Abstract
Compensation includes salaries and benefits in financial and non-financial forms. The compensation policy was highly linked to that of performance appraisal result. Hence, equitable salary and benefits schemes are prerequisites to effective retention of employees. The aim of the study is to assess the human resource for health compensation and performance appraisal policies and practices. The study employed qualitative case-study design and in-depth-interview and document review data collection methods. The study found base salary and benefits namely incentives package (professional hazards/risk, top up, duty, house allowance and position fee), compensatory leaves, per diem pay, training and education opportunity, promotion, transfer, job injury benefits, compensatory leaves, medical benefit, social security and uniform allowance were enforced. And also it found that the employee appraisal activities intended to be 3600 evaluation: manager, self, team members and customer performance evaluation dimensions. However, organization cars, mobile phones, cheap loans, extra vacations, gifts, travel expenses, vouchers, saving schemes, holiday expenses, and paternal leave were not in practice. Finally, it is recommended that Oromia National Regional State Policy makers should amend the civil servants proclamation to meet the nowadays circumstance. Along with the proclamation, it should formulate regulations and directives on compensation and performance evaluation to enhance consistent decision making at all levels.
Highlights
Human resource is one of the factors of production (Labor, Land and Capital) and one of six building blocks of healthcare system
The study area was Oromia Regional Health Bureau (ORHB) where the study was conducted from March 27/2018 to June 11/2018
health professionals (HPs) working in hospitals less than 50% physician standard, General Practitioners on night duty could not be given off and shall serve up to 12:30 am morning and paid 11 hours per day
Summary
Human resource is one of the factors of production (Labor, Land and Capital) and one of six building blocks of healthcare system. It is the source of achieving competitive advantages because of its capability to convert the other [1,2,3,4,5,6,7]. Human resources management is the integrated use of procedures, policies, and practices: Acquisition, Retention and maintenance and Separation. Non-financial compensation encompasses interesting duties and responsibilities (authority and autonomy), opportunity for recognition, feeling of achievement, advancement opportunity, fair and consistent practices and policies, competent supervision, fun and effective co-workers and flexible scheduling or working hours. Equitable compensation and benefits scheme, workplace safety, employee development programs, enabling work environment, and employee relation programs are prerequisites to effective retention of employees [1, 9,10,11]
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