Human Resources Management: Tools For Developing The Health Care Sector (A Case Study Of University Of Benin Teaching Hospital, Benin City)

Project and Seminar Material for Human Resource Management (HRM)

Human Resources Management: Tools For Developing The Health Care Sector (A Case Study Of University Of Benin Teaching Hospital, Benin City)


This research project focuses on Human Resources Management as Tools for Developing the Health Care Sector: A Case Study of the University of Benin Teaching Hospital, Benin City.

It views Human Resources as an indispensable tool for efficient health care delivery system and contend that its implementation will give rise to effective utilization in the proper management of the University of Benin Teaching Hospital, Benin City.

Various key success factors emerge that clearly affect health care practices and human resources management. This project work will reveal how human resources management is essential to any health care system and how it can improve health care models, particularly in the University of Benin Teaching Hospital, Benin City.

Finally, I want to add that this project will reveal the importance of human resources management in improving overall patient health outcomes and delivery of health care services. Readers are therefore free to make their comments and/or contribute meaningfully where necessary.

Table of Contents

Preliminary Page(s)

  • Title
  • Declaration
  • Approval
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of Content

Chapter One:


  • 1.1 Background of the Study
  • 1.2 Statement of Research Problems
  • 1.3 Objectives of the Study
  • 1.4 Significance of the Study
  • 1.5 Scope of the Study
  • 1.6 Limitations of the Study
  • 1.7 Definition of terms

Chapter Two:

Literature Review

  • 2.0 Introduction
  • 2.1 Definitions of Human Resources Management
  • 2.2 Defining Human Resources in Health Care
  • 2.3 The Impact of Human Resources on Health Sector Reform
  • 2.4 Human Resource Strategies for Health Care Development
  • 2.5 Functions of Human Resources Management
  • 2.6 Nature of Health Care Development
  • 2.7 Human Resource Development Methods

Chapter Three

3.0 Research Methodology

  • 3.1 Introduction
  • 3.2 Facts about University of Benin Teaching Hospital (UBTH), Benin City
  • 3.4 Research Methodology
  • 3.5 Sampling and Sampling Technique
  • 3.6 Instruments for Data Collection
  • 3.7 Validation and Reliability of Instrument
  • 3.8 Method of Data Collection
  • 3.9 Method of Data Analysis

Chapter Four:

Findings and Analysis

  • 4.1 Introduction
  • 4.2 Research Findings and Data Analysis

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary of the Study
  • 5.2 Conclusion
  • 5.3 Recommendations
  • Bibliography
  • Questionnaire

Chapter One


1.1 Background of the Study

In the recent past, the term, “Human Resources Management” has begun to be used instead of personnel management or personnel administration. This is due to the fact that people employed in the organization are resources which are as important, if not more important than financial or material resources. Like fund and materials, people in the health care sector must be given careful and expert attention to enable them maximally utilize other resources of the health care sector.

With improvement in the education of people and the development of trade unions, not many employees will want to submit passively to manipulations or dictatorial or autocratic control by management. Many employees expect and demand some degree of involvement in decision making, particularly with issues affecting their job performance.

More importantly, some personnel management techniques such as performance appraisal, job evaluation, training and management by objective can only be successfully implemented with the consent and support of the employees. Human resources (workers) are now regarded as the most important assets of the health care sector because the success and failure of health services is largely dependent on the caliber of its workforce.

People represent the most flexible resources available to the senior managers of the health care sector. Deploying people in the right numbers, with the right skills and in the right place is fundamental to success. Personnel specialist can play a central role in assisting with the planning of human resource requirements of the health care sector.

Human resource planning is a systematic approach to the acquisition, use and deployment of people in an organization. It is viewed as a corporate activity arising from the objectives of the health sector and leading to specific plans for recruitment, training, promotion etc.

The basic component of maintaining human resource is a complete understanding of their performance in the organization. This understanding comes from the employee appraisal and can lead to rational training and development of employees through discipline, promoting, transfers, demotions and separations.

