CC BY
24MEDICAL SCIENCES
UDC 159.9.072.423; 612.2
RESOURCE APPROACH TO DETERMINING HUMAN RESOURCES IN MEDICAL
ORGANIZATIONS
Chernavsky A.F.
Ph. D., Associate Professor of the Department of Therapeutic Dentistry and Prevention of Dental Diseases, Deputy Chief Physician for the medical part of the GAMO SR "SP No. 12" in Yekaterinburg, Russia
Boltasev I.N. Chief Physician of the State Medical Institution "Serov City Hospital", Serov, Russia
Garkusheva L.A.
Master's student of the USMU FGBOU, Senior nurse of the GAMO SR SGB, Serov, Russia
Abstract
The subject of the study is the personnel policy in a medical institution, on the example of the State Medical Institution "Serov City Hospital", which uses certain resources to form its levels.
Goal on the basis of theoretical analysis, resource and system approach to personnel policy, study of the personnel policy of a medical organization, develop recommendations of an applied nature aimed at improving the personnel policy in a medical organization.
Methodology. The research is carried out: theoretical: analysis, classification, synthesis of scientific theoretical literature on the problem of research; empirical: analysis of documents related to the activities of the enterprise, comparison, psychological testing of the state of a number of mental and psychophysiological functions of medical workers in the professional environment.
Results. The definition of the "personnel policy" in a medical organization has been clarified, taking into account the system and resource approach. Recommendations have been developed for the implementation of the personnel policy in the Serov City Hospital during the period of organizational changes and the implementation of preventive measures to prevent the spread of COVID-19
Conclusions. The use of a systematic approach in the formation of personnel policy, taking into account the proposed levels of organizational-economic, socio-psychological (humanizing), legal, technical (5S, lean manufacturing, medical organization of a new type), training- teaching (mentoring) in combination and interrelation with the determining role of socio-economic factors allows us to solve the most important issues of the sustainable functioning of a medical institution during organizational changes and the implementation of preventive measures to prevent the spread of COVID-19.
Keywords: healthcare organization, resource approach, personnel policy, organizational psychology, organizational culture, personnel process management.
Introduction
Personnel policy as the basis of management processes in a medical organization, first of all, is due to the need for scientific study of the problem of determining the "personnel policy" in terms of organizational, socio-economic, psychological conditions for the development of organizational culture in a medical institution, in order to optimize the socio-psychological climate in modern conditions, taking into account the possibility of restrictive measures (as in the period of COVID - 19). Personnel policy, influencing the organizational and corporate culture of a medical institution, along with the material assets of a medical organization, makes a significant contribution to the economic viability of a medical organization.
The problem of personnel policy and the personnel management system of a medical and preventive institution in the context of the reform of Russian healthcare has been repeatedly studied in the works of
Blokhin A. B.; Bobovich O. A.; Boyko Yu. P., Bor-dovskaya N. O. and others.
Materials and methods
The theoretical and methodological basis of the research is based on the fundamental provisions and principles of the main theories and concepts, social management, state and municipal management, sociology of organizations and processes, as well as economics, psychology, and pedagogy, which are of particular importance for studying the socio-psychological problems of the development and implementation of the personnel potential of the Serov City Hospital.
The study used interdisciplinary, systematic, comparative, and structural-functional approaches. Thus, the interdisciplinary approach allowed us to attract and use the results of fundamental and applied research to substantiate the theoretical positions and conclusions formulated in the article.
The systematic approach contributed to the consideration of the problem in the context of the emerging
new institution of local self-government, and also provided an opportunity to analyze the state and reveal the features of the personnel potential of the GAU.
