Práticas de gestão de recursos humanos como determinantes para eficiência técnica de hospitais

Abstract

Human resources are relevant to social and economic development in any entity, country or territory in the world, being the most essential assets for the success of an organization.Studies on this subject have revealed the importance of Human Resource Management (HRM) for the performance of hospitals, but no research was found on Human Resource Management Practices (HRMP) as determinants of Technical Efficiency (TE). Therefore, in view of this gap, the objective of this thesis is to analyze the HRMP as determinants of TE in hospitals. Primary and secondary data were used to achieve the objectives. The primary data obtained through the application of a questionnaire to 57 public hospitals in the State of Rio Grande do Norte, which fully serve the Brazilian Unified Health System (SUS), to identify the HRMP. Secondary data obtained from DATASUS, CNES and research databases for Systematic Literature Review (SLR) on HRMP, TE and determinants in hospitals. DEA and the final model built by VRS were used to calculate TE. First, 52 HRMP were identified in the literature, with people maintenance subsystems and training and development practices and performance evaluation as the most cited.These HRMP served as the basis for the development of a questionnaire that was then applied to hospitals. The characterization of the 57 hospitals was as follows: small (64.91%), general (87.72%), municipal (64.31%) and medium complexity (66.67%) hospitals; 68.4% use some HRMP and 51.3% have a specific department to develop them. To calculate the TE of these hospitals, input and output variables were identified in the literature and their data collected (DATASUS, CNES). A total of 17 hospitals (32.07%) were classified as efficient, highlighting the regional Vale do Açu (75% being 100% efficient) and the average TE of the hospitals that use most HRMP, showed superior results. Regarding statistical significance, the variables proportion of physicians per total team, number of beds per team, level of complexity and rewards, incentives and benefits were determinants for hospital technical efficiency. The others did not show significance, for example, the positive ones: having HRM practices and technical training and the negative ones: Performance Evaluation and Human Resources Indicators. In view of this, it is clear that the use of human resource management practices for this study, in general, was conducive to hospital technical efficiency, specifically in terms of reward, incentives and benefits that hospitals that use it have on average TE 20% bigger.