Cilvēkresursu mainības mazināšanas iespējas veselības centrā “X"
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Date
2022
Authors
Journal Title
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Volume Title
Publisher
Rīgas Stradiņa universitāte
Rīga Stradiņš University
Rīga Stradiņš University
Abstract
ANOTĀCIJA
Terentjeva Natālija. (2022). Cilvēkresursu mainības mazināšanas iespējas veselības centrā "X”. Maģistra darbs. Rīga, Rīgas Stradiņa Universitāte un Biznesa, mākslas un tehnoloģiju augstskola "RISEBA" .
Pandēmijas apstākļi ir spēcīgi ietekmējuši veselības aprūpes darbinieku apmierinātību ar darbu, profesionālo izdegšanu, stimulējot aiziešanu no darba. Pieaugot darba apjomam pandēmijas ietekmē medicīnas iestādes ir īpaši ieinteresētas saglabāt esošos darbiniekus un netērēt resursus jaunu meklēšanai. Tas radījis nepieciešamību meklēt paņēmienus, kā saglabāt cilvēkresursus un nodrošināt to efektivitāti.
Pētījuma mērķis: teorētiski pētīt un empīriski pamatot cilvēkresursu mainības mazināšanas iespējas SIA “Veselības centrs X”, nosakot vadības darbību modeli medicīnas darbinieku saglabāšanai.
Pētījuma jautājumi:
1) Kādi faktori ietekmē darbinieku aiziešanu no SIA “Veselības centra X”?
2) Kādi ir ieteicamie vadības pasākumi darbinieku mainības mazināšanai SIA “Veselības centrs X”?
Darba teorētiskajā daļā pētīti cilvēkresursu mainību medicīnas iestādē ietekmējošie faktori, analizēti Eiropā un ASV veikti pētījumi par pēdējiem diviem gadiem, kas ļāva noteikt faktoru grupas, kuras var veicināt cilvēkresursu aizplūšanu no medicīnas iestādes. Izdalītas tādas faktoru grupas kā darba vide, informācijas aprite organizācijā, darba pienākumi, karjera un izaugsme, attiecības ar kolēģiem, attiecības ar tiešo vadītāju, atalgojums, kā arī nodoms palikt organizācijā, turklāt iespējamas būtiskas atšķirības ietekmējošajos faktoros atkarībā no vecuma (paaudzes).
Minētie faktori pētīti, aptaujājot Veselības centra darbiniekus. Aptaujas dati analizēti, izmantojot statistikas metodes.
Apkopojot teorētiskā un praktiskā pētījumā iegūto informāciju, tika secināts, ka nozīmīgākā ietekme uz nodomu palikt ir attiecības ar tiešo vadītāju, tam seko atalgojums, attiecības ar kolēģiem, darba vide.
Balstoties uz pētījuma rezultātiem un atklātajām aktuālajām problēmām tika formulēti priekšlikumi cilvēkresursu mainības mazināšanai Veselības centrā „X”
Maģistra darba apjoms: 99 lpp., ietverti 20 attēli, 42 tabulas, izmantoti 131 literatūras avoti, pievienoti 3 pielikumi.
Atslēgas vārdi: Darba devēja tēls, vērtības, darbinieku piesaiste, darbinieku atlase.
ABSTRACT Terentyeva Natalia. (2022). Possibilities to reduce human resource turnover in health centre „X”. Master’s thesis. Riga, Riga Stradins University and Riga International School of Economics and Business Administration The circumstances of the pandemic have had a dramatic impact on healthcare workers’ job satisfaction and professional burnout, thus stimulating employee resignation. As the workload caused by the pandemic increases, medical institutions are particularly interested in retaining existing staff rather than wasting resources on recruiting new ones. This has made it necessary to look for ways to retain employees and ensure their efficiency. The aim of the research: to theoretically study and empirically substantiate possibilities to reduce human resource turnover in SIA “Healthcare Centre X”, as well as to recommend a management model for the retention of medical staff. The questions of the research: 1) What factors influence employees’ intention to leave SIA “Healthcare Centre X”? 2) What are the recommended management measures to reduce employee turnover in SIA “Healthcare Centre X”? The theoretical part of the paper studies factors influencing the turnover of human resources in a medical institution, as well as analyzes researches conducted in Europe and the USA in the last two years, which allowed to identify groups of factors that may contribute to the outflow of human resources from a medical institution. The following factor groups have been distinguished: work environment, the flow of information in the organization, job responsibilities, career and growth, relationships with colleagues, the relationship with the line manager, remuneration, as well as the intention to stay in the organization. Besides, there may be significant differences in the influencing factors depending on age (generation). The given factors were studied by interviewing the employees of the Health Centre. The obtained data were analyzed using statistical methods. Summarizing the information obtained in the theoretical and practical research, it was concluded that the most significant impact on the employee’s intention to stay is the relationship with the line manager, followed by remuneration, relations with colleagues and work environment. Based on the results of the research and the identified current problems in the field, recommendations to reduce the turnover of human resources at the Health Center "X" have been formulated. The thesis contains: 99 pages, 20 images, 42 tables, 131 bibliographic sources, 3 appendices Key words: employer’s image, values, employee recruitment and selection
ABSTRACT Terentyeva Natalia. (2022). Possibilities to reduce human resource turnover in health centre „X”. Master’s thesis. Riga, Riga Stradins University and Riga International School of Economics and Business Administration The circumstances of the pandemic have had a dramatic impact on healthcare workers’ job satisfaction and professional burnout, thus stimulating employee resignation. As the workload caused by the pandemic increases, medical institutions are particularly interested in retaining existing staff rather than wasting resources on recruiting new ones. This has made it necessary to look for ways to retain employees and ensure their efficiency. The aim of the research: to theoretically study and empirically substantiate possibilities to reduce human resource turnover in SIA “Healthcare Centre X”, as well as to recommend a management model for the retention of medical staff. The questions of the research: 1) What factors influence employees’ intention to leave SIA “Healthcare Centre X”? 2) What are the recommended management measures to reduce employee turnover in SIA “Healthcare Centre X”? The theoretical part of the paper studies factors influencing the turnover of human resources in a medical institution, as well as analyzes researches conducted in Europe and the USA in the last two years, which allowed to identify groups of factors that may contribute to the outflow of human resources from a medical institution. The following factor groups have been distinguished: work environment, the flow of information in the organization, job responsibilities, career and growth, relationships with colleagues, the relationship with the line manager, remuneration, as well as the intention to stay in the organization. Besides, there may be significant differences in the influencing factors depending on age (generation). The given factors were studied by interviewing the employees of the Health Centre. The obtained data were analyzed using statistical methods. Summarizing the information obtained in the theoretical and practical research, it was concluded that the most significant impact on the employee’s intention to stay is the relationship with the line manager, followed by remuneration, relations with colleagues and work environment. Based on the results of the research and the identified current problems in the field, recommendations to reduce the turnover of human resources at the Health Center "X" have been formulated. The thesis contains: 99 pages, 20 images, 42 tables, 131 bibliographic sources, 3 appendices Key words: employer’s image, values, employee recruitment and selection
Description
Veselības vadība
Health management
Veselības aprūpe
Health Care
Health management
Veselības aprūpe
Health Care
Keywords
Darba devēja tēls, vērtības, darbinieku piesaiste, darbinieku atlase., employer’s image, values, employee recruitment and selection