Human resource management practices within the national health insurance scheme in the Brong Ahafo region
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University of Cape Coast
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xiii, 130p. : ill
Human resources refer to the individuals who comprise the workforce of an organization, although it is also applied in labour economics, for example, business sectors or even whole nations. The recruitment of staff into NHIS is believed to be on party lines without adherence to good human resource management practices. The study was, therefore, conducted to assess the human resource management practices within the National Health Insurance Scheme in the Brong Ahafo region and to draw lessons, particularly, measuring the adherence of the human resource practice in the schemes within the region. Both probability and non-probability sampling methods were used in the research. Quota, purposive and simple random sampling techniques were applied to generate the sample for the research. Data was gathered using the administration of questionnaire, interviews, library books and journals and the internet to gather data. The data gathered were processed and analysed using the computer based programme, SPSS version 16. A total of 152 respondents were selected to form the sample size for the study. The study found out that policy documents on human resource management practices exist in the schemes but these documents are not made available to all the staff. The practices of the human resource management which included the recruitment and selection procedures; training and development; compensation management; performance appraisal and employee relation were all in existence in the schemes. The study, therefore, recommends among other things that management of the various schemes in the region must put in place measures to strict compliance with existing human resource management policies within the schemes.
Human resources refer to the individuals who comprise the workforce of an organization, although it is also applied in labour economics, for example, business sectors or even whole nations. The recruitment of staff into NHIS is believed to be on party lines without adherence to good human resource management practices. The study was, therefore, conducted to assess the human resource management practices within the National Health Insurance Scheme in the Brong Ahafo region and to draw lessons, particularly, measuring the adherence of the human resource practice in the schemes within the region. Both probability and non-probability sampling methods were used in the research. Quota, purposive and simple random sampling techniques were applied to generate the sample for the research. Data was gathered using the administration of questionnaire, interviews, library books and journals and the internet to gather data. The data gathered were processed and analysed using the computer based programme, SPSS version 16. A total of 152 respondents were selected to form the sample size for the study. The study found out that policy documents on human resource management practices exist in the schemes but these documents are not made available to all the staff. The practices of the human resource management which included the recruitment and selection procedures; training and development; compensation management; performance appraisal and employee relation were all in existence in the schemes. The study, therefore, recommends among other things that management of the various schemes in the region must put in place measures to strict compliance with existing human resource management policies within the schemes.
Keywords
Human resource management, Management practices, National health insurance scheme, Management policies