Right place of human resource management in the reform of health sector

In this paper the real role and place of human resource [HR] in health system reform will be discussed and determined within the whole system through the comprehensive Human Resource Management [HRM] model. Delphi survey and a questionnaire were used to 1] collect HR manager ideas and comments and 2] identify the main challenges of HRM. Then the results were discussed in an expert panel after being analyzed by content analysis method. Also, a deep focus study of recorded documents related to Health Human Resource Management was done. Then based on all achieved results, a rich picture was drawn to illustrate the right place of HRM in health sector. Finally, the authors revitalize the missed function of HRM within the health sector by drawing a holistic conceptual model. The most percentage of frequency about HR belongs to "Lack of reliable HR information system" [91%] and the least percentage of frequency belongs to "Low responsibility of HR" [28%]. The most percentage of frequency about HR manager belongs to "Inattention to HR managers as key managers and consider them in background" [80%] and the least percentage of frequency belongs to "Lack of coordination between universities' policies" [30%]. According to the conceptual framework, human resources employed in health system are viewed from two comprehensive approaches: instrumental approach and institutional. Unlike the common belief that looks HRM through the supportive approach, it is discussed that HRM not only has an instrumental role, but also do have a driver role

[Determination of the associated factors on the educational progress of the students of Iran University of medical sciences in 2009-10]

The purpose of this research is to find the relationship between mental health and Job burnout among the Iranian Ministry of Health and Medical Education headquarters personnel. The population under study was all the working personnel in the Headquarter of above-mentioned organization in 2007. The sample size, based on the scientific determination of sample size, was calculated to be 387 people with the layered sampling method. In collecting data two methods have been used: A] Gold burg mental health questionnaire, which includes 28 multiple-choice questions about four factors [anxiety-sleep disorder, major depression, social disorder and physical disorder]. B] Maslach job burnout questionnaire, which includes 22 multiple-choice questions about three factors [emotional fatigue, personality metamorphosis and lock of personal success]. In order to analyze the discretional data; the mode, mean, medium and percentage were used. We also used the statistical methods [independent groups T-test, step by step multiple variance regression] to determine the outcomes. The results indicate that: 1] It will be possible to predict the occupational fatigue in the Ministry of Health and Medical Education headquarters personnel from mental health scores: It is easier to predict mental health by looking at social disorders than sleep disorder or anxiety. According to this research among the four mentioned mental health factors the prediction value of Job burnout indicators can be prioritize as follow: 1-Social disorder 2-Anxiety-Sleep disorder 3-Physical disorder 4-Major depression 2] There was no significant difference in the mental health status between male and female population. 3] There was no significant difference in Job burnout between male and female population