HUMAN RESOURCES DEVELOPMENT IN THE NATIONAL RESCUE SERVICE (Q3882996): Difference between revisions
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As the largest health institution in Hungary, OMSZ currently performs its job with almost 7770 employees at 253 rescue stations. Analysing the evolution of the rescue data, it can be concluded that due to the rapid increase in the number of rescue tasks, the current human resources capacity is not sufficient to ensure a high level of supply either at national level or in convergence regions. According to our surveys, it would be appropriate to increase staff of around 240 people in order to ensure proper performance of tasks. The most significant problem in many of the permanent vacancies of institutional shortages is the lack of human resources for qualified ambulance and ambulance drivers. In total, 2 380 ambulance workers and 2,260 drivers are currently working for the service, which is below the number of previous years. On the basis of the current data of the OMSZ at the time of submission of the aid application, about 18 rescue nurses and 71.5 drivers (8 hours/day) for convergence regions are not filled, to which an urgent solution is needed. The OMSZ takes ongoing action to fill the missing statuses. In the framework of this project, we intend to carry out a transfer of human resources, which would take place in the framework of the activity of employment in a new job within the Institution, as set out in point 3.1.1 of the call. In this new job — an ambulance technician — the staff of the organisation would be recruited if a member of the rescue unit falls out during the assignment. The rescue technician is able to serve in several or, where appropriate, combined roles in the event of staff shortages. In view of the competences in their possession, rescue technicians are able to perform their tasks both in addition to the ambulance officer/medicine and in addition to senior paramedics, so that the rescue unit may be organised, albeit with a reduced number of staff. As part of the project, a significant reduction in conflict situations arising from 6-6 (36 in total) rescue technicians per region can be expected to decrease significantly, and the availability of rescue units will improve, thus increasing organisational efficiency. In addition to the above, in line with the objectives of the rescue career model, the rescue technicians would also perform a role of instructor and mentor in view of their wide range of professional competences and experience in order to strengthen the organisational culture and to increase the supply and retention of the workforce. At OMSZ, it would be particularly important to build a mentoring system of well-functioning and professionally committed rescue workers, which could be a long-term solution for the development of an organisational culture based on camaraderie and thus to increase the social esteem of the rescue profession. Although it is 5/2006. (II. 7.) EüM Decree mentions the possibility of working as a rescue technician in the field of rescue. Currently, there are no rescue technicians in the employment of the OMSZ, but the number of qualified workers is about 1200 people. Our aim is to establish the organisational framework for the establishment of the job — using the experience and results of the “pilot programme” implemented in the framework of the TÁMOP-6.2.4.A-11/1-2012-0041 project implemented during the 2007-13 programming cycle. The basic objective of the project is to optimise the human resources management of OMSZ, in particular to reduce the staff shortages resulting from vacancies that are considered to be shortages by redeployment within the organisation, using flexible positions, and to retain human resources working in emergency care in the long term. In the course of the project, the organizational and legal framework for the job of ambulance technicians and the conditions for the general use of ambulance technicians will be established. Our aim is to maintain the long-term employment of 36 employees in the new job for a period of 12 months beyond the mandatory maintenance period, and to continue working as rescue technicians on the basis of good practices, and to motivate workers who are currently not fit for the new job to obtain the necessary qualifications. Thanks to the results of the development, the organisation’s human resources management improves, the problems arising from the lack of capacity are reduced, the management becomes more efficient, thereby increasing the quality of tasks. The additional motivation for new jobs will improve working conditions and conditions to maintain the workforce, which can help to reduce emigration and thus ensure the need for human resources to function properly. Due to the planned mentoring activities of rescue technicians, improvements in organizational culture and an increase in the reputation of the rescue profession are expected (English) | |||||||||||||||
