From: α∂мιη●●gяєу_ƒєяяу●● <greyferry@gmail.com>
Date: 2011/1/6
Subject: ::::|| VU Askari ||:::: HRM627 IDEA SOLUTION BY Admin Binish Awais
To: askarivu@googlegroups.com
IDEA SOLUTION OF HRM627 BY ADMIN BINISH AWAIS
DON'T COPY JUST GET IDEA J
Reforms in case of health sector BY HRM
1-health care delivery is a
must be politicized process with significant
government control and regulation—largely
because the sector is a major recipient of
public and/or private expenditure
2- create a culture of shared learning
and teamwork across an entire organization
when obvious occupational barriers and status
distinctions are in place because The health care workforce is usually large,
diverse and consists of various occupations
(e.g., doctors, nurses, dentists) represented by
powerful professional associations that tend
to influence the organization of the work
environment and the methods used to manage
staff.
3-effective communications and positive relationships between
cadres of health workers have been linked
to better performance in developed-country
hospital so it should b strictly applied.to make the atmosphere healthy
4-The loyalty of health professionals, especially
physicians and nurses, tends to be to their
profession and their patients rather than to
the employer or the organization. Since
HRM is a system-based approach to improve
organizational performance, such split loyalties
in the workforce tend to limit the impact of
HRM interventions so this segmentation of loyalities should be avoided.
5-. Adequate investments will berequired to create professional HR managerswith skilled staff, sufficient budgets and authority
6-skilled staff should be fully supported by senior leadership to
introduce and implement HRM policies, practices
and procedures at all levels of the organization.
In addition, better tools will be needed to monitor
and evaluate HRM efforts.
7- In recent years, international development bodies have emphasizedthe need for developing country governments to
reform and strengthen health systems through a
combination of sector-specific and wider civil
service reforms
Reforms in case of education sector BY HRM
.
Education ministry should rethink how responsibilities are determined and assigned at each Level. Teachers make up the largest number of those employed in the education sector. In addition to their teaching responsibilities, teachers typically have administrative functions as well.
Among the non-teaching staff, there are the inspectorate, district education officers with carrying degrees of autonomy, and inter-ministerial staff who have no specific ties to the Education Ministry, e.g.: architects, engineers, computer specialists, and the like.
1- salary should be based on profession level of responsibility and steps based on years of services.
2- Education Sector staff follow Public Service Commission procedures applicable to all civil servants which require that would be employees enter into an open competition to fill a vacant post.
3- Government staff training institutions should be frequently affiliated to universities.
4- Promotions criteria should be as follows a higher grade or a within-grade step, promotions should be regarded as the right of all civil servants
5- The retirement age in the Education Sector must be determined by the Public Service Commission.
6- not only pre-service training but regular in-service training for all teachers throughout the entire span of their careers should be must condition.
7- Education Ministries must re-think the entire question of staff rotation in order to make better use of existing staff
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