Results and discussion
Our research at the Serov City Hospital has shown that the personnel policy cannot be a frozen formation, it changes along with organizational changes, with all Russian legislation and society, and depends largely on social challenges and the mass media. The personnel management system at the Serov City Hospital is undergoing radical transformations in our time. This is also due to the change in the training of personnel in educational institutions, we currently come mainly with only theoretical knowledge and "competencies", but completely lack the necessary practical skills in the professional medical field, as well as communication skills, psychological interaction with colleagues and patients in young specialists. Changing approaches to postgraduate education leads to an outflow of specialists with work experience of 30 years or more, most of them can not cope with modern loads, the digitalization of healthcare. The lack of involvement, the lack of readiness of the employees themselves for organizational
The basis of the personnel policy in the Serov City Hospital is resources: finance, technology, information, people. Currently, scientific research conducted in our country and abroad has shown that the main, and often critical for the implementation of the tasks facing practical health care resources are people, human capital. This was especially evident when restrictive measures were taken during the new coronavirus infection COVID 19 [24, 25, 26].
In the course of the study, we combined two concepts, organizational and economic, into one level, since they are inextricably linked. The experience of
changes, came into conflict with the requirements of the development of the production forces and labor resources of the organization [10-14].
As our research has shown, the role-based type of organizational culture prevails in the Serov City Hospital, which is characterized by a strict distribution of roles and functional responsibilities of employees and the specialization of departments (departments). The divisions of the Serov City Hospital act on the basis of strictly regulated systems of rules, norms, procedures and standards of activity, following which can contribute to the development of efficiency.
The basis of the personnel policy at the Serov City Hospital is personnel management. The study of literary sources, in the course of our research, showed that it is possible to find examples of different interpretations of the concept of personnel policy. In the works of foreign and domestic economists, many definitions of this concept are presented [15-23]
During the theoretical stage, the analysis, classification, synthesis of scientific literature was carried out and the definition of "personnel policy" for medical organizations was clarified (Table 1.).
Table 1
working in the system of "Lean production" and "new model of medical organization" has shown that no organizational changes in a medical organization can be successful without an economic justification [27, 28].
One of the important problems that came to the fore in the State Medical Institution "Serov City Hospital" in 2020-2021 was professional stress, which occurs as a multi-faceted phenomenon, manifested in the form of emotional burnout, followed by a transition to the level of psychological, somatic reactions of the body and social phenomena, first to difficult situations in the activities of a medical organization, and then to any
Definition of the concept of " Personnel policy»
Source of literature Suggested wording
Galenko V. P. et al., 1994 [15] HR policy is a complex of interrelated economic, organizational and socio-psy-chological methods that ensure the efficiency of labor activity and the competitiveness of the enterprise.
Shekshnya S. V., 2002 [16] HR policy is the provision of the organization with the necessary number of employees performing the required production functions. The effectiveness of personnel management is determined by the degree of implementation of the overall goals of the organization.
Maslov E. V., 1999 [6] Personnel policy is a complex of interrelated economic, organizational and socio-psychological methods that ensure the efficiency of labor activity and the competitiveness of enterprises.
Spivak V. A., 2000 [17] HR policy is the science of managing the leading factor of production.
Graham, H. T., and Bennett, R., 2003 [18] HR policy is a part of management that concerns working employees and their relationships within the company.
Ivantsevich J., Lobanov A. A., 2006 [19] HR policy as an activity performed at enterprises that promotes the most effective use of people (employees) to achieve organizational and personal goals
Maklakov A. G., 2008 [20] HR policy is a complex applied science of organizational and economic, administrative and managerial, technological, legal, group and personal factors, methods and methods of influencing the personnel of the enterprise to improve efficiency in achieving the goals of the organization
Chernavsky A. F., (2019) (27) HR policy is a personnel management carried out taking into account the proposed levels of organizational and economic, socio-psychological (humanizing), legal, technical (5S, lean manufacturing, medical organization of a new type), training and pedagogical (mentoring) in combination and interrelation with the determining role of socio-economic factors of the surrounding society.
stimuli. The impact of occupational stress on the social determinants of health and the quality of life of the patient and the staff of the medical organization is an urgent problem that should be addressed to improve the quality of life of the staff of the medical organization [29, 30, 31].
