Good human resource management (HRM) is essential to retaining staff and maintaining a high overall level of performance within a health organization. Effective HRM is one of the key building blocks of a comprehensive HRH strategy. A responsive human resource management system can help ensure that staff know what they are supposed to do, get timely feedback, feel valued and respected, and have opportunities to learn and grow on the job. Fragmented, politicized human resource management systems and lack of human resource managers are two common barriers to effective HRM.

Actions you can take:

• Designate a senior manager to be in charge of HRM
• Provide training to HRM staff
• Develop on-the-job, skill-based training for health care staff
• Streamline the planning, recruitment and hiring process
• Strengthen supervision
• Consider redefining scopes of practice for health care staff
• Track employee data such as attrition, staff turnover, absenteeism
• Introduce HIV Workplace Prevention programs
• Develop and enforce HIV antidiscrimination policies
• Address inequities in staff workload, salaries, allowances
• Extend benefits program

Readings

Issues of The Manager

• Tackling the Crisis in Human Capacity Development for Health Services
  » Case Study: Tikumbo District Plans Human Capacity for Scaling Up Antiretroviral Therapy
• Human Resources: Managing and Developing Your Most Important Asset
  » Case Study: Staropol District Health Office looks at the human resource implications of its new responsibilities
  » Supplement: Human Resource Management Assessment Tool
• Supervising and Supporting Your Staff
• Improving Supervision: A Team Approach
  » Case Study: Mr. Traore Introduces Team Supervision
• Training for Effective Performance
• Assessing the Impact of Training on Staff Performance
  » Case Study: The Family Planning Training Institute Looks at the Impact of its Work

Tools

• Human Resource Management Rapid Assessment Tool for HIV/AIDS Environments: A Guide for Strengthening HRM Systems
• Performance Management Tool
• Managing Group Dynamics
• Training Impact Evaluation (TIE) Process
• Counselor Training Evaluation
• Reviewing and Revising a Training Course
• Negotiating for a New or Revised Training Event
• Human Resource Kit
  • Human Resource Management (HRM) Assessment Tool
  • Organizing and Staffing the HRM Office
  • Developing a Job Classification System
  • Developing a Salary Policy
  • Guidelines on Recruitment and Hiring
  • Guidelines on Staff Orientation
  • Developing a Personnel Policy Manual
  • Developing a Workplace Prevention Program (HIV/AIDS)
  • Developing a Performance Planning and Review System
  • Supervisory Competency Self-Assessment Inventory
  • Supervision Manual
  • Conducting a Training Needs Assessment
  • Developing an Annual Training Plan
  • Assessing Trainer Competency
  • Contracting Out for Training