Title – “Effective Utilisation Of Human Resource Management: Comparative study of

public & private sector hospital in Pune.”

Authors –
1. Dr. Bhosale Mandakini Rajendra
Assistant Professor– P.E.Society’s
Institute of Management and Career Development
Yamunanagar, Nigdi, Pune – 411044
Email – mandakinibhosale@gmail.com
Mobile – 9822789288
Abstract

“Effective Utilisation Of Human Resource Management: Comparative study of

public & private sector hospital in Pune.” This is for the purpose of ascertaining the
contribution of human resource maintenance function and welfare of the employee to
perceived employees job satisfaction and satisfaction related to welfare facilities and its
impact on employees. The objective of the research was:
1. To observe overall role, functions and importance of human resource practices in
public and private sector hospitals.
2. To explore the integrated perspective on how maintenance of Human resource and its
processes together provide the basis for human resource effectively support objectives
and employee needs.
3. To understand the impact of welfare facilities on employee performance
4. To identify the effects of maintenance factor on employee efficiency.
5. To access the satisfaction level of employees.
6. To identify the factors which improve the overall satisfaction level of employee

The hypothesis formulates as follows.

H1: Private health care employees are highly motivated, results in better job satisfaction
compared with public health care employees.
H2: Adequate and timely welfare facilities in private health care sector results greater job
satisfaction in employee compared to public health care employee.
H3: Sound human resource strategies and policies lead to better hospital performance.
H4: Adequate number of welfare facilities reduces rate of absenteeism and Turnover.
H5: There is an association between effective utilization of human resource management
and efficiency of employee.
A descriptive survey design was adopted for the study. Non probability-convenience
sampling technique used for collecting the data. 1000 Public hospital employee and 1000
private hospital employees were selected for the study at 50% expectancy 100%
questionnaire were distributed out of this 953 public and1219 private hospital employees
responded for the same. Five point Likert scale used 5 for highly satisfied and 1 for highly
dissatisfied .Questionnaire Reliability Test has been done and test report found very good that
is Cronbach Alpha reliability value for Public Hospitals is 0.852.The alpha values lies
between 0.7 ≤ α < 0.9,

So the reliability of the questionnaire is good.

Cronbach Alpha reliability value for Private Hospitals is 0.828. The alpha values lies
between 0.7 ≤ α < 0.9, so the reliability of the questionnaire is good. The hypothesis
generated for the study were tested 0.05 alpha using SPSS and R.

The Finding of the study revealed that both public and private sector hospitals formulated the
policies. For the government hospitals appropriate government body set the strategies and
policies .100% private hospitals formulate the strategies and policies for better hospital
performance. Human Resources are the most important assets of any health system. In recent
years it has been increasingly recognised that improving the performance of health personnel.
Hospital employee should be at the core of any sustainable solution to hospital performance.
The health sector both public and private has to concentrate that the better hospital
performance is depend upon creating high- performance work culture through strong
government support and involvement and commitment by all stake holder.

There is dearth of information on effectiveness of sound strategies and policies. More

research and database should have to be created and effort should be made to develop same.
Performance of employee is determined by efficiency, responsibilities and competence.
These essentials influenced by absenteeism, motivation and job satisfaction. Strategies to
improve efficiency, responsiveness and competencies can be implemented at various levels.

The research focused to find the availability of welfare facilities and satisfaction related to
welfare facilities and its impact on efficiency, safety and individual performance,
absenteeism and turnover. The results show that almost all the public and private hospitals
provide the welfare facilities. And there is strong correlation between welfare facilities and
job satisfaction.100% public and private sector management, and employees agreed that
welfare facilities increase the job satisfaction results in increased efficiency and decreased
absenteeism and turnover.

The research also revealed the overall job satisfaction of employee. Kovach ten factors model
was used. Factor analysis result shows that 4 factors in public and 5 factors in private
hospitals were most associated factors. Thus the hypothesis ‘Private Health care employees
are highly motivated and it results in better job satisfaction compared with public health care
employees’ is proved and accepted as the motivation level is high in private health care
sector. Salary, Job Security, Increments, Co-Workers, Sympathetic help, Good working
Conditions are found most associated motivating factor of the employees.

Overall the duration of the project was a very enriching learning experience and full
cooperation was extended by the Hospital respondents. Healthcare organizations are under
terrific pressure to attract and hold a skilled employee, while constantly improving their
health and financial output. Those who administer health services, at all levels of the
organization, devote a significant portion of their time and efforts to enhancing the conditions
that encourage each healthcare worker to be successful in meeting individual and professional
goals and those of the organization. The availability of a strong, capable, and motivated
workforce is the biggest challenge for hospitals. The primary expenses are labour cost and
hospitals are 'people-driven'. Many hospitals in Middle Eastern countries as well as many
developed and developing countries have come to understand that the most significant asset
to their organization, moreover physical capital and consumables, is their health human
resources, without which they cannot correctly function.

Frameworks developed by researcher

 1.Conceptual Framework
IMPACT OF HOSPITAL STRATEGIES AND POLICIES ON HOSPITAL PERFORMANCE

Managerial Objectives for Better Hospital Performance

BETTER HOSPITAL PERFORMANCE

HUMAN RESOURCE STRATEGIES AND

POLOCIES

Human Resource Policies

Human resource •Employment
Strategies •Compensation
•Organizational Goals •Transfer, Promotion
•Effective HR Policies •Training and Development
•Work atmosphere •Working condition
•Optimal •Employee Services and
•Utilization of resources
Welfare
•Cordial relations
•Communication
•Environment for leadership
•Effective procurement •Hospital Relation
•Employee Retention strategy •Performance appraisal
 Impact of sound strategies and policies related to Welfare facilities

BETTER HOSPITAL PERFORMANCE

SOUND HUMAN RESOURCE
STRATEGIES AND POLICIES

H R PRACTICES HOSPITAL PERFORMANCE

WELFARE FACILITIES EMPLOYESS

SATISFACTION
STATUTORY
MOTIVATION
 NON-STATUTORY
EFFICIENCY

ABSENTEEISM

EMPLOYEE

TURNOVER
STATUTORY NON STATUTORY
Regular Increments Accommodation
Canteen Uniform

Changing Room Recreation

Crèche Cooperative society

Security at night shift Transport facility

Safety measures Medical facilities

Leave Employee education

Rest, lunch room

Sanitation Urinals