HEALTHCARE HUMAN RESOURCES MANAGEMENT

ID -HEALTH CARE HUMAN RESOURCE MANAGEMENT

INTRODUCITON

Over the years , the health care has been searching for a better pay system suited for the system . This pursuit of the `perfect ' pay system is meant to improve the employee productivity and at the same time minimize the cost of production of any org especially the output . The founding principles of a pay system are simple and enduring and the systems have been based upon time or upon performance . The `entitlement mentality ' adopted by the health care workers involves them demanding a better

paying system that looks out for their best interest which considers their workload , environment and tremendous input in the time factor

`entitlement mentality ' is the demand of a pay system by the workers employees , that takes into a consideration , the market worth /value of the job , supply and demand of the professionals , amount of work input (time , work environment , educational input etc . this notion has an impact on the productivity of workers i .e . if they feel they are not getting better payments compared to what they deserve , the workers i .e if they feel they are not getting better payments compared to what they deserve , the workers tend to do a sloppy job , hence the production quantity and quality decreases

PERFOMANCE RELATED PAY (PRP

This is a pay system that over the years have particular related for directed and senior managers . This is usually seen as a way to motivate them (workers ) to achieve targets incorporated into strategic plans . In the recent years , most public sector organizations have adopted it . The notion of PRP embraces a wide range of pay stem . These vary according to the unit of performance - whether it is the individual or the collective and the nature of the performance measure whether they are in the form of particular inputs or outputs . There are two dimensions in the basis of the main types of performance pay system

The individual - output system that tend to link pay to relatively tangible and quantifiable measures of employee performance e- in the case of piece work , the unit production or time saved , and with commission , the sales achieved

Individual - input schemes , bases the pay upon behavior traits such as flexibility , cooperation or punctuality . Skill based pay is related here where the rewarded for coming to their posts with certain physical and mental capacities of capabilities

Types of performance Unit of performance

Individual Collective

Output Piece work

Commission

Individual bonus

Individual performance

Related pay Measured day work

Team bonus

Profit sharing

Gain sharing

Input Skill based pay

Merit pay Employee share

Ownership scheme This system has advantageous results , considering its been working over the years e .g . through payment by results (PBR ) scheme for manual workers , commission schemes for sales representatives , annual bonuses and merit pay schemes are under the PRP umbrella . This form of pay system work well especially in time when the country is growing through a period of a slow economic growth i .e . recession , workers morale...