welfare of cenral and sae governmens have iniiaed several schemes for he welfare of nursing saff. hospials are a op posiion for implemening he developmen scheme and heir nursing saff is geing benefi of hese schemes. Bu privae hospials are lagging behind o ake he benefi of such schemes. I is observed ha 63.36% of he docors in governmen hospials and 38.% of he privae hospial docors agreed ha career developmen scheme exiss in heir hospial. There is significan relaionship exis wih reference o he parameer career developmen scheme exiss and ype of hospials was repored. (Chi-square =6.15, df =1, p=.141) 8 6 4 2 Fig..5: Career developmen scheme exiss in heir hospial ii. Hospial handles saff needs and demands properly. I is a very posiive observaion ha boh he caegory of docors has repored ha he needs of saff are handled properly. This proporion is even higher in he privae hospials. This may be because he fac ha hey have a personal aenion o he saff and hey are concerned wih he oupu qualiy. I is observed ha 86.66% of he docors in governmen hospials and 98% of he privae hospial docors agree ha hospial handles saff needs and demands properly. There is significan relaionship exis wih reference o he parameer saff needs and demands and ype of hospials were repored. 1 8 6 4 2 (Chi-square =6.733, df =1, p=.9). Fig.. 6: Hospial handles saff needs and demands properly D.PRACTICES FOR EMPLOYEE BENEFITS i. Group/individual insurance policy is exis in heir hospial. Insurance policies are he mos helping hands o he employees hose are working in governmen hospials and privae hospial. These insurance policies minimize he fuure risk and financial needs when big sor of problem arises. hospials are always following heir norms for group insurance policy or individual insurance policy. hospials have clearcu mechanism for insurance of nursing saff. In his regard here are governmen direcives for privae hospials also. Bu he insurance policies are no well implemened in he privae hospials. Such pracices need o be praciced in privae hospials oo. I has been found ha 66.66% of he docors in governmen hospials and 15% of he privae hospial docors agreed ha group/individual insurance policy is exis in heir hospial. There is significan relaionship exis wih reference o he parameer an insurance policy of nurses and ype of hospials was repored. (Chi-square =31.311, df =1, p=2.19831e-8) 1 5 privae Fig. : 7: Group/individual insurance policy is exis in heir hospial. [78]
BUSINESS AND TECHNOLOGY (IJSSBT), Vol. 1,.2, FEBRUARY 213 ii. Reimbursing for skill developmen aciviies. Hospial managemen arranges variey of he raining programme and workshops for skill developmen. I has been observed ha 7.% of he docors in governmen hospials and 55.% of he privae hospial docors are agreed ha heir hospials are reimbursing for skill developmen aciviies. There is no significan relaionship exis wih reference o he parameer Nurses reimbursed for skill developmen aciviies and ype of hospials was repored. 6 4 2 (Chi-square =2.138, df =1, p=.143) Fig.. 8: Reimbursing for skill developmen aciviies. E. WORKPLACE MANAGEMENT i. Clerical duies are performed by clerical saff in heir hospial I is clear ha he privae hospial nurses are being overloaded. In addiion o heir regular work, hey are addiionally being loaded wih he clerical work. This siuaion mus be changed. hospials mus involve adequae number of clerical saff for such duies. I is observed ha 96.67% of he docors in governmen hospials and 65.% of he privae hospial docors agreed ha clerical duies are performed by clerical saff in heir hospial. There is significan relaionship exiss wih reference o he parameer job responsibiliy oher han nursing saff and ype of hospials was repored. (Chi-square =11.557, df =1, p=.6) 8 6 4 2 ii. Hygiene and safey are emphasized in heir hospial. I is very pleasan o see ha docors from boh he secors fel ha hygiene and safey is being praciced properly in he hospials. I is observed ha 96.67% of he docors in governmen hospials and 85.% of he privae hospial docors agreed ha hygiene and safey are emphasized in heir hospial. There is no significan relaionship exis wih reference o he parameer Hygiene and safey a work places and ype of hospials was repored. 1 (Chi-square =2.91, df =1, p=.88) 8 6 4 2 Fig.. 1: Hygiene and safey are emphasized in heir hospial. F. EMPLOYEE RELATION AND COMMUNICATION i. Hospial promoe corporaive inerdisciplinary relaionships I is quie posiive o see ha in governmen hospials here is a flexibiliy o promoe corporaive inerdisciplinary relaions. In privae hospials his proporion is very low. This is a maer of concern. Hospials auhoriies mus seriously invesigae he causes for his and mus do required changes o promoe corporaive inerdisciplinary relaionship. I is observed ha 96.66% of he docors in governmen hospials and 3% of he privae hospial docors agreed ha heir hospial promoe corporaive inerdisciplinary relaionships. There is significan relaionship exis wih reference o he parameer promoion of cooperaive iner disciplinary relaionship and ype of hospials was repored. (Chi-square =41.378, df =1, p=1.25461e-1) Fig.. 9: Clerical duies are performed by clerical saff in heir hospial [79]
