Human Resource Planning
April Imam Magno, RN
Bella Donna Cunanan, RN
Alma Abucot, RN
Ma. Elloisa Balleza, RN
Jeniffer Cajipe, RN
MAN 635: Nursing Management & Administration 3
DR. SHIRLEY P. WHISENHUNT
May 10, 2024
Clinical Area
Hemodialysis unit have 10 hemodialysis machines (1 HD machine for HIV positive patient, 1 HD
machine for Hepatitis, 8 for regular Hemodialysis). The unit offers the following services:
• Hemodialysis treatment
• Prolonged Intermittent Renal Replacement Therapy
• Hemoperfusion
• Bioimpedance
Projected plans:
Target date of
Projected plans
completion
Added services: Liver dialysis Procurement of double pump hemodialysis
Year 2025
machine.
Additional hemodialysis machines Procurement of additional 5 hemodialysis
Year 2029
machines.
Additional Manpower Additional 5 Hemodialysis trained nurses, 1
Year 2025
technician, 1 nursing assistant
Current Organizational structure:
Compensation
DESIGNATION SG DEPARTMENT BASIC PERA COMMODITY HAZARD SUBSISTENCE DEDUCTIONS TOTAL
SALARY PAY
Medical Specialist I 22 DIALYSIS 71,511.00 2,000.00 2,000.00 3,575.00 750.00 GSIS Contr.: 6,435.99 63,116.05
(Internal Medicine) Pag-Ibig Contri: 1,430
Philheath Contri.: 1787.77
Withholding Tax: 8,675.19
Medical Specialist Il 23 DIALYSIS 75,359.00 2,000.00 2,000.00 3,767.00 750.00 GSIS Contr.: 6,782.31 65,103.82
(Nephrologist) Pag-Ibig Contri: 1,507.18
Philheath Contri.: 1,883.98
Withholding Tax: 9,598.71
Medical Technologist 11 DIALYSIS 22,316.00 2,000.00 2,000.00 5,579.00 750.00 GSIS Contr.: 2,008.4 32,645.00
(Medical Technologist l) Pag-Ibig Contri: 446.32
Philheath Contri.: 557.9
Withholding Tax: X
Nurse 17 DIALYSIS 38,464.00 2,000.00 2,000.00 9,616..00 750.00 GSIS Contr.: 3,461.76 45,333.87
(Nurse Il) Pag-Ibig Contri: 769.28
Philheath Contri.: 961.6
Withholding Tax: 2,303.49
Nursing Assistant 4 DIALYSIS 13,807.00 2,000.00 2,000.00 3,451.00 750.00 GSIS Contr.: 1242.63 20,143.48
(Nursing Aide I) Pag-Ibig Contri: 276.14
Philheath Contri.: 345.75
Withholding Tax: X
Medical Services 6 DIALYSIS 15,524.00 2,000.00 2,000.00 3,811.00 750.00 GSIS Contr.: 1,397.16 21,989.26
Technician I Pag-Ibig Contri: 310.48
Philheath Contri.: 388.1
Withholding Tax: X
Administrative Aide 6 DIALYSIS 15,524.00 2,000.00 2,000.00 3,811.00 750.00 GSIS Contr.: 1,397.16 21,989.26
(Clerk Ill) Pag-Ibig Contri: 310.48
Philheath Contri.: 388.1
Withholding Tax: X
Administrative Aide Ill 4 DIALYSIS 13,807.00 2,000.00 2,000.00 3,451.00 750.00 GSIS Contr.: 1242.63 20,143.48
(Janitor) Pag-Ibig Contri: 276.14
Philheath Contri.: 345.75
Withholding Tax: X
PERSPECTIVES OBJECTIVE PRESENT (THINGS ACTIONS TO ATTAIN THE
THAT NEED TO OBJECTIVES
CHANGE TO ACHIEVE
OBJECTIVES)
Financial I. Budget Proposal
Perspective Additional Current nursing staff 1. Request for additional
manpower assigned to HDU manpower:
- 7 nurse II -5 HD nurse II
- 2 nursing -1 technician
assistants
Nurse position:
Php 38,464.00 x 5 =
Php192,320
Technician:
Php 15,524.00
Nurse assistant:
Php 13,807.00
Total: Php 221,651
Internal process I. Nursing policy, Work instructions, Nursing procedures
Updated Work Work instructions Revised work instructions in
instructions were approved last congruent with:
2020 a. Updates from the ISPD
guidelines
b. Policy of the hospital
c. ICC recommendations
Policies and Liver dialysis is not Submit policies and procedure
procedure for Liver currently done at manual to quality management
dialysis HDU. division for approval.
II. Nursing Manpower
Competency Only HDU staff are Propose competency program
program in trained for hemodialysis for nurses
Hemodialysis from other area. Target span of
Nursing. training is 3 months.
Set minimum None Propose minimum requirements
qualifications for for nurses who will be
nurses who will be rotated/assigned in the unit.
assigned/rotated in
the area.
