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MH0057-Management of Healthcare Human Resources

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Master of Business Administration - MBA Semester 4
MH0057-Management of Healthcare Human Resources-4 Credits
(Book ID: B1321)
Assignment (60 Marks)
Note: Answers for 10 marks questions should be approximately of 400 words. Each question is
followed by evaluation scheme. Each Question carries 10 marks 6 X 10=60.
Q1. Discuss management development in healthcare organisations.
Answer. While delivering patient care has always been a primary goal of health care organizations,
financial outcomes have long been the metric by which success is measured. Increasingly, however,
health care leaders are being held accountable for both medical and financial outcomes. As a result,
health care executives and providers must understand the determinants of organizational
effectiveness—strategy, finance, operations, and leadership.
Q2. Describe recruitment in healthcare services.
Answer. The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost effective manner. The recruitment process
includes analyzing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the organization.
Q3. Explain the objectives of HRM in healthcare.
Answer. The concept of Human Resource Management (HRM)
To begin with, HRM can be accurately termed as a paradigm that is accountable for administration
stratagems and actions that effect the relation between employees and organization (Schuler, 2000).
Human Resource Management encompasses several strategies necessary for successful management
of the staff members working in the organization. HRM also makes sure that procedures adopted by
the organization are suitable and effective. Additionally, Bratton & Gold (2007) adds to it by stating
that there are a number of functions performed by HRM with regard to employees and organization
as a whole (Bratton & Gold, 2007). Further, Roebling et al. (2005) states that, “HRM combines
Q4. Define performance appraisal. Describe the components of performance appraisal.
Answer. Performance appraisals sometimes have the reputation of creating tension between a
supervisor and subordinate. However, sound and effective performance reviews share common
components that make them positive experiences and maximize the benefit of conducting and
participating in them. Emphasizing the good and helping an employee on the road to improvement
are important components of effective performance appraisals.
Q5. Discuss HR audit process.
Answer. A Human Resources Audit is a comprehensive method (or means) to review current human
resources policies, procedures, documentation and systems to identify needs for improvement and
enhancement of the HR function as well as to ensure compliance with ever-changing rules and
regulations. An Audit involves systematically reviewing all aspects of human resources, usually in a
checklist fashion.
Q6. What is collective bargaining? Explain the principles and characteristics of collective bargaining.
Answer. Collective bargaining is a process whereby trade unions, representing workers, and
employers through their representatives, treat and negotiate with a view to the conclusion of a
collective agreement or renewal thereof or the resolution of disputes.
A collective agreement is usually an agreement in writing between an employer and a union, on
behalf of workers employed by the employer. It contains provisions reflecting terms and conditions of
employment of the workers, and conferring to them their rights, privileges and responsibilities.
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