BUSINESS AND TECHNOLOGY (IJSSBT), Vol. 1,.2, FEBRUARY 213 Fig.. 11: Hospial promoe corporaive inerdisciplinary relaionships ii. Nurses paricipaed in hospial managemen pracices. In he presen era of liberalizaion and globalizaion, employees have insinc urge o paricipae in managemen up o cerain limi. The observaion is ha 16.67% of he docors in governmen hospials and 1% of he privae hospial docors agreed ha nurses paricipaed in hospial managemen pracices. There is significan relaionship exiss wih reference o he parameer Nurses paricipae in hospial managemen and ype of hospials was repored. 1 1 (Chi-square =12.866, df =1, p=.3) 8 6 4 2 5 Gover Fig.. 12: Nurses paricipaed in hospial managemen pracices. G. TRAINING AND DEVELOPMENT i. Opporuniies for coninuing educaion are available in heir hospial. 1 8 6 4 2 Fig.. 13: Opporuniies for coninuing educaion are available in heir hospial H. EMPLOYEE WELFARE AND COMPENSATION i. Excellence in human resource managemen pracices. I is observe ha 96.67% of he docors in governmen hospial and % of he privae docors agreed ha fringe benefis (PF, Grauiy, Uniform, Recreaion. ec) are given in heir hospial. I is serious concern for privae hospials adminisraors o achieve he excellence in human resource managemen pracices. There is significan relaionship exis wih reference o he parameer fringe benefis and ype of hospials was repored. (Chi-square =124.422, df =1, p=6.8143e-29) 1 5 Fig.. : 14: Excellence in human resource managemen pracices ii. Pos reiremen benefi program Educaion is he process o achieve excellence and develop he creaive and innovaive sighs in human being. I is herefor hospial and 95.% of he privae docors agreed I is observed ha 1.% of he docors in ha opporuniies for coninuing educaion are governmen hospials and none of he privae available in heir hospial. There is no significan hospial docor agreed ha he pos reiremen relaionship exis wih reference o he parameer benefi program is exising in heir hospial. I mus Opporuniies for coninuing educaion are be improved in privae hospials. There is available and ype of hospials was repored. significan relaionship exis wih reference o he parameer pos reiremen benefis and ype of (Chi-square =3.25, df =1, p=.71423) hospials was repored. [8]
BUSINESS AND TECHNOLOGY (IJSSBT), Vol. 1,.2, FEBRUARY 213 (Chi-square =185, df =1, p=392462e-42) 1 8 6 4 2 Fig. 15. : Pos reiremen benefi program CONCLUSION The presen sudy leads o he conclusion ha HRM pracices are very skill fully applied by privae hospials. They have applied all superficial pracices in higher proporion as compared o he governmen hospials. However he core pracices are applied only in hospials. In fac hese pracices are dicaed by he service norms of governmen employees and are refleced in oher professions oo. I is very ineresing o noe ha he privae hospials are more skilled in cusomer oriened raining of heir saff. In governmen hospials, here is a rouine pracice of senior officials aking meeing of saff and aking feedback and repor from saff regarding arge compliances. In fac arges are he specific asks given o saff in governmen hospial ha is in conjuncion wih he mission and vision. In privae hospials, nurses do no have such arges and field jobs are limied o he clinical cares only. Thus abou he mission and vision here awareness is less. These are a posiive indicaion ha more han 8% of saff in privae hospials well as governmen hospials have acceped ha heir organizaional goals are for good causes. An unsaisfied employee would have less faih in he genuineness of organizaional goals. I is very posiive sign ha he working procedures are well known o he very large proporion of employees. Furher he percenage is higher for governmen hospials. These are because governmen hospials have many well esablished procedures as compared o he privae hospials. The adminisraive approaches of he governmen hospials as compared o he privae hospials are more flexible. I is hoped ha he presen sudy will form a suiable daa base for hospials o rerospec heir HRM pracices and o enhance hem for beer HRM oucome. REFERENCES [1] Kavya Sharma, Sanjay Zope, Healh and Hospial Managemen Educaion in India. ISSN 2229-337X, Vol- 2, Issue 1. Jan 211. [2] Nahid Dehghan Nayeri Ali Akbar Nazari, Iranian saff nurses view of heir produciviy and human resources facor improving and impeding i::a qualiy sudy. [3] Linda Mcgillis hall, Nursing inellecual capial: a heoreical approach for analyzing nursing produciviy, Jan-23 [4] Thomay A-Slay, Thesis eniled as, Inrinsic and exrinsic facor affecing job saisfacion of nursing assisans in wo long erm care. [5] Aswahappa K., Human Resource Managemen- Tex & Cases, Taa McGraw Hill, 6h ediion,21 [6] Menon P.K.S., Human Resource Managemen and Organizaional Behavior, Himalaya Publishing House, 25 [7] Manoria C.B., Gankar S.V., A Texbook of Human Resource Managemen, Himalaya Publishing House, 21 [8] Wayne R., Human Resource Managemen, SPHR, 1h ediion, Pearson Publicaions.21, ISBN 978 81-317 - 2568-9 [9] Musuddi Indranil, Essenials of Human Resource Managemen, New Age inernaional Publishers, 21, ISBN 978 81 224-2815 -5 [81]