Personnel Management Methods and Models in Healthcare Institutions

Abstract

This article highlights the theoretical foundations, practical methods, and models of human resource management (HRM) in healthcare. The purpose of the article is to study the effectiveness of the healthcare sector and healthcare institutions, and to outline the main characteristics of personnel management models in modern conditions, taking into account trends and systemic contradictions. Methods. The study is based on an analysis of scientific publications and current data related to human resource management in healthcare. The methods of analysis and synthesis were used to generalize existing HRM approaches (competency-based, integrated, and transformational). Results. The study concludes that modern approaches to personnel management in medicine go beyond traditional HR administration, transforming into a strategic function. However, despite theoretical justification, there is a significant gap in practice between progressive models (focused on staff well-being and engagement) and outdated, administrative approaches, which is the main unresolved issue. It was found that a lack of focus on "humanity" and the ignoring of staff psychological well-being lead to high staff turnover and a decline in the quality of medical services. Conclusions. The study confirms that human resource management is not just an auxiliary function, but a key strategic one that directly affects the quality of medical services and organizational effectiveness. To overcome systemic crises, it is necessary to implement a comprehensive, integrated personnel management model that includes reliable data collection, strategic planning, transparent assessment systems (KPIs), and a focus on employee well-being. The successful implementation of these measures is a prospect for further research and will ensure the sustainable development of the healthcare sector.