| Property / summary: As the largest health institution in Hungary, OMSZ currently performs its job with almost 7770 employees at 253 rescue stations. Analysing the evolution of the rescue data, it can be concluded that due to the rapid increase in the number of rescue tasks, the current human resources capacity is not sufficient to ensure a high level of supply either at national level or in convergence regions. According to our surveys, it would be appropriate to increase staff of around 240 people in order to ensure proper performance of tasks. The most significant problem in many of the permanent vacancies of institutional shortages is the lack of human resources for qualified ambulance and ambulance drivers. In total, 2 380 ambulance workers and 2,260 drivers are currently working for the service, which is below the number of previous years. On the basis of the current data of the OMSZ at the time of submission of the aid application, about 18 rescue nurses and 71.5 drivers (8 hours/day) for convergence regions are not filled, to which an urgent solution is needed. The OMSZ takes ongoing action to fill the missing statuses. In the framework of this project, we intend to carry out a transfer of human resources, which would take place in the framework of the activity of employment in a new job within the Institution, as set out in point 3.1.1 of the call. In this new job — an ambulance technician — the staff of the organisation would be recruited if a member of the rescue unit falls out during the assignment. The rescue technician is able to serve in several or, where appropriate, combined roles in the event of staff shortages. In view of the competences in their possession, rescue technicians are able to perform their tasks both in addition to the ambulance officer/medicine and in addition to senior paramedics, so that the rescue unit may be organised, albeit with a reduced number of staff. As part of the project, a significant reduction in conflict situations arising from 6-6 (36 in total) rescue technicians per region can be expected to decrease significantly, and the availability of rescue units will improve, thus increasing organisational efficiency. In addition to the above, in line with the objectives of the rescue career model, the rescue technicians would also perform a role of instructor and mentor in view of their wide range of professional competences and experience in order to strengthen the organisational culture and to increase the supply and retention of the workforce. At OMSZ, it would be particularly important to build a mentoring system of well-functioning and professionally committed rescue workers, which could be a long-term solution for the development of an organisational culture based on camaraderie and thus to increase the social esteem of the rescue profession. Although it is 5/2006. (II. 7.) EüM Decree mentions the possibility of working as a rescue technician in the field of rescue. Currently, there are no rescue technicians in the employment of the OMSZ, but the number of qualified workers is about 1200 people. Our aim is to establish the organisational framework for the establishment of the job — using the experience and results of the “pilot programme” implemented in the framework of the TÁMOP-6.2.4.A-11/1-2012-0041 project implemented during the 2007-13 programming cycle. The basic objective of the project is to optimise the human resources management of OMSZ, in particular to reduce the staff shortages resulting from vacancies that are considered to be shortages by redeployment within the organisation, using flexible positions, and to retain human resources working in emergency care in the long term. In the course of the project, the organizational and legal framework for the job of ambulance technicians and the conditions for the general use of ambulance technicians will be established. Our aim is to maintain the long-term employment of 36 employees in the new job for a period of 12 months beyond the mandatory maintenance period, and to continue working as rescue technicians on the basis of good practices, and to motivate workers who are currently not fit for the new job to obtain the necessary qualifications. Thanks to the results of the development, the organisation’s human resources management improves, the problems arising from the lack of capacity are reduced, the management becomes more efficient, thereby increasing the quality of tasks. The additional motivation for new jobs will improve working conditions and conditions to maintain the workforce, which can help to reduce emigration and thus ensure the need for human resources to function properly. Due to the planned mentoring activities of rescue technicians, improvements in organizational culture and an increase in the reputation of the rescue profession are expected (English) / rank | |||||||||||||||