From the point of view of personnel management, medical institutions are among the most complex types of institutions, since they must not only diagnose and treat patients, solve administrative and economic tasks, meet various fire safety standards and sanitary and epi-demiological requirements, but also provide comfortable conditions for patients, staff and medical workers, which cannot be solved only by lean production methods [32, 33]. When making interior solutions in medical offices, it is necessary to take into account not only the ergonomics of the working area, which offers lean manufacturing, but also psychological comfort for medical workers, which is successfully implemented in the trauma department of the Serov City Hospital. Let's list the areas of our activity when conducting the research:
From our point of view, humanizing is a concept aimed at reducing anxiety, stress and psychological discomfort in patients both from their stay in a medical institution and from the treatment process. It is necessary
to understand from the staff of the medical organization that the quality of treatment and the quality of life of the patient depends, first of all, on the best adaptation to the conditions of the hospital and the patient's understanding of the treatment prescribed to him.
The legal level of personnel policy is fundamental in the activities of a medical organization and in relationships, both within the team and with the surrounding society. The relevance of knowledge in the field of medical law in the implementation of personnel policy is now particularly high-laws impose new requirements on participants in the process of providing medical care, and, often, these requirements lie outside the plane of medical knowledge. Therefore, even ordinary personnel and medical workers should, if not thoroughly master the subtleties of a particular regulatory document, then at least know in which document to look for this or that information. Experience shows that when trying to independently study the basics of medical law, important points set out in the so-called bylaws may be missed. In order to avoid such mistakes, we have carried out a classification of normative legal acts regulating the work of the State Medical Institution "Serov City Hospital".
International legi I instruments
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Legal acts of the Russian Federation
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Russian
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Court decision*
Government resolutions
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Figure 1. Hierarchy of sources of law in medicine
As can be seen from Figure 1, the legal level is difficult for the staff of the GAGH SR "Serovskaya City Hospital" to perceive, and working with the legal component requires special knowledge. The task of the personnel policy is to acquaint the staff and medical workers with the main requirements of the legislation, to provide regulatory and legal support for the work of the institution and legal support for medical activities.
The technical level of the personnel policy of the Serov City Hospital is a set of measures aimed at ensuring the safe and effective operation of medical and non-medical equipment and products. Regulatory and engineering support at all stages of the life cycle, from
deliveries to decommissioning and disposal. Organization of processes in a medical institution with the use of TRM systems, visual management, standard operating processes( SOP, SOK), mapping, built-in quality, organization of places 5S (system of organization and rationalization of the workplace), kaizen (system of interrelated actions that lead to an increase in the quality of the organization's management process), Kanban (production and supply management systems). We will not dwell on this direction, it has been sufficiently studied, and the effectiveness of using these technologies in a medical organization has been proven [34, 35, 36].
For 2020-2021, the Serov City Hospital has developed a complex of interactive educational classes based
on information and telecommunications technologies, including video lectures, webinars, distance learning courses, placement of educational materials on Web sites, data exchange between tutors and trainees by email, and remote testing.
Among the socio-economic factors in our study, we included: the state of living conditions for providing medical care (availability of hot water), the quality of medical care ("the number of doctors"), the level of so-
cial tension ("job satisfaction"), the level of demographic burden ("the share of pensioners"). Socio-economic factors allow us to solve the most important issues of the sustainable functioning of a medical institution in the period of organizational changes and restrictive measures.
Based on the data obtained in our study, the structure of the personnel policy in the State Medical Institution "Serov City Hospital" was formed (Fig. 2).
Socio-economic factors of the environment
Organisations I and economic level
Technical I ^ I Training and level j P5^™^1«1 9 pedagogical I level I level
Legal level
Fig. 2. Personnel policy of GAGH SR "Serov City Hospital".
Taking into account the results obtained during the socio-psychological study of the personnel situation of the State Medical Institution "Serov City Hospital", the following recommendations are proposed:
1. It is necessary to combine the tools of preventive and active policy in personnel management.
2. To conduct continuous monitoring of the situation with the preparation of forecasts for the development of the situation, starting from the level of heads of departments, in various divisions of the Serov City Hospital.
3. In accordance with the changes in society, to form the strategic objectives of the work of the GAGH SR "Serov City Hospital".
