Human Resource Management Practices Of Private And Public Hospitals Of Srinagar District In Jammu And Kashmir

Abstract

This study explores human resource management (HRM) practices in private and public hospitals in Srinagar district, Jammu and Kashmir, with an emphasis on key areas such as recruitment and selection, training and development, performance management, compensation, and employee relations. The study includes both qualitative and quantitative methodologies, such as interviews with HR managers, surveys of healthcare personnel, and an examination of HR policy. The findings show considerable contrasts between the two sectors: commercial hospitals often have more dynamic and flexible HRM policies, driven by competitive pressures, with fast recruitment processes, extensive training programs, and stringent performance management systems. These strategies improve employee happiness and patient care. In contrast, public hospitals confront problems such as bureaucratic procedures and budget limits, resulting in more uniform and less adaptable HRM methods. Recruitment in public hospitals is frequently delayed due to regulatory restrictions, training opportunities are scarce, and performance management systems are more rigid. Despite these limitations, public hospitals continue to strive for greater employee satisfaction and patient care. The study emphasizes the importance of tailored HRM practices in improving overall hospital performance, arguing that public hospitals could benefit from more flexible strategies, whereas private hospitals should continue to invest in comprehensive HRM practices to maintain their competitive advantage. The research gives useful insights into the HRM environment of healthcare facilities in Srinagar and acts as a framework for future studies that aim to optimizing HRM practices in both sectors.