ВДОСКОНАЛЕННЯ ПРОЦЕСУ КООРДИНАЦІЇ ДІЯЛЬНОСТІ ПЕРСОНАЛУ У СТРУКТУРНИХ ПІДРОЗДІЛАХ МЕДИЧНОЇ УСТАНОВИ

Abstract

The article deals with issue of ensuring effective coordination of the personnel activities in health care institutions. The author proposes to apply models which allow solving a large number of management tasks by applying the principle of optimization for ensure the mutually agreed functioning of the structural departments of medical institution. The purpose of the article is to develop methods and proposals for improving the coordination of personnel activities in the structural departments in health care institutions. Sociological methods are proposed to be used to achieve this goal. The article presents the author’s matrix of the relationship between the processes in the health care institution as a result of the provision of medical services, as well as the matrix of responsibility for the processes in the health care institution. Heads of structural departments of medical institutions must have the necessary information about the condition of the managed facility to implement the effective processes of the institution. Therefore the coordination of the structural departments of medical institution is associated with information and communication processes. The methods of monitoring the mutually agreed functioning of the structural departments of the medical institution should depend on the nature of operations and information about the condition of the managed facilities. In the article own vision of the mechanism of formation of a favorable social and psychological climate in the staff of the medical institution is offered. At the first stage it is necessary to analyze the staff of the selected health care institution, to identify the individual characteristics of each employee, the possibility of grouping people into groups of competencies and similar individual qualities. The next stage involves the separation of methods of influence on individual structural departments of the medical institution. It is advisable to take into account informal factors and interests of individuals, groups of employees and the whole team. The last stage involves the implementation of selected methods and their application individually to each member of staff or structural department in accordance with the results of the socio-psychological analysis of the team.