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Right Place of Human Resource Management in the Reform of Health Sector

BACKGROUND: In this paper the real role and place of human resource (HR) in health system reform will be discussed and determined within the whole system through the comprehensive Human Resource Management (HRM) model. METHOD: Delphi survey and a questionnaire were used to 1) collect HR manager idea...

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Autores principales: HASSANI, Seyed Abas, MOBARAKI, Hossein, BAYAT, Maboubeh, MAFIMORADI, Shiva
Formato: Online Artículo Texto
Lenguaje:English
Publicado: Tehran University of Medical Sciences 2013
Materias:
Acceso en línea:https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3595638/
https://www.ncbi.nlm.nih.gov/pubmed/23515234
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author HASSANI, Seyed Abas
MOBARAKI, Hossein
BAYAT, Maboubeh
MAFIMORADI, Shiva
author_facet HASSANI, Seyed Abas
MOBARAKI, Hossein
BAYAT, Maboubeh
MAFIMORADI, Shiva
author_sort HASSANI, Seyed Abas
collection PubMed
description BACKGROUND: In this paper the real role and place of human resource (HR) in health system reform will be discussed and determined within the whole system through the comprehensive Human Resource Management (HRM) model. METHOD: Delphi survey and a questionnaire were used to 1) collect HR manager ideas and comments and 2) identify the main challenges of HRM. Then the results were discussed in an expert panel after being analyzed by content analysis method. Also, a deep focus study of recorded documents related to Health Human Resource Management was done. Then based on all achieved results, a rich picture was drawn to illustrate the right place of HRM in health sector. Finally, the authors revitalize the missed function of HRM within the health sector by drawing a holistic conceptual model. RESULT: The most percentage of frequency about HR belongs to “Lack of reliable HR information system” (91%) and the least percentage of frequency belongs to “Low responsibility of HR” (28%). The most percentage of frequency about HR manager belongs to “Inattention to HR managers as key managers and consider them in background” (80%) and the least percentage of frequency belongs to “Lack of coordination between universities’ policies” (30%). According to the conceptual framework, human resources employed in health system are viewed from two comprehensive approaches: instrumental approach and institutional. CONCLUSION: Unlike the common belief that looks HRM through the supportive approach, it is discussed that HRM not only has an instrumental role, but also do have a driver role.
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spelling pubmed-35956382013-03-19 Right Place of Human Resource Management in the Reform of Health Sector HASSANI, Seyed Abas MOBARAKI, Hossein BAYAT, Maboubeh MAFIMORADI, Shiva Iran J Public Health Original Article BACKGROUND: In this paper the real role and place of human resource (HR) in health system reform will be discussed and determined within the whole system through the comprehensive Human Resource Management (HRM) model. METHOD: Delphi survey and a questionnaire were used to 1) collect HR manager ideas and comments and 2) identify the main challenges of HRM. Then the results were discussed in an expert panel after being analyzed by content analysis method. Also, a deep focus study of recorded documents related to Health Human Resource Management was done. Then based on all achieved results, a rich picture was drawn to illustrate the right place of HRM in health sector. Finally, the authors revitalize the missed function of HRM within the health sector by drawing a holistic conceptual model. RESULT: The most percentage of frequency about HR belongs to “Lack of reliable HR information system” (91%) and the least percentage of frequency belongs to “Low responsibility of HR” (28%). The most percentage of frequency about HR manager belongs to “Inattention to HR managers as key managers and consider them in background” (80%) and the least percentage of frequency belongs to “Lack of coordination between universities’ policies” (30%). According to the conceptual framework, human resources employed in health system are viewed from two comprehensive approaches: instrumental approach and institutional. CONCLUSION: Unlike the common belief that looks HRM through the supportive approach, it is discussed that HRM not only has an instrumental role, but also do have a driver role. Tehran University of Medical Sciences 2013-01-01 /pmc/articles/PMC3595638/ /pubmed/23515234 Text en Copyright © Iranian Public Health Association & Tehran University of Medical Sciences http://creativecommons.org/licenses/by-nc/3.0/ This is an open-access article distributed under the terms of the Creative Commons Attribution NonCommercial 3.0 License ((CC BY-NC 3.0), which allows users to read, copy, distribute and make derivative works for non-commercial purposes from the material, as long as the author of the original work is cited properly.
spellingShingle Original Article
HASSANI, Seyed Abas
MOBARAKI, Hossein
BAYAT, Maboubeh
MAFIMORADI, Shiva
Right Place of Human Resource Management in the Reform of Health Sector
title Right Place of Human Resource Management in the Reform of Health Sector
title_full Right Place of Human Resource Management in the Reform of Health Sector
title_fullStr Right Place of Human Resource Management in the Reform of Health Sector
title_full_unstemmed Right Place of Human Resource Management in the Reform of Health Sector
title_short Right Place of Human Resource Management in the Reform of Health Sector
title_sort right place of human resource management in the reform of health sector
topic Original Article
url https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3595638/
https://www.ncbi.nlm.nih.gov/pubmed/23515234
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