This HRM plan would ensure provocation of better training for the various employees that
the dialysis unit has. This would provide them with the best grounds for the improvement of
skills and talents so that they could perform in the interest of the company. It would enable
them to truly engage in the practices of the company.
Learning and growth
Mode of
Designation Training/Activities Duration Trainer Status
Training
Consultant Integral assessment of Online Annually HR Manager In progress
outsourcing products
Nephrology Evaluation of Factorial On-Site Semi- Nephrology In progress
Kidney Diagnosis Annually Manager
Technicians Training on the use On-Site Annually Hemodialysis In progress
and basic trouble machine
shooting with the use manufacturer/
of hemodialysis supplier
machine.
Nursing Assistance Program Online Quarterly Head Nurse In progress
Assistant Training for the
Development of
Assistive Skills
Nurse Integration Training On-Site Quarterly Head Nurse In progress
for Incorporation of
Nursing Principles
Liver Dialysis nursing
Clerk Clerical Improvement Online Semi- Administrative In progress
Training for Annually Head
Administrative Duties
Janitor Cleanliness Seminar Online Annually Housekeeping Completed
Manager
Employee appraisal
FOCUS PERFORMANCE INDICATOR
CLIENT SERVICE SKILLS The ability to develop client relationships by
making an effort to listen to and understand the
client. The ability to anticipate and provide
solutions to client needs and give high priority to
client satisfaction.
TEAM WORK SKILLS The ability to develop relationships with co-
workers and to contribute to group solutions. The
effort put forward to making the Unit/Department
a better place to work for everyone.
QUALITY OF WORK The value of work produced by the employee and
the thoroughness, accuracy, neatness, and
acceptability of the work completed. Ability to
work under pressure and learn from previous
mistakes. Accurately checking processes and tasks
and handling issues in a timely manner.
QUANTITY OF WORK The quantity of work produced by the employee
and accuracy and acceptability of the work
completed. The ability to work at quick rates of
speed, under pressure, while producing accurate
outcomes.
JUDGEMENT AND DECISION MAKING The ability to think logically and practically before
making any decision. Use of independent thought
and reasoning. Ability to prioritize work and timely
implementation of workable solutions to problem.
** Each employee will be assessed by the immediate supervisor quarterly.
Recruitment plan
Details about filling the role:
Potentially seeking to hire five nurses on a shift basis, both full-time and part-time positions
are appreciated.
Timeline:
Month 1: Conduct a thorough analysis of the organization's current staffing needs and future
goals. Develop a strategic recruiting plan that aligns with the organization's overall business
objectives.
Month 2: Begin sourcing potential candidates through job boards, social media, and
networking events. Create job postings and advertisements to attract qualified candidates.
Month 3: Review resumes and applications, conduct initial phone screenings, and schedule
interviews with potential candidates. Develop a plan for interviewing and evaluating
candidates to ensure a successful hiring.
Month 4: Conduct in-person interviews with top candidates, conduct reference checks, and
make final selections for job offers. Develop competitive compensation packages to attract
top talent.
Month 5: Onboard new hires and provide training and support to ensure a successful
transition into their new roles. Evaluate the recruiting process and make any necessary
adjustments for future hiring needs.
Outreach methods:
Social media: Utilize platforms like LinkedIn, Twitter, and Facebook to promote job openings,
network with potential candidates, and showcase the company culture. Engage with job
seekers through targeted advertising and sponsored content.
Employee Referrals: Encourage current employees to refer qualified candidates for open
positions. Offer incentives or bonuses for successful referrals to motivate employees to
recommend top talent.
Evaluation plan:
Evaluating candidates through phone screens, interviews, or application materials, it is
important to have a structured approach to ensure that the best candidate is selected for
this position.
Phone screens: During the initial phone screening, we will assess the candidate's
communication skills, experience, and qualifications. We will ask specific questions related
to the job requirements and assess how well the candidate's skills and experience align with
our needs.
Interviews: In-person interviews will be conducted to further assess the candidate's skills,
experience, and cultural fit. We will ask behavioral interview questions to understand how
the candidate has handled specific situations in the past and how they may approach similar
situations in the future. We will also assess their problem-solving abilities, interpersonal
skills, and overall professionalism.
Application materials: Application materials such as resumes, cover letters, and work
samples will also be carefully reviewed to assess the candidate's qualifications and
accomplishments. We will look for relevant experience, education, certifications, and any
additional skills that may be beneficial for the role.
When making the final decision, we will consider all aspects of the candidate's application,
phone screen, and interview performance. We will give more weight to certain parts of their
application materials if they are particularly important for the role. For example, if the
position requires specific technical skills, we will place greater emphasis on the candidate's
relevant experience and certifications in that area. Additionally, we will consider factors such
as cultural fit, attitude, and potential for growth within the organization.
By evaluating candidates through a combination of phone screens, interviews, and
application materials, we will ensure that the most qualified and well-rounded candidate is
selected for the position. Our decision-making process will be thorough, objective, and
tailored to the specific requirements of the role and the organization.