4. Timely and complete informing of employees about the tasks and directions of the principles of interaction with the team, receiving feedback.
5. At least once a quarter to analyze the available material resources that can be focused on the implementation of the goals of the personnel management system.
6. To test the methods of financial allocation and incentive procedures for employees before implementing them in a separate department.
7. At least once a half-year to conduct training of personnel in order to improve the level of competence.
8. Conduct a study of the compliance of the planned measures of the personnel policy with the main directions of the organization's development, identify problem areas and assess the potential of human resources at least once a half-year.
The main directions of the personnel policy, taking into account the recommendations based on the results of our research in the State Medical Institution SB "Serovskaya City Hospital", were:
1. elimination of duplication of functions between departments;
2. reallocation of functions within the divisions of the institution and between divisions during the period of restrictive measures;
3. transformation of the structure of medical personnel in the period of restrictive measures;
4. strengthening the position of secondary medical personnel at all levels of medical care;
5. modernization of workplaces, improvement of technical equipment and labor safety.
6. training and pedagogical training of medical and non-medical personnel in the conditions of restrictive measures during the COVID-19 period, training of legal literacy of employees, both in the professional and economic sphere.
Conclusions:
1. The personnel policy of a medical organization is a complex, multi-level phenomenon related to a so-cio-psychological phenomenon. HR policy affects the organization of the space of social interactions within the organization between its management, staff and the external environment. The nature of these interactions and their effectiveness depend on the content and structure of the value system, which serves as the ideological basis of the personnel policy of the medical institution.
The personnel policy is designed to ensure the adaptation of the medical organization to the requirements of the social environment and to increase the integration of elements within the system.
2. Our research at the Serov City Hospital has proved that the personnel policy in the medical institution provides continuous training and development of medical and non-medical personnel based on the use of new methods and technologies, and actively uses training and pedagogical training in its work.
3.The development of a "transparent" motivation system is important in the management of human resources of the Serov City Hospital. Staff motivation, financial and moral incentives allow managers to keep the staff of their institution in the most difficult moments.
4. The ultimate goal of the personnel policy in the Serov City Hospital was to meet the current and expected needs of medical and non-medical employees of the medical organization, the population in medical care, taking into account the climatic and geographical features of certain territories, the demographic situation, the needs of society to improve health, the financial availability of medical care and the completeness of coverage of different strata and groups of the population with medical measures.
Our definition: "Personnel policy is a personnel management carried out taking into account the levels of organizational and economic, socio-psychological (humanizing), legal, technical (5S, lean manufacturing, medical organization of a new type), training and pedagogical (mentoring) in combination and interrelation with the determining role of socio-economic factors of the surrounding society" is justified.
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SOME DATA RELATED TO SMOKING, ACCORDING TO A SURVEYOF FEMALE UNIVERSITY
STUDENTS
Chepik A.V.
student
Grodno State Medical University Belarus, Grodno st.gorkogo 80 Hmaryk A.I.
student
Grodno State Medical University Belarus, Grodno st.gorkogo 80
НЕКОТОРЫЕ ДАННЫЕ, КАСАЮЩИЕСЯ КУРЕНИЯ, СОГЛАСНО ДАННЫМ АНКЕТИРОВАНИЯ СТУДЕНТОК УНИВЕРСИТЕТА
Чепик А.В.
студент
Гродненский государственный медицинский университет Беларусь, г.Гродно ул. Горького, 80 Хмарик А.И.
студент
Гродненский государственный медицинский университет Беларусь, г.Гродно ул. Горького, 80
Abstract
According to the WHO, an average of 6 million people die each year from the effects of smoking. Most people understand that tobacco is a fast-acting drug that travels to the brain in 7 seconds and affects neurotransmitters. Tobacco smoke contains over 5,000 chemical compounds, of which more than 70 are known to be carcinogenic. One of the many harmful effects is the effect on the female body. We conducted a survey of female students of the Medical University 1-6 years of study on the subject of smoking and the state of their reproductive health. In the process of questioning, we find out how many female students are exposed to smoking.