Once the human resource is sufficiently effective, there is bound to be prudent material management. This is because human resources will ensure adequate utilization and evaluation of both employees and materials.

1.2 Statement of Research Problems

This study is aimed at providing answers to general questions. But specific problems of the study which it aim to address are:

  1. What is Human Resources Management?
  2. What are the functions of Human Resources Management?
  3. What is the relevance of Human Resources Management to health care providers?
  4. What is the effect of Human Resources Management on patients in the health care sector?
  5. How does Human Resources Management help in the development of the health care sector?

1.3 Objectives of the Study

The specific objectives of the study are as follows:

  1. To understand the relevance of Human Resources Management.
  2. To determine how Human Resources Management help to improve the health care sector.
  3. To know the factors that could help to ensure the effectiveness and efficiency of Human Resources Management in the health sector.
  4. To provide an insight on how Human Resources Management help in improving the services rendered by health care providers and the effect on patients.

1.4 Significance of the Study

  1. This study will help the University of Benin Teaching Hospital and the general public to achieve effective Human Resources Management and identify tools for developing the health care sector with a view of effecting corrections for the progress of health services.
  2. The study will enlighten the general public on the importance of Human Resources Management in improving overall patient health outcomes and delivery of health care services.
  3. It will expose the role of Human Resources in the health care sector.
  4. To provide a reading material on Human Resources Management for students of Health Information Management and allied professions.
  5. To provide research material for other researchers on related topics.

1.5 Scope of the Study

The scope of the study is essentially on the University of Benin Teaching Hospital, Benin City and the subjects of the study are the Human Resource Personnel in U.B.T.H. The information used for this research are generated using questionnaire. However, the researcher obtained some information from secondary sources for the study.

1.6 Limitations of the Study

Like every other study of this nature, this study was bedevilled by certain constraints.

  1. The time used for this research was short.
  2. The researcher was limited by finance.
  3. The irresponsiveness of the respondents was also a problem.

However, irrespective of the foregoing constraints, frantic effort were made to ensure that the outcome of the project’s work meet the quality it deserves.

1.7 Definition of Terms

1. Human Resources:

People (employees) that perform activities for which they were employed to do in an organization to accomplish its objectives.

2. Management:

This is the ability to manage human and material resources to achieve expected goals. It is the process of getting things done for, with people and through people.

3. Development:

This is the gradual growth of the health care sector so that it become more advance, stronger etc. It has to do with innovations that bring new changes occurring in the health sector through training, education etc.

4. Training:

Training is the organizational effort aimed at helping an employee to acquire basic skills required for the efficient execution of the function for which he/she was employed.

5. Selection:

Is the process of choosing the most qualified personnel from the numerous applicants who applied for employment in an organization.

6. Organization:

An organization is the planned coordination of the activities of a group of people for the achievement of some common goals or purpose through division of labour, function and through hierarchy of authority and responsibility.

7. Strategy:

A plan that is intended to achieve a particular purpose; the process of planning something or putting a plan into operation in a skillful way.

8. Motivation:

Motivation is an inner force which drives an individual to a certain action. It may be positive (carrot) or negative (stick). Without motivation, behavioural changes cannot expect to take place. Motivation is not manipulation, a motivated person acts willingly and knowingly.

9. Hospital:

A place where people that are sick or injured are given medical treatment and care.

10. Efficiency:

The ability to perform a duty well with no waste of time or money.

11. Quality:

The standard of health care in the hospital when it is compared to other hospitals.

12. Promotion:

Is the reassignment of an individual to a job of higher rank. It is the elevation of staff from one position to a higher one.

13. Recruitment:

This is the process of attracting applicants with the skills, knowledge and ability needed to achieve the organizational objectives.

Chapter Five

Summary, Conclusion and Recommendation

5.1 Summary of the Study

During the course of this research work, it has been found that the relationship between human resources management and health care is extremely complex, particularly when examined from a national perspective. The research and analysis have indicated that human resources management can and must play an essential role in health sector reform.

