In the recent past, the term, “Human Resources
Management” has begun to be used instead of personnel management or personnel
administration. This is due to the fact that people employed in the
organization are resources which are as important, if not more important than financial
or material resources. Like fund and materials, people in the health care
sector must be given careful and expert attention to enable them maximally
utilize other resources of the health care sector.

With improvement in the education of people and the
development of trade unions, not many employees will want to submit passively
to manipulations or dictatorial or autocratic control by management. Many
employees expect and demand some degree of involvement in decision making,
particularly with issues affecting their job performance.

More importantly, some personnel management
techniques such as performance appraisal, job evaluation, training and
management by objective can only be successfully implemented with the consent
and support of the employees. Human resources (workers) are now regarded as the
most important assets of the health care sector because the success and failure
of health services is largely dependent on the caliber of its workforce.

People represent the most flexible resources available
to the senior managers of the health care sector. Deploying people in the right
numbers, with the right skills and in the right place is fundamental to
success. Personnel specialist can play a central role in assisting with the
planning of human resource requirements of the health care sector.

Human resource planning is a systematic approach to
the acquisition, use and deployment of people in an organization. It is viewed
as a corporate activity arising from the objectives of the health sector and leading
to specific plans for recruitment, training, promotion etc.

The basic component of maintaining human resource is
a complete understanding of their performance in the organization. This
understanding comes from the employee appraisal and can lead to rational
training and development of employees through discipline, promoting, transfers,
demotions and separations.

Once the human resource is sufficiently effective,
there is bound to be prudent material management. This is because human
resources will ensure adequate utilization and evaluation of both employees and
materials.

1.2   STATEMENT OF
RESEARCH PROBLEMS