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| Property / summary: As the largest health institution in Hungary, OMSZ currently performs its job with almost 7770 employees at 253 rescue stations. Analysing the evolution of the rescue data, it can be concluded that due to the rapid increase in the number of rescue tasks, the current human resources capacity is not sufficient to ensure a high level of supply either at national level or in convergence regions. According to our surveys, it would be appropriate to increase staff of around 240 people in order to ensure proper performance of tasks. The most significant problem in many of the permanent vacancies of institutional shortages is the lack of human resources for qualified ambulance and ambulance drivers. In total, 2 380 ambulance workers and 2,260 drivers are currently working for the service, which is below the number of previous years. On the basis of the current data of the OMSZ at the time of submission of the aid application, about 18 rescue nurses and 71.5 drivers (8 hours/day) for convergence regions are not filled, to which an urgent solution is needed. The OMSZ takes ongoing action to fill the missing statuses. In the framework of this project, we intend to carry out a transfer of human resources, which would take place in the framework of the activity of employment in a new job within the Institution, as set out in point 3.1.1 of the call. In this new job — an ambulance technician — the staff of the organisation would be recruited if a member of the rescue unit falls out during the assignment. The rescue technician is able to serve in several or, where appropriate, combined roles in the event of staff shortages. In view of the competences in their possession, rescue technicians are able to perform their tasks both in addition to the ambulance officer/medicine and in addition to senior paramedics, so that the rescue unit may be organised, albeit with a reduced number of staff. As part of the project, a significant reduction in conflict situations arising from 6-6 (36 in total) rescue technicians per region can be expected to decrease significantly, and the availability of rescue units will improve, thus increasing organisational efficiency. In addition to the above, in line with the objectives of the rescue career model, the rescue technicians would also perform a role of instructor and mentor in view of their wide range of professional competences and experience in order to strengthen the organisational culture and to increase the supply and retention of the workforce. At OMSZ, it would be particularly important to build a mentoring system of well-functioning and professionally committed rescue workers, which could be a long-term solution for the development of an organisational culture based on camaraderie and thus to increase the social esteem of the rescue profession. Although it is 5/2006. (II. 7.) EüM Decree mentions the possibility of working as a rescue technician in the field of rescue. Currently, there are no rescue technicians in the employment of the OMSZ, but the number of qualified workers is about 1200 people. Our aim is to establish the organisational framework for the establishment of the job — using the experience and results of the “pilot programme” implemented in the framework of the TÁMOP-6.2.4.A-11/1-2012-0041 project implemented during the 2007-13 programming cycle. The basic objective of the project is to optimise the human resources management of OMSZ, in particular to reduce the staff shortages resulting from vacancies that are considered to be shortages by redeployment within the organisation, using flexible positions, and to retain human resources working in emergency care in the long term. In the course of the project, the organizational and legal framework for the job of ambulance technicians and the conditions for the general use of ambulance technicians will be established. Our aim is to maintain the long-term employment of 36 employees in the new job for a period of 12 months beyond the mandatory maintenance period, and to continue working as rescue technicians on the basis of good practices, and to motivate workers who are currently not fit for the new job to obtain the necessary qualifications. Thanks to the results of the development, the organisation’s human resources management improves, the problems arising from the lack of capacity are reduced, the management becomes more efficient, thereby increasing the quality of tasks. The additional motivation for new jobs will improve working conditions and conditions to maintain the workforce, which can help to reduce emigration and thus ensure the need for human resources to function properly. Due to the planned mentoring activities of rescue technicians, improvements in organizational culture and an increase in the reputation of the rescue profession are expected (English) / qualifier | |||||||||||||||
point in time: 8 February 2022
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Revision as of 10:43, 8 February 2022
Project Q3882996 in Hungary
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | HUMAN RESOURCES DEVELOPMENT IN THE NATIONAL RESCUE SERVICE |
Project Q3882996 in Hungary |
Statements
149,927,498 forint
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482,171.349 Euro
0.0027336256 Euro
10 December 2021
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176,385,291.765 forint
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85.0 percent
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1 May 2018
