Black Silhouette

Good day everyone!

It was July 2, 2009 when our letter for approval was confirmed and approved. Our group submitted a list of 5 companies as our proponent in this assignment. Moreover, our facilitator approved the San Pedro Hospital to be the partner in this endeavor. Automatically, we forwarded the letter last July 3, 2009 and the company welcome us with open arms. They immediately entertain us but sad to say, the HR Director Ms. Maria Teresa D. Magno was not around because she attended a seminar.However, her secretary Maria Corazon Chio entertained us and answers the questions according to her knowledge.

To start with, let us identify what is Human Resource Management. According to Wikipedia, Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

The Company Profile

San Pedro Hospital is a catholic non-stock, non-profit, training institution committed to the care of the sick and the poor, the education of health professionals and the delivery of quality health care to all.

The San Pedro Hospital is owned and managed by the Dominican Sisters of the Trinity, Inc. It is governed by ten (10) members of the Board of Trustees and, managed by the Administrator who is at the same time the President of the corporation.

A lot was purchased in Sta. Ana Street and the opening of the new SPH with fifty bed capacity was done on May 1, 1950. In 1954 another wing was constructed which increased to one hundred (100) bed capacity. In 1964, the construction of a 4-storey building that could accommodate three hundred fifty (350) beds began. It was inaugurated on February 11, 1969.

At present San Pedro Hospital has 295 bed capacity and 20 bassinets. I has its outreach program serving the less fortunate brothers and sisters in the community.

I and my colleagues ask different questions regarding on their Human Resource (HR) best practices.

First, What is the goal and function of San Pedro Hospital Human Resources (SPHHR)?

San Pedro Hospital Human Resources (SPHHR) goal is to provide responsive service to the people who make the Hospital's best quality healthcare service possible.

* The Human Resources Department function includes a variety of activities, and the key among them is deciding what staffing needs to have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.

* Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of Quality Procedure Manuals, which all departments have for easy access to all employees.

"HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

Human Resource Staff Development is committed to enhancing the skills, knowledge and professional development of SPH employees through quality training program and innovative training delivery techniques.

Our goal is to offer the best most effective job related training possible with which employees can continue to improve the level; of service provided to our customers, both inside and outside the hospital. Our belief is in the value and potential of each individual we serve.

She stressed that the HR department has the primary concern on HIRING, FIRING and TRAINING.

Second, What are the ways in recruiting or selecting of employees and applicants?

The mission of Recruiting and Selection is to ensure and promote fairness and consistency in the recruitment, selection and retention of qualified applicants and provide service and guidance to upper management, employees and applicants.

She shows us an example of requirements and qualifications on how they will hire an applicant.

Example of this is how to hire a regular duty nurse.

*Steps in Pre-Employment / Pre-Service Training Program

1.Submission of all required documents at the Human Resource Office every Wednesday-Friday 2-4 PM only

2.Take written exam ( 100.00 examination fee )

-Schedule of exam c/o HR Assistant-You will be texted or called up for the date of examination

-List of names who passed and can join the PreService Training will be posted on the bulletin board outside the HR Office

-Only those who passed the written exam can join the PreService Training.

Pre-Service Training Duration

5 Weeks (1 week didactic lecture and 4 weeks clinical exposure)

Training Fee

1,500.00

Requirements:

1.Application Letter

2.Bio-data / Resume with 2x2 picture

3.Photocopy of the following

*Transcript of Records

*Summary of Related Learning Experience

*Diploma / Certificate

*Board Rating

*Board Certificate

*PRC ID

*IV License / Card (optional)

*Certificate of Previous Employment (optional)

Training Programs:

Private Duty Nursing

Qualifications:

Registered Nurse

Requirements:

1.Application Letter

2.Bio-data with picture

3.Diploma

4.Transcript of Records

All Application Letter for SPH should be addressed to:

Ms. Maria Teresa D. Magno, R.N.

Human Resource Director

San Pedro Hospital of Davao City

C. De Guzman St, Davao City

Third, What are the services that would cater the employees?

*Leaves/Records/Worker’s Compensation/Performance Evaluations

The Leaves/Records/Worker’s Compensation/Performance Evaluations program area assists employees with workers’ compensation; return to work program; family and medical leave; sick leave pool; leave without pay; leaves with pay; employee performance evaluations; management of employee files; request for release of employee’s information; benefits and services awards.

*Insurance/Retirement & Other Benefits

The Insurance/Retirement & Other Benefits program is responsible for assisting employee with health, dental and insurance coverage (ECC); & retirement benefits.

She also shares to us that above all things there should be a good upbringing and characteristics in order to maintain camaraderie in the institution. More to the point, there should be values that they must possess in order to have a successful and harmonious relationship towards each employee. Some of these are:

* Maintains good communication with co-employees and management in the performance of a task

* Shows sensitivity to the needs of others

* Takes the initiative to help others especially during emergencies

* Cooperates with others to achieve a common goal

* Shows openness to dialogue when conflict arises

* Accepts feedback to improve task

After the discussion, she proposes that if we want to learn more about their HR practices, we are free to see and talk to the HR director if she has no appointments to do. The secretary is very hospitable in dealing with us. Furthermore, we are very blissful during the conduct of the interview because the secretary is very professional in talking with us. In general, it was a day of knowledge, a time of fun and an experience to treasure.

References:

http://en.wikipedia.org/wiki/Human_resource_management
http://sphdavao.com/