Научно-практический рецензируемый журнал
"Современные проблемы здравоохранения
и медицинской статистики"
Scientific journal «Current problems of health care and medical statistics»

Диагностика и профилактика преждевременного старения

Организация здравоохранения


E.A. Berseneva1,2,3,1,2,3, S.V. Umnov1
1. Federal State Budgetary Institution «Center for Monitoring and Clinical and Economic Inspection» of the Federal Service for control of Health Care, Moscow, Russian Federation
2. Federal Scientific State Budgetary Institution «N.A. Semashko National Research Institute of Public Health», Moscow, Russian Federation
3. Institute of Industry Management of Russian Presidential Academy of National Economy and Public Administration, Moscow, Russian Federation
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Introduction (relevance). The article substantiates the need to introduce changes in the personnel management system, in connection with the aggravating problems and new challenges. It is noted that the introduction of new HR management practices can be considered in terms of benefiting the economy. Purpose. The purpose of the study was to examine individual trends in personnel management in medical organizations. Materials and methods. To study the main trends in personnel management, individual articles and studies that are freely available on the resources pubmed.ncbi.nlm.nih.gov and elibrary.ru were selected. Personnel management was viewed as a cyclical process that includes the stages of attraction, selection, adaptation, performance assessment, training, career development, motivation and retention. Results. For the stages of recruitment, adaptation, training and assessment, we selected practices that are widely used in medical organizations, both in Russia and around the world. Examples of successful implementation of new practices were considered in terms of advantages and disadvantages. The difficulties associated with the implementation of certain approaches were also considered. The data of individual studies are presented, which confirm the need to introduce changes into the existing system. Practices were considered such as recruiting personnel through social networks, introducing and improving the personnel adaptation system, distance learning, personnel assessment using the method of "key performance indicators". Discussions. New trends and many times tried practices in HR management are not always interchangeable. Practices that have become popular in recent years can have a number of advantages over traditional ones in some aspects. Leaders that are interested in the development of the organization that they manage must reasonably assess the need for innovation and the balance of harm and benefit these changes can bring. Conclusion. The healthcare system is gradually changing, the methods of personnel management, which are widely used in other areas, are being adapted and adopted by medical organizations. However, even the traditional practices of personnel management are not applied systematically, even within single organization, there is no unified approach to the implementation of these changes, to assess their effectiveness. New trends in personnel management are no exception and require more careful study.
Keywords personnel management, human resource management, staff adaptation, training and development, personnel assessment, recruitment, management practices.

Bibliographic reference:
E.A. Berseneva1,2,3,, S.V. Umnov, ACTUAL PRACTICE OF PEOPLE MANAGEMENT IN MEDICAL ORGANIZATION // Scientific journal «Current problems of health care and medical statistics». - 2021. - №4;
URL: http://healthproblem.ru/magazines?textEn=732 (date of access: 09.06.2023).

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