Personnel management technologies in various organizations constantly improve, thereby laying down new work concepts. Modern technologies in personnel management allow solving several, not the simplest, tasks that every organization faces, including health care. It is necessary to pay attention to the business and personal qualities of applicants to know what set of knowledge a specialist for a required position. Some activities are costly or too burdensome, so it takes a long time to rebuild the staff and the availability of certain material assets.
The study of issues of medical personnel management development is necessary, first of all, to clearly outline its role in the health care system, to specify the requirements for personnel selection, and to focus on issues of leadership and motivation. In addition, the introduction of personnel management issues into the training and retraining of medical personnel should help to increase not only the level of training but also the professional prestige.
Nowadays, there are modern technologies that can solve the organization’s problems. Efficient and multifunctional staffing technologies help the employer very quickly reduce the cost and time of staff recruitment while accelerating the adaptation of newly arrived professionals and their training (Dirani et al., 2020). In recent years, as the development of the concept of a self-learning organization has gained momentum, the development of an HR strategy has become very important (Dirani et al., 2020). The main effect of using modern technology is to reduce staff turnover, the cost of recruitment and adaptation, as well as to increase the level of patient care. Due to such modern personnel management techniques, most organizations have an average quality of personnel technology and increase the quality of work to improve staff skills.
Outsourcing can be reliably translated as the use of other people’s resources, that is, it is the transfer of non-core functions of the organization on a treaty basis to an outside contractor. Outstaffing refers to the withdrawal of employees from the staff of the medical institution and its registration in the staff of the contractor company (Chivilgina et al., 2021). Such personnel leasing, above all, provides for the supply of temporary personnel in accordance with the requirements of the customer. Leasing can be considered under the branch of outstaffing, as well as the withdrawal of personnel out of staff to implement a project (Chivilgina et al., 2021). Agents engaged in such an activity as outstaffing can take on such functions as the calculation and payment of wages and the calculation of the necessary benefits and compensation for paid vacations.
When managing a medical workforce, you need to understand that human labor is a valuable resource that needs to be used wisely to innovate the organization. The implementation of a certain set of improvement measures will have the social effect of reducing unskilled and hard physical labor (Opanasiuk et al., 2021). Discussing the diagnosis and treatment of patients in medical facilities is a popular method of recruiting in the medical field. It is used in complex medical cases where doctors working with patients have difficulty understanding their condition and the treatment needed. When a patient’s condition is critical, this virtual consultation, which would not have been possible without crowdsourcing, can be life-saving.
Medical personnel management contributes to the firm’s internal environment, within which are embedded the culture, employee values, priorities in needs, and other structural elements that create the conditions for building the organization’s competitive advantage. Currently, the primary motivating factor for nurses is the desire for a guaranteed salary (Nataliia et al., 2021). Neither intensity nor quality of work is considered; the desire to have a quiet job with a small but guaranteed salary prevails, rather than intensive work with high pay.
Compelling motivation helps to organize the professional activity of the whole team in time, to get indispensable high labor productivity, and periodically rationally review the methods of selection, recruitment, and personnel search. Formation of personnel reserve of the managerial staff is essential in improving fundamentals. For example, when the organization expands, it will allow to save logistical resources efficiently and quickly, as well as to staff an entire staff. Modern medicine requires immediate improvement of working conditions of employees and its complete enrichment. In addition, trends toward humanization by eliminating monotony and the establishment of relations of cooperation and goodwill in teams are considered important (Nataliia et al., 2021). In creating a more humane and democratic environment in the workforce, to a large extent, relieves the burden of psychological oppression and fatigue in the organization.
Medical personnel needs professional training, which includes training, retraining, and professional development of employees. Thus, we conclude that the essence of modern medical personnel management is the direct opportunity to use limited resources as an opportunity to meet the need for self-fulfillment. Proper and fair remuneration for work should concern each employee of the enterprise, as well as the possibility of professional growth and confidence in the future. Modern technology requires not only the improvement of working conditions but also their enrichment through the establishment of cooperative relationships and goodwill of each nurse in the team. The system for evaluating employees and their performance must be balanced in terms of accuracy, simplicity, and reliability. By applying various technologies in human resource management, any organization can get a quality workforce, including the hospital, at the lowest cost.
References
Dirani, K. M., Abadi, M., Alizadeh, A., Barhate, B., Garza, R. C., Gunasekara, N., & Majzun, Z. (2020). Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic. Human Resource Development International, 23(4), 380-394.
Nataliia, V., Barzylovych, A., Zabolotna, A., Boiko, M., & Rybchych, I. (2021). Healthcare facilities management in digitalization context. International Journal of Health Sciences, 5(3), 429-440.
Chivilgina, O., Elger, B. S., & Jotterand, F. (2021). Digital technologies for schizophrenia management: A descriptive review. Science and engineering ethics, 27(2), 1-22.
Opanasiuk, Y., Grabowska M., & Volovyk. O. (2021). Methodology for staff management assessment efficiency in the medical institutions. Health Economics and Management Revies, 1(3), 89-98.