Challenges of human resource management in the institutions for care of elderly people

Abstract

Abstract. Human resources are the most important resources of any work organization or institution. They are the bearers of the work process and are key in determining the quality of a product or service. The staff employed in an institution contributes with their work to its business success which is why the institution management should pay close attention to human resources management. Functionally, the successful management of social protection institutions implies the attainment of balance in the process of satisfying interests of beneficiaries, interests of the institution management (founder-owner), and interests of the employees (service providers to elderly people). Interests of beneficiaries (elderly people) who are placed in residential care are reflected in the need for high quality and accessible services. Interests of the institution management are recognized as the need to achieve economically sustainable and profitable institution. An interest of direct service providers (employed caregivers, social workers, etc.) is in the safe premises and good working conditions. The term "human resources" in institutions of social protection implies overall knowledge, skills, abilities, creative capabilities, motivation, loyalty and personal characteristics owned by employees in the institution. It is the overall intellectual and emotional energy of employees that the management can count on and that can be engaged to achieving the objectives of the institution. The objectives of human resource management in social protection institutions are related to providing capability with job demands, fulfillment of professional and optimal number of competent workers, improving socio-economic status of employees, ensuring full time engagement of workers, improving the quality of work conditions and work environment, creating and maintaining a flexible and adaptive potential of employees, reducing resistance and increasing the sensitivity of employees to changes in the institution. The activities carried out in pursuit of the objectives of human resource management in institutions for the elderly are analysis and planning of working positions, recruitment and selection of candidates, socialization, training and professional development of workers, performance assessment and evaluation, reward and motivation, the determination of salaries, information, development of interpersonal relations, supervision and support to employees (prevention of "professional burnout"), ensuring the realization of the legal rights (regularity of salaries and contributions, affairs and records related to employment, health and safety at work etc.) The absence of these activities or lack of attention to achieving the objectives of human resources management calls in question the basic sense of existence of institutions for care of the elderly, and this is to provide a decent life to an elderly person.

Pengaruh Evaluasi Kinerja dan Motivasi Kerja Karyawan terhadap Kualitas Pelayanan Frontliner

“…Frontliner merupakan ujung tombak perusahaan khususnya dalam jasa perbankan yang mana di dalamnya mencakup Teller, Customer Service, dan Security (satpam) [14]. Penempatan frontliner akan menciptakan kesan pertama yang baik atau buruk terhadap suatu bank atau perusahaan jasa lainnya.…”

Benchmarking of contributory organisations within the framework of technical efficiency

“…The main interest of social service providers (employed caregivers, social workers etc.) is safe premises and good working conditions (Lepir et al, 2017). Research published in the area of non-profit organisations and their performance is still scarce and underdeveloped (Sousa-Zomer & Miguel, 2018).…”

“…In performance measurement of profit and nonprofit organisations, most frequently encountered problems relate to low awareness of performance measurement methods and techniques, fragmented and inconsistent data, and insufficient usability of performance indicators, especially in contributory and non-profit organisations, where it is impossible to compare their technical efficiency (Mook, 2014;Moullin, 2017;Lepir et al, 2017;Meyer, 2018). The problem of assessing the performance of a contributory organisation may also be related to a one-year service financing system.…”

Employee Voice: an Employee Satisfaction Level by Selected Healthcare Service Providers in the Czech Republic

“…The term human resources in corporation includes loyalty, stimulation, motivation, creativity, resistance to stress, skills, knowledge, abilities and other important qualities of employees in the corporation. The corporation's goals can be reaching by means of the emotional and intellectual verve of the human resources (Lepir et al, 2017). Fajčíková and Urbancová (2017) state that the employees and their abilities, skills and knowledge represent the miscellaneous benefits and opportunities for corporations irrespective of the state or region in which corporations do business.…”