CHAPTER 1:
INTRODUCTION
1.1 Background and Problem Definition Placed at the center of Seri Manjung, Hospital Seri Manjung is one of the busiest government agencies in the town. Manjung District contain of small town namely Setiawan, Lumut, Beruas, Ayer Tawar and Pantai Remis while Bandar Seri Manjung is the district's principle urban center. As the only government hospital operation on the district, the receive a lot of patient every day. According to report titled 'Population Distribution and Basic Demographic Characteristic', Department of Statistic Malaysia, 2010 Manjung District has a population of 2 352 743. Hospital Seri Manjung is one of the agencies that lies below the management Ministry of Health Perak . Government has order
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Assets in your life such as money, house and car are meaningless if your health is not good. ( Asaf, 2011 ). This is because if your health condition is not good, how can you enjoy the luxurious of you asset. This is why health is the most essential aspect in human life. That make hospital is one of the most important institution in a country, thus it is necessary to have qualified staffs and doctors around. ( Asaf ). Processes relating to education, training, and other professional initiatives for increasing the levels of knowledge, skills, abilities, values, and social assets of employees, leading to satisfaction and performance of the employees is referred to human capital. ( Khan, 2014 ). That is why, countless programs organized at the hospital is nothing more than to aim for increase of human capital of the staff. Research by K.V. Rondeau et. al. (2009) show that healthcare organizations that have made greater investments in their nursing human capital are more likely to demonstrate lower levels of turnover of their registered nursing personnel. In this research, human capital or staff performance will be valued to three stages which is moral values, self efficacy and service. This three factor give significance impact to staff performance and it is proven by previous research by Asaf ( 2011 ) and Khan ( 2014
The thought is that about 18% of new nurses leave their jobs within the first year with a national average registered nurse turnover of 17.2% (The Truth About Nursing, 2012). There are several causes of nurses’ turnover, which include lack of job satisfaction. Scheduling has also caused problems for nurses, mandatory overtime; patients are becoming sicker and need a higher level of care leading them to quit. Without recourse, the nurses opt to leave their jobs to concentrate on other jobs or areas of nursing. Other causes include the lack of autonomy and ineffective leaders and managers. It is expensive to replace the nurses who leave, since they leave with the knowledge, training, and expertise that has to be imparted on new nurses, requiring more resources. The estimated cost is at $37,000 give or take (The Truth About Nursing,
job satisfaction and nurse retention rates saving on the cost of hiring and training new staff.
When it comes to health matters, everyone becomes attentive. People believe that with good health, one can virtually accomplish anything that they desire. This is the reason to as why health is given all the attention. It is important to have a clear understanding of the meaning of the term health, healthcare and systems that are put in place to facilitate healthcare.
...ed Health Professions Council. (2013, May 11). About AHPC. Retrieved December 19, 2013, from Ministry of Health Singapore Allied Health Professions Council: http://www.healthprofessionals.gov.sg/content/hprof/ahpc/en/topnav/about_ahpc.html
middle of paper ... ... qualified nurses diminishes. Based on this study, administrators should recruit nurses who understand that health care is at its best when health care professionals work collaboratively as members of a team, committed to providing the best possible patient care. References Aiken, L.H., Clarke, S.P, Sloane, D.M., Sochalski, J., & Silber, J.H. (2000). Hospital nurse staffing and patient mortality, nurse burnout, and job dissatisfaction.
One of the problems that faces most health care facilities are being able to recruit and retain their nurses. Nursing shortage and turnover are a complex issue that is affecting healthcare delivery. Nurses form the majority in healthcare and mostly direct caregivers, its deficit poses a dangerous effect on the care of the sick and the disabled. Curbing the nursing shortage and turnover is important for facilities to hire and train their leaders and managers. A good leader or manager should be creative, effective, committed, initiative, motivated, and can handle stress (Huber,
National Indian Health Board (2009). THE REAUTHORIZATION OF THE INDIAN HEALTH CARE IMPROVEMENT ACT. [ONLINE] Available at: www.nihb.org/docs/11182009/IHCIA%20Fact%20Sheet_Senate. [Last Accessed 25 November 13].
With population of 250 million in 2014, Indonesia becomes the fourth most heavily populated country in the world (BPS, 2015). In addition, Indonesia has socio-cultural diversity in which more than 300 distinct ethnic groups are widely distributed (Nguyen et al., 2011). Having a large geographical distance combined with various ethnicities presents many challenges to the government in delivering health care services and improving access to all population (Kurniati, Rosskam, Afzal, Suryowinoto, & Mukti, 2015). As a consequence, the health inequities in health status and access to health services possibly occur in distant areas. In 2007, the national vaccination uptake for measles in rural and remote areas was administrated to only 68.5% of the children compared to 80.1% of those in urban areas. Besides the lack of parental education, such condition occurs due to discrepancy in accessing health facilities and skilled health professionals (Fernandez, Awofeso, & Rammohan,
Finally, a more obvious and direct cause of nurse turnover is overall dissatisfaction with the current job. This can be for numerous reasons related to pay, benefits, job growth availability, lack of autonomy, or simply feeling unappreciated. According to one source, “a 2014 survey of more than 3,300 nurses found that they were stressed, overworked, underappreciated, and underutilized” (Fischer, 2016). No matter the reason a nurse chooses to leave their job, the negative outcomes remain the same. The most common of these outcomes are that hospitals lose money, it decreases patient quality of care, and it continues the cycle of more turnover in the nursing profession. “It is predicted that there will be a shortage of nearly 1 million nurses in the United States by 2020” (Hunt, 2009). Hospitals are impacted financially by the high nurse turnover rates. “The financial costs of losing a single nurse has been calculated to equal about twice the nurse’s annual salary” (Hunt, 2009). With these numbers in mind, the hospital spending more money to retain nurses could be a smart and beneficial action for them to
It considered as a big problem in reform of the care delivery system between national and public hospitals. But since those mentioned 143 hospitals are standalone facilities so their collective power is week. Other institutions under MHLW are also in the same situation. Even in same districts because of the over investment and other faults made these hospitals in a big problem, just because they neglected the overall situation from the very beginning. These facilities under MHLW also compete with the national university hospitals which are under jurisdiction of Ministry of Education, Culture, Sports, Science and
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
This research paper discusses some of the health care administrators’ daily activities that that may turn hazardous to the resources. This has been done in view of a hospital as an example of healthcare facility. The main reason for this is that a hospital is a complex, bustling patient centre and an interdisciplinary workplace for various personnel; yet the responsibility of keeping it running lies with the hospital administrator.
Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, 2010). A more detailed definition is given by the Society for Human Resource Management which states that “human resource management is the function within an organization that focuses on recruiting, managing, and providing direction for the people who work in the organization” (Schmidt, 2011). The role that human resource management plays is the most vital in all business organizations. This importance is easily seen in running a health care facility. Human resource in health care is important in improving the overall patient health outcomes and the delivery of health care services.
Iveta, G. (Mar. 2012). Human Resources Key Performance Indicators. Journal of Competitiveness. Vol. 4, Issue 1. Retrieved from http://www.cjournal.cz/files/89.pdf
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)