International E-publication: Publish Projects, Dissertation, Theses, Books, Souvenir, Conference Proceeding with ISBN.  International E-Bulletin: Information/News regarding: Academics and Research

Factors Affecting the Role of Human Resource Department in Private Healthcare Sector in Pakistan: A Case Study of Rehman Medical Institute (RMI)

    , , ,

Author Affiliations

  • 1Faculty of Management and Human Resource Development, University Technology, MALAYSIA

Res. J. Recent Sci., Volume 2, Issue (1), Pages 84-90, January,2 (2013)

Abstract

The role of Human Resource Management in healthcare sector and challenges it faces has always been an important area of research both in developed and developing countries. The objective of this study is to evaluate the role of HR department in private healthcare sector in the province of Khyber Pakhtunkhwa (KPK), Pakistan and to analyze the challenges/factors affecting the role of HR department. Being the largest private sector hospital in KPK the researchers have selected RMI as a case for this study. Data was collected through interviews from different levels of employees in RMI. Constant comparative method was used for analyzing the data. Results present that HR department plays the role of an administrative expert in RMI. The major internal factors include workload, top management interference, management style and organizational culture which negatively effect motivation, performance and morale of the employees. While small labour market, undue interference of government and other higher authorities and trade unions are the external factors that affect the role of HR department in RMI. All these external factors create difficulties for HR department to attract and retain the desired workforce.

References

  1. Nasiripour A., Afshar Kazemi M. and Izadi A., Effect of Different HRM Policies on Potential of employee Productivity, Research Journal of Recent Sciences, 1(16), 45-54 (2012)
  2. Ulrich D., A new mandate for Human Resources, USA, Harvard Business School (1998)
  3. Bahuguna P.C., Kumari P. and Srivastava S.K., Changing Face of Human Resource Management: A Strategic Partner in Business, Management and Labor Studeis, 39(4), 563-581 (2009)
  4. Mandip G., Green HRM: People Management Commitment to Environmental Sustainability, Res.J.Recent Sci, 1(1), 244-252 (2012)
  5. Singh G., Singh A., Singh A., Perception of Departmental Heads and Chief Executives towards Hospital HR Management Issues: A Comparison of Public and Private Hospitals in India, International Journal of Human Resource Studies, 2(3) (2012)
  6. Naz A., Daraz U., Khan T., Khan W. and Hussain M., An Analytical Study of Patients health Problems in Public Hospitals of Khyber Pakhtunkhwa Pakistan, International Journal of Business and Social Science, 3(5) (2012)
  7. Mangi R.A. Jhatial A.A., Shah S.A.A. and Ghumro I.A., Human Resource Management Practices in Private Sector Organisations in Pakistan: Study of Cultural Influences, Global Journal of Management and Business Research, 12(7),(2012)
  8. Government of Pakistan, Pakistan Economic Survey: Health and Nutrition, Islamabad, Economic Advisor’s Wing Finance Division, (2011)
  9. Pakistan Medical and Dental Council (PMDC), Approved list for House job, The Statutory Regulatory & Registration Authority for Medical and Dental Education & Practitioners for Pakistan, (2012)
  10. Rehman Medical Institute (RMI), Introduction of RMI [www] Available from: http// www.rmi.com.pk, (2012)
  11. Wakely S. and Point C., Why bother with HR?’ London, Cromwell Press, (2003)
  12. Mooney, Turbo-Charging the HR Function, London, Cromwell Press, (2001)
  13. Ulrich D., Human Resource Champions: The Next Agenda for Adding Value and Delivering Results’ Boston, Harvard Business School Press, (1995)
  14. Tyson S., Human Resource Strategy, London, Pitman, (1995)
  15. Sisson K., The sociology of organizations themes, perspectives and prospects’ New York, Harvester Wheat sheaf, (2001)
  16. Jackson S. and Schuler R., Understanding human resource management in the context of organizations and their environment, Applied Review of psychology, 46, (1995)
  17. Pedersen G.E. and Sudzina F., Which firms use measures? Internal and external factors shaping the adoption of performance measurement systems in Danish firms, International Journal of operations and Production Management, 32(1), (2012)
  18. Nancy, R. L. Corporate social responsibility: HR’s leading role, HR Management, (2004)
  19. Buller, P. Successful partnership: HR and strategic planning at eight top firms, Organizational Dynamics, 17, 27-42, (1998)
  20. Denison, D. R. What is the difference between organizational culture and organizational climate? A native’s point on a decade of paradigm wars, Academy of Management Review, 21, 619-654, (1996)
  21. Abbas, M.T.S. Training model for business performance improvement: the case of Iran, Res.J.Recent Sci, 1(7), pp. 45-51, (2012)
  22. Baron, H. H. Technology diversity and work key trends in the next millennium professing HR trends’ journal of HR management, (1999)
  23. Pamela, B. A Calling for change; executive brought in with a mission to change HR need special skills to lead those changes effectively, HR Management, (2005)
  24. Tiwari, P. Saxena, K. Human Resource Management Practices: a comprehensive review’ Pakistan Business Review,13(4), (2012)
  25. Shah, F.A. Habib, M. N. Amir, A. A Critical Evaluation of the Issue of Gender Inequality in Pakistan s Labour Market, Interdisciplinary Journal of Contemporary Research In Business, 2(3), pp 237-257, (2010)
  26. Bhati, K. The worker plight in Pakistan, Frontier Post, p.5, (2001)
  27. Lipiec, J. Human Resources management perspective at the turn of the century, Public Personnel Management, 47, (2001)
  28. International Labour Organization (ILO). Pakistan Employment trends, Islamabd, Ministry of Manpower and Overseas Pakistanis, (2008)