State Health Society, Bihar (SHSB), a society registered under the Society Registration Act 1860, is the nodal agency working under the auspices of Health Department, Government of Bihar and is mandated for the implementation of National Rural Health Mission in the state. With a yearly resource envelope of approximately Rs. 2000 crores, the SHSB plays a crucial role in supporting health infrastructure and programmes in the state. It must be highlighted; therefore, that effective implementation of sectoral target objectives in Health Sector in Bihar needs effective support and management through Human Resource.
SHSB employs a large number of contractual staffs working at various levels. From the community level to the tertiary care institutions and from lower level management to top management positions within the SHSB, the contractual staffs have been instrumental in the successful attainment of health sector objectives. The performance of contractual staffs, thus, is a crucial factor for effective and efficient delivery of healthcare services to the community.
The high resource envelope with SHSB, necessarily requires, highly dedicated and efficient human resource to deliver and manage the system. In such circumstance, resonant HR policy becomes very important for well oiled delivery system under the SHSB.
The necessary components for framing the HR policy are–
1. Quantifying the Human resource, i.e. generating and strengthening Human Resource Information System.
2. Framing and Designing Human Resource Policy.
Quantifying the Human resource
Estimating the Human Resource gap is the most essential component for efficient health management. The Human Resource Information System (HRIS) is thus an initiative taken up with the support of the development partner DFID for quantifying the human resource at all level. The preliminary data are collected and synchronised. The value addition on the primary data is being taken up on a sustained basis.
Framing & Designing The Human Resource Policy
The State Health Society intends to create a detailed and comprehensive Human Resource Policy for all contractual staffs working for NRHM in the state. The salient features of the proposed policies might include:
• HR Mapping
• Human Resource allocation
• Recruitment policy & processes
• Induction & Orientation training
• Role & responsibilities of the profile
• Placement and transfer policy
• General Service rules (Interpersonal/ Intrapersonal responsibilities etc.)
• General Policies regarding leaves/allowances/compensation/ benefits/contract renewal/ resignation/termination/ appeal among others
• Performance Appraisal (Target, performance reviews, incentive/disincentive)
• Career Progression
• Organisation development
• Gender Sensitivity
• The Do’s & Don’ts
The abovementioned outline of Human Resource Policy intends to make the State Health Society a vibrant functional unit, dedicated to the noble cause of ‘Health For All’. The detailed work chart for the aforementioned objectives is in the process of development.
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