The Proposed Office Procedure Development in Human Resource Department at XYZ General Hospital, Caloocan City

Vol.3, No.1B

Abstract

One of the most pressing issues facing the country is the rapid increase in population. As a result of this crisis, people are experiencing a scarcity of resources such as money, land space for housing, and sources of income. The demand for education, employment, and healthcare services is rising. The COVID-19 pandemic has also created several misconceptions that could hinder individuals from taking necessary measures to prevent infection, thus undermining public health containment efforts. XYZ General Hospital is a private, non-government institution located in Camarin, Caloocan City, with a 40-bed capacity hospital complex that accommodates the main hospital and other ancillary services. All trained employees are expected to provide high-quality and personalized patient care. This study aims to highlight the importance of the Human Resource Department in providing efficient and effective healthcare services to our stakeholders and the community. The researchers felt an urgency to conduct this study to identify and address the problem of office procedure development in the Human Resource Department at XYZ General Hospital, Caloocan City. The study used qualitative research methods and a descriptive design in the hospital's Human Resource Department to propose a possible solution. The researchers presented their proposed procedure to the Assistant HR Manager of the hospital's HR Department. Based on the findings and observations of the researchers, the following conclusions were drawn. The company has several problems, including work overload and inadequate testing for job applicants' skills and abilities.

Additionally, employees who commit misconduct receive minimal punishments, leading to repeated mistakes. The probationary period should be shorter, and the company lets go of valuable employees too easily. To address these issues, the researchers provided several recommendations, including hiring more staff to avoid work overload, adding demonstrations to the medical applicants' examinations to test their skills and abilities, and imposing heavier punishments for misconduct to improve discipline within the company. The researchers also suggest shortening the regularization period and providing alternative options or conditions for employees who want to leave the company, such as increasing their salary and other benefits or incentives.