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30 June 2019
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ORSZÁGOS MENTŐSZOLGÁLAT
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Az OMSZ Magyarország legnagyobb egészségügyi intézményeként jelenleg 253 mentőállomáson csaknem 7770 fős dolgozói létszámmal látja el feladatát. A mentési adatok alakulását elemezve megállapítható, hogy a mentési feladatok számának rohamos növekedése okán a jelenlegi humánerőforrás-kapacitás sem országos szinten, sem pedig a konvergencia régiókra vetítve nem elégséges az ellátás magas szintű biztosításához. Felméréseink szeritn mintegy 240 fős létszámfejlesztés lenne indokolt a megfelelő feladatellátás biztosíthatósága érdekében. A tartósan betöltetlen, intézményi hiányszakmának minősülő munkakörök közül számosságát tekintve a legjelentősebb problémát a szakképzett mentőápoló és mentőgépkocsi-vezető munkakörök esetében tapasztalható humánerőforrás-hiány képezi. Összességében 2380 fő mentőápoló és 2260 fő gépkocsivezető dolgozik jelenleg a szolgálatnál, mely elmarad a korábbi évek létszámadataitól. Az OMSZ a támogatási igénylés benyújtásakor aktuális adatai alapján a konvergencia régiók tekintetében mintegy 18 mentőápolói és 71,5 gépkocsivezetői státusz (8 óra/nap) betöltetlen, mely problémára sürgős megoldást szükséges találni. A hiányzó státuszok betöltése érdekében az OMSZ folyamatos intézkedéseket tesz. Jelen projekt keretében humánerőforrás-átcsoportosítást kívánunk megvalósítani, mely a Felhívás 3.1.1. pontjában foglalt 2) Intézményen belül új munkakörben történő foglalkoztatás tevékenység keretében történne. Ezen új munkakörben – mentőtechnikus – a szervezet azon dolgozói kerülnének alkalmazásra, akik mind gépkocsivezetői, mind mentőápolói kompetenciákkal rendelkeznek, ezért dinamikusan vezényelhetőek, ha a beosztás során a mentőegység valamely tagja kiesik. A mentőtechnikus többféle, illetve indokolt esetben összevont szerepkörben is képes szolgálatot teljesíteni létszámhiány esetén. Tekintettel a birtokukban lévő kompetenciákra, a mentőtechnikusok mind a mentőtiszt/mentőorvos mellett, mind rangidős mentőápoló mellett képesek ellátni feladatukat, így adott esetben a mentőegység, bár csökkent létszámmal, de szervezhetővé válik. A projekt keretében újonnan kialakítandó, régiónként 6-6 db (összesen 36 db) mentőtechnikusi munkakör által a vezénylésben jelentkező konfliktus helyzetek jelentős mértékű csökkenése prognosztizálható, javul a mentőegységek rendelkezésre állása, így nő a szervezeti hatékonyság. Fentieken túl, a mentőtechnikus munkakörben dolgozók – a mentő életpályamodell célkitűzéseivel összhangban – a szervezeti kultúra erősítése, az utánpótlás nevelés, illetve a munkaerő-megtartás növelése érdekében széles körű szakmai kompetenciáikra és tapasztalataikra tekintettel instruktori, mentori szerepkört is ellátnának. Az OMSZ-nál kiemelten fontos lenne egy jól működő, szakmailag elkötelezett mentődolgozókból álló mentori rendszer kiépítése, amely hosszú távú megoldást jelenthetne a bajtársiasságon alapuló szervezeti kultúra kialakítására, ezáltal a mentő hivatás társadalmi megbecsültségének növelésére. Bár az 5/2006. (II. 7.) EüM rendelet a mentésről nevesíti a mentőtechnikusi munkakörben történő foglalkoztatás lehetőségét, jelenleg nem áll az OMSZ alkalmazásában mentőtechnikus munkavállaló, ugyanakkor az arra végzettségét tekintve alkalmas dolgozók száma mintegy 1200 fő. Célunk, hogy a munkakör kialakításának szervezeti keretei megteremtésre kerüljenek – felhasználva a jelen, illetőleg a 2007-13-as programozási ciklus során megvalósított, TÁMOP-6.2.4.A-11/1-2012-0041 projekt keretében megvalósult „pilot program” tapasztalatait, eredményeit. A projekt alapvető célja az OMSZ humánerőforrás-menedzsmentjének optimalizálása, ennek keretében a hiányszakmának minősülő betöltetlen státuszokból fakadó létszámhiányok szervezeten belüli átcsoportosítással, rugalmas beosztás alkalmazásával történő csökkentése, hosszú távon a sürgősségi ellátásban dolgozó humánerőforrás megtartása. A projekt során kialakításra kerülnek a mentőtechnikusi munkakör szervezeti-jogi keretei, a mentőtechnikusok általános alkalmazásának feltételrendszere. Célunk a bevonni kívánt 36 fő dolgozó az új munkakörben 12 hónapig történő foglalkoztatásának a kötelező fenntartási időszakon túli, hosszú távú fenntartása, továbbá a jó gyakorlatok alapján további munkavállalók mentőtechnikusként történő továbbfoglalkoztatása, illetőleg az új munkakör betöltésére jelenleg nem alkalmas dolgozók motiválása a szükséges képzettségek megszerzésére. A fejlesztés eredményeinek köszönhetően javul a Szervezet humánerőforrás-gazdálkodása, csökkennek a kapacitáshiányból eredő problémák, hatékonyabbá válik a vezénylés, ezáltal nő a feladatellátás színvonala. Az új munkakört betöltőkben kialakuló többlet motivációval javulnak a munkaerő megtartását szolgáló munkakörülmények és feltételek, mely hozzájárulhat az elvándorlás csökkentéséhez, így a megfelelő működéshez szükséges humánerőforrás igény biztosításához. A mentőtechnikusok tervezett mentori tevékenységének köszönhetően a szervezeti kultúra javulása és a mentő hivatás megbecsültségének növekedése várható (Hungarian)
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As the largest health institution in Hungary, OMSZ currently performs its job with almost 7770 employees at 253 rescue stations. Analysing the evolution of the rescue data, it can be concluded that due to the rapid increase in the number of rescue tasks, the current human resources capacity is not sufficient to ensure a high level of supply either at national level or in convergence regions. According to our surveys, it would be appropriate to increase staff of around 240 people in order to ensure proper performance of tasks. The most significant problem in many of the permanent vacancies of institutional shortages is the lack of human resources for qualified ambulance and ambulance drivers. In total, 2 380 ambulance workers and 2,260 drivers are currently working for the service, which is below the number of previous years. On the basis of the current data of the OMSZ at the time of submission of the aid application, about 18 rescue nurses and 71.5 drivers (8 hours/day) for convergence regions are not filled, to which an urgent solution is needed. The OMSZ takes ongoing action to fill the missing statuses. In the framework of this project, we intend to carry out a transfer of human resources, which would take place in the framework of the activity of employment in a new job within the Institution, as set out in point 3.1.1 of the call. In this new job — an ambulance technician — the staff of the organisation would be recruited if a member of the rescue unit falls out during the assignment. The rescue technician is able to serve in several or, where appropriate, combined roles in the event of staff shortages. In view of the competences in their possession, rescue technicians are able to perform their tasks both in addition to the ambulance officer/medicine and in addition to senior paramedics, so that the rescue unit may be organised, albeit with a reduced number of staff. As part of the project, a significant reduction in conflict situations arising from 6-6 (36 in total) rescue technicians per region can be expected to decrease significantly, and the availability of rescue units will improve, thus increasing organisational efficiency. In addition to the above, in line with the objectives of the rescue career model, the rescue technicians would also perform a role of instructor and mentor in view of their wide range of professional competences and experience in order to strengthen the organisational culture and to increase the supply and retention of the workforce. At OMSZ, it would be particularly important to build a mentoring system of well-functioning and professionally committed rescue workers, which could be a long-term solution for the development of an organisational culture based on camaraderie and thus to increase the social esteem of the rescue profession. Although it is 5/2006. (II. 7.) EüM Decree mentions the possibility of working as a rescue technician in the field of rescue. Currently, there are no rescue technicians in the employment of the OMSZ, but the number of qualified workers is about 1200 people. Our aim is to establish the organisational framework for the establishment of the job — using the experience and results of the “pilot programme” implemented in the framework of the TÁMOP-6.2.4.A-11/1-2012-0041 project implemented during the 2007-13 programming cycle. The basic objective of the project is to optimise the human resources management of OMSZ, in particular to reduce the staff shortages resulting from vacancies that are considered to be shortages by redeployment within the organisation, using flexible positions, and to retain human resources working in emergency care in the long term. In the course of the project, the organizational and legal framework for the job of ambulance technicians and the conditions for the general use of ambulance technicians will be established. Our aim is to maintain the long-term employment of 36 employees in the new job for a period of 12 months beyond the mandatory maintenance period, and to continue working as rescue technicians on the basis of good practices, and to motivate workers who are currently not fit for the new job to obtain the necessary qualifications. Thanks to the results of the development, the organisation’s human resources management improves, the problems arising from the lack of capacity are reduced, the management becomes more efficient, thereby increasing the quality of tasks. The additional motivation for new jobs will improve working conditions and conditions to maintain the workforce, which can help to reduce emigration and thus ensure the need for human resources to function properly. Due to the planned mentoring activities of rescue technicians, improvements in organizational culture and an increase in the reputation of the rescue profession are expected (English)
8 February 2022
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Debrecen, Hajdú-Bihar
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Identifiers
EFOP-1.10.2-17-2017-00043
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