Independent variable: Human resource planning ( |
1) Human resource adjustment for lack a) increasing overtime work (IOTW) · We are used to work overtime regularly. · We are eligible for overtime (working over 8 hours a day, working during holidays or weekends). · We are used to provide higher rate of pay for overtime than for normal working hours. b) Increasing part time employment (IPTE) · We are used to hire part-time employees. · We are allowed to offer similar benefits for full-time and part-time employees. · We go for hiring part time employees instead of full-time. c) Recruitment full time employment (RFTE) · We appeal for recruitment full time employees as the last alternative when the lack of man-hours cannot be overcome by increasing overtime work and part-time employees. · For hiring decisions, various serious pre-employment tests and detailed interview are usually passed to gather information about future full-time employees. · The number of full-employees should be hired is calculated by comparing the desired man-hours, normal potential man-hours and overtime. 2) Develop training a) on the job training (ONJT) · Healthcare professionals training is more “a just in time” training occurring during clinical practices. · Our employees training sessions are more practical, improvised and not formally structured, planned or prepared. · Health workforce training in our establishment is combined with the pressure to perform within time limits. b) Off the job training (OFJT) · We are used to provide a theoretical, planned and dedicated training consists of seminars, tutorials, lecturers and conferences. · We are used to offer a training program method which conducted away from the actual workplace (no pressure, no time limits), where employees could unwind and been released from job related stress. |