Mobilizing resources
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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.
Mobilizing resources
- 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
- 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
- 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.
- 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
- 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
Editor's Notes
- #2: تنظيم وتكيف الأشياء