PERFORMANCE PREMISES FOR HUMAN RESOURCES FROM PUBLIC HEALTH ORGANIZATIONS IN ROMANIA



sanitar din România este unul precar, muribund,
iar rezultatele se râsfrâng asupra sânâtâtii
populatiei. Sânâtatea este un sistem care
functioneazâ pe termen lung. Cunoscând
deficientele cronice ale sistemului de sânâtate si
dificultatea de a asigura corespunzâtor aceste
nevoi trebuie avute în vedere mai multe aspecte.

Pentru a discuta de un posibil sistem de
sânâtate performant în România este nevoie de
mâsuri si reforme în legâturâ cu managementul
resurselor umane si problemele ce decurg din
analiza acestuia.

2.1. Planificarea resurselor umane

Planificarea resurselor umane reprezintâ
una din functiile de bazâ ale managementului
resurselor umane.

Planificarea este procesul care asigurâ
numârul de personal necesar si implicit
cunostintele tehnice, experientâ, abilitâti si
competente impuse de obtinerea performantei
stabilitâ prin strategia organizatiei .

Scopul planificârii resurselor umane este
reprezentat de asigurarea resurselor umane
necesare realizârii obiectivelor organizatiei.
Astfel, prin procesul de planificare a resurselor
umane se asigura identificarea cerintelor de
resurse umane ale organizatiei si elaborarea
planurilor de îndeplinire a solicitârilor.

Procesul de elaborare a obiectivelor
organizatiei trebuie sâ aibâ în vedere si
componenta resurselor umane, datoritâ rolului
pe care îl joacâ acestea în procesul de îndeplinire
a acestor obiective.

În ceea ce priveste necesarul de resurse
umane, este important ca acest aspect sâ fie tratat
atât din punct de vedere cantitativ, cât si
calitativ. Astfel, este necesar a se râspunde la
douâ întrebâri:
de câti oameni are nevoie
organizatia?
si ce fel de oameni are nevoie
organizatia?

Planificarea resurselor umane vizeaza
urmatoarele obiective
:

-   mentinerea numârului necesar de personal,

cu aptitudinile, cunostintele de specialitate
si competentele necesare;

- atragerea persoanelor care    detin

aptitudinile, cunostintele si competentele
necesare;

- analiza resurselor umane din punct de
resources policies in health are responsible
for the health system in Romania being
poor, dying, and the results have an impact
on general health. Health is a system that
works in long terms. Knowing the chronic
deficiencies of the health system and the
difficulty to ensure these needs, several
aspects should be properly taken into
account.

To discuss a possible health system in
Romania, performance measures and reforms
related to human resource management and
issues arising from the analysis are needed.

2.1. Human resources planning

The planning of human resources
represents one of the base functions of
human resources management.

Planning is the process which insures
the required personnel count and implicitly,
the required technical knowledge,
experience, abilities and competences
imposed by the achievement of the settled
performance through the organization’s
strategy.

The purpose of human resources
planning is represented by the provision of
human resources necessary for the
accomplishment of the organization’s
objectives. Thus, through the process of
human resources planning, the identification
of the requests of human resources of the
organization and elaboration of the plans to
fulfill the demands are assured.

The elaboration process of the
organization’s objectives must consider the
human resources component as well, because
of the role which they have in the process of
fulfilling these objectives.

Regarding the human resources
effective, it is important that this aspect is
regarded from a quantitative angle, as well as
a qualitative angle. Thus, it is required to
answer two questions: how many employees
does the company need and what kind of
people does the organization require.

The planning of human resources
follows these objectives:

- maintaining the required number of
personnel, with the required aptitudes,

292




More intriguing information

1. THE CHANGING RELATIONSHIP BETWEEN FEDERAL, STATE AND LOCAL GOVERNMENTS
2. EU Preferential Partners in Search of New Policy Strategies for Agriculture: The Case of Citrus Sector in Trinidad and Tobago
3. Education Research Gender, Education and Development - A Partially Annotated and Selective Bibliography
4. ISSUES AND PROBLEMS OF IMMEDIATE CONCERN
5. THE RISE OF RURAL-TO-RURAL LABOR MARKETS IN CHINA
6. Strengthening civil society from the outside? Donor driven consultation and participation processes in Poverty Reduction Strategies (PRSP): the Bolivian case
7. Towards Learning Affective Body Gesture
8. The quick and the dead: when reaction beats intention
9. New issues in Indian macro policy.
10. EMU: some unanswered questions
11. Lending to Agribusinesses in Zambia
12. Mean Variance Optimization of Non-Linear Systems and Worst-case Analysis
13. THE CO-EVOLUTION OF MATTER AND CONSCIOUSNESS1
14. The Role of Immigration in Sustaining the Social Security System: A Political Economy Approach
15. Evidence on the Determinants of Foreign Direct Investment: The Case of Three European Regions
16. Solidaristic Wage Bargaining
17. The name is absent
18. Categorial Grammar and Discourse
19. Passing the burden: corporate tax incidence in open economies
20. The name is absent