Importance of best Human Resource Management Practices and the need for a Human Resource Information System (HRIS) for the Public Health Sector in Sri Lanka

L.M Mujeeb

doi:10.4038/sljbmi.v3i2.2449

Abstract

Human Resource (HR) management practices are essential for delivering effective healthcare services in hospitals. To maximise the usage of available HR, an effective and prudent HR management policy is essential. Special emphasis is necessary with regard to the HR management of public sector doctors and dental surgeons. A Health Resource Information System (HRIS) is helpful in achieving this. Such a system should be sustainable and affordable. DOi: http://dx.doi.org/10.4038/sljbmi.v3i2.2449 Sri Lanka Journal of Biomedical Informatics 2012; 3 :55-62

Highlights

Human Resource Management (HRM) is the strategic and coherent approach to the management of an organisation's most valued assert, i.e. the people working there who individually and collectively contribute to the achievement of the objectives of the business[1,2]
The terms ‘Human Resource Management’ and ‘Human Resources’ (HR) have largely replaced the term ‘personnel management’ as a description of the processes involved in managing people in organisations[1,2]
As of 31 December 2009, the Sri Lankan public health sector employed a total of 13,734 medical doctors in all grades and categories and 1,022 dental surgeons in all grades and categories[3]

Summary

Introduction

Human Resource Management (HRM) is the strategic and coherent approach to the management of an organisation's most valued assert, i.e. the people working there who individually and collectively contribute to the achievement of the objectives of the business[1,2]. In addition there have been some studies that examined issues of HR policy and management in the public sector health system, such as the draft Strategic Human Resource Plan 1999-2009 and the Health Manpower Development Plan for Sri Lanka 1997-2006. Experiments may be useful in informing decision making in developing countries, HR researchers should be aware of the technical expertise required to use them, as well as their possible limitations[26] Another recent study in nine countries found that health systems suffer from poor human resource management, resulting in the absence of effective recruitment and retention strategies, poor HR planning, lack of proper performance evaluation mechanisms and absence of a policy for re-licensing of medical staff and other negative consequences. A new cadre of HR managers will need to be trained and enabled to have real input into operational and strategic decisions about HRM[28]

Conclusion

12. Rutten M

16. Heller PS