WHOrg said "the Medical Department while working in close collaboration with human resources department must not report to them directly". what do you think is the reason? What are the advantages/disadvantages if the medical department is not directly reporting to hr department?
From Philippines, Makati
From Philippines, Makati
Hello, Can you give more info about it OR the Link to the WHO Report you refer to? Rgds, TS
From India, Hyderabad
1637From India, Hyderabad
thank you. i'm trying to find the source.... but i just cant find it again....
I am just 22, the youngest and the newest HR staff in one of the largest mall and owned by one of the richest here in the Philippines.
i asked this because if our employees ha unresolved grievances on health related policy (union matters) they seem to not trust the medical section as well, they said the medical section is under HRD, it is therefore not independent, Medical decisions were aligned according to policy being carried-out by HRD. ( i know some employees are missing the point ) In a large company like us (1000+ employs) Will it be better if the medical section is not included in the HRDepartment structure?
Our medical section is composed of 5 doctors, 5 dentists. 30 nurses, 10 medical aides 10 ambulance drivers, 5 dietitians and 6 gym instructors.
Pls enlighten me.
From Philippines, Makati
I am just 22, the youngest and the newest HR staff in one of the largest mall and owned by one of the richest here in the Philippines.
i asked this because if our employees ha unresolved grievances on health related policy (union matters) they seem to not trust the medical section as well, they said the medical section is under HRD, it is therefore not independent, Medical decisions were aligned according to policy being carried-out by HRD. ( i know some employees are missing the point ) In a large company like us (1000+ employs) Will it be better if the medical section is not included in the HRDepartment structure?
Our medical section is composed of 5 doctors, 5 dentists. 30 nurses, 10 medical aides 10 ambulance drivers, 5 dietitians and 6 gym instructors.
Pls enlighten me.
From Philippines, Makati
Hello,
Can you suggest any alternative--under whom should the Medical section come?
This is NOT to convey that the perception is correct--just wanted to view the situation from ALL angles.
Rgds,
TS
From India, Hyderabad
Can you suggest any alternative--under whom should the Medical section come?
This is NOT to convey that the perception is correct--just wanted to view the situation from ALL angles.
Rgds,
TS
From India, Hyderabad
Thank you. I think if the company is large enough (100+employs) the medical section must not be under the HRD structure.
I think the function of HRD is very different from the medical section. HRD implements compensation/policy depending on the result of a medical examination. The credibility of a medical section is very important and may be preserved only if an employee see that decisions were done by a section independent to HRD.
Pls let me know your views....
From Philippines, Makati
I think the function of HRD is very different from the medical section. HRD implements compensation/policy depending on the result of a medical examination. The credibility of a medical section is very important and may be preserved only if an employee see that decisions were done by a section independent to HRD.
Pls let me know your views....
From Philippines, Makati
Greetings
Eventhough the HRD and every departments are playing their own roles and every departments have their own credibility, the recruitment, posting, appraisal, promotion, retirement, resignation, training & Development, Discipline and other activities are to be done only with the HR Department and without the HR's involvement, the activities done will not have the completeness.
The Medical Department has their own role in that, obviously no one can interfere. If the Medical Department recommends for sick leave, the HR department has to sanction and they cannot deny. But if other line managers or some Department Head recommends for leave, that can be denied by the HR Department with proper reason.
From India, Kumbakonam
Eventhough the HRD and every departments are playing their own roles and every departments have their own credibility, the recruitment, posting, appraisal, promotion, retirement, resignation, training & Development, Discipline and other activities are to be done only with the HR Department and without the HR's involvement, the activities done will not have the completeness.
The Medical Department has their own role in that, obviously no one can interfere. If the Medical Department recommends for sick leave, the HR department has to sanction and they cannot deny. But if other line managers or some Department Head recommends for leave, that can be denied by the HR Department with proper reason.
From India, Kumbakonam
Hello, If NOT under the HRD, then under which Dept are you suggesting? It HAS to be under some Dept — right? Rgds, TS
From India, Hyderabad
From India, Hyderabad
Hello,
If not under the HRD, it could be under Administration!
Whether HRD or Administration, there is basic difference in functional knowledge and skill base and also perhaps the attitudes as seen/practiced in HRD/Administration as against the Medical Dept. But the Medical Departments is presumed to be uninitiated in handling administrative matters in the organization and it will also involve them in to areas they are not trained for and perhaps that is the reason they SHOULD be under, either the HRD or Administration.
General experience is that when Medical Department is put under HRD or any other department, it is only administratively so and their functional autonomy must remain so!! If this little issue is comprehended and digested well then there would be no difficulty in Medical Dept. being under HRD.
The situation you mentioned does not explain the rationale of WHO's decision and therefore cannot be responded to directly, but at a conceptual level one should deal with the issue on above lines unless there are STRONG reasons to not do so!
Regards
samvedan
September 9, 2012
-----------------------------
From India, Pune
If not under the HRD, it could be under Administration!
Whether HRD or Administration, there is basic difference in functional knowledge and skill base and also perhaps the attitudes as seen/practiced in HRD/Administration as against the Medical Dept. But the Medical Departments is presumed to be uninitiated in handling administrative matters in the organization and it will also involve them in to areas they are not trained for and perhaps that is the reason they SHOULD be under, either the HRD or Administration.
General experience is that when Medical Department is put under HRD or any other department, it is only administratively so and their functional autonomy must remain so!! If this little issue is comprehended and digested well then there would be no difficulty in Medical Dept. being under HRD.
The situation you mentioned does not explain the rationale of WHO's decision and therefore cannot be responded to directly, but at a conceptual level one should deal with the issue on above lines unless there are STRONG reasons to not do so!
Regards
samvedan
September 9, 2012
-----------------------------
From India, Pune
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