Authors: Yiannis Kavvadas, Efstathios Kirkos
Title: Human Recources Managment Analytics In Healthcare Unit
Abstract
Private Greek health care sector consists mainly of medium and small size entities. These entities, especially small ones, rely completely on their Human Resources.
However, it seems that they don’t avail themselves of new technological methods and tools. This technological knowledge could be quite handy for evaluating employees efficiency.
In this study, a healthcare unit with 287 employees was selected for the assessment of their HR management methods. The aim was to create a methodology that will help this entity and, by extension, medium and small similar entities, to evaluate their employees properly.
Moreover, the empirical knowledge of managers and heads can be enhanced by employing Machine Learning methods to create an evaluation model successfully.
Research Methodology
To achieve this goal, 12 interviews were conducted with 12 managers and heads of a healthcare unit. Prior the interview conduction, data were collected form the HR department, regarding age, working experience and salary, absence of work, working days etc. Consent was granted by the head of the healthcare unit and all the employees were informed. There was no objection for sharing these information.
The interviews consisted of 13 questions The method followed in the analysis of the data collected from the interviews is the inductive method. The approaches used most commonly in this method is the Thematic Analysis. After their completion, they were processed with special tools in order to extract 6 Thematic Units and evaluate the way this entity manage its employees. In addition, a Graphical Rating Scale Τable was built in order to draw useful and important qualitative attributes.
This Graphical Rating Scale Τable is composed of 8 qualitative attributes. Every interviewee was called to assess their employees, by selection from a scale of 1 to 5 for every attribute. Afterwards, these rates were multiplied with special values, depending on the significancy of each attribute, based on interviewees’ opinion.
These attributes were combined with quantitative ones in order for a new model to be created. WEKA tools for Data Mining methods were used, combined with the attributes chosen from the managers, data that were collected from the HR department, (regarding age, working experience and salary, absence of work, working days etc.) and also specialized indicators were collected and avail of, chosen from a collection that offered from specialized institutes and were proper for the characteristics of this entity.
A functional model, capable of giving information to the management about their employees, was successfully created. Additionally, Data Mining methods proved to be quite useful for HR department and the Administration of the unit.
Conclusions
This study presents new perspectives for the HR department of every organization in health sector. The above methodology provides low-costs and relatively easy processed tools, for proper employees’ evaluation.
Keywords: Human Resources, Private Primary Health Care Unit, Data Mining, Qualitative Data, Quantitative Data.