The study illustrates that effective human resources management is crucial to health care in a particular setting and that additional human resource initiatives are required if solutions are to be found for the major problem in the Nigerian health care system.

Tertiary Health Institutions across the country comprises human resources of various specialties working together to ensure that the objectives of the hospital are achieved.

Since all health care is ultimately delivered by and to people, a strong understanding of the human resources management issues is required to ensure the success of any health care programme. Like every other tool of management, indispensable tool depends to a great extent on the administrators and the personnel director to adapt techniques to the operational framework.

The research work reveals how human resource management is essential to any health care system and how it can improve health care models.

Human resource strategies for health care development are examined with other methods of human resource development and if these are properly implemented, there will be an improvement in the overall patient health outcomes and delivery of health care services.

Hence, the importance of Human Resource Management cannot be overemphasized.

5.2 Conclusion

Based on the analysis of data collected for this research work, it is observed that the success of any Health Institution in providing efficient patient care, depends primarily upon the competency of the workforce or human resources.

As previously mentioned, there are three main health system inputs: human resources, physical capital and consumables. Given that, with sufficient resources any hospital can obtained the same physical capital and consumables, it is clear that the main differentiating input is the human resources. This is the input that is more difficult to develop, manage, motivate, maintain and retain, and this is why the role of human resources professionals is so critical.

Therefore human resource professionals will need to have an understanding not only of the human resource area, but of all areas of an organization, including strategy, finance, operations etc. This need will have an impact on the educational preparation as well as the possible need to have work experience in these other functional areas.
Ultimately, all health care is delivered by people, so health care management can really be considered people management.

Further human resource initiatives are required in many health care systems, and more extensive research must be conducted to bring about new human resource policies and practices that will benefit individuals.

Proper management of human resources is critical in providing a high quality of health care. Effective human resource management strategies are greatly needed to achieve better outcomes from and access to health care in the University of Benin Teaching Hospital, Benin City, so that the aims and objectives of the Hospital could be accomplished.

From the foregoing, it could be deduced that continuing management of human resources, taking all other factors into consideration, there will be stimulation in improved clinical services, professional education, hospital administration, better patient and community support. Therefore, the needs for the management of human resources should not be underestimated.

5.3 Recommendations

Logically, from the finding of this research, one may be in a better position to advice the management of University of Benin Teaching Hospital, Benin City on what to do to ensure that the organizations goals and objectives are achieved.

To this end, the researcher wishes to recommend as follows:

  1. That management should employ only qualified and trained professionals to manage the affairs of department and should refrain from favouritism in the selection of key officers.
  2. Human resource professionals should understand the importance of developing a culture that can enable the hospital to meet it challenges. They should understand how communities of practice can form around common goals and interests, and the importance of aligning these to the goal and interests of the hospital.
  3. Adequate selection procedures should be adopted to ensure that the best calibre of employee are obtained to take up responsibility of the job for which he is best suited.
  4. Periodic and systematic evaluation of human resources should be made to ascertain their effectiveness and efficiency.
  5. New options for the education and in-service training of health care workers are required to ensure that the workforce is aware of and prepared to meet the hospitals present and future needs. A properly trained and competent workforce is essential to any successful health care system.
  6. Additional training of younger workers will be required to fill the positions of the large number of health care workers that will be retiring.
  7. Performance appraisal should be followed with compensation to the staff that merits excellence award.
  8. There should be regular review, according to an established procedure of each employee to determine his efficiency, employee’s present job and his general qualification for possible promotion.
  9. The recent health care reforms and the introduction of SERVICOM are all geared toward improving service delivery. Hence there should be a strict compliance with the rules and regulations of these new innovation to ensure a better, well-packed and promptly delivered health service in the hospital.
  10. That the management of UBTH, Benin City should adopt the human resource strategies for health care development mentioned in this project work. It is also important that human resource professionals be involved at the highest level of strategic planning, and not merely be positioned at the more functional, managerial levels. By being activity involved at the strategic levels, that can ensure that the human resource issues are raised, considered and properly